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This study aims to determine and analyze the influence of Servant Leadership, Work Motivation, and Work Environment on Employee Job Satisfaction at the Jimbun Medika Inpatient Primary Clinic. The background of this research is based on the phenomenon observed in the field, where employee job satisfaction levels show frequent fluctuations. These fluctuations have the potential to impact not only individual productivity but also the overall quality of healthcare services provided to patients. The research method used is a quantitative approach with a survey technique as the primary data collection method. The population in this study includes employees of the Jimbun Medika Inpatient Primary Clinic, with data collected using structured questionnaires. The data were analyzed using statistical tools, including multiple linear regression analysis, to determine the effect of the independent variables on the dependent variable. The research findings indicate that Servant Leadership (X1), when tested partially, does not have a significant effect on employee job satisfaction. In contrast, Work Motivation (X2) and Work Environment (X3) each show a positive and significant influence on employee job satisfaction. Furthermore, when analyzed simultaneously, all three independent variables—Servant Leadership, Work Motivation, and Work Environment—have a significant combined effect on job satisfaction levels among employees at the clinic. These findings suggest that to improve employee satisfaction and ultimately enhance service quality, the management of Jimbun Medika should prioritize improving motivation and providing a supportive work environment, while also re-evaluating leadership strategies to better align with employee needs and expectations.

High employee turnover intention can be a big problem for several company. Recruiting replacements for employees who want to resign can be costly. The purpose of this study is to identify the effect of Servant Leadership on Perceived Organizational Support, Job Embeddedness, Job Satisfaction and Turnover Intention, the effect of Perceived Organizational Support, Job Embeddedness, Job Satisfaction on Turnover Intention with the moderating role of Perceived Supervisor Support. This research was conducted using purposive sampling method involving 225 respondents. Data were analyzed using the Structural Equation Model (SEM) with SmartPLS 4. The findings in this study are in the moderating effect of Perceived Supervisor Support strengthening the relationship of Job Embeddedness on Turnover Intention. Meanwhile, the other moderating variables have no effect on Turnover Intention. Managerial implications contained in this study for workers in companies and researchers by applying Servant Leadership in companies, increasing Perceived Organizational Support, increasing Job Embeddedness, increasing Job Satisfaction in order to reduce the level of Turnover Intention.

This study aims to determine the effect of leadership style and employee commitment on the performance of civil servants at the village office in Cipedes sub-district, Tasikmalaya city. This study uses a descriptive quantitative method. The types of data used are primary data and secondary data, with a sample of 41 respondents from civil servants at the Village Office in Cipedes District, Tasikmalaya City, and using the saturated sample method. The data analysis tool used in this study was SPSS Version 25. Data collection techniques used observation, interviews, questionnaires, and literature studies. Leadership Style and Employee Commitment simultaneously have a significant effect on Employee Performance in Civil Servants at the Village Office in Cipedes District, Tasikmalaya City. Leadership Style partially has a significant effect on Civil Servant Performance. Employee Commitment partially has a significant effect on Civil Servant Performance.