This study aims to examine the influence of locus of control and organizational culture toward employee performancewith organizational commitment as an intervening variable.The use of organizational commitment as a predictor in evaluating employee performances makes this research different from all other research. The source of data from this study was obtained from primary data by distributing questionnaires with sample size target is 141 employees. The analytical method used in this study is multiple regression analysis and path analysis. The results of this study indicate that there is a direct relationship between locus of control and organizational culture toward organizational commitment and employee performance.Also, there is an indirect effect between locus of control and organizational culturetoward employee performance with organizational commitment as an intervening variable.

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ABSTRACT This research was conducted at the Secretariat of the Department of Religion. Strikes with the aim to find out how much influence, Employee Competence, Job Placement, and Career Development, on Employee Performance at the Secretariat of the Department of Religion. 75 respondents. Questionnaires distributed as much as 75 and can be processed, The analytical method used is regression analysis and correlation analysis. The results obtained based on Partial Test (t test) are obtained: (a) there is a positive and significant influence between Competence on Employee Performance, evidenced by the value t count is greater than t table. (b) There is a positive and significant influence between Job Placement on Employee Performance, evidenced by the value of t calculated is greater than t table. (c) There is a positive and significant influence between Career Development on Employee Performance, as evidenced by the value of t calculated greater than t table . Then based on hypothesis testing together (Test F) it can be seen that employee competence, work placement, and career development have a positive and significant effect on employee performance. And by testing the coefficient of determination (R2)showed that the percentage of the competence of Employees, Job Placement and Career Development to variable affects employee performance in other variables such as mutations, organizational climate, motivation, and others.   Keywords: Competence, Job Placement, Career Development

The development of the industrial era 4.0 now, has changed the paradigm of activity on all fronts of human life. This study was intended to analyze the impact of learning motivation, cognitive and self-efficacy in improving the quality of online learning in the Industrial Age 4.0. The population of this study was the University of Indonesia Putra YPTK Padang who was following learning model E-Learning with a total sample of 320 people. Where data collection is done through an online questionnaire. The results of data analysis with Smart PLS indicate that learning motivation, cognitive and efficacy are factors that can influence the quality of learning. Besides that, it was also obtained the fact that self-efficacy was able to mediate the effect of learning motivation on improving the quality of online learning, but for other cases the variables of self-efficacy had not been able to maximize the cognitive influence on the quality of E-Learning learning.

This research was conducted at the Secretariat of the Department of Religion. Strikes with the aim to find out how much influence, Employee Competence, Job Placement, and Career Development, on Employee Performance at the Secretariat of the Department of Religion. 75 respondents. Questionnaires distributed as much as 75 and can be processed, the analytical method used is regression analysis and correlation analysis. The results obtained based on Partial Test (t test) are obtained: (a) there is a positive and significant influence between Competence on Employee Performance, evidenced by the value t count is greater than t table. (b) There is a positive and significant influence between Job Placement on Employee Performance, evidenced by the value of t calculated is greater than t table. (c) There is a positive and significant influence between Career Development on Employee Performance, as evidenced by the value of t calculated greater than t table. Then based on hypothesis testing together (Test F) it can be seen that employee competence, work placement, and career development have a positive and significant effect on employee performance. And by testing the coefficient of determination (R2) showed that the percentage of the competence of Employees, Job Placement and Career Development to variable affects employee performance in other variables such as mutations, organizational climate, motivation, and others