Purpose The purpose of this paper is to investigate the mediation effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction. Design/methodology/approach The study population constituted all employees/permanent employees (civil servants and non-civil servants) at Bank of BNI, Bank of BRI, Bank of Mandiri, and Bank of South Sulawesi. The analytical method used to test the hypothesis of the research was structural equation modeling. Findings Based on the analysis results, it can be concluded that the extrinsic reward system and the intrinsic reward system have a direct, significant effect on work performance and organizational commitment, and work performance and also organizational commitment have a direct, significant effect on work satisfaction. On the other hand, the extrinsic reward system and the intrinsic reward system have no direct effect on work performance, but work performance and organizational commitment as mediation variables bridge the relationship between the extrinsic reward system and the intrinsic reward system to work satisfaction. Originality/value Mediation effect (using the Sobel test) of work performance, and organizational commitment in the relationship between Reward Systems on work satisfaction, location of the study (no previous research for this relationship): Bank of South Sulawesi, Indonesia.

The most important aspect of being an employee of performance within an organization, because it is becoming one of the determining factors in the achievement of the vision and mission of the organization. This study aimed to examine the effect of work motivation, work environment, work discipline on employees’ performance. This research was conducted in SAMSAT Office of Makassar City for two months. The types of data were quantitative data and the sources of data were primary and secondary data. The populations were all employees of SAMSAT Office of Makassar City consisting of 75 people (the police and the civil officials 51 people, dispenda 21 people, and jasaharja 3 people). All populations were taken as samples (census sampling method). They were obtained through survey. They were analyzed using validity test, reliability test, descriptive analysis, and multiple linear regression analysis. The results of the research indicate that work motivation, work environment, and work discipline have a positive and significant effect on employees’ performance. All researches hypotheses are accepted. This indicates that the increase of work motivation, work environment, and work discipline can improve employees’ performance.

Purpose This paper aims to investigate the moderation effect of welding technology on the relationship between government policy and quality human resources and workforce competitiveness. Design/methodology/approach The research is quantitative in nature, i.e. it aims to explain the causality relationship between variables. This research is quantitative research, it aims to explain the causality relationship between variables. The analysis tool was generalized structure component analysis. Findings First, government policy has a significant and positive effect on workforce competitiveness, indicating that higher government policy will result in higher workforce competitiveness. Welding technology is the moderating variable in the relationship between government policy and workforce competitiveness. Higher implementation of welding technology will strengthen the relationship between government policy and workforce competitiveness. Second, quality of human resources has a significant and positive effect on workforce competitiveness; higher quality of human resources will therefore result in higher workforce competitiveness. Welding technology is the moderating variable in the relationship between quality of human resources and workforce competitiveness. Higher implementation of welding technology will therefore strengthen the relationship between quality of human resources and workforce competitiveness. Originality/value The moderating effect of welding technology in the relationships between government policy and quality of human resources and workforce competitiveness has not been comprehensively studied yet; the present study fills this gap.

This study aims to determine the effect of training, job satisfaction and employee engagement on millennial generation performance at PT Midi Utama Indonesia in Makassar. Training and job satisfaction act as independent variables, performance as the dependent variable and employee engagement as an intervening variable. This research is a quantitative study using path analysis. Subjects in this study were 52 store employees of Alfa Midi. The data in this study were obtained by questionnaire and then processed using SPSS. The results showed that training had no significant effect on employee engagement, job satisfaction had a significant effect on employee engagement, employee engagement had a significant effect on performance, training had no significant effect on performance, job satisfaction had no effect on performance, training had no significant effect on employee performance through variables employee engagement, and job satisfaction significantly influence employee performance through employee engagement variables.

This study aims to find out the influence of the additional employee income and the work environment on the performance of civil servants through work motivation in the Regional Secretariat of Gowa District. Data collection is carried out by civil servants assigned in the  Secretariat Office of Gowa District. Of 127 population, as many as 96 respondents are taken using the Slovin technique. On the basis of findings, the results showed that the additional employee income and the work environment have a positive and significant effect on work motivation. Further, the additional employee income and the work environment have a positive and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Interestingly, work motivation is unable to mediate the relationship between additional employee income and employee performance. However, the work motivation can mediate the relationship between the work environment and the employee performance at the Gowa District Secretariat Office.

The study is aimed to identify and solve the problems of why the food and beverage SMEs in South Sulawesi are not able to have a longer sustainability in comparison to the large one and how an integrated model of the sustained competitive advantage is built for SMEs of food and beverage should be built. On the basis of theoretical and empirical findings from many cases in the world, the study identifies four latent variables measured by nineteen indicators possibly affecting the sustainability of food and beverage SMEs in the South Sulawesi. With the use of theoretical approach, the identified four latent variables are constructed resulting six hypotheses. Firstly, the latent variable of the product is related to two latent variables that are the business-specific condition and the sustainable competitive advantage. The latent variables of the process-specific condition are associated with three latent variables that are the product-specific condition, the business-specific condition, and the sustained competitive advantage. The last is the latent variable of the businessspecific condition is related to the sustained competitive advantage. Each latent variable studied is reflected by indicators and the whole the fourth latent variables are measured by 19 indicators.

This study aims to determine the relationship of leadership style and organizational culture on employee performance through job satisfaction as intervening variables in Telkom Indonesia Regional VII Division. The population of the study is based on managerial & staff job positions consisting of 62 respondences from 161 full-time employees of Indonesia state-owned telecommunication company, Telkom Indonesia Regional VII Division. This research used quantitive methods. The primary data were collected by the questionnaire as the instrument to prove the results of the study. By using Smart Partial Least Squares (PLS), the analysis of collected data revealed and to test the hypotheses. According to the findings of this research supported the positive effect of leadership style, organizational culture, and job satisfaction through employee performances. The hypotheses analysis in the study has no significant effect of leadership style on employee performance, whereas job satisfaction as partial mediating.

No abstract