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This study aims to conduct a literature review examining the influence of Organizational Citizenship Behavior (OCB) on job satisfaction and employee performance. Through a thorough analysis of relevant literature, this article presents significant findings from previous research. The analysis of three relevant journals reveals that OCB has a significant positive influence on job satisfaction. When employees voluntarily engage in OCB behaviors that go beyond their formal job responsibilities, it tends to enhance their job satisfaction. Additionally, OCB is positively related to employee performance. Employees who engage in OCB behaviors tend to achieve better performance in various aspects of their work. In the context of education, OCB also plays a crucial role in improving teacher performance and creating a productive learning environment. Previous studies have shown that teacher OCB behaviors, such as assisting fellow teachers, providing emotional support to students, and actively participating in extracurricular activities, contribute to enhanced teacher performance and student academic achievement. This article provides an in-depth understanding of the importance of OCB in enhancing job satisfaction and employee performance. To create a positive and productive work environment, organizations need to encourage and appreciate OCB behaviors through recognition, appreciation, and increased participation opportunities. Although previous research findings demonstrate a positive relationship between OCB, job satisfaction, and employee performance, it is important to note that further research is needed to gain a deeper understanding of the factors influencing OCB and the best strategies for fostering OCB behaviors in the workplace. Through a greater understanding of OCB, organizations can create a positive and empowering work environment where employees feel satisfied with their jobs and achieve optimal performance.

The purpose of this study is to determine the influence of the work environment and leadership on employee performance through job satisfaction. This type of research uses quantitative research methods with descriptive analysis. The data collection method used was a questionnaire measured on a Likert scale ranging from 1-5. The data analysis techniques used in this study are: Outer Model with Convergent Reliability, Composite Reliability, Cronbach's Alpha and Inner Model calculations with T statistic, R-Square, f-Square, and VIF calculations using SmartPLS (Partial Least Square) tools version 4.0.9.3. The results showed that: 1) There is a direct positive and significant influence between the work environment on job satisfaction. 2) There is a direct positive and significant influence between the work environment on employee performance. 3) There is a direct positive and significant influence between leadership and job satisfaction. 4) There is a direct positive and significant influence between leadership on employee performance. 5) There is a direct positive and significant influence between job satisfaction and employee performance.    

Employee satisfaction is an important factor that can influence organizational productivity and performance. This research aims to analyze the influence of organizational culture and work environment on employee satisfaction. The research method uses a quantitative approach with data collection techniques using questionnaires. The research sample was 50 employees of PT. XYZ. The data analysis technique uses multiple regression analysis and classical assumption tests consisting of normality tests, multicollinearity tests and heteroscedasticity tests. The results of the analysis show that both organizational culture and work environment have a significant positive influence partially and simultaneously on employee satisfaction  

PT Efrata Garmindo Utama Sukoharjo itself operates in the retail sector which makes batik clothes (men, women and children) with its flagship brand, namely Bateeq. This research is a survey with quantitative data, namely data on the number of employees and the number of respondents to the questionnaire. Primary data in this research is the result of distributing questionnaires given to employees of PT Efrata Garmindo Utama. The population in this study were all employees of PT Efrata Garmindo Utama, totaling 502 employees. The sample in this study was narrowed using the Slovin formula to 85 respondents using a purposive sampling technique. The data collection technique uses a questionnaire. Test research instruments with validity and reliability tests, classic assumption tests including multicollinearity tests, autocorrelation tests, heteroscedasticity tests and normality tests. The data analysis method uses descriptive analysis, multiple linear regression test, t test, F test and R² test. The results of the validity test for all instruments obtained a significance value = 0.000 < 0.05, meaning that all instruments were valid. Reliability test results for all reliable variables. The results of the multicollinearity test, autocorrelation test, heteroscedasticity test, normality test for all variables passed the test. The results of the multiple linear regression test obtained the regression equation Y = 17.062 + 27.571 X₁ – 47.771 X₂ + 0.013 The results of the t test for the work ethic variable have no significant effect on employee performance with ρ-value = 0.378 > 0.05. Work discipline has a significant effect on employee performance with ρ-value = 0.012 < 0.05. Work motivation has a significant effect on employee performance with ρ-value = 0.000< 0.05. The results of the F test show a calculated F of 34.876 with a ρ-value of 0.000 < 0.05, meaning that the model used to test the influence of the independent variables is variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) on The dependent variable, namely employee performance (Y), is correct. The R² test results obtained a value (Adjusted R²) of 0.574, meaning that the contribution of the independent influence of variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) to Y (employee performance) was 54.7%. The remainder (100% - 54.7%) = 45.3% is explained by other variables outside the model, for example quality of work life, workload, work environment, job satisfaction and leadership style.

