This study aims to analyze the effect of quality of work life on employee performance with job satisfaction as a mediating variable for employees at the Lowokwaru District Office, Malang City. Quality of work life is one of the important factors that can influence employee satisfaction and performance in a bureaucratic work environment. This study uses a quantitative approach with an explanatory research type to explain the causal relationship between variables. The population in this study were all 37 employees of the Lowokwaru District Office, and all of them were used as research samples through a total sampling technique. Data collection techniques were carried out through distributing questionnaires, direct interviews, and observations to obtain more comprehensive and in-depth data. Data analysis was carried out using the Structural Equation Modeling (SEM) method based on Partial Least Square (SmartPLS) to test the structural model and research hypotheses. The results showed that quality of work life had a positive and significant effect on job satisfaction and employee performance. Job satisfaction was also proven to have a positive and significant effect on employee performance. In addition, job satisfaction was proven to significantly mediate the relationship between quality of work life and employee performance. Thus, these findings reinforce the importance of creating a supportive, fair work environment that provides a work-life balance to enhance job satisfaction and encourage overall employee performance. The implications of this research suggest that government agency management, particularly at the sub-district level, needs to prioritize efforts to improve the quality of work life as a strategy to encourage optimal employee performance. Improving aspects such as working conditions, participation in decision-making, career development, and work-life balance should be prioritized in managerial policies.

Digital transformation in the payment system in Indonesia is experiencing rapid development, especially with the presence of the Quick Response Code Indonesian Standard (QRIS) which facilitates digital transactions in various sectors. One of the most popular digital wallet platforms and widely used by students is GoPay. This study aims to analyze the influence of the perception of benefits and ease of use of QRIS on GoPay usage decisions, with user satisfaction as an intervening or mediation variable. The research was conducted on students from private universities in Malang City using a quantitative approach with an explanatory design. A total of 73 respondents were selected using a simple random sampling technique and the data were analyzed using the Partial Least Square, method using the Technology Acceptance Model (TAM) theoretical framework as a theoretical foundation. The results of the analysis show that the ease of use of QRIS significantly affects students' decisions to use GoPay. This is indicated by a t-statistical value that exceeds the significance threshold of 1.96. However, the perception of benefits has not been shown to have a significant influence on usage decisions. In addition, the results of the mediation test showed that user satisfaction played a significant role as a mediator in the relationship between ease of use and GoPay usage decisions. In contrast, user satisfaction does not mediate the relationship between benefit perception and usage decisions. The implications of these findings emphasize the importance of developing a simple and intuitive user interface and user experience. Digital payment app developers are advised to focus on improving the usability aspect in order to encourage loyalty and repeat decisions from young users. This research makes an important contribution to the literature on the adoption of digital technology and the behavior of younger generation users in the era of digital transformation.

In the modern work environment, perceived organizational support is an important factor in increasing work engagement and productivity. Organizations that provide emotional, professional, and structural support to employees tend to have a more motivated, loyal, and productive workforce. However, social workers, especially in the Malang City Social Service, often experience minimal organizational support, resulting in work stress, burnout, and high employee turnover. Most previous studies have used a quantitative approach, while few have examined how organizational support is socially constructed in everyday interactions. This study aims to understand how social workers in the Malang City Social Service construct the meaning of organizational support and how it affects their work engagement. This study uses a qualitative approach with a social phenomenology method. Data were collected through in-depth interviews, participant observation, and document analysis, with informants selected using homogeneous purposive sampling. The findings of the visualization construct confirm that effective organizational support acts as a catalyst in increasing work engagement, strengthening motivation, and improving the performance and productivity of social workers in the public service organization environment. Organizational support is not only an administrative aspect, but also a social phenomenon that is formed through interaction, communication, and work experience. These findings contribute to the social phenomenology literature in organizational management studies, as well as provide recommendations for social organizations to improve the well-being and engagement of social workers.

The purpose of this research is to empirically determine the analysis of competency and innovative work behavior on employee performance mediated by knowledge sharing by conducting a study at the Tual City Personnel and Human Resource Development Agency). This research is positivism research, with the type of research being explanatory research. The population in this study was all employees of the Tual City Personnel and Human Resource Development Agency, totaling 33 people. The data analysis technique used in this research is Partial Least Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS application. The research results show that competency is empirically unable to encourage increased employee performance. Innovative work behavior is empirically unable to encourage increased employee performance. Competency can empirically encourage increased knowledge sharing. Innovative work behavior is empirically able to encourage increased knowledge sharing. Knowledge sharing is empirically able to encourage increased employee performance. Competency is empirically able to encourage increased employee performance mediated by knowledge sharing. Innovative work behavior is empirically able to encourage increased employee performance mediated by knowledge sharing.