Tujuan penelitian ini untuk mengetahui pengaruh kepemimpinan, budaya organisasi dan lingkungan kerja terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening. Metode yang digunakan dalam penelitian ini adalah metode survei model kausal, pengumpulan data mengunakan kuesioner dan didistribusikan kepada 89 karyawan di Qur’an Centre Provinsi Kepulauan Riau. Analisis data statistik menggunakan SEM-PLS (Structural Equation Modelling-Partial Least Square) dan menggunakan analisis jalur untuk menguji pola hubungan yang mengungkapkan pengaruh variabel terhadap variabel lainnya, baik pengaruh langsung maupun tidak langsung. Hasil dalam penelitian menunjukkan bahwa kepemimpinan secara langsung berpengaruh signifikan terhadap kepuasan kerja karyawan dengan p-value sebesar 0,000 < 0,05, budaya organisasi secara langsung berpengaruh signifikan terhadap kepuasan kerja dengan p-value sebesar 0,001 < 0,05, lingkungan kerja secara langsung berpengaruh signifikan terhadap kepuasan kerja dengan p-value sebesar 0,001 < 0,05, kepemimpinan secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,001 < 0,05, budaya organisasi secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,000 < 0,05, lingkungan  kerja secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,000 < 0,05, kepuasan kerja secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,006 < 0,05, kepuasan kerja memediasi pengaruh kepemimpinan terhadap kinerja karyawan dengan p-value 0,027 < 0,05, kepuasan kerja memediasi pengaruh budaya organisasi terhadap kinerja karyawan dengan p-value 0,027 < 0,05, dan kepuasan kerja memediasi pengaruh lingkungan kerja terhadap kinerja karyawan dengan p-value 0,041 < 0,05.

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The objective of this research is to study the effects of organizational culture, leadership behavior and job satisfaction on organizational commitment at the Technical Implementation Unit of Education Office in Tangerang Regency. This research used the quantitative approach with survey method. The samples of this research were 121 employees selected randomly. The data were obtained by distributing questionnaires and analyzed by using descriptive statistics and structural equation modeling (SEM) in inferential statistics. The results of the research show that: (1) organizational culture had a direct effect on employee job satisfaction, (2) organizational culture had a direct effect on employee organizational commitment, (3) leadership behavior had a direct effect on employee job satisfaction, (4) leadership behavior had a direct effect on employee organizational commitment, and (5) job satisfaction had a direct effect on employee organizational commitment. Therefore, to improve employee organizational commitment, organizational culture, leadership behavior and job satisfaction should be improved.

The success of the application of patient safety in hospitals, among others, is measured by how much the productivity of nurses in providing quality nursing care to patients and their families. Factors that influence patient safety: organization (safety culture), work environment, individual factors and citizenship behavior, work behavior, teamwork structure and (servant) leadership. In this regard, the purpose of this literature review study is to prove the influence of servant leadership, organizational safety culture and work environment on OCB in the application of patient safety with affective organizational commitment in hospital. This literature review is based on literature sources and related scientific research journals. The method used in this paper is to search from the EBSCO, ProQuest, and Google Scholar databases using keywords servant leadership, organizational safety culture, work environment, OCB, and patient safety. The study population was health workers in the hospital, which measures in the construction are 54 respondents, with a random sampling technique as the sample of the population. The data were analyzed using parametric and non-parametric statistics with SEM-PLS (Structural Equation Modeling-Partial Least Square). The research proves that: Servant leaders and organizational safety culture that is applied, as well as a supportive work environment, have a positive influence on OCB in the application of patient safety in hospitals. Furthermore, it is expected that nurse managers will be able to implement servant leadership and safety culture as well as adequate work environment support so that OCB in implementing patient safety can run optimally, this can be assessed based on patient safety incidents and service quality as hospital brand equity.

This study aims to analyze the effect of transformational leadership, personal value, and organizational commitment on  the performance of millennial employees with motivation as an intervening variable on millennial employees of internet  service provider companies in Batam. This type of research is associative causality. This research was conducted using  a survey method by distributing questionnaires. The population of this research is three internet service provider  companies domiciled in Batam Center. Data analysis methods used are descriptive statistical analysis and Partial Least  Square (SEM-PLS) analysis. The analysis was assisted with the Smart PLS 3.0 program. The results of this study  indicate that transformational leadership and organizational commitment significantly influence the performance of  millennial employees of internet service provider companies in Batam while personal value has no significant effect.  transformational leadership has no significant effect on motivation, while personal values and organizational  commitment have a significant effect on motivation. The transformational leadership, personal value, and  organizational commitment indirectly have insignificant effect on the performance of millennial employees of internet  service provider companies in Batam with motivation as an intervening variable. transformational leadership has no  significant effect on motivation, while personal values and organizational commitment have a significant effect on  motivation. The transformational leadership, personal value, and organizational commitment indirectly have  insignificant effect on the performance of millennial employees of internet service provider companies in Batam with  motivation as an intervening variable. transformational leadership has no significant effect on motivation, while  personal values and organizational commitment have a significant effect on motivation. The transformational  leadership, personal value, and organizational commitment indirectly have insignificant effect on the performance of  millennial employees of internet service provider companies in Batam with motivation as an intervening variable.