<p><span><em>This research refers to a previous study conducted by Anis et al., (2011); Chee Hong et al., (2012) </em><span><em>and completed by Lamba &amp; Choudhary (2013). This research is about “Compensation effect on the </em><span><em>retention of employees through job satisfaction and affective commitment in several hospitals in </em><span><em>Jakarta”. The background of this research is to analyze the Employee Retention refers to the policy </em><span><em>of the hospital to prevent the employee out of the hospital. The purpose of this research was to </em><span><em>examine the effect of Compensation for Employee Retention Through Work Attitude. The design of </em><span><em>this research using primary data obtained by distributing questionnaires to 105 Hospital of type C </em><span><em>in Jakarta. Data analysis method used is Structural Equation Model (SEM). The results of this </em><span><em>research concluded that there is a positive influence through the Employee Retention Compensation </em><span><em>for Work Attitude.</em></span></span></span></span></span></span></span></span></span></span></p><p><span><span><span><span><span><span><span><span><span><span><em></em><br /><strong><em>Keywords</em><em>: Compensation, Employee Retention, Job Satisfaction, Affective commitment, Hospital</em></strong></span></span></span></span></span></span></span></span><br /></span></span></p>

<p>Generally High Performance Work Practice (HPWP) is a part of management human resources.<br />The objectives of this research are getting and analyzing the effect of HPWPs with Job Satisfaction;<br />HPWPs with Organizational Commitment; Job Satisfaction with Organizational Commitment;<br />Job Satisfaction with Job Performance; and Organizational Commitment with Job Performance.<br />The total of sample in this research is 100 respondents which are as Front liner BNI and Mandiri.<br />The result of this research concluded that has effect between HPWPs with Job Satisfaction;<br />there is no positive correlation between HPWPs with Organizational Commitment; there is positive<br />correlation Job Satisfaction with Organizational Commitment; there is positive Job Satisfaction<br />with Job performance; there is positive correlation Organizational Commitment with Job<br />Performance.<br />Keywords: HPWP, Job Performance, Frontliner Bank</p>

This study tries to analyze the effect of succession planning, transformational leadership, training satisfaction on employee turnover intention in the public sector of the Central Jakarta Ministry of Religion. Responding to this study, an experiment of 120 respondents from the Central Jakarta Ministry of Religion staffing company. The sampling method uses purposive sampling and uses descriptive statistical data analysis methods (average) and multiple regression analysis. In this research, succession planning, transformational leadership, and training satisfaction, were obtained negatively towards company turnover intention in the public sector, especially succession planning. From the results of this study, it was agreed by the leadership of the company to pay more attention to succession planning or management of employee talents, allow and add training and coaching for future leaders to be more transformational to provide beneficial investments in terms of employee career development.

The paper studies the comparablity of organizational commitment according to different individual characteristic consists of sexes, age, education, tenure, mamiage status and dependants.  The organizational commitment is measured by three dimensions: continuance, affective, and normative commitments.  The samples are students of the University of Indonesia and University of Trisakti.  By using ANOVA and Post-Hoc Pair wise Muliple Comparison and Independent T-test, the study concludes that organizational commitment is differed based on individual characteristics on of sexes, age, education, tenure, marriage status and dependants.  However, based on partial organizational commitment, the study includes that age, sexes, educational level, marriage status and total dependants show the distinction on affective commitment Cnly in educational level shows the difference on tenure.

This research was conducted to analyze the role of organizational culture in mediating the influence of digital leadership styles and transformational leadership on Indonesian National Police Performance. The population in this study were every  personnel at the Directorate of Narcotics Criminal Investigation of the National Police and the Directorate of Drug Investigation at the Regional Police. The samples used in this study were 250 personnel from the Directorate of Drug Crime, Bareskrim Indonesian National Police and the Directorate of Narcotics Research at the Regional Police. This study uses the Structural Equition Model (SEM) method with Partial Least Square (SEM-PLS) and uses smartPLS 3 software. The results of this study are that organizational culture can mediate the influence of digital leadership and transformational leadership on Indonesian National Police Performance