This study examined cultural and organizational motivations for success through organizational engagement and work motivation in the Department of Public Works in the province of Maluku, Indonesia. The approach used for this study was quantitative, using a survey. The Department of Public Works of the Province of Maluku was the research site with a sample of 149 participants. The analysis method used in this study was Generalized Structured Component Analysis (GSCA). The main findings were 1) organizational culture has a direct effect on organizational engagement and a direct contribution to employee performance, 2) organizational culture impacts company performance, 3) organizational environment has a direct effect on employee motivation and employee performance, and 4) organizational environment supports company performance. The results indicate that the organizational environment can be increased by formulating regulatory policies and establishing rules and strategies for employees to carry out their duties. Motivation for work can be boosted by giving awards that match the results of work. In building an organizational culture, attention needs to be paid to the values contained in organizational culture, consisting of corporate empowerment, team management, clarity of vision, direction, and corporate goals.

Purpose of the study: Analyze the dimensions of OCB (job satisfaction, organizational commitment, and transformational leadership) on employee performance at the Department of Investment and Licensing Services of South Buru District.Methodology: Explanatory research conducted for four months from June to September 2017, the population in this research is all Government employees of the Investment and Licensing Service of South Buru District as many as 303 people. This stratified sampling technique proportionately based on the percentage in the population with the number of samples based on the sample tables developed by Issac and Michael for 189 people.Results: 1) Job satisfaction variable, organizational commitment, and transformational leadership through OCB variable simultaneously have a positive and significant effect on employee performance variables. 2) The transformational leadership variable's considerable contribution to OCB is 52 percent. 3) The direct and indirect influence of job satisfaction variable, organizational commitment, and transformational leadership on performance through OCB variable of 93 percent.Applications of this study: Variable of transformational leadership shows that the power of transformational leadership is a booster for work satisfaction and organizational commitment in increasing employees’ OCB, direct effect and indirect work satisfaction Variable show that the employees’ performance increased through OCB strengthening in the form of work satisfaction, organization commitment, and transformational leadership.Novelty/Originality of this study: The organization will function more effectively if employees contribute beyond their formal tasks. Therefore, it takes a transformer-minded leader, thereby increasing the satisfaction and commitment of the organization.

Penelitian ini bertujuan untuk mengetahui pengaruh budaya  dan  iklim organisasi  terhadap kinerja melalui komitmen organisasional dan  motivasi kerja pegawai pada Dinas Pekerjaan Umum Provinsi Maluku. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif (positivism). Lokasi penelitian adalah Dinas Pekerjaan Umum Provinsi Maluku.  Sampel sebanyak 149 orang yang ditentukan secara acak sederhana.   Metode analisis data yang digunakan dalam penelitian ini adalah Generalized structured component analysis (GSCA). Hasil penelitian menunjukkan bahwa budaya  dan  iklim organisasi berpengaruh positif signifikan baik secara langsung maupun secara tidak langsung terhadap kinerja melalui komitmen organisasional dan  motivasi kerja pegawai pada Dinas Pekerjaan Umum Provinsi Maluku.

The aims of the research is to analyze the influence of variables of organization structure, technology, enviroment, communication pattern anda personal charasteristics on communication effectiveness.The sample was selected by using probablity sampling technicue with stratified random sampling method.  The samples was determined based  on sample table developed by Issac and Michael. Therefore, if the population were 303 people and confident level was 95%, the sample consisted of 189.  The data were analyzed by using Structural Equation Modelling (SEM). The results of the research reveal that organization structure, technology, enviromet, communication pattern and personal charasteristics have a significant influence on organization communication effectiveness in Education, Youth and sports Departement of Maluku Province.Keywords:  Structure;Technology;Enviromet;Communication Pattern;                    Personal Charasteristics