The empowerment of non-civil servant employees is a crucial strategy for enhancing organizational performance, particularly in the public sector. This study aims to understand empowerment from the perspective of non-civil servant employees, identify its positive and negative impacts, and analyze its influence on workplace conflicts. Using a qualitative approach with a case study method, the research involved 15 non-civil servant employees at the Investment and One-Stop Integrated Service Office (DPMPTSP) in Mojokerto City who had worked for at least one year. Data were collected through in-depth interviews, observations, and document analysis. The findings indicate that employee empowerment contributes to increased motivation, creativity, adaptability, and inter-employee communication. However, challenges such as lack of supervision and potential conflicts due to unequal distribution of authority were also identified. The study's implications highlight the need for empowerment policies accompanied by effective supervision systems to minimize negative impacts. Recommendations are provided for government organizations to enhance empowerment evaluation mechanisms to create a more productive and harmonious work environment.

In the competitive freight service industry, improving employee performance is key to a company's competitiveness. This study analyzes the influence of organizational culture, motivation, and work discipline on employee performance at Bela Belo Transindo Malang. Using a quantitative approach with multiple linear regression, this study involved 54 permanent employees. Results show that organizational culture significantly affects performance (t = 5.095; p = 0.000), as does motivation (t = 2.340; p = 0.023). However, work discipline does not significantly affect performance (t = 0.607; p = 0.547). Simultaneously, all three variables significantly impact performance (F = 38.327; p = 0.000), with a determination coefficient (R²) of 0.697. These findings indicate that organizational culture is the most dominant factor in improving employee performance. The study implies that companies should strengthen their organizational culture, enhance motivation through reward systems and a conducive work environment, and improve discipline systems to optimize overall employee performance.

Remuneration is a crucial factor in improving employee performance, both directly and through job satisfaction as a mediating variable. This study aims to analyze the effect of remuneration on employee performance with job satisfaction as a mediator at Politeknik Negeri Malang. The research uses a quantitative approach with a survey technique involving 60 employees. Path analysis is used to examine the relationships between variables. The results indicate that remuneration significantly affects job satisfaction and employee performance. Job satisfaction also acts as a mediator that strengthens the relationship between remuneration and performance. Performance-based remuneration, focusing on attendance and work achievement, has been proven to enhance employee satisfaction, which in turn contributes to higher productivity. These findings have implications for human resource management, suggesting that fair and performance-based remuneration policies not only improve employee satisfaction but also strengthen motivation and work commitment. Organizations are advised to consider job satisfaction in remuneration policies and expand research to other sectors for further validation.