The purpose of this study is to determine the implementation of leadership styles in increasing local government innovation. This research method is based on the approach used in this study is a qualitative approach. This research was conducted in North Luwu Regency, South Sulawesi Province, to be precise at the Regent Office of North Luwu Regency. Data collection was carried out through observation and interviews. The results showed that the leader has carried out his function as a spokesman. The output of the aforementioned activities has brought the good name of the North Luwu Regency Government as a regency that has the ability to speak professionally, where organizing international and national scale events require optimal lobbying and negotiations. The implementation of the leader in giving natural rewards to employees turns out to be able to improve performance and motivation on the pretext that the work given is an award because not everyone is able to complete the job well, on the other hand, employees feel that tasks that can be completed properly are opportunities for further increase his potential and competence so that it will be easier to get strategic positions in the future. Leaders play a role in creating a positive mindset towards developing potential employees from various dimensions, namely the dimensions of HR development, the dimensions of skill development, and the dimensions of decision making.

The spirit of nationalism in youth groups is still in the question due to globalization awareness. This becomes a bigger question in border communities since they may have “split national identity” in the daily life. In most studies of nationalism, traditional and liberal notion are highlightedTamir,1993; Druckman, 1994; Ignatieff, 1994; Shulman, 2002;). Traditional nationalism mainly refers to the love of the country affected by emotional attachment as native citizens. Conversely, liberal nationalism implies to a concept of nationalism based on the value of rationality and the desire for more independent thinking. Since there has not been many studies discussing youth nationalism in border areas, this research aims to identify the nationalism dynamic of youth groups in Sebatik Island, a border area with Malaysia’s territory in North Kalimantan Province. The study used survey and interview methods with 115 twelfth-grade students of four senior high schools as the subjects. The numbers of respondents represented four sub-districts in Sebatik Island. Using purposive sampling methods, the researchers selected students who have obtained the right to vote to address their political view. The result indicated that the youths of Sebatik Island tended to have traditional rather than liberal nationalism

The low performance of the Regional Special Hospital belonging to the Province of South Sulawesi illustrates the quality of consumer services that affect hospital income. This study aims to analyze the effect of job satisfaction on organizational performance, the effect of organizational commitment on organizational performance, the effect of job satisfaction on organizational commitment, and the effect of job satisfaction on organizational performance directly and indirectly through organizational commitment of the Mother and Child Hospital of South Sulawesi Province. This type of research is a quantitative study using an analytical observational study with a cross sectional study design. The sample was taken using stratified random sampling so that the sample in this study included medical, nursing, midwifery and non-medical personnel, totaling 190 respondents at the Siti Fatimah Mother and Child Hospital and Mother and Child Hospital Mother and Child Motherland, South Sulawesi Province. The results showed that there was a relationship between job satisfaction and organizational performance (0.000), there was a relationship between organizational commitment and organizational performance (0.000), there was a relationship between job satisfaction and organizational commitment (0.000), and job satisfaction was the most influential variable on performance (32, 10%) compared to organizational commitment (21.90%). Therefore, it is expected that the hospital is able to maintain and develop the supporting dimensions of job satisfaction and organizational commitment of its employees in order to achieve organizational performance as expected.

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