Changes require organizational changes to its organizational culture as the culture as a reference to coordinate the behavior of employees to achieve organizational goals, and of the employees who adaptation back to a new environment. This study aims to describe and analyze wheter organizational culture and job stress employee job satisfaction. The study took place at PT. Kereta Api Indonesia Persero Daop 8 Surabaya. Sampling technique that used was proportionate stratified random sampling. Methods of the statistical analysis that used were multiple linear regression with the help of SPSS 1.8 software. the results showed that organizational culture have a significant positive influence on employee job satisfaction, job stress had not significant influence on employee job satisfaction, organizational culture and job stress have a significant simultant influence on employee job satisfaction.

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Autonomy support that given to employees is supported by the self-efficacy of employees, it will increase the employee job satisfaction and organizational commitment. With a sample of 97 employees at PT. Boma Bisma Indra (Persero) Surabaya, using SEM Smart PLS 2.0 analysis techniques. The result that is a significant effect of autonomy support on organizational commitment and job satisfaction, a significant effect of self efficacy on organizational commitment and job satisfaction, a significant effect of organizational commitment on job satisfaction, no significant effect of autonomy support on job satisfaction mediated by organizational commitment and no significant effect of self efficacy on job satisfaction mediated by organizational commitment.Autonomy support that given to employees is supported by the self-efficacy of employees, it will increase the employee job satisfaction and organizational commitment. With a sample of 97 employees at PT. Boma Bisma Indra (Persero) Surabaya, using SEM Smart PLS 2.0 analysis techniques. The result that is a significant effect of autonomy support on organizational commitment and job satisfaction, a significant effect of self efficacy on organizational commitment and job satisfaction, a significant effect of organizational commitment on job satisfaction, no significant effect of autonomy support on job satisfaction mediated by organizational commitment and no significant effect of self efficacy on job satisfaction mediated by organizational commitment.

Human resource management system is the key to success right company to achieve its objectives. It required human resources who are competent for the performance of the resulting increase in accordance with the target company. To improve the performance of the employee, then the company must pay attention to the factors that can affect performance, such as personality and teamwork. This study use a quantitative approach. Type of research is causal research with personality variables and teamwork as the independent variable and performance as the dependent variable. The technique of sampling using a stratified random sampling with a sample of 51 permanent employees Production Department PT Apie Indo Karunia Sidoarjo and using software SMARTPLS 2.0 M3. The results showed there’s positive and significant effect of extraversion, agreeableness, conscientiousness, openness to experience variables on teamwork. There’s positive and significant effect of the variable teamwork on employee performance.

The purpose of this paper is to explore the relationship between employee engagement and job performance and to test whether creativity mediates the relationship between engagement and job performance. Job performance is the result of contributions made by employees to the company. Previous research found that employee engagement and creativity were the strongest predictors of job performance. Therefore, the research here wants to test whether creativity is a mediator variable of the two constructs. The sample in this study amounted to 96 banking employees in Sumenep Regency using the snowball sampling method in data collection. The results of the model equation test show that employee engagement has no significant effect on job performance. Employee engagement has a significant effect on creativity. Creativity has a significant effect on job performance. In addition, creativity as a mediator variable has a significant effect on the relationship between employee engagement and job performance. Employee engagement is not directly related to job performance but is mediated by creativity. The managerial implication of the results of this study is that banking companies can review the factors that can hinder or reduce their employee engagement to maintain the employee's job performance.