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This research was conducted to explore the organizational learning culture in banking and its effect on customer satisfaction with the employee' s attitude as the intervening variable. The research was performed in Bank Syariah Mandiri' s business unit of Medan Region. The research design used hypothesis testing. The samples of this research were 52 frontline employees and 140 customers of Bank Syariah Mandiri in Medan Region. Primary data was collected by using a questionnaire. The data were analyzed using path analysis. Results support that Bank Syariah Mandiri as State-owned enterprises in the field of financial services has implemented good organizational learning culture. Organizational learning culture has significant effect to customer satisfaction through employee' s job satisfaction and organizational commitment. The attitudes of employees are integrated important intervening variables in mediating the relationship between organizational learning culture and customer satisfaction. The role of attitude in mediating the influence of organizational learning culture to worker' s service behavior, in order to create consumer satisfaction in the banking sector, proven empirically.

This study aims to determine servant leadership on organizational citizenship behavior (OCB) with employee empowerment and leader-member exchange (LMX) as a mediating variable and gender as a moderating variable in PT Mandiri (Persero) Tbk Region I / Sumatra 1. Analytical research design Multiple regression is used as an analytical tool to determine the direction of the variables studied and to justify how significant the influence of the independent and dependent variables is through the mediating and moderating variables. In this study using an associative method with a quantitative approach. In this study, a population of 113 employees and a sample of 113 employees at PT Mandiri (Persero) Tbk Region I / Sumatra 1. The results of this study indicate that the variable servant leadership has no significant effect on organizational citizenship behavior (OCB) moderated by gender. Servant leadership has a significant effect on organizational citizenship behavior (OCB) mediated by employee empowerment. Servant leadership has a significant effect on organizational citizenship behavior (OCB) mediated by leader-member exchange (LMX).Penelitian ini bertujuan menguji dampak kepemimpinan melayani terhadap organizational citizenship behavior (OCB) melalui pemberdayaan pekerja dan interaksi atasan bawahan sebagai pemediasi dan gender sebagai pemoderasi di PT Mandiri (Persero) Tbk Region I / Sumatra 1. Metode selisih mutlak, uji t sampel bebas, dan metode kausal step dari Baron & Kenny digunakan sebagai teknik analisis untuk menguji hipotesis penelitian. Populasi dan sampel adalah 113 karyawan outsoucing di PT Mandiri (Persero) Tbk Region I/Sumatra 1 dengan penggunan teknik sampling jenuh. Hasil riset membuktikan bahwa kepemimpinan melayani tidak berdampak signifikan terhadap OCB dengan gender sebagai pemoderasi. Gender bukanlah variabel moderasi dalam model penelitian ini. Karyawan outsourcing baik laki-laki maupun perempuan memiliki persepsi yang sama baiknya terhadap kepemimpinan melayani yang berlangsung di perusahaan dan memberikan respon yang sama dalam bentuk perilaku OCB yang relatif tinggi antar kedua kelompok karyawan tersebut. Keberadaan variabel kepemimpinan melayani sudah cukup sebagai anteseden munculnya perilaku OCB yang baik pada diri karyawan, tanpa diperkuat atau diperlemah oleh karakteristik gender karyawan. Kepemimpinan melayani juga berdampak signifikan dalam membentuk OCB dimediasi pemberdayaan pekerja dan interaksi atasan dan bawahan. Pemimpin yang menerapkan karakter kepemimpinan kasih sayang, pemberdayaan, visi dan kerendahan hati akan mampu memberdayakan pekerja dengan lebih baik dan mengkondisikan interaksi antara atasan dan bawahan yang mampu membentuk perilaku OCB yang kontributif bagi organisasi. Perusahaan perlu mengkondisikan pemberdayaan pekerja dan interaksi atasan bawahan antara lain upaya-upaya memperbesar berbagi kekuasaan, informasi, pengetahuan, ganjaran, penghargaan dan kepatuhan. Riset lanjutan juga perlu dilakukan dengan landasan teoritis dan empiris atas berbagai variabel yang dapat mempengaruhi OCB dan memprediksi kinerja karyawan dengan lebih akurat.

This paper seeks to explore a model of banking service orientation in strategic human resource management and system dynamic perspective, theoretically. As a scientific effort to develop a study of strategic human resource management. So far, the relationship between elements in strategic human resource management perspective as a system is only analyzed linearly. This article is the result of a literature study. An analysis is done narratively, to answer research problems. Research finding in the form of banking service-orientation model in strategic human resource management and system dynamic perspective, that illustrates the interaction between marketing differentiation strategy, commitment-based human resource system, service-oriented role behaviors to achieve banking performance.

The function of managing human resources in organizations has evolved. The adaptability of the human resource management function in the organization is important, so that it is agile in responding to the demands of the times and able to contribute strategically to the performance and competitive advantage of the organization in a sustainable manner. In the digital age, technology-based HR transformation is needed to meet the needs of that era. To carry out technology-based HR transformation, the transformation of competency mastery of HR professionals is needed. Various theoretical studies and existing empirical research have not revealed clearly what kind of role is important to be carried out by the organization's human resources function in the digital age. Therefore, this research was conducted to answer these problems with the literature study method. It is expected that the results of the study can make practical and theoretical contributions to enrich the field of human resource management studies, especially related to the role of the organization's human resource management functions that are appropriate in the digital age.