Mismatch between skills, expertise and work placements among civil servants is often a phenomenon that occurs in many public service offices in Indonesia. This condition is exacerbated by low organizational commitment. Because these two aspects can lead to poor public service, this study aims to evaluate the impact of work placements and organizational commitment on employee performance. The results of Partial Least Square (PLS) analysis show that work placements have a positive and significant impact on employee performance. However, despite its positive influence on employee performance, organizational commitment does not have a significant impact on their performance. This study provides an overview of the performance of the tourism agency in one of the regional governments of West Java Province of Indonesia.

Work Family Conflict (WFC) is common problem for working women. The purpose of this study is to analyse the dimensions of WFC: WIF (Work Interference with Family) & FIW (Family Interference with Work), and Performance of Working Women, and also to examine the influence of WIF and FIW on Performance of Working Woman partially and simultaneously. The research used survey method by giving questionnaires to 60 married female nurses from several Hospitals in Bandung. This study uses Partial Least Square (PLS) to analyse the relation between variables. The measurements of WFC are WIF & FIW. The measurements of Performance are Quality, Quantity, Punctuality, Cost effectiveness, Supervision needs, Interpersonal impact, Communication (oral-written), Job understanding / personal effectiveness, Teamwork, Achievement of performance results, Initiative / commitment. WIF has significant and negative impact on Performance of Working Women, the impact is about 46.7% (moderate). FIW has significant and negative impact on Performance of Working Women, the impact is about 42.4% (moderate). WIF & FIW has moderate impact on Performance of Working Women simultaneously, the impact is about 47.4%.

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The role of human resources in an organization occupies an important position as human resources which can be a differentiating factor with another organization. Along with the development of human resources for the switches position as the capital of an organization so that can be a competitive force for an organization, or it's called human capital. The purpose of this study was to test the concept of human capital development on employee performance. Human capital development is influenced by several factors, such as training and development, level of education and knowledge. The collection of primary data obtained through a questionnaire that was allocated to the 40 employees Sharia Rural Bank HIK Parahyangan as respondents. The method used was Partial Least Square (PLS). Finding of this study revealed human capital has a significant positive effect on employee performance with a total contribution of 19.32%, while the remaining 80.68% is influenced by other factors that are not observed in this study.

A systematic literature review method was used in this study to find good governance for micro, small, and medium-sized businesses (MSMEs). The SEM-PLS approach was utilized to assess the effect of MSMEs' owners' competencies on the level of governance model implementation and the performance of MSMEs. The test results suggest implementing the governance model's concept can improve business performance. To be effective, however, owners of MSMEs must be willing to invest in their professional growth. Thus, based on the research findings, the MSMEs governance model, which is unique to this study, can serve as a standard for MSMEs' performance and a reference for various stakeholders involved in MSMEs' development initiatives.JEL Classification: G3, M21How to Cite:Rinaldo, D., Sari, P. A., Sari, W. P. & Miharja, R. (2023). The Development of Good Micro, Small and Medium Enterprises Governance Indicators. Etikonomi, 22(1), 93–118. https://doi.org/10.15408/etk.v22i1.25625.