This study aims to analyze the effect of work motivation and organizational culture on job satisfaction and its impact on employee performance at the BMKG Malang Climatology Station. The research method used is quantitative with an explanatory research approach. Data were collected through questionnaires distributed to 37 employees using a census technique. Data analysis was conducted using path analysis with SPSS version 20. The results show that work motivation has a positive and significant effect on job satisfaction (? = 0.386; p = 0.011). Organizational culture also has a positive and significant impact on job satisfaction (? = 0.446; p = 0.004). Both work motivation and organizational culture have a positive effect on employee performance, with coefficients of 0.311 (p = 0.015) and 0.266 (p = 0.042), respectively. Job satisfaction significantly influences employee performance (? = 0.405; p = 0.004). The indirect effect of work motivation and organizational culture on performance through job satisfaction is 15.6% and 18.1%, respectively. In conclusion, enhancing work motivation and organizational culture can improve employee performance both directly and through job satisfaction. Therefore, BMKG is advised to strengthen its motivation system and foster a positive organizational culture to optimize employee satisfaction and performance in the workplace.

This study aims to analyze the role of job satisfaction as a mediator of the influence of leadership and work motivation on the performance of labor inspectors at Korwil II Malang, East Java Province. The research method used is quantitative with an explanatory research approach, involving a population of 32 labor inspectors with saturated sampling techniques. Data were analyzed using path analysis. The results show that leadership and work motivation significantly influence job satisfaction and employee performance. Furthermore, job satisfaction mediates the influence of leadership and work motivation on employee performance. The implications of this study emphasize the importance of participative leadership styles and the provision of extrinsic motivation to increase job satisfaction, which ultimately leads to improved performance of labor inspectors.

This study aims to analyze the effect of Organizational Citizenship Behavior (OCB), work ability, and emotional intelligence on job loyalty through job satisfaction among planning staff in the Mojokerto City Government. This research employs a quantitative approach using a survey method. Data were collected through questionnaires from 108 respondents and analyzed using path analysis with AMOS 24. The results indicate that OCB (? = 0.336; p < 0.001), work ability (? = 0.237; p < 0.001), and emotional intelligence (? = 0.449; p < 0.001) have a positive and significant effect on job satisfaction. Furthermore, OCB (? = 0.211; p < 0.001), work ability (? = 0.378; p < 0.001), and emotional intelligence (? = 0.242; p < 0.001) also significantly influence job loyalty. Job satisfaction mediates the relationship between OCB and job loyalty (? = 0.074; p < 0.05) and between emotional intelligence and job loyalty (? = 0.098; p < 0.05) but is not significant for work ability (? = 0.052; p > 0.05). These findings suggest that enhancing job loyalty can be achieved through improving job satisfaction, particularly by promoting sportmanship, cognitive ability, and self-motivation among employees.

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.

This study aims to examine the role of learning motivation as a mediating factor in the relationship between interest and learning environment on learning readiness among students at the Army Polytechnic (Politeknik Angkatan Darat) in Malang. The research employs a survey method by distributing questionnaires to pre-selected respondents. This study falls under the category of explanatory research. The population in this study consists of 59 non-commissioned officer students enrolled in the Diploma 4 Program, Class of 2017, at Poltekad. The sample includes the entire population, totaling 59 students. Data analysis is conducted using statistical techniques, specifically path analysis modeling, to determine the effectiveness of learning motivation as a mediating variable. Data testing is performed using SPSS Version 20. The analysis results indicate that interest, mediated by learning motivation, indirectly has a positive effect on learning readiness. Similarly, the learning environment, mediated by learning motivation, indirectly has a positive effect on learning readiness. These findings confirm that learning motivation serves as a mediating factor in the relationship between interest and learning environment on learning readiness among students at the Army Polytechnic in Malang.

Objective: to analyze the implementation of the career pattern of the State Civil Apparatus in structural positions within the Mojokerto City Government, analyze the obstacles that occur and provide contributions and solutions that must be applied in the career pattern. Method: qualitative descriptive. Data were obtained through observations, interviews, and relevant documentation studies in accordance with the problem study. Results: the application of the career pattern of State Civil Apparatus in structural positions in the Mojokerto City Government has gone quite well but the patronage system is still clearly visible in the application of the career pattern. Solutions to reduce the clarity of career patterns are suggested to compile job title analysis, conduct job evaluations, determine job maps and job groups, set appropriate position competency standards, have similarities, and correlate in their functions and duties. This is important so that the direction of repositioning (promotion and mutation) of the State Civil Apparatus is clearer and the State Civil Apparatus itself can conduct a self-assessment of their career development in the future.

This study examines the principal's role in enhancing teacher performance at MI Sunan Ampel Curahsawo Gending, Probolinggo Regency, and explores the strategies used and their impact. Using a qualitative descriptive approach, data were collected through interviews, observations, and documentation. The principal, acting as a supervisor, evaluator, and educator, implements strategies such as fostering a sense of belonging, collaborating with external organizations for training, providing motivation, and improving teacher welfare. Additional strategies include issuing clear directives, offering constructive feedback, accepting suggestions, and promoting group discipline. These efforts lead to better lesson planning, diverse teaching methods, a conducive classroom environment, and effective instructional media use. It is recommended that principals continue enhancing leadership quality and motivational strategies to optimize teacher performance.

This study aims to analyze the influence of leadership, competence, and self-motivation on the performance of village officials in Singosari District, Malang Regency. The performance of village officials plays an important role in supporting effective public services and village development. This research employed a quantitative approach with an explanatory research design. The sample consisted of 61 village officials selected using proportional random sampling techniques. Data were collected through questionnaires and analyzed using multiple linear regression assisted by SPSS version 21. The results indicate that leadership, competence, and self-motivation simultaneously and partially influence the performance of village officials. Self-motivation was found to be the most dominant factor in improving performance. These findings support human resource management theories that emphasize the importance of motivation in enhancing organizational performance. The implication of this study recommends that village and regional governments develop programs to improve the motivation, competence, and leadership skills of village officials to strengthen the quality of public services at the village level.