A comfortable and good work environment is a collection of processes that encourage employee behavior and encourage the achievement of company goals. The work environment is things related to the workplace itself and can influence the way he does his work. This research aims to analyze the influence of the work environment on job satisfaction and employee performance at PT Bandar Bakau Jaya. This research used a questionnaire method with a Likert scale which was distributed to 37 respondents. The variables studied include work environment (X1), job satisfaction (X2), and employee performance (Y). Data analysis was carried out using descriptive statistics and data quality testing through validity and reliability tests. The research results show that a good work environment, such as adequate lighting, appropriate temperature, and good ventilation, has a positive influence on job satisfaction and employee performance. Most respondents agree that the conditions of their work environment affect productivity and the quality of work results. This research suggests that companies continue to improve working environmental conditions to increase employee satisfaction and performance.

The aim of this research is to analyze the significance of the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. This research uses qualitative and quantitative data types. The data source used is the acquisition of primary data and secondary data. The population in this study was 40 employees of the Karanganyar Regency Dispermades, so the sampling technique in this study used a census technique, so that the entire population was sampled. The data analysis techniques used in this research are descriptive analysis, multiple linear regression analysis, t test, F test, and coefficient of determination (R2). The results of this research show that leadership (X1) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the first hypothesis is proven to be true. Job satisfaction (X2) has no significant effect on the performance of Karanganyar Regency Dispermades employees, thus the second hypothesis is not proven true. Motivation (X3) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the third hypothesis is proven to be true. The results of the F test show a significance value of 0.000, which means the model is correct in predicting the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. The R2 test result is 0.915, meaning that the contribution of the leadership, job satisfaction and motivation variables to employee performance is 91.5%, the remainder (100% - 91.5%) = 8.5% is explained by other variables outside the model, for example discipline work, work environment, rewards, etc.

To achieve this goal, companies need to pay attention to employees in all aspects of their work because this becomes an incentive for employees to carry out their work activities and achieve organizational goals. For this reason, it is natural to pay attention to the whereabouts of employees from the start. Employees who are company assets need to know their needs and desires so that they are expected to be able to produce job satisfaction, good performance and high loyalty to the company so as to achieve company goals. Effective human resource management requires managers to find the best way to employ employees to achieve goals. company. There are many things that can be done to empower good human resources, including efforts that include level education, training, and creating a conducive work situation or environment so that employees feel at home carrying out their work. Compensation is an important aspect in determining employee performance. Company attention is important because employees try to achieve the performance determined by the company. Realizing the importance of compensation for company performance, compensation management should be important. In providing compensation, the timeliness of providing compensation and the amount of compensation given by the company to employees affects employee morale, motivation, work performance and performance. An employee's absolute income level will determine the scale of his life and relative income shows his status and dignity. Therefore, if employees perceive that the compensation they receive is inadequate, this will cause employee morale, motivation, work performance and performance to decline drastically. Motivation is a condition that drives employees who are directed or focused on achieving company goals. Achieving this goal means also achieving the personal goals of the members concerned.

This research aims to determine the dominant indicators in the variables of Employee Job Satisfaction, Self Efficacy and Work Environment at the Padang City Population and Civil Registration Service and to determine the partial influence of Self Efficacy and Work Environment on employee job satisfaction at the City Population and Civil Registration Service Padang. Research data using primary data was obtained by distributing questionnaires to 46 Padang City DISDUKCAPIL employees. The technique for analyzing the data uses multiple linear regression and t test. The results of Self Efficacy and Work Environment testing influence employee job satisfaction at the Padang City Population and Civil Registration Service. Self Efficacy has a significant effect on employee job satisfaction at the Padang City Population and Civil Registration Service. The work environment has a significant effect on employee job satisfaction at the Padang City Population and Civil Registration Service.This study aims to determine the dominant indicators on the variables of employee performance.    

This study aims to determine the effect of work environment and workload on employee performance through job satisfaction as an intervening variable at PT. Pegadaian Wiyung Surabaya Branch. The population in this study is the company PT. Surabaya Wiyung Branch Pawnshop. The research method is assisted by the Partial Least Square program which is used with SmartPLS 4.0 software. This type of research used is quantitative research. Data taken using a questionnaire. The results showed that the work environment has a positive and significant effect on employee performance, workload has a positive and significant effect on employee performance, work environment has a positive and significant effect on job satisfaction, workload has a negative and insignificant effect, and job satisfaction has employee performance has a negative and insignificant effect,work environment has a negative and insignificant effect through job satisfaction on employee performance at PT. Pegadaian Wiyung Surabaya Branch, and workload has a negative and insignificant effect through job satisfaction on employee performance at PT. Pegadaian Wiyung Surabaya Branch.

