This study aimed to analyze the influence of organizational justice and trust to the leaders on employee engagement, with job satisfaction as an intervening variable. The research was conducted by taking samples of employees from Jabodetabek companies. Primary data were obtained by questionnaire filled by the respondents, then analyzed with simultaneous equations models and processed by AMOS program. The results showed that organizational justice has a significant effect on trust to the leaders. Organizational justice and trust to the leaders have a significant effect on employee job satisfaction. Employees' satisfaction influences significantly employee engagement, while organizational justice and trust to the leaders do not significantly influence employee engagement. It can be concluded that organizational justice and trust to the leaders do not directly influence employee engagement, but through job satisfaction as an intervening variable.KeyWords: employee performance, simultaneous equation model, significant effect PRELIMINARY BACKGROUNDOne of the employees' attitudes that is very much concerned is engagement which is defined as a cognitive condition, emotion, and behavior of an employee which is directed to achieve the desired results of the organization. On the one hand, it is believed that employee engagement is important, but only few studies on the level of employee engagement globally; in 2015 it was showed that only 62 percent of employees who have engagement (Hewitt, 2015). This is supported by the results of research by Fahrani et al. (2015) which states that PT. Semen Gresik, only 49 percent is engaged employees, while the 51 percent is not engaged. Based on these studies, how to build employee engagement still gets much attention and attracts researchers to study the factors that influence it, so they can provide suggestions for the development of employee engagement in the field of human resource management.Researchers have discovered that high levels of employee engagement are found in employees who have immediate managers with relationship-oriented behavior (Kahn, 1990; May et al.,

<p>This study aims to analyze the effect of transformational leadership on Organizational commitment through job satisfaction and employee engagement as mediating variables. Furthermore, as many as 112 nurses are involved as respondents, and the data are gathered with self-rating questionnaire. The Data are analyzed by using structural equation model. The confirmatory factor analysis shows that all questions in the instruments are valid and reliable. The research indicates that transformational leadershippositively and significantly affects on job satisfaction and employees’ engagement, but it does not have a direct effect on organizational commitment. Therefore, it is concluded that transformational leadership has a positive effect on organizational commitment mediated by job satisfaction and employee engagement. </p>

The study aims to assess the current organizational culture and preferred organizational culture by the lecturers as well as its influence on organizational commitment of the lecturers. The experiment was conducted at the Private Universities in Jakarta, with 150lecturers as respondent. Data was collected using questionnaires and analyzed with the different test methods and linear regression analysis using SPSS software version20. The results showed that the actual culture and the preferred culture are significantly different. Actual organization of the dominant culture tends toward hierarchy, while the lecturers preferred culture tends toward clan culture. The test results also showed that the gap between actual and the preferred organizational culture significantly affected the lecturers' continuance organizational commitment. 

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The government has responsibilities towards higher education qualities in Indonesia through The Ministry of Research, Technology, and Higher Education or Kemenristekdikti. The increasing global competition makes higher education in Indonesia follow a higher education trend called the implementation of a quality assurance system or SPMI. Directorate General of Learning and Student Affairs, in order to realize Kemenristekdikti’s vision, has established a development program of SPMI 2015-2019 that aims to make a quality culture in Indonesia's higher education. 100 respondents involved as a proportionally determined research sample. Data analyzed by the explanatory approach using structural equation modeling or SEM and processed with the AMOS program. This research is expected to give a contribution to improving the growth of quality culture in higher education

<p>Terjadinya <em>turnover</em> yang terus menerus dan mengalami peningkatan menjadi awal timbulnya fenomena didalam suatu perusahaan. PT. Hero Supermarket, Tbk saat ini memiliki angka <em>turnover</em> yang tinggi. Hal ini berdasarkan data tiga tahun terakhir jumlah karyawan yang keluar presentasenya mengalami peningkatan dari tahun 2015 sampai dengan 2017. Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja, komitmen organisasional dan motivasi kerja terhadap intensi <em>turnover</em>. Penelitian dilakukan di PT. Hero Supermarket, Tbk dengan sampel sebanyak 37 responden. Metode penelitian ini menggunakan metode kuantitatif, analisa data dengan regresi linear berganda. Hasil penelitian ini menyatakan bahwa kepuasan kerja, komitmen organisasional dan motivasi kerja secara bersama-sama berpengaruh signifikan terhadap intensi <em>turnover</em>. Sedangkan motivasi kerja tidak berpengaruh signifikan secara parsial terhadap intensi <em>turnover.</em></p><p>Kata Kunci : Kepuasan Kerja, Komitmen Organisasional, Motivasi Kerja, Intensi <em>Turnover</em><em></em></p>

The research aims to analyze the effect of work Discipline, motivation, and compensation on teacher performance. The data analysis is quantitative with the purpose of answering the predetermined research hypotheses. The sampling technique that used in this research is nonprobability technique, with the research subjects totaling 45 permanent teachers who work in the organization of SMK Yuppentek 1 Tangerang. The results obtained, show that: (1) Work discipline partially has a positive and significant effect on the teacher performance, (2) Motivation partially has a positive and significant effect on the teacher performance, (3) Compensation has no significant effect on the performance of teachers at SMK Yuppentek 1 Tangerang.

Organizational citizenship behavior is an important construct because of its effect on organizational service performance. Personality aspects can support individual job satisfaction that will improve positive behavior such as organizational citizenship behavior. This research aims to examine and analyze the effect of personality on job satisfaction and organizational citizenship behavior of nurses in Mulya Hospital Tangerang. Data was collected using questionnaires given to 124 respondents, selected using the random sampling technique. Data was analyzed with structural equation model and processed with AMOS software. The results showed that personality significantly affected job satisfaction, and job satisfaction significantly affected organizational citizenship behaviors.