Organizations in achieving goals with all the processes require a leadership role. Through capable leaders, they can directly monitor and direct and provide positive input for their employees. This will raise the interest of employees to work harder and produce maximum work results. The work environment needs to be considered to improve performance, because agencies that have a good and comfortable work environment will motivate their employees to work more enthusiastically and passionately. In addition, work facilities are also very necessary in improving the performance of village officials, with complete work facilities, it is hoped that it will be very helpful in completing office tasks so that the resulting performance will be maximal. The purpose of this study was to determine whether there was an influence of leadership, work environment, and office facilities on the performance of village officials in Kampar District. The population in this study were all village officials in the Kampar sub-district, as many as 189 village officials. While the samples taken were 128 village officials obtained from the Slovin formula with an error rate of 5%. The data collection method used in this research is using a questionnaire/questionnaire. Data analysis used descriptive percentage analysis method, multiple linear regression analysis, classical assumption test analysis, and hypothesis testing analysis with the help of SPSS program. The results of this study are that there is a positive and significant influence of leadership, work environment and office facilities on the performance of village officials in Kampar District. Suggestions in this study are suggested to village officials to optimize the use of windows as air ventilation and village office buildings in Kampar District need to be equipped with soundproofing. In addition, it is recommended that the village head completes and repairs social facilities that are felt to be lacking or have been damaged.

This study aims to determine the effect of competence and training on the passing rate of teacher certification and its impact on teacher performance at SMA Negeri in Bangkinang Kota. The population in this study were all teachers of SMAN 1 Bangkinang Kota and teachers of SMAN 2 Bangkinang Kota which were known to be 112 teachers. In this study, the entire population was sampled, so the number of samples in this study amounted to 112 respondents, the sampling technique was called the saturated census technique. The types and sources of data used in this study are primary data and secondary data. Data collection techniques in this study used a questionnaire, research files and interviews and data analysis techniques used in this study used descriptive analysis, questionnaire feasibility test and structural equation analysis with data analysis using Structural Equation Modeling (SEM). The results showed that competence had an effect on the passing rate of teacher certification at SMA Negeri in Bangkinang Kota, training had an effect on the passing rate for teacher certification at SMA Negeri in Bangkinang Kota, competence had an effect on teacher performance at SMA Negeri in Bangkinang Kota, training had an effect on teacher performance in SMA Negeri in Bangkinang Kota and the passing rate of teacher certification have an effect on teacher performance at SMA Negeri in Bangkinang Kota.

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Penelitian ini bertujuan untuk menganalisis pengaruh budaya kerja, lingkungan kerja dan pembayaran tunjangan kinerja terhadap kepuasan kerja, dan bagaimana dampaknya terhadap kinerja pegawai pada Sekretariat DPRD Kabupaten Rokan Hilir. Penelitian ini juga bertujuan menguji pengaruh kepuasan kerja terhadap kinerja pegawai. Data penelitian ini diperoleh dari respondent sebanyak 53 orang. Analisis data dilakukan dengan analisis deskriptif statistik dan analisis jalur atau phath analysis dengan menggunakan persamaan SEM dengan mengguanakan smartPLS. Hasil penelitian ini menunjukkan bahwa budaya kerja tidak berpengaruh signifikan terhadap kepuasan kerja, dan budaya kerja tidak berpengaruh signifikan baik secara langsung terhadap kinerja maupun melalui kepuasan kerja. Lingkungan kerja berpengaruh signifikan terhadap kepuasan kerja dan kinerja pegawai, baik secara langsung maupun secara tidak langsung. Selain itu, tunjangan kinerja tidak terbukti berpengaruh signifikan terhadap kinerja, namun tunjangan kinerja berpengaruh signifikan terhadap kepuasan kerja dan kinerja melalui kepuasan kerja pegawai.