This study aims to examine and analyze the influence of individual characteristics, job characteristics, and competence on employee motivation and performance. A quantitative research method was employed, with data collected through questionnaires distributed to 137 AR and Special AR employees at BPJS Ketenagakerjaan across East Java, selected using the Proportional Random Sampling technique. The final sample consisted of 102 respondents. Data analysis was conducted using SPSS version 22 with path analysis. The results indicate that individual characteristics, job characteristics, and competence significantly influence motivation. However, individual and job characteristics do not directly affect performance, whereas competence has a significant direct impact on performance. Additionally, motivation does not have a direct effect on performance, but individual characteristics, job characteristics, and competence were found to influence performance through motivation. The study concludes that to enhance employee performance, organizations must consider individual characteristics, job characteristics, and competence while also providing appropriate motivation. Future research is recommended to explore other factors that may affect employee performance in the context of public organizations.

Employee performance is a crucial factor in the success of an organization, including in the government sector. This study aims to analyze the effect of compensation and work environment on employee performance, with work motivation as a mediating variable at UPT PBAP Bangil Pasuruan. The research employs a quantitative approach using path analysis. Data were collected through questionnaires distributed to 47 employees using a saturated sampling technique. The results indicate that compensation and work environment positively influence employee performance, both directly and indirectly through work motivation. Work motivation is proven to be a significant mediating variable that strengthens the relationship between compensation, work environment, and employee performance. These findings support Maslow and Herzberg's motivation theories, emphasizing the importance of fulfilling basic needs and motivational factors to enhance employee productivity. The study's implications suggest that organizations should not only focus on improving compensation and work environment but also implement strategies to enhance employee motivation for optimal performance. This study is limited in terms of sample size and research scope; thus, future research is recommended to expand the sample and consider other factors affecting employee performance.
 

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.