This study aims to determine the effect of e-service quality on e- loyalty with e-satisfaction as an intervening variable for muslim travellers. The population are Traveloka users in Java. Purposive random sampling are used. The sample was obtained from 170 respondents by online collecting data questionnaire. SPSS 21.0 program are used to data analyze. The analytical tool were Multiple Regression and Path Analysis. The results showed that: e-service quality aspects of reliability, tangible, and empathy had a positive and significant effect on e-satisfaction. E- satisfaction and E-Service have a positive and significant impact on e- loyalty. E-satisfaction can mediate the impact of reliability, tangible, and empathy on e-loyalty, while responsiveness and assurance do not mediate the effect of e-satisfaction on e-loyalty The results of this study can theoretically strengthen the existing theory that e-satisfaction can mediate the effect of reliability, tangible and empathy on e-loyalty, while responsiveness and assurance do not mediate the impact of e-satisfaction on e-loyalty. The practical implications in this study are used as input for platform provider to improve the quality of services provided by platform provider to muslim travelers.

Human resources play a crucial role in the corporate world because they have control over other resources. If the corporation lacks competent human resources, its operational activities will not be able to function properly. A person's intention to apply for a job can be influenced by some factors. This research examines the influence of product brand, corporate brand, employer brand, social media, corporate reputation, and the intention to apply for a job. The research is quantitative, and the sampling technique used is convenience sampling with 334 respondents, namely private company job seekers registered at Internship & Career Development, Sebelas Maret University, in 2021-2022. The analysis technique used is partial least square structural equation modeling (PLS-SEM). The research results show that product and corporate brands directly influence the intention to apply for a job through the mediating variable of the employer brand. The findings show that the effect of corporate reputation on the intention to apply for a job is significantly moderated by social media variables. The results of this research have important implications for theory and practice.