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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 purpose of this research is to find out the influence of leadership style, organizational commitment, and job satisfaction on the performance of KPPBC TMP C Pangkalan Bun employees. The population in this study were 60 employees of KPPBC TMP C Pangkalan Bun. This sample was determined using a saturated sampling technique. The number of samples used in this research was 60 employees. This research data analysis tool uses multiple linear regression. The research results show that leadership style has no effect on employee performance. Organizational commitment has a positive effect on employee performance. Job satisfaction has a positive effect on employee performance.  

The aim of this research is to analyze the influence of competence and incentives on employee performance which is mediated by achievement motivation. The population in this research is all employees of PT. Golden Roof Polymer Area Yogyakarta, totaling 234 people. The samples taken were 146 using the purposive sampling method. The data analysis method uses regression and data processing uses SPSS 23 software. The results of hypothesis testing show that competence has a positive and significant effect on organizational commitment. Incentives have a positive and significant effect on achievement motivation. Achievement motivation has a positive and significant effect on employee performance. Competence has a positive and significant effect on employee performance. Incentives have a positive and significant effect on employee performance.The results of the Sobel test also show that the indirect influence of competence on employee performance is significant, this shows that the achievement motivation variable can mediate the influence of competence on employee performance. The indirect effect of incentives on employee performance is significant, this shows that the achievement motivation variable can mediate the effect of incentives on employee performance.    

Commitment becomes a means for organizations to improve organizational performance. Through the support of leaders who use the servant leadership leadership style and the existence of distributive justice in the organization, employee performance will increase. This study aims to analyze: 1) the influence of servant leadership on continuance commitment; 2) the effect of distributive justice on the continuance commitment of Sentana Group employees. This research includes using quantitative research with a cross-sectional approach. The respondents of this study were 58 employees of the Sentana Group. Data on servant leadership, distributive justice, and continuance commitment were obtained using a survey technique using a questionnaire instrument that was validated by experts and reliable based on the results of the trial. The analysis used in this research is descriptive statistical analysis and regression analysis. The results showed that there were: 1) positive and significant influence of servant leadership on continuance commitment; 2) positive and significant influence of distributive justice on continuance commitment. In addition, it is also concluded that servant leadership has a greater influence on continuance commitment than distributive justice.

The aim of this research is to find out the influence of work motivation, work discipline and learning organization on the performance of PDAM Tirta Musi Palembang Unit 3 Ilir employees. The data collection technique used in this research is using a questionnaire method with closed questions so that respondents choose the answers that have been provided and the analysis method used is Multiple Linear Regression Analysis. The results of this research are that the variables Motivation, Work Discipline, and Learning Organization influence employee performance. Based on the f test results of 0.022, the value of 0.022 is smaller than 0.05, so it can have an influence on employee performance. Increasing high employee performance is very important in a company, because with high employee performance it will be possible to increase employee work productivity. With increased productivity, the company's goals will be achieved automatically. Therefore, a company always tries to improve the performance of its employees, so that the company's goals can be achieved immediately. Factors that can influence performance itself are motivation, employee work discipline, and learning organization.

The performance of human resources can be influenced by the conditions of servant leadership that are formed. Factors that influence employee performance in servant leadership include a lack of commitment from employees towards understanding the values ​​and rules that have been established, a lack of disciplined behavior, a lack of inheritance of servant leadership, and a lack of understanding organizational identity. These things cause service leadership to be less than optimal in achieving the stated vision and mission of the organization. One factor in good servant leadership is that it requires commitment from all members of the organization under the leadership of someone who is able to influence all members of the organization and is expected to be able to build good and strong servant leadership. survey research design with a correlational approach. The approach used is a quantitative approach as the basis for analysis. There is a positive, very significant and strong relationship between servant leadership and employee performance. There is a positive, very significant and strong relationship between Personality and Employee Performance. There is a positive, very significant and strong relationship between Servant Leadership (X1) and Personality (X2) together with Employee Performance (Y). The two go hand in hand, which means that the higher the Service Leadership and Personality together, the higher the Employee Performance.