An ergonomic work environment is designed to enhance the comfort, efficiency, and well-being of employees by optimizing the interactions between individuals and their workspaces. This approach encompasses the arrangement of furniture, the selection of equipment, and the configuration of the physical workspace to prevent musculoskeletal disorders, reduce fatigue, and improve productivity. Key elements include adjustable chairs and desks, proper lighting, adequate ventilation, and the strategic placement of computer monitors and keyboards. By incorporating ergonomic principles, organizations can mitigate the risk of repetitive strain injuries and other work-related ailments, fostering a healthier and more engaged workforce. The implementation of ergonomic solutions not only contributes to physical health but also supports mental well-being by reducing stress and enhancing overall job satisfaction. As a result, businesses benefit from increased employee performance, lower absenteeism, and a more positive organizational culture.  

This research investigates the pivotal role of Emotional Intelligence (EI) in mitigating employee turnover from a psychological perspective. Emotional Intelligence—encompassing self-awareness, empathy, and stress management—is identified as a crucial factor in enhancing job satisfaction and organizational commitment, thus influencing employee retention. Employing a library research methodology, the study reviews existing literature on EI's impact on reducing turnover and highlights how high EI levels contribute to lower turnover rates by improving job satisfaction and fostering a stronger commitment to the organization. The study finds that employees with elevated EI are adept at managing workplace stress, fostering positive relationships, and aligning with organizational values. This alignment enhances their job satisfaction and commitment, leading to reduced turnover rates. The findings have practical implications for organizations, suggesting that integrating EI assessments into recruitment processes, developing EI training programs, and creating supportive work environments can significantly improve employee retention. Prioritizing EI development helps in building a more resilient and engaged workforce, thereby contributing to organizational stability and performance.

This research aims to determine and analyze the influence of job satisfaction, work discipline, work motivation, and work environment on employee performance at PT. Buana Spring Foam Purwokerto. This research is included in the quantitative research category. The population of this study consisted of 90 employees and 78 respondents were selected using probability sampling techniques with the proportionate stratified random sampling method.Research findings show that the performance of employees of PT. Buana Spring Foam Purwokerto is significantly and partially influenced by the following factors: job satisfaction, work discipline, work motivation, and work environment. The implications of this research suggest that companies must continue to pay attention to the promotion system, discipline, provide motivation, rewards or appreciation, and create a comfortable work environment and good relations between employees to improve their performance.

The aim of this research is to find out what factors cause turnover and also to find out the impacts of high turnover. The research approach uses descriptive research with a sample size of 138, data analysis techniques use quantitative and qualitative analysis techniques. The research results show that the factors that influence employee turnover are job satisfaction, job demands and opportunities, work environment, commitment and leadership. High turnover will have impacts including the loss of several highly experienced and skilled employees, causing a decrease in employee productivity and a decrease in the quality of services provided and ultimately will have an impact on decreasing organizational performance and hampering the achievement of organizational goals.

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

The gap between awareness of integrity in business and lowering standards of behavior is growing. The implication is that the attribute of integrity is only given to individuals with morality that conforms to societal standards. However, assigning the attribute of integrity does not always require moral approval. This research aims to analyze the influence of a culture of behavioral integrity on the work environment. The results of this research can be used as a reference and reference regarding behavior integrity in the work environment. This research uses library research methods. The results of the discussion concluded that a culture of behavioral integrity had a positive and significant effect on performance at several institutions. A behavioral culture of integrity also has a significant influence on company performance. Integrity in the workplace has benefits such as maintaining integrity, reducing stress, increasing job satisfaction, and building a positive organizational culture for employee development.

With empowerment conditions that can be seen from the four dimensions, namely meaning, competence, self-determination, impact, job satisfaction will be created which will then have an impact on company performance. In the property sector, decisions on project work take into account the correctness of the information, certainty of payment methods and profit margins that are appropriate to the level of project difficulty. Employees' skills and abilities in negotiating, planning, being keen to see opportunities and making decisions in the project process from start to finish are always needed to counter changes and environmental influences that will inevitably occur in the project work process. The success of a project work can be seen from the company's performance which is based on the completion of a project according to or faster than schedule and conformity to the detailed project specifications agreed with the project owner.    

