There are many indicators in determining the value of the company, one of which is sales growth. In addition to the level of sales growth, investors usually also focus their attention on the capital structure, because the value of the company can also be reflected in the company's ability to obtain funds to increase its growth. This study aims to determine the effect of sales growth on firm value, using the capital structure as measured by Debt to Asset Ratio (DAR), Debt to equity ratio (DER) and long-term debt (LtDER) as moderating variables. This research was conducted on manufacturing companies listed on the Indonesia Stock Exchange for the period 2015 to 2017. The sample in this study amounted to 131 companies. The results of the t test and moderation show that growth has a significant positive effect on firm value, DAR weakens the effect of growth on firm value

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Komitmen organisasional merupakan identifikasi, loyalitas, dan keterlibatan yang dinyatakan oleh karyawan, organisasi atau unit organisasi. Komitmen organisasional juga dipandang sebagai respon afektif pada organisasi secara menyeluruh, yang kemudian menunjukkan suatu respon afektif pada aspek khusus pekerjaan. Penelitian bertujuan untuk menganalisis peran mediasi motivasi kerja pada pengaruh kompensasi terhadap komitmen organisasional. Penelitian ini menggunakan teknik sampel jenuh dengan populasi sebanyak 146 karyawan dengan respon rate sebesar 73,79 % yaitu 107 karyawan. Selanjutnya data yang telah terkumpul dianalisis menggunakan teknik analisis jalur. Hasil penelitian menunjukkan empat hipotesis yang diajukan dapat diterima. Kompensasi berpengaruh positif dan signifikan terhadap komitmen organisasional, kompensasi berpengaruh positif dan signifikan terhadap motivasi kerja, dan motivasi kerja berpengaruh positif dan signifikan terhadap komitmen organisasional. Penelitian ini juga menginformasikan bahwa motivasi kerja secara signifikan memediasi pengaruh kompensasi terhadap komitmen organisasional.

Employees performance at company needs been noticed because it can affect to the company's performance. This study aims to analyze the effect of transformational leadership and compensation on employee’s performances by means of job satisfaction as mediation variable. The object of this study are all employees of CV. General Design totaling 40 people. The data are collected by using a questionnaire with five Likert scale and using Partial Least Square (PLS) as a data analyze. The results of this study indicated that transformational leadership had a positive and insignificant results on employee’s performances, but it had a positive and significantly effect to job satisfaction. Then compensation had a positive effect and significant to the job satisfaction and the employee’s performances. While job satisfaction affects positively and had no significant effect to the employee’s performances. In addition, job satisfaction is not a mediation of transformational leadership and compensation effect on the employee’s performances. For the further researchers are expected to add alternative constructs that affect to the employee’s performances besides transformational leadership, compensation, and job satisfaction. In addition, for the next researches, it should add more references related to research and hope this result can be used for reference to study on similar companies.

The purpose of this study was to analyze the effect of perceived organizational support and job satisfaction on organizational citizenship behavior with organizational commitment as an intervening variable. The object of this research is PT. Harta Tersembunyiwhich has four subsidiaries engaged in hospitality. The sample in this study was determined by the census method using all 70 employees as respondents. The data collection method is a survey method with a questionnaire. The analysis technique used is inferential analysis technique with Partial Least Square (PLS). The results found that perceived organizational support has a significant effect on organizational citizenship behavior both directly and through organizational commitment as mediation. While job satisfaction does not have a significant effect on organizational citizenship behavior directly, but its effect is significant through organizational commitment. Meanwhile, organizational commitment directly has a significant positive effect on organizational citizenship behavior. So that management is expected to be more employee-oriented to get positive reciprocity from employees.