This research is motivated by efforts to improve the quality of education, and teacher performance has not been achieved as expected. This can be seen from the number of students' achievement decreases. Due to the teacher's performance has not yet produced a standard output of students who excel. The cause that occurs can not be separated from the competence, motivation, and learning environment that still has to be improved. These three variables directly or indirectly have an influence on teacher performance and the quality of education. This study aims to determine and analyze the effect of competence, motivation, learning environment on teacher performance, the quality of education, and indirect effects through teacher performance on the quality of education. The population of this study was all elementary school teachers at the Education Office of South Sulawesi Province. The total sample study is 393 respondents. The data were analyzed using the Structural Equation Model (SEM) utilizing AMOS 18. The study results found that direct or indirect effect the competence, motivation, learning environment had a positive and significant effect on teacher performance, as well as relationship antecedent variables on the quality of education. Including the performance of teachers, effect on quality of education.

The problem that managers or leaders face in an organization or company to compete in ensuring the organization's survival is the existence of employees as human resource assets. Turnover intentions arise in employees when there is perceived injustice and work-life balance in the company because needs are not met. This study uses a quantitative approach, with the type and source of data in this study being primary data in the form of a questionnaire given to the entire sample of 70 employees of PT. BSB–Kalla Group. Data analysis used a quantitative method with SEM using the SmartPLS. The study results found that employee engagement cannot be a mediating variable on organizational justice and work-life balance on turnover intention. The direct effect shows positive and significant results from the two independent variables on the dependent variable. Indirectly mediated by employee engagement, the two independent variables negatively affect the dependent variable on the turnover intention. Based on the results of the research and discussion described previously, it can be concluded in this study that turnover intention is determined by the application of organizational justice to the company and creates a work-life balance for each employee through employee engagement as a mediating variable.

This research explores the implementation of Islamic ethical and spiritual values in high school students using a case study design and qualitative research approach. Data was collected through observation, interviews, and documentation from 19 informants, including school officials, students, and parents. The research findings indicate that educators instill ethical and spiritual values in students as part of the process of character development, which starts from planning, execution, and evaluation phases outlined in the Lesson Preparation Plan (RPP) to produce students with high morals, faith, and piety. The study highlights the importance of instilling ethical and spiritual values in high school students to develop their character and help them become more morally upright, faithful, and pious individuals. The cultivation of ethical and spiritual values cannot be separated from supportive and inhibiting factors. The commitment of the school principal and the provision of facilities and infrastructure are supportive factors, while modern technological developments, poor social environment, and lack of attention from parents are inhibiting factors. The findings underscore the need for schools to provide the necessary support and infrastructure to ensure the successful implementation of such values. This study provides valuable insights into the factors that support or hinder the process of instilling ethical and spiritual values in high school students.

Penelitian ini bertujuan menguji dan menganalisis Pengaruh Kompetensi dan Motivasi terhadap Kinerja pada Pegawai Badan perencanaan pembangunan daerah (BAPPEDA) Provinsi Sulawesi Selatan. Populasi yang akan digunakan sebagai penelitian adalah pegawai badan perencanaan pembangunan daerah yang berjumlah 144 orang. Untuk menentukan ukuran sampel, penulis memakai rumus sampel yang dikemukakan oleh Slovin dan Husein Umar. Berdasrakan rumus tersebut maka sampel yang akan diteliti sebanyak 59 orang. Pada penelitian ini desain yang digunakan adalah berdasarkan metode pengumpulan data yaitu penelitian survei. Jenis data dalam penelitian ini adalah data kualitatif, dan data kuantitatif. Data yang berhasil dikumpulkan akan dianalisis secara deskriptif dan analisis regresi linear berganda. Selanjutnya untuk menentukan pengaruh dan tingkat signifikan diuji dengan menggunakan uji-f dan uji-t. Analisis data pada penelitian ini menggunakan Uji Validitas, Uji Realibilitas, Uji analisis Regresi Berganda, Uji t, Uji F serta uji koefisien Determinasi dan koefisisen kolerasi berganda. Hasil analisi menunjukkan bahwa Kompetensi berpengaruh terhadap kinerja pegawai (Hipotesis 1 diterima). Motivasi berpengaruh terhadap kinerja pegawai (Hipotesis 2 diterima).

This study aimed to determine how employee loyalty and performance evaluation influence career advancement decisions. The quantitative method with non-probability sampling and a purposive sampling strategy is employed for the investigation. Using the Slovin equation, a sample of 85 employees from PT Prima Karya Manunggal, Pangkep, South Sulawesi was obtained. By providing questionnaires to responders, data was gathered. Using a five-point Likert scale, fifteen indications generated from three different factors were measured. The utilized analytical method is multiple linear regression, which has undergone a data feasibility test and a classical assumption test. The results indicated that the variables of performance evaluation and employee loyalty had a favorable and statistically significant impact on career advancement. In limited testing, it has been determined that employee loyalty has a significant impact on promotion.