This paper aims to find out about the influence of organizational culture and organizational commitment together on employee performance. performance is the success of an employee's work that has been carried out on the tasks or work assigned to the employee with indicators a. Work quantity includes completing work programs, completing work, making work reports, achieving work quantities, and adjusting work plans; b. Work quality includes developing competence, creating work strategies, having work quality standards, and being motivated to complete the leader's work immediately; c. Efficiency includes the amount of funds provided, working methods, competition with other employees, paying attention to work needs, suitability of work schedules, and completion of work administration; d. Effectiveness, including achieving work targets, utilizing potential, utilizing work time, setting work goals and work responsibilities, and e. Initiative includes several aspects such as the ability to take appropriate steps in the face of difficulties, the ability to do work without assistance, and the ability to take the first step in an activity. There is a positive and very significant influence between organizational culture and organizational commitment together with employee performance.

Previous research or relevant research has a very important role in a scientific work. Through previous or related research, theories and relationships or influences between variables can be strengthened. This article reviews the factors that influence how employee performance is influenced by the work environment, job satisfaction, and commitment to the organization in a literature review in the field of Human Resource Management. The findings from this research literature are that: 1) the work environment influences employee performance; 2) job satisfaction influences employee performance; 3) and commitment to the organization influences employee performance.

This PKM is carried out at the Manpower, Transmigration and Energy Department of DKI Jakarta Province. Jl. H. Naman No.1 RT.1/RW.3, Pd. Klp., District. Duren Sawit, East Jakarta City, Special Capital Region of Jakarta. Currently, employees of the Department of Manpower, Transmigration and Energy are facing various cases of implementing conflicts in the industry that have come but have not been able to overcome them all because the leadership style, organizational commitment and employee performance have not been implemented correctly. Human resource management is a process of dealing with various problems within the scope of employees, employees, workers, managers and other workers to be able to support the activities of an organization or company in order to achieve predetermined goals. To overcome a number of problems faced by this group, solutions with optimal HR management strategies are needed. The methods used in providing community service counseling and training are pretest, lecture, media outreach, and posttest. Based on the results and discussion, it can be concluded that this service activity provided positive results. Because this activity can help employees of the Manpower, Transmigration and Energy Department understand the need for HR management and leadership style, organizational commitment, employee performance in helping with implementation cases in overcoming conflicts in industry so that they have the quality and quality of being a mentor. So that you can implement and solve all the problems that exist in the industry.

Tujuan utama dari penelitian ini adalah untuk mempelajari pengaruh partisipasi pengambilan keputusan terhadap kinerja organisasi yang dimediasi oleh komitmen kerja membangun perusahaan percetakan dan penerbitan kota semarang, provinsi jawa tengah, Indonesia. Berdasarkan tujuan utama penelitian ini merupakan penelitian terapan deskriptif korelatif berdasarkan data yang dikumpulkan yang telah dilakukan pada tahun 2021. Populasi penelitian terdiri dari karyawan yang bekerja pada perusahaan penerbitan di kota semarang yang mempunyai kantor cabang sebagai distributor di bagian penjualan. Jumlah pegawai di kantor pusat dan cabang sebanyak 1.260 orang. Jumlah sampel yang diambil sebanyak 200 orang, dengan teknik probabilitas sampling. Model kerangka teori yang dibuat menunjukkan adanya variabel intervening yang berfungsi untuk menguji hipotesis yang diajukan. Pengujian hipotesis dilakukan dengan menggunakan Structural Equation Modeling (SEM), dengan menggunakan Analysis of Moment Structure (AMOS). Hasil pengujian hipotesis menunjukkan bahwa partisipasi dalam pengambilan keputusan, komitmen organisasi dan individu mempunyai pengaruh positif yang signifikan terhadap kinerja organisasi. The main purpose of this research is to study the impact of participation on decision-making towards organizational performance mediated by workplace commitment to construct a printing and publishing company in Semarang City, province of central Java, Indonesia. Based on the main purpose this research is an applied research descriptive correlative based on data collected which had been done in 2021. The research population consists of employees who work in publishing companies in the city of Semarang which have branch offices as distributors in sales. The number of employees at the head office and branches is 1,260 people. The number of samples taken was as many as 200 people, with a probability sampling technique. The theoretical frame model that has been made shows the existence of intervening variables, those to test the hypothesis which is already proposed. Hypothesis testing is carried out using Structural Equation Modeling (SEM), using the Analysis of Moment Structure (AMOS). The result of hypothesis examination shows that participation in decision-making, and organizational and individual commitment have a significant positive influence on organizational performance.

