The contribution of organizational culture to the organization which includes the uniqueness of values, behavior, and psychology is needed by the organization. It also includes trust, experience, ways of thinking, and organizational expectations. Improving employee behavior into organizational citizenship behavior is needed by every organization. To bring OCB to employees, a well-formed commitment is needed. This study uses a quantitative approach to test 3 hypotheses using path analysis to see the role of mediation. Respondents numbered 169 in this study. The results found in this study are that mediators play a maximum role between organizational culture and OCB.

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This study aims to obtain a structural relationship model between customer loyalty, customer satisfaction, switching barriers and hedonic value in Telkom Jakarta. The variables in this study were the exogenous variables consisting of switching barriers and hedonic values, the mediator variable was customer satisfaction and the endogenous variable was customer loyalty. As a hypothesis in this study is a theoretical model of the effect of switching barriers, hedonic value on customer loyalty with customer satisfaction mediator match (fit) with empirical data on Indihome customers in Jakarta. The research subjects were 400 Indihome customers in Jakarta. The data collection technique was carried out using the customer loyalty scale from Bobalca, et al., The customer satisfaction scale from Grigoroudis and Siskos, the switching barrier scale from Jones, et al., The hedonic value scale constructed by the author. The data analysis technique was carried out using SEM (Structural Equation Model) which processing was carried out using the Lisrel (Linear Structural Relationship) program. The results showed that the effect of switching barriers, hedonic value on customer loyalty with customer satisfaction mediator matched (fit) with empirical data, with NFI value 0.91, NNFI 0.90, CFI 0.92.

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This study aims to obtain a model of the structural relationship between change commitment, work motivation, job satisfaction and leader member exchange in BPJS Health Jakarta. The variables in this study are exogenous variables consisting of job satisfaction and leader member exchange, the mediator variable is work motivation and the endogenous variable is change commitment. As a hypothesis in this study is a theoretical model of the effect of job satisfaction and leader member exchange on change commitment with work motivation as mediator match (fit) with empirical data on BPJS Health employees in Jakarta. The research subjects were 250 BPJS Health employees in Jakarta. The data collection technique was carried out with the Hersovitch and Meyer's Commitment for Organizational Change Scale, the work motivation scale constructed by the author, the Job Satisfaction Scale from Janićijević, Kovačević and Petrović, and the LMX Scale from Greguras and Ford. The data analysis technique was carried out using SEM (Structural Equation Model) which processing was carried out using the Lisrel (Linear Structural Relationship) program. The results showed that the theoretical model of the effect of job satisfaction, leader member exchange to change commitment with work motivation as mediator matched (fit) with empirical data, with NFI values of 0.97, CFI of 0.98 and RFI of 0.96.