Performance at the PUPR District Office Tanah Datar has not reached the target for 4 years. This study aims to examine the Effect of Placement and Work Environment on Employee Performance with Job Satisfaction as an Intervening Variable using secondary data obtained by distributing questionnaires to 50r6 permanent employees who are used as respondents at the PUPR DINAS Office of Tanah Datar Regency. In this study using the analysis tool Structural Equation Modeling (SEM) using Partial Least Square (PLS). The results of this study indicate that (1) Placement has a positive and significant effect (0.000 <0.05) on job satisfaction. (2) Work environment has a positive and significant effect (0.000 <0.05) on job satisfaction. (3) Placement has a positive and significant effect (0.027 > 0.05) on Employee Performance. (4) Work Environment has no effect (0.237 <0.05) on Employee Performance. (5) Job satisfaction has a positive and significant effect (0.004 <0.05) on employee performance. (6) Placement has an effect and significant (0.035 <0.05) on Employee Performance through Job Satisfaction. (7) Work Environment has a positive and significant effect (0.012 <0.05) on Employee Performance through Job Satisfaction. (8) The contribution of placement and work environment variables to employee performance is 0.865 or 86.5% and the remaining 13.5% is influenced by other variables not examined in this study. (9) The contribution of placement, work environment and job satisfaction variables to employee performance is 0.871 or 87.1% and the remaining 12.9% is influenced by other variables not examined by this study.    

Human resources (HR) are very important in an organization, therefore every organization always strives to have quality human resources. Quality human resources in an organization will not work well. Human resources and the organization must have a mutually necessary relationship, the organization needs quality employees and the organization should pay attention to work aspects related to human resources. employee performance at the West Sumatra Province Civil Service Agency (BKD) has not yet reached the target. The research population is all employees. The sampling technique is a saturated sample obtained as many as 72 samples. The analysis tool used is Structural Equation Modeling (SEM). So the results of this study indicate that (1) work motivation has a positive and significant effect (0.162) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (2) The work environment has a positive and significant effect (0.000) on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (3) Work motivation has a positive and significant effect (0.000) on employee performance at the West Sumatra Provincial Civil Service Agency. (4) Work environment has a positive and not significant effect (0.006) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (5) Job satisfaction has a positive and significant effect (0.014) on employee performance at the Regional Civil Service Agency of West Sumatra Province. (6) Work motivation has a positive and significant effect (0.176) on employee performance through job satisfaction at the Regional Civil Service Agency of West Sumatra Province. (7) The work environment has a positive and significant effect (0.018) on employee performance through job satisfaction at the West Sumatra Provincial Civil Service Agency. (8) The contribution of work motivation and work environment variables to job satisfaction is 0.888 or 88.8% and the remaining 11.2% is influenced by other variables not examined in this study at the West Sumatra Provincial Civil Service Agency. (9) The contribution of competency, workload and job satisfaction variables to employee performance is 0.843 or 84.3% and the remaining 15.7% is influenced by other variables not examined by this study at the West Sumatra Provincial Civil Service Agency.      

This research aims to determine the influence of preventive discipline and work rotation on employee performance through job satisfaction as an intervening variable in the Integrated Waste Management Unit of the DKI Jakarta Province Environmental Service. In this research, researchers used quantitative methods with research hypothesis testing carried out using outer model and inner model tests in SEM-PLS with the help of the SmartPLS version 4.0 program which is useful for analyzing the effect of preventive discipline and work rotation on employee performance through job satisfaction as an intervening variable. in the Integrated Waste Management Unit of the DKI Jakarta Provincial Environmental Service using 150 respondents who were distributed through questionnaires in the Integrated Waste Management Unit area of the DKI Jakarta Provincial Environmental Service. The results of the research that has been carried out are as shown in the following brief explanation: (1) The Preventive Discipline Variable (X1) influences Employee Performance (Y). (2) The Job Satisfaction variable (Z) influences employee performance (Y). (3) The Job Rotation Variable (X2) influences Employee Performance (Y). (4) The Preventive Discipline Variable (X1) influences Employee Performance (Y) through Job Satisfaction (Z). (5) The Job Rotation Variable (X2) influences Employee Performance (Y) through Job Satisfaction (Z).

This study aims to examine the effect of competence and work environment on performance mediated by job satisfaction. The approach used in this research is a quantitative approach. The sample used in this study were employees of the Babulu Public Health Center, Penajam Paser Utara Regency, East Kalimantan, totaling 67 employees. The research data was obtained from the results of filling out the questionnaire and analyzed using the SEM PLS analysis technique with the help of the SmartPLS program. The results of this study indicate that competence and work environment have a significant effect on performance either directly or mediated by job satisfaction. High employee competence and supported by a good work environment will increase employee job satisfaction which will further improve their performance.