The purpose of this study was to analyze the OCB antecedents of type C hospital nurses in Surabaya. This research uses quantitative research with a case study approach. Data analysis techniques in this study used validity, reliability, classical assumption and hypothesis testing. Based on the results of data analysis and discussion, it can be seen that the OCB antecedent of Type C Hospital nurses in the city of Surabaya is influenced by several factors, including the Thriving Workplace variable and the Person-Organizational Fit variable that does not have a significant influence on the Organizational Citizenship Behavior of Type C Hospital nurses in the city. Surabaya. Meanwhile, Organizational Commitment variable has a positive and significant influence on Organizational Citizenship Behavior. The addition of the Job Embededness variable has an effect, so that the three variables of Thriving Workplace, Person-organization Fit, and Organizational Commitment have a positive and significant influence on the Organizational Citizenship Behavior of Type C Hospital nurses in the city of Surabaya. While the intervening variable represented by Job Embededness also has a positive and significant influence on Organizational Citizenship Behavior of Type C Hospital nurses in the city of Surabaya.

This study aims to obtain evidence of scientific support from existing publications so that we can answer the problem of this study, namely identifying superior and destructive human resource management in the MSME sector. Then we make the data online from many sources that we believe can answer the problem. We have collected 60 relevant publications from the data and discussion to answer this study, limiting the barrier from 2010 to 2022. Our study was carried out under a phenomenological approach where we wanted to get answers from several existing data so that our findings could get answers. Based on the study and the results of the discussion, we can summarize that some best practices have contributed to the success of MSMEs, including having superior human resources and having the best, which includes understanding how to sell MSME products, having the soul to serve consumers with care and understanding decision-making solutions then placing the customer's face, and having financial and generational governance capabilities following the needs of MSMEs in the era of free competition.

The purpose of this study is to analyze the concentration on board profit factors, the proportion of liquidity, administrative ownership and review quality used to anticipate organizational security ratings. This study intends to provide experimental evidence that board income, monetary proportion and corporate administrative mechanisms affect security ratings. The subject of this exploration is an organization listed on the IDX and registered in Indonesia, PT. PEFINDO 2016-2019. Information check using strategic relapse investigation. The results showed that executive earnings, the proportion of liquidity, administrative ownership and review quality had an effect on bond ratings. While action proportion, market price proportion, institutional ownership and free head have no impact on security evaluation.

In service organizations such as airlines, flight attendants as one of the components that play a direct role in serving the needs of passengers during flights are required to work independently without supervision and have confidence in carrying out job demands since they are accepted as employees. The agreement formed between the flight attendant and the airline is the initial motivation and trust given by the airline to flight attendants as employees known as psychological contracts. A high psychological contract with a reciprocal relationship where the flight attendant's expectations are fulfilled by the airline will make the flight attendant feel valued for her work and empowered. This feeling raises the motivation of flight attendants as employees to be more active by showing OCB. OCB is the behavior of flight attendants as individuals voluntarily outside of their formal job descriptions to support the advancement of the airline where they work. In this article, psychological contracts are an important factor in the growth of OCB in flight attendants, such as arriving to work early, helping coworkers or new employees who are experiencing difficulties, and contributing more to activities organized by airlines.

The purpose of this study was to analyze the effect of communication and compensation on employee job satisfaction. The research design used in this study used quantitative associative methods. Based on the results of data analysis that has been carried out on the first hypothesis (H1) which states that communication has a positive and significant effect on employee job satisfaction, the value of t count > t table is 13,684 > 1,666, testing the second hypothesis (H2) which states that compensation has a positive effect and significant on employee job satisfaction, the value of t count > t table is 12.665 > 1.666, which means that communication and compensation have a positive and significant effect on employee job satisfaction, while the R-square value obtained is 0.847 which states that the communication and compensation variables effect on employee job satisfaction by 84.70% and the remaining 15.30% influenced by other variables.