This study examines the direct influence of Islamic job satisfaction and organizational commitment on the intention to leave, and the direct influence of Islamic job satisfaction on organizational commitment. It also investigates the mediation of organizational commitment in the relationship between Islamic job satisfaction and intention to leave. The study examines the moderating impact of the Islamic work ethic on the influence of Islamic job satisfaction and organizational commitment on intention to leave. This study is explanatory research and used Smart Partial Least Square (SmartPLS) Version 3.2.6. The sample for the study included 164 employees in Islamic banks in North Maluku Province, Indonesia. The results of the empirical research indicate that Islamic job satisfaction had a direct positive and significant influence on organizational commitment. Islamic job satisfaction has a direct negative and significant influence on intention to leave. Organizational commitment has a direct negative and significant influence on intention to leave. Organizational commitment also mediates the relationship between Islamic job satisfaction and intention to leave. Furthermore, these research results reveal that the Islamic work ethic cannot moderate the effect of Islamic job satisfaction on the level of intention to leave. Conversely, the Islamic work ethic may moderate the influence of organizational commitment on intention to leave. Implications, limitations and future research are discussed.

This research aims to examine and analyze the effect of transformational leadership, personality, and organizational commitment on employee performance in Nissan Malang. This explanatory study uses SEM-PLS method to analyze and test the propose hypotheses and online sobel test to examine the mediation. The result indicate that transformational leadership has no significant effects on organizational commitment and employee performance, and personality and organizational commitment has signifikan effects on employee performance. In addition, personality shows a significant effect on organizational commitment. Further, the relationship between transformational leadership and employee performance are mediated by personality and not by organizational commitment. One of the proposed reasons for the insignificancy is two factors of transformational leadership, inspirational motivation and individualized consideration not implemented optimally in Nissan Malang. This affect to the low of organizational commitment in Nissan Malang.

This research was carried out in fourteen ministries and one national staff agency, which was the largest and most comprehensive study of government institutions that examined the importance of the recruitment, selection and organizational culture of employee performance which is still an important issue in developing countries. The purpose of this study was to analyze the effect of recruitment, selection and organizational culture on the performance of civil servants, especially at the National Personnel Agency and 14 Ministries. This research was conducted in the Democratic Republic of Timor Leste (RDTL) with an area of 15,410 KM 2. The total population is 1,261,072 people. The study began in September 2018 until February 2019, using quantitative (positivism) methods. The study was conducted using proportional random sampling, so that from each work unit a total of 1000 target populations and 286 samples were obtained using a questionnaire. This research used structural equation modeling (SEM) method with partial least square (SEM-PLS) approach. The results of the study found that well-programed recruitment was not able to provide significant results either directly or through organizational culture, but recruitment could have a significant effect on job performance through mediation selection. Moreover, well-programmed recruitment backed by selection quality could improve employee performance.

The purposes of this research are to analyze the influence of organization culture, motivation, and work satisfaction towards the volunteer's intention to leave, analyze the role of work satisfaction in mediating the influence of organization culture and motivation towards the volunteer's intention to leave in Save Street Child organization. This research uses quantitative approach by using purposive sampling method. Questionnaire is given to the volunteers of Save Street Child in East Java Province. There are 150 respondents in total. Data analysis technique uses Partial Least Square (PLS) as the analysis tool. This research results show that: (1) organization culture significantly influences the intention to leave, (2) organization culture significantly influences the work satisfaction, (3) motivation does not significantly influence the intention to leave, (4) motivation significantly influences the work satisfaction, (5) work satisfaction does not significantly influence the intention to leave, (6) Work satisfaction does not mediate the influence of organization culture on the intention to leave, (7) Work satisfaction does not mediate the influence of motivation on the intention to leave.