This study examines the mediating role of employee engagement on the effect of work motivation and work environment on in-role performance. Respondents in this study were employees of PT Trans Dana Profitri outsourcing, which is a company that provides labor services totaling 100 respondents. The sample was carried out by purposive sampling, the data was collected by means of a survey through a questionnaire using a Likert scale with a Structural Equation Modeling (SEM) approach using AMOS version 24, a significance level of 5% to analyze the data. The results showed that motivation had a positive effect on employee engagement = 0, 482, p 0.0001<0.13), Work Environment had a positive effect on employee engagement (β= 0.360 P <0.049), Employee engagement had a positive effect on performance in role ( = 0.455 P <0.0***), work motivation has a positive effect on in-role performance (β= 0549, P <0.002, work environment has a negative effect on in-role performance (β= -0, 133 P <0.365), The results of the employee engagement mediation test mediate the effect of the work environment on in-role performance as evidenced by the indirect effect value of 0.188 which is greater than the direct effect of -0.153, meaning that hypothesis 6 is proven, employee engagement does not mediate the effect of work motivation on in-role performance, which is indicated by the value indirect effect .241 is smaller than direct effect .604 means that hypothesis 7 is not proven.  Keywords: work motivation, work environment, employee engagement, performance in role   Abstrak Penelitian ini  menguji peran mediasi employee engagement pada pengaruh motivasikerja dan lingkungan kerja  terhadap  kinerja in role.  Responden penelitian ini dilakukan pada karyawan outsourcing PT PT Trans Dana Profitri merupakan perusahaan yang menyediakan jasa tenaga kerja berjumlah 100 responden. Sampel dilakukan dengan purposive sampling, pengumpulan data dilakukan dengan survey melalui kuesioner menggunakan skala Likert  dengan pendekatan metode Structural Equation Modelling (SEM) menggunakan AMOS versi 24, tingkat signifikansi 5 % untuk menganalisis data. Hasil penelitian menunjukkan motivasi  berpengaruh  positif terhadap employee engagement β= 0, 482, p 0,0001<0,13), Lingkungan  Kerja berpengaruh positif  terhadap employee engagement (β= 0,360  P <0,049), Employee engagement berpengaruh positif terhadap kinerja in role (β= 0,455  P <0,0***), Motivasi Kerja berpengaruh positif terhadap kinerja in role (β= 0549,   P <0,002, Lingkungan  Kerja berpengaruh negatif terhadap Kinerja in role (β= -0,  133 P <0,365),  Hasil uji mediasi employee engagement memediasi pengaruh lingkungan kerja terhadap kinerja in role dibuktikan  dengan nilai pengaruh tidak langsung 0,188 lebih besar dari pada pengaruh langsung -0,153, berarti hipotesis 6 terbukti, employee engagement tidak memediasi pengaruh    motivasi kerja terhadap kinerja in role, yang ditunjukkan dengan nilai pengaruh tidak langsung ,241 lebih kecil dari pada pengaruh langsung ,604 berarti hipotesis 7 tidak terbukti.  Kata kunci: motivasi kerja, lingkungan kerja, employee engagement, kinerja in role

This study examines the effect of Person-Organization Fit (P-O fit) and extra-role performance on employee job satisfaction at MSME Culinary Processed Products in Palembang City. This study was conducted on employees of MSMEs of processed culinary products in the city of Palembang, totalling 127 respondents. The sample was carried out by purposive sampling. Meanwhile, the survey collected the data through a questionnaire using a Likert scale with multiple regression analysis approaches, with a significance level of 5% to analyze data. The results showed that Person-Organization Fit (P-O fit) did not positively affect employee job satisfaction, with a value of 0.063 with a probability > 0.05. Extra role performance positively affected job satisfaction, with a value of 0.000, meaning that the value was less than <0.005. The ANOVA or F test results obtained an F count of 35.414 with a probability of 0.000. Because the probability value is less than 0.05, the regression model can be used to predict job satisfaction. In this case, Person-Organization Fit (P-O fit) and extra-role performance positively affect employee job satisfaction.   Keywords: Person-Organization Fit (P-O fit), extra-role performance, employee job satisfaction   Abstrak Studi penelitian ini mengarah pada analisis Person-Organization Fit (P-O fit) dan kinerja extra role terhadap kepuasan kerja karyawan pada UMKM Produk Olahan Kuliner di Kota Palembang. Responden penelitian ini dilakukan pada karyawan UMKM produk olahan kuliner di kota Palembang berjumlah 127 responden. Purposive sampling digunakan dalam sampel penelitian ini, dengan dilakukan survey untuk pengumpulan data melalui kuesioner menggunakan skala Likert dan pendekatan analisis regresi berganda, tingkat signifikansi 5 % untuk menganalisis data. Hasil penelitian menunjukkan Person-Organization Fit (P-O fit) tidak berpengaruh positif terhadap kepuasan kerja karyawan  nilai 0,063 dengan probabilitas > 0,05, kinerja extra role  berpengaruh positif terhadap kepuasan kerja nilai 0,000 artinya nilai tersebut kurang dari   <0,005. Hasil uji F