Ethical companies must balance their financial, social and environmental performance. The process of applying HR management objectives to environmental management is called Green Human Resource Management (GHRM). Research on GHRM and environmental performance in Indonesia is still limited in number, especially in South Sumatra. Based on the Environmental Quality Index reported by the Ministry of Environment and Forestry of the Republic of Indonesia, in 2016 South Sumatra was 16th national ranked, but slipped to 20th national ranked in 2017. This phenomenon is the basis of why this research carried out in South Sumatra, especially in Palembang as the capital of South Sumatra. This study aims to analyze the effect of GHRM, which consists of Green Recruitment and Selection (GRS), Green Training (GTR), and Green Compensation (GCO), directly on environmental performance (EP) and indirectly through green organizational culture (GOC) at state hospitals of Palembang. The population in this study were 2,270 employees at state hospitals in Palembang. By using the Slovin formula and proportional stratified random sampling method, a total sample of 146 people was obtained. The results showed that there were positive effects of all GHRM variables consisting of GRS, GTR, and GCO on GOC and EP. The results of this study also show that there is an indirect influence between GRS and GCO on EP through GOC, while GTR does not have an indirect influence on EP through GOC as an intervening variable. Other results show that there are positive GOC influences on the EP.

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From this research, it aims to identify the effect of training and work culture on employee performance. Data was obtained by filling out questionnaires on 132 employees at PT PP London Sumatra Indonesia. The results of this study indicate that training affects employee performance. However, there are still many other influences that should be included in the research so that the results of the study are more optimal. As a suggestion, other variables can be used as a comparison to find out more things that affect employee performance.

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This study aims to determine the influence of work stress and job satisfaction on the organizational commitment of Palembang A Rivai Branch of PT Bank Rakyat Indonesia Tbk. In this study, data were collected by questionnaires. The number of samples in this study amounted to 100 respondent with purposive sampling. Hypothesis testing in this study was done with multiple linear regression analysis method. The result of the study show that work stress has a negative and significant influence on organizational commitment and job satisfaction has a positive and significant influence on organizational commitment. To optimize organizational commitment, we recommended to create a conducive and friendly working atmosphere so that employees do not feel stressed and bored with their work.

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The number of labor force in South Sumatra Province when viewed from the percentage of the unemployed workforce for the uneducated workforce is 27% while the educated workforce is unemployed by 73%. The purpose of this study was to explain the influence of socio-demographic factors on the length of time looking for educated workers in South Sumatra Province. This study uses secondary data in the form of the 2017 National Labor Force Survey (Sakernas) South Sumatra Province and the use of multiple linear regression analysis (OLS). The results of the analysis of the research that has been carried out state that the respondents have the characteristics, namely that the majority are male with a high school / vocational high school education level and only a few have work experience. The average respondent was 26.79 years old, had an income of 2124029.59 rupiah and had a long time to look for work 17.31 months. The variables that were not related to the length of time looking for work were age, sex and education. The variables that have a significant relationship with the length of time looking for work are work experience and income