This study aims to analyze the effect of workplace spirituality in reducing workplace deviant behavior through job satisfaction and its impact on employee performance. The objectives of this study are to explore and investigate (1) the effect of workplace spirituality on workplace deviant behavior; (2) the effect of workplace spirituality on job satisfaction; (3) the effect of workplace spirituality on employee performance; (4) the effect of job satisfaction on employee performance; (5) the effect of workplace deviant behavior on employee performance; and (6) the mediating role of job satisfaction in the relationship between workplace spirituality and workplace deviant behavior. This study was conducted with 143 permanent non-lecturer staff at Universitas Muhammadiyah Yogyakarta, Indonesia. The data analysis technique employed in this study was Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of this study indicate that workplace spirituality affected workplace deviant behavior; workplace spirituality affected job satisfaction; job satisfaction affected employee performance; and workplace deviant behavior affected employee performance. Meanwhile, the findings further showed that workplace spirituality did not affect employee performance; job satisfaction did not affect workplace deviant behavior; and job satisfaction could not mediate the effect of workplace spirituality on workplace deviant behavior.

This study aims to analyze the effect of spiritual leadership on affective commitment with workplace spirituality as a mediating variable. The subjects in this study were employees of the inpatient section who worked at Djojonegoro General Hospital, Temanggung. In this study, the sample involved 71 respondents. The data analysis employed path analysis. The study results revealed that spiritual leadership positively and significantly affected workplace spirituality. Spiritual leadership had a significant impact on affective commitment. Besides, workplace spirituality significantly influenced affective commitment. Furthermore, this study successfully confirms workplace spirituality's mediating effect in the relationship between spiritual leadership and affective commitment.

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Aims: This study aims to analyze the effect of   Employee training on Organizational Commitment and Turnover Intention with Job Satisfaction as Mediation. Study design: Hypotheses Testing. Place and Duration of Study: 111 employees at Banjar Hospital, Indonesia.  Methodology: Structural Equation Modeling (SEM) based on AMOS. Results: First, employee training positively effects on organizational commitment at the Banjar Hospital. Second, employee training positively effects on job satisfaction. Third, job satisfaction positively effects on organizational commitment. Fourth, job satisfaction mediates on the effects employee training on organizational commitment at the Banjar Hospital. Fifth, the findings further show that job satisfaction does not effects on turnover intention at the Banjar Hospital. Finnaly, employee training does not effects on turnover intention at the Banjar Hospital. Conclusion: Employee Training and job satisfaction effect on organizational commitment.  Employee training effects on job satisfaction. Job satisfaction has a significant as mediator between  employee training and  organizational commitment. Meanwhile, Job satisfaction and employee training do not effect on turnover intention.