PT. Bank Muamalat Indonesia is the first pure Islamic bank in Indonesia, while PT. Bank Mandiri is a state-owned bank (Persero) - one of the largest in Indonesia. The fundamental problems during the pandemic risk profile have not been implemented properly, so we need to compare their performance. This study aims to analyze whether: (1). There is a difference or not in the performance of Bank Muamalat Indonesia (private sharia bank) during Covid 19 (2020 and 2021), (2). There is a difference or not in the performance of Bank Mandiri (state-owned-conventional bank) during Covid 19, (3). There is a difference or not in the performance of Bank Muamalat Indonesia (private sharia bank) and Bank Mandiri (state-owned-conventional bank) during Covid 19. The method used is the different test using t test (paired sample t test). Based on the results of the study it was found that : (1) there was no significant difference in the performance of Bank Muamalat Indonesia during covid 19, (b) there was no significant difference in performance at Bank Mandiri during covid 19, (c) there was no difference in performance between Bank Muamalat Indonesia and Bank Mandiri during covid 19.

This study aims to analyze and prove the Influence Career Development, Work Environment, Compensation and it’s implication on job satisfaction of permanent lecturer of maritime colleges in DKI Jakarta both partially and simultaneously. The research method used is descriptive survey method and explanatory survey with 253 respondents. The analysis of the data used is Structural Equation Modeling (SEM), consisting of career development, work environment and compensation as exogenous variables, job satisfaction as an endogenous variable. Based on the partially and simultaneous research that Career development, work environment and compensation have a positive and significant effect on job satisfaction with a contribution (R2) of 92 %. Work environment has the most dominantt effect on the job satisfaction of lecturers at maritime colleges in DKI Jakarta.

Most women entrepreneurs in Indonesia are engaged in Micro, Small, and Medium Enterprises (MSMEs).In Riau Islands Province, the number of women entrepreneurs in the MSMEs field is consistently larger than male entrepreneurs in the period of 2017-2019.  With the rising numbers of women entrepreneurs in Riau Islands Province and their increasing dominance in the MSMEs sector, this study aims to explore the motivational factors of women entrepreneurs in the MSMEs sector in Riau Islands. This research adopted a qualitative approach and used qualitative interviews as data collection method. A total of 15 women entrepreneurs from Tanjungpinang City, the capital of Riau Islands Province, were chosen as participants in this study. The data gathered were analyzed using thematic analysis with the help of NVIVO software. The result of this study shows that financial rewards, social support, personal satisfaction, external opportunities, and independence are the factors that motivate women to become entrepreneurs

The purpose of this study was to determine the pattern of leadership in university management that was integrated into 18 national characters. The approach is carried out by examining the theories, concepts, principles related to those discussed in this paper. Legal materials obtained from secondary data are sourced from library research. The technique used in this research is document study techniques, namely data obtained from relevant literature. All data that has been obtained will be analyzed qualitatively or known as qualitative descriptive analysis. Where all the data collected will be analyzed systematically. Leadership management innovation in Higher Education Management is integrated in which the values ​​of 18 national characters are concepts of religious and cultural teachings adopted, but in reality the trend is to adopt a pattern of leadership style from the West which does not necessarily match the culture in our society.

The objectives of this study are as follows: To determine the level of influence of the implementation of existing education and training programs on employee productivity. Based on the data processing results, it is known that the elements of the implementation of education and training programs that must be considered and improved are as follows: Training Materials, Non-Formal Education, Training Schedules, Instructor Friendly, Training Variations, Training Methods, and Training Manual Books. Meanwhile, the elements of implementing education and training programs that must be maintained are as follows: Formal Education, Instructor Skills, Instructor Ability, Training Facilities, Training Curriculum, Training Evaluation. The implementation of education and training programs affects employee work productivity, and the implementation of training programs is more dominant. This is because the implementation of training programs is carried out more often and is more applicable even though it still seems theoretical on employees' work. Therefore, the right education and training program will impact increasing the productivity of its employees.