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This study aims to examine the effect of employee competence, behavioral control, and trust on employee performance at the Bojonegoro District Health Office with Organizational Citizenship Behavior (OCB) as an intervening variable. The background of this study is related to the importance of employee performance in achieving public service organizational goals, particularly in the health sector. This study uses an explanatory quantitative method with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The research sample consisted of 100 employees at the Bojonegoro District Health Office. The results of the analysis show that the influence of employee competence on employee performance is not significant, but employee competence has a significant influence on OCB. Behavioral control has a significant effect on employee performance, but its effect on OCB is not significant. Trust has a significant effect on OCB, but its direct effect on employee performance does not. OCB is proven to have a significant effect on employee performance. Therefore, OCB plays an important role as a mediator in improving employee performance. This study provides a theoretical contribution by clarifying the relationship between variables in the context of public service-based government organizations. In practical terms, the results of this study are expected to form the basis for recommendations to improve the quality of human resources and develop managerial strategies at the Bojonegoro District Health Office in order to support the effectiveness and efficiency of public services.

Abstrak. Penelitian ini bertujuan untuk menguji pengaruh Komitmen dan Kecerdasan Spiritual terhadap Service Quality. Disamping itu, penelitian ini juga bertujuan untuk menguji pengaruh variabel intervening Organizational Citizenship Behaviour (OCB) pada hubungan antara Komitmen dan Kecerdasan Spiritual terhadap Service Quality. Penelitian dilakukan dengan metode survey dengan cara menyebarkan kuesioner kepada 145 anggota Satgas Covid-19 Kecamatan Bodeh Kabupaten Pemalang. Pengambilan sampel penelitian menggunakan dengan teknik sensus sampling. Penelitian ini memberikan hasil bahwa: Komitmen tidak berpengaruh signifikan terhadap service quality; kecerdasan spiritual berpengaruh positif terhadap service quality; Organizational Citizenship Behaviour memiliki pengaruh positif dan signifikan terhadap service quality; OCB tidak memiliki pengaruh memediasi hubungan antara komitmen terhadap service qualitysecara; OCB tidak memiliki pengaruh memdiasi hubungan antara kecerdasan spiritual terhadap service quality.

Turnover Intention influenced by a combination of individual, organizational, and work environment factors. In this context, psychological theories such as Herzberg's two-factor theory can help understand this dynamic by dividing factors that influence job satisfaction into motivators and hygiene factors. Motivators, such as recognition and achievement, contribute to higher job satisfaction, while hygiene factors, such as working conditions and management policies, play a role in preventing dissatisfaction. This study aims to explore the relationship between job satisfaction, job stress, managerial support, and employee engagement on turnover intention in various sectors. This study uses a quantitative approach with a Likert scale-based survey to collect data, which were analysed using Pearson correlation tests and multiple linear regression. The results showed that job satisfaction and managerial support have a significant negative relationship with turnover intention, while job stress shows a significant positive relationship. In addition, employee engagement through organizational citizenship behaviour (OCB) has been shown to reduce turnover intention even though the level of job satisfaction is low. This study provides practical implications for organizations to design employee retention strategies through stress management, increasing job satisfaction, and managerial support. This study contributes to the enrichment of the literature on human resource management, particularly in understanding the dynamics of turnover intention, and recommends further research with a longitudinal approach to validate the results in other sectors.