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Turnover intention is the tendency or intention of individuals to leave the organization for various reasons, one of which is the desire to get a better job. This study aims to examine the effect of overtime working hours and leader member exchange on turnover intention of finishing department employees of PT Ungaran Sari Garments. The sample taken was 144 finishing department employees. The sampling technique used the slovin formula with data analysis techniques, namely multiple linear regression using the SPSS 25 program. The results obtained that overtime working hours have a positive and significant effect on turnover intention, while lmx has a negative and significant effect on turnover intention. overtime working hours and leader member exchange have a simultaneous or joint effect on the dependent variable, namely turnover intention of pt usg finishing department employees.

This research aims to find out whether communication, Leader Member Exchange, and Work Environment influence job satisfaction of the State Civil Apparatus in Purwakarta District, Cilegon City. This research was conducted using quantitative research methods. The sample selection technique taken was the Slovin method with an error rate of 10%. Respondents came from Purwakarta District, Cilegon City with a total of 62 respondents. Data was collected using a questionnaire distributed directly to respondents, and analyzed using SPSS version 25. The statistical methods used were normality test, multicollinearity test, heteroscedasticity test, multiple linear regression analysis, hypothesis test, coefficient of determination test. The research results show that there is a significant influence between communication, Leader Member Exchange (LMX), work environment on job satisfaction partially, and there is a significant influence on communication, leader members exchange and work environment simultaneously on job satisfaction. The limitations of this research are also influenced by factors from other variables outside the research model such as compensation and work life balance, work motivation and others. It is hoped that future research will discuss beyond these variables and different locations.

Leader-Member Exchange (LMX) is a concept that describes the dynamics of the relationship between a leader and each member of the work team in an organizational unit. LMX plays a crucial role in creating employee job satisfaction within an organization. This study aims to provide readers with a deeper understanding of the application of LMX theory in a corporate context, as well as its implications in managerial practice. Through this research, data from various sources are compared and analyzed, which come from several journals that are the main references. This research is an important first step in understanding the complex relationship between leaders and team members in an organization, and its consequences in achieving optimal organizational performance.                                                       

This research examines employees of Perum Jasa Tirta I Semarang. This research aims to determine the influence of cyberloafing and leader member exchange on innovative work behavior through employee performance. The research method in this research is a quantitative research method. The population in this study was all employees with a total of 10 employees who worked at Perum Jasa Tirta I Semarang, while the sample in this study was 180 respondents. Determining the sample size used a non-probability sampling technique because the population was relatively small, so the technique taken was saturated sampling (census). Data analysis in this research used the SmartPLS version 3 program. The data analysis technique used was the Structural Equation Modeling (SEM) equation model. The results of the analysis and discussion show that the perceived quality variable influences Cyberloafing, influences Innovative Work Behavior, Leader Member Exchange influences Innovative Work Behavior, Cyberloafing influences Employee Performance, Leader Member Exchange influences Employee Performance, Employee Performance influences Innovative Work Behavior, Cyberloafing influences on Innovative Work Behavior is partially mediated by Employee Performance, and Leader Member Exchange influences Innovative Work Behavior of Perum Jasa Tirta I Semarang employees which is partially mediated by Employee Performance.

The lack of OCB behavior shown by some nurses, namely, only formal tasks that can be completed optimally without being supported by behaviors that support the creation of extra performance more than expected. The low form of OCB behavior in oneself can be seen from not caring about the work of colleagues, when the work is finished, often complaining about work and hospital policies. This study aims to analyze the effect of leader member exchange on organizational citizenship behavior of nurses at the Stella Maris Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The samples in this study were nurses at the inpatient installation of the Stella Maris Hospital in Makassar, totaling 131 respondents. The results showed that there was an effect of leader member exchange on organizational citizenship behavior for nurses. It is recommended to the hospital management to be able to make meetings and hold workshops, by providing support to their subordinates in order to create a good relationship between superiors and subordinates so that it is easier for subordinates to convey innovative ideas and can also hold trainings for employees who can help improve creativity and innovative behavior of employees.

The background of this research is that there are still many employees of Perum Jasa Tirta II who have not been able to provide brilliant ideas into the operational performance of the company. This can be seen because there are several work processes that are less effective and efficient, therefore it is very important for Perum Jasa Tirta II to further improve Innovative Work Behavior. From a total of 947 employees, it is estimated that only some employees have developed their innovations, then the results of the innovation development of some of these employees resulted in 14 applications and service websites that have been implemented at Perum Jasa Tirta II from the standard number of applications and which should be 26. This research using a quantitative research model, data were collected using a questionnaire technique with 90 respondents, the test method used IBM SPSS 26. The results showed that Cyberloafing had a significant negative effect on Innovation Work Behavior in Perum Jasa Tirta II employees and Leader Member Exchange had a significant positive influence significant effect on Innovation Work Behavior among employees of Perum Jasa Tirta II.

Employee innovative behavior is very important in increasing the growth and development of MSMEs. The purpose of this study was to determine the influence of leader member exchange on the innovative behavior of MSME employees and the driving factors of leader member exchange on the innovative behavior of MSME employees. This study uses this scoping method to examine the most relevant and significant literature on leader member exchange (LMX) with related research methods. This research draws articles from several reputable national and international data bases or journals published from 2017 to 2023. The results of this study indicate that the relationship between leaders and team members in MSMEs has a significant impact on the innovative level of employees in MSMEs and the driving factors in LMX that influence the innovative behavior of MSME employees include leader support, mutual trust, open communication, recognition, and creative freedom

Penelitian ini bertujuan untuk menganalisis pengaruh Leader Member Exchange dan kompetensi terhadap kinerja pegawai di Pemerintah Kabupaten Pemalang baik secara langsung maupun tidak langsung melalui kepuasan kerja sebagai variabel intervening. Populasi yang digunakan adalah seluruh Pegawai Negeri Sipil di Diskominfo, BKD, Bapenda, BPKAD, dan DPMPTSP Kabupaten Pemalang, besar sampel yang digunakan adalah 155 responden, dengan teknik proporsional stratified random sampling. Sumber data yang digunakan adalah data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah analisis regresi linier berganda, analisis jalur dan uji tunggal. Hasil analisis regresi diperoleh bahwa Leader Member Exchange dan kompetensi berpengaruh positif terhadap kepuasan kerja, dan Leader Member Exchange, kompetensi, dan kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Hasil uji hipotesis menunjukkan bahwa (1) Leader Member Exchange berpengaruh positif dan signifikan terhadap kepuasan kerja, (2) Kompetensi berpengaruh positif dan signifikan terhadap kepuasan kerja, (3) Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, (4) Leader Member Exchange berpengaruh positif dan signifikan terhadap kinerja pegawai, dan (5) Kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawai. Hasil analisis jalur dan uji sobel menunjukkan bahwa kepuasan kerja dapat memediasi atau memperkuat pengaruh Leader Member Exchange terhadap kinerja karyawan, dan kepuasan kerja dapat memediasi atau memperkuat pengaruh kompetensi terhadap kinerja karyawan.