For organizations, the most important asset is human resources, because basically human resources are the driving factor in every activity within the company. For an organization to carry out its activities to achieve its desired goals, it requires good management, especially human resources, because human resources are the main capital for planning, organizing, coaching and mobilizing other resources in the organization. Human resource management is a part of organizational management that focuses on the elements of human resources. The level of job satisfaction is the company's focus in retaining its employees. One of them is PT Bank Mandiri Taspen which is a private company that provides banking services for retirees. PT Bank Mandiri Taspen is a subsidiary of PT Bank Mandiri and PT Taspen which was founded on November 3 1992. Currently the company is trying to improve employee performance by paying attention to employee job satisfaction.The aim of this research is to analyze the impact of employee job satisfaction in terms of the work environment, work commitment and compensation on employees of PT Bank Mandiri Taspen KC Jakarta. The type of research used is descriptive and the method used is quantitative research methods. with the population being all employees of PT Bank Mandiri Taspen KC Jakarta. The sample used in this research was 75 respondents. The research data used is primary data, which was obtained through distributing questionnaires to samples or research respondents. The data analysis techniques used are multiple linear analysis, correlation, coefficient of determination, and hypothesis testing. The research results show that the work environment contributes to job satisfaction. Work commitment contributes to job satisfaction. Compensation contributes to job satisfaction. Then the work environment, work commitment and compensation simultaneously contribute to job satisfaction.

This study aims to determine: (1) The effect of transformational leadership style on employee performance (2) The effect of organizational commitment on employee performce.This study used a quantitative method approach with the study population being all employees of the Regional Drinking Water Company (PDAM) Bombana Regency with a total sample of 30 respondents. Instrument testing in this study used the Validity test and Reliability with SPSS 26.0. The research data analysis with a total 35 respondents technique used the structural equation modeling (SEM-PLS) method with SmartPLS 4.0. Based on the results of the study it is known that there is a positive and significant influence between the transformational leadership style variable on employee performance as indicated by the t-statistic value of 8,405 with a P-Values ​​of 0.000, while the variable Organizational Commitment has a positive and not significant effect on employee performance indicated by the t-value statistic of 0,142 with a P-Values ​​of 0.000.

This study aims to investigate how responsibility and commitment can affect employee performance. This study's research technique uses qualitative methods, or more specifically, observation techniques used over the course of a month in the North Sumatra Governor's office. The study's findings indicate that responsibility and dedication play a big part in employee performance since they affect job productivity inside the organization, which in turn affects how the public perceives the organization. Therefore, it can be claimed that the organization's function may help each employee become more committed and responsible. which will eventually be able to offer the public the greatest service.

Human resources are all employees of a company who want to feel comfortable and happy. When working, an employee must have a big commitment to the company to be able to assist the company in achieving the expected goals, ,and the company must also foster job satisfaction for its employees. This study aims to determine the effect of organizational commitment and job satisfaction on. This study is descriptive with a quantitative approach method, validity test, reliability test, classic assumption test, multiple linear regression test, coefficient of determination test, t-test, and f-test. The results of this study indicate that organizational commitment has a significant impact on employee performance, with the results of the t-test being 10.613 > t-table 2.01174 with a significant level of 0.00 <0.05. Job satisfaction significantly impacts employee performance,with the results of t count 7.731 > t table 2.01174 with a significant level of 0.00 <0.05. The results of testing the independent variable’s simultaneous influence on the dependent variable obtained a value of Fcount = 158.967 > Ftable value of 3.20, so that means there is a positive and significant influence between organizational trust in job satisfaction and CV employee performance. Juanda Group JR Petshop Branch.    

This research aimed to (1) determine the description of employee performance, professionalism and organizational commitment; and (2) analyze the effect of professionalism and organizational commitment on employee performance bith partially and simultaneously. The populations in this research were employees at the Inspectorate Office of Sikka Regency as many as 43 people. This research was conducted by census or saturated sampling due to limited population. Data were collected through questionnaires and analyzed through descriptive and inferential statistical methods, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The results of descriptive analysis showed that the variables of employee performance, professionalism, and organizational commitment were categorizedas good. The results of the test statistic showed that partially the variables of professionalism and organizational commitment had a positive and significant effect on employee performance. The results of the T-test statistic showed that simultaneously, the professionalism and organizational commitment variables had a significant effect employee performance. The results of the determination analysis indicated that the two independent variables in this research could explain the fluctuation of employee performance at the Inspectorate Office of Sikka Regency by 25,1%

