PurposeTo analyze the influence of emotional intelligence on team performance, knowledge sharing, team conflict, and the structure mechanism, the influence of knowledge sharing, team conflict, the structure mechanism, and emotional intelligence on team performance, and the influence of emotional intelligence on team performance through knowledge sharing, team conflict, and the structure mechanism.Design/methodology/approachThis research uses the quantitative research method and is included in explanatory research. Data collection was done cross-sectionally. This research was conducted at provincial hospitals in South Sulawesi and in Central Sulawesi.FindingsEmotional intelligence directly influences knowledge sharing, conflict in teams, the structure mechanism, and team performance. There is a direct influence of knowledge sharing, team conflict, and the structure mechanism on team performance. Then, there is an indirect influence of emotional intelligence on team performance through the mediation of knowledge sharing, team conflict, and the structure mechanism.Originality/valueThe novelty of this research is in its effort to observe the mediation of knowledge sharing, team conflict and the structure mechanism with other variables developed in the research model. No previous studies have found a relationship between emotional intelligence and team performance, knowledge sharing, team conflict, and the structure mechanism, or the influence of knowledge sharing, team conflict, the structure mechanism, and emotional intelligence on team performance.

Purpose The purposes of this research are to investigate the relationship between strengths, weaknesses, opportunities and threats (SWOT) and development strategy and the relationship between development strategy and the success of Koperasi Unit Desa (KUD). Design/methodology/approach The sample population in this research is a village cooperative (KUD) that is located in the Indragiri Hulu Regency region. Withdrawal of the sample that is selected in this research is conducted by using the random sample method that is graded proportionately. This is done because this research has a homogeneous objective (Nazir, 1983, p. 346) and the sample retrieved is as much as 31 village cooperatives (KUD). The analysis method that is used to answer the research hypothesis is path analysis, which consists of two regression equations, namely, the influence of the variables of strength (X1), weakness (X2), opportunity (X3) and threat (X4) on the development strategy (Y1) variable and the influence of the development strategy (Y1) variable on the success of village cooperative (KUD) (Y2) variable by the hypothesis that is presented in a conceptual diagram. Findings The SWOT variable has a significance influence on the development strategy variable in the cooperative in Indragiri Hulu Regency, Riau Province, either partially or simultaneously. And among the variables, the development strategy variable has a significant influence on the success of village cooperative (KUD) in Indragiri Hulu Regency, Riau Province. Also, it was found that the SWOT variable has an indirect influence on the success of village cooperative (KUD) in Indragiri Hulu Regency, Riau Province. Originality/value To the authors’ knowledge, this is the first paper to test the relation between SWOT and the development strategy and the performance of village cooperatives in Indragiri Hulu Regency, Indonesia.

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Sumber daya manusia merupakan aset organisasi yang sangat vital, karena itu peran dan fungsinya tidak bisa digantikan oleh sumber daya lainnya termasuk Institusi Polri. Beberapa kebijakan dan peraturan telah dikeluarkan oleh pimpinan Polri untuk mendukung peningkatan pelayanan dan kinerja personil Polri belum cukup mampu untuk dapat memenuhi tingkat kepuasan masyarakat terhadap kinerja Polri. Penelitian ini bertujuan untuk mengetahui Pengaruh Pendidikan dan Pelatihan, Remunerasi dan Budaya Organisasi Terhadap Kepuasan Kerja Dalam Meningkatkan Kinerja pada Dit Reskrimsus Polda Riau. Rancangan penelitian yang digunakan adalah penelitian explanatori. Populasi penelitiannya personil Dit Reskrimsus Polda Riau sebanyak 93 orang. Sampel diambil dengan teknik sensus dengan mengeluarkan Direktur Dit Reskrimsus sebagai key informan sehingga sampel yang digunakan sebanyak 92 orang. Pengumpulan data variabel menggunakan kuesioner dengan skala likert. Hasil uji hipotesis menyimpulkan: a. pendidikan dan pelatihan tidak berpengaruh signifikan terhadap kinerja dengan nilai p value sebesar 0,36; b. remunerasi tidak berpengaruh signifikan terhadap kinerja dengan nilai p value sebesar 0,09; c. budaya organisasi berpengaruh signifikan terhadap kinerja dengan nilai p value sebesar 0,02; d. pendidikan dan pelatihan berpengaruh signifikan terhadap kinerja melalui kepuasan kerja dengan nilai p value sebesar 0,02; e. remunerasi berpengaruh signifikan terhadap kinerja melalui kepuasan kerja dengan nilai p value sebesar 0,015; f. budaya organisasi berpengaruh signifikan terhadap kinerja melalui kepuasan dengan nilai p value sebesar 0,01. Kata kunci: pendidikan dan pelatihan, remunerasi, budaya organisasi, kepuasan kerja kinerja.

This study aims to analyze the influence of organizational culture, leadership, and work life balance on employee performance at the Representative Office of Bank Indonesia, Riau Province. This research method is quantitative. The population in this study is the entire number of employees at the Representative Office of Bank Indonesia, Riau Province. The sampling technique in this research is using saturated sampling so that the number of samples is the same as the total population of 40 people. Analysis of the data in this study using multiple linear regression using a computer program. The results showed that there was an influence of organizational culture, leadership, and work life balance on employee performance at the Representative Office of Bank Indonesia, Riau Province. This study provides recommendations to the Representative Office of Bank Indonesia Riau Province to improve employee performance from indicators of innovation made by employees at work and indicators of employee development in addition to organizational culture that still needs to improve attitudes towards risk, action orientation, and power discance, on leadership variables it is necessary to paying attention to indicators of participation in decision making, and showing concern or interaction with the team, as well as on work life balance variables in almost all indicators such as work interfering with personal life, personal life interfering with work, satisfaction with work balance and improvisation of effectiveness at work.