This study presents a model linking individual characteristics, employee engagement, and employee performance. The primary objective was to investigate the direct effect of individual characteristics on employee performance and its indirect effect through employee engagement. This study used a non-probability sampling technique with a saturation sampling type. The data were obtained by a questionnaire from a sample of 118 respondents of millennial employees in the media and information technologies sector in Yogyakarta. Data were analyzed by used variance-based SEM (SEM-PLS) and found four significant paths models. The result reveals that individual characteristics have a positive and significant effect on improving employee performance. Moreover, individual characteristics are significantly positive in increasing employee engagement, while employee engagement has a positive and significant effect on employee performance. The mediation test result indicated that employee engagement could partially mediate the relationship of individual characteristics on employee performance. Further research can incorporate variables that influence millennial performance, such as job characteristics, intention to leave, job satisfaction, and other variables to improve strategies in enhancing millennial performance.

The purpose of this study is to investigate the impact of individual characteristics on employee performance of millennial employees. Furthermore, the study was also to test the moderating effect of training on the impact of individual characteristics on employee performance of millennial employees. This research was conducted from six business entities in Yogyakarta which were engaged in media and information technology sectors. This research used saturation sampling. Primary data was obtained by circulating questionnaires to 250 millennials employees, but only 118 questionnaires were returned. The data were analyzed with PLS-SEM using SmartPLS 3.00 application. The result revealed that individual characteristics have a positive and significant impact on employee performance of millennial employees. Furthermore, training cannot moderate the impact of individual characteristics on employee performance. From these findings, we need to underline that the millennial employee's performance would increase if millennial employees increased their individual characteristics in their working activity.

This study focuses on perceived external prestige in reducing deviant workplace behavior by mediating job satisfaction and organizational commitment. This study aimed to determine and analyze the effect of perceived external prestige on deviant workplace behavior, either directly or indirectly, through the mediation of job satisfaction and organizational commitment. This study used saturated sampling. The sample used in this study is the civil servant of the Regional Government of Kediri Regency, East Java, especially the Regional Apparatus Organizations. Three Regional Apparatus Organizations are the Regional Personnel Agency, the Department of Transportation, and the Region Financial and Asset Management Agency, with a sample of 117 civil servants. The analytical method used is a causal study. Data were analyzed and processed using PLS-SEM statistical programming to evaluate the outer and inner structure of the model. The results reveal that perceived external prestige negatively and significantly affects deviant workplace behavior. The results of the mediation test show that job satisfaction and organizational commitment partially mediate the effect of perceived external prestige on deviant workplace behavior. Subsequent research studies will yield different results in another industry or region. Further research can conduct thorough research on all Regional Apparatus Organizations to obtain comprehensive research results, and systematic sampling techniques can be used to avoid cognitive bias from respondents.

This study aims to understand the role of organizational commitment in mediating the influence of organizational justice and job involvement on nurses' organizational citizenship behavior. This explanatory research was conducted on the nurses of Universitas Muhammadiyah Malang Hospital (UMM Hospital). From the population of 127 nurses, 96 were selected as the sample through a proportionate random sampling method. The statistical analysis through Structural Equation Modelling found that organizational justice has no significant influence on organizational citizenship behavior, job involvement has a significant influence on organizational citizenship behavior, organizational commitment has a significant influence on organizational citizenship behavior, organizational justice has a significant influence on organizational citizenship behavior through organizational commitment, and job involvement has a significant influence on organizational citizenship behavior through organizational commitment.

There were many empirical studies proved that Compensation influenced the Nurse's Performance, however there were only few studies observing Shared Leadership and Work Environment which can strengthen the influence of Compensation on Nurse's performance. Therefore, the objectives of the study are to prove that Shared Leadership and Work Environment are the moderating variables of the influence of Compensation on Nurse's Performance. The sample respondents of this study were 139 nurses of