This research aims to determine the influence of organizational climate and organizational commitment on employee performance at PDAM Kolaka branch.  This research uses a quantitative method approach.  Data collection in this research used observation and questionnaires.  The population of this study were employees of PDAM Kolaka branch.  Meanwhile, the sample in this study amounted to 40 people.  Research instrument testing uses validity and reliability tests with SPSS 25.0.  The data analysis technique used in this research is instrument model testing (outher model) and structural model testing (Inner model) with Smart PLS 3.0.  Based on the research results, it is known that there is a positive and significant influence between the Organizational Climate variable on employee performance as indicated by the T-statistic value of 2.731 and the original sample of 0.369, while the Organizational Commitment variable has a positive and significant influence on employee performance as indicated by the T-statistic value of  3.605 with an original sample value of 0.416.

This research was related to the influence of organizational culture and compensation on employee performance PT. Armada Financial Magelang with job satisfaction as an intervening variable. The purpose of this study was to: determine the influence of organizational culture on job satisfaction partially. Knowing the influence of compensation on job satisfaction partially determine the influence of organizational culture and job satisfaction on organizational commitment simultaneously, knowing the influence of organizational culture on employee performance partially determine the effect of job satisfaction on employee performance partially determine the influence of organizational culture and job satisfaction the performance of employees simultaneously, and knowing where greater direct influence organizational culture and job satisfaction on employee performance PT Mega Finance Mojokerto with indirect and direct influence of organizational culture and job satisfaction on employee performance PT Mega Finance Mojokerto through organizational commitment. Respondents in this study were 58 employees of PT Mega Finance Mojokerto. Data collection methods used are questionnaires and in analyzing the data using path analysis. The results of this study indicated that there was partial significant effect of organizational culture on job satisfaction, there was partial significant effect of compensation on job satisfaction, there was significant effect of organizational culture and compensation on job satisfaction simultaneously, there was partial significant effect of organizational culture on employee performance, there was partial significant effect of job satisfaction on employee performance, there was partial significant effect of organizational culture and job satisfaction on employee performance simultaneously, there was partial significant effect of job satisfaction to employee performance. Then simultaneously significant effect of job satisfaction to employee performance. In addition, the indirect influence of organizational culture on employee performance through job satisfaction PT Mega Finance Mojokerto greater than the direct influence of organizational culture on employee performance. Indirectly influence compensation on employee performance through job satisfaction PT Mega Finance Mojokerto greater than the direct effect of compensation on employee performance.

This study to determine the effect of organizational commitment on employee performance at PT. Senyum Sehat Sejahtera. This study uses quantitative research with an descriptive approach. In this study saturated sampling was used as a sampling technique, as many as 20 employees at the company as samples in this study. Data collection techniques were in the form of observation and questionnaires. The results of this study indicate that Organizational Commitment (X1) has a partially positive and significant effect on Employee Performance.

Transformational leadership is a leadership approach that focuses on developing and empowering subordinates, with the aim of creating significant change in the organization.  This leadership style involves inspiration, motivation, and positive influence of a leader on subordinates. In the context of state administration, transformational leadership can directly impact the performance of civil servants, including civil servants in the Lamuru sub-district office of Bone Regency. Bone Regency is one of Indonesia’s regions with its own potential and challenges in development. In carrying out its duties, the Lamuru Subdistrict Office as a representative of local government at the sub-district level has a strategic role in organizing various state administration activities, coordinating development programs, and providing public services to the community. To achieve these goals, quality and effective ASN performance is essential.The research method used in this study is a Qualitative Research Method on the Effect of Transformational Leadership on the Performance of the State Civil Apparatus at the Lamuru Subdistrict Office of Bone Regency can be used to gain a deep understanding of the experiences, perceptions, and meanings associated with the phenomenon of leadership and the performance of civil servants in specific contexts.Transformational leadership has a significant influence on the performance of the state civil apparatus (ASN) at the Lamuru Subdistrict Office of Bone Regency. Through transformational leadership, a leader is able to inspire, motivate, and influence civil servants to achieve better performance and make maximum contributions in carrying out their duties. This study highlights several important findings related to the influence of transformational leadership on the performance of civil servants in the Lamuru Subdistrict Office of Bone Regency. By paying attention to the influence of this transformational leadership, the Lamuru Subdistrict Office of Bone Regency can improve the performance of civil servants, and quality public services, and strengthen public trust in the local government. Effective implementation of transformational leadership requires organizational support, leader commitment, effective communication, subordinate participation, good team building, and appreciation for achievements.