This study aims to determine the effect of material compensation, social compensation, and activities compensation on work performance through organizational commitment as the mediator. This study retrieved data through questionnaires (surveys). The population in this study were all employees of PT. Tiga Serangkai Pustaka Mandiri Surakarta, with taking  150 respondents for sampling purpose. Sampling technique in this study was a simple random sampling. The data were processed using Structural Equation Modeling (SEM) with the help of Analysis of Moment Structure (AMOS) version 20.0. The results of the data analysis found that 1) There is a significantly positive influence of social compensation variables on organizational commitment; 2) There is a positive significant effect of activity compensation on organizational commitment; 3) There is a significantly positive effect of activity compensation on job performance; 4) Organizational commitment does not mediate material compensation, social compensation, and activities compensation on job performance. Keywords: material compensation, social compensation, activities compensation, work performance, and organizational commitment, Tiga Serangkai Pustaka Mandiri

This study has purpose to analyze the effect of transactional leadership styles, transformational leadership styles, and motivation on the performance of academic staff. This study was conducted at the State Islamic Institute of Surakarta with a total sample of 30 respondents in 2020 by using simple random sampling.   The results of the analysis on the variable transactional leadership style showed the value of t = 3.183 and a probability of 0.002, which means that the transactional leadership style has an effect on the performance of academic staff. Then, the results of the analysis on transformational leadership style variables showed the value of tcount = 3.418 and a probability of 0.003, which means that the transformational leadership style has an effect on performance. And the results of the analysis on the work motivation variable showed the value of tcount = 2.251 and a probability of 0.032, when compared to ttable (2.056) which means that work motivation has an effect on performance.   Keywords: transformational leadership, transactional leadership, work motivation, and academic staff performance.

This study aims to determine the effect of reliability, responsiveness, security and safety on satisfaction at Bank Syariah Indonesia. This study used primary data and analyzed using quantitative methods with statistical t tests. The population is part of the customers of Bank Syariah Indonesia Solo Raya with a sample of 100 respondents. Based on the results of the analysis obtained, conclusions can be drawn based on the t-test for the reliability variable (X1) the value of t count is 3,587 > t table 1,900 with a significant level of 0.001 <0.05 meaning, there is a significant influence between the reliability variable on satisfaction. Meanwhile, the variable perception of responsiveness (X2) has no effect on satisfaction because it has a significant value of 0.114 > 0.05 or a t-count value of 1.596 < t-table 1.900 so H0 is accepted. And the variable perception of security and safety (X3) has an effect on satisfaction in this study because it has a significant value of 0.000 <0.05 or a t-count value of 5.683 > t-table 1.900 so H0 is rejected. Based on the f-test, there is a count of 214,419 with a sig f value of 0.00 <0.05, then H0 is rejected, H1 is accepted. This means that simultaneously reliability (X1), responsiveness (X2), security and safety (X3) have a significant influence on satisfaction (Y).