This study aims to analyze whether self-efficacy, intrinsic motivation, and extrinsic motivation can influence employee performance. The analysis was carried out using the Structural Equation Model (SEM) method using the AMOS version 24. The sample amounted to 200 people who are employees of various sectors of private companies in the Jabodetabek area. The results showed that self-efficacy led to increased employee performance. The higher self-efficacy in work, the employee performance will increase. Meanwhile, the motivation that affects employee performance is extrinsic, not intrinsic motivation. Extrinsic motivation is a mediator that strengthens the effect of self-efficacy on employee performance. The implication for the company is that the company must continue to improve the self-efficacy of employees through managers provides counseling continuously to employees in determining work goals/targets following KSA (knowledge, skills, and abilities). In addition, managers also need to assign clear, detailed, and measurable tasks to employees. In a pandemic like now, extrinsic motivation must be focused more. Various forms of extrinsic motivation that managers can do, such as: creating attractive incentive/bonus/ commission programs, giving praise to employees who have completed tasks, and giving recognition for good employee work. Further research can add variables that mediate the effect of self-efficacy on employee performance such as creativity variables, and the addition of independent variables such as transformational leadership that can affect selfefficacy, or add moderator variables such as job levels.

The aims of this research were: to determine the level of job satisfaction of employees in the Master of Management, Faculty of Economics and Business, Universitas Trisakti, Jakarta, INDONESIA; to find out what factors can affect employee job satisfaction; and to find out the factors of employee job satisfaction that are not optimal. The results of the research become input in formulating and establishing policies according to the expectations of employees, departments and faculties. The research method is a quantitative descriptive method using primary data from 20 employees. Because the population is relatively small (less than 30 people), the sample size is determined using a saturated/census sample. The results showed that the level of job satisfaction of employees is in the good category. Of the five dimensions of job satisfaction, Co-workers have the highest and Promotion Opportunities the lowest. From the research results it can be recommended that department and faculty leaders can: create/update job descriptions, create internal problem forms, consider pay performance, carry out job promotions based on performance appraisal, provide promotion opportunities to all employee based on fairness, determine the size of employee work productivity and achieving work targets quantitatively, as well as preparing employee performance appraisal programs that are agreed upon and well socialized.

This study aims to investigate the impact of financial knowledge, financial attitudes, and internal locus control on financial management behavior with the moderating role of financial risk tolerance. In addition, to analyze the effect of financial knowledge on financial management behavior mediated by financial attitudes. The data collected comes from e-wallet users in Greater Jakarta therefore the sample obtained was 350. Data collected through surveys, tested through validity and reliability tests. Furthermore, hypothesis testing using Structural Equation Modeling. The findings of this study were financial knowledge, financial attitudes, and internal locus control had a significant influence on financial management behavior. It was also found that financial knowledge had an impact on financial attitudes. Financial risk tolerance significantly moderates the relationship between internal locus control and financial management behavior. In addition, it can be proven that financial attitudes mediate the relationship between financial knowledge and financial management behavior. The implication of this research is to help the public, especially electronic wallet users, to be more responsible in financial management behavior and to be able to make wise decisions in their financial expenditures. Meanwhile, policymakers can be more aggressive in conducting financial education programs for the public so that people have more in-depth financial knowledge, especially when using digital financial applications such as e-wallets that continue to grow.

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The purpose of this study was to determine the effect of recruitment and selection, remuneration and rewards, as well as training and development on employee retention mediated by the big data predictive analytics variable. The method in this study uses a quantitative method which is an approach, an assessment based on numbers using statistical calculations. The samples in this study were employees of PT Addis Citra with a total of 145 respondents. The data collection technique used in this study was a questionnaire or questionnaire. While the data analysis in this study used the Structural Equation Model (SEM) with the AMOS 26 program. The research results obtained show that the variables of recruitment and selection, remuneration and rewards, and training and development have an effect on big data predictive analytics. Furthermore, big data predictive analytics variables affect employee retention, and big data predictive analytics has a mediating role in influencing recruitment and selection, remuneration and rewards as well as training and development on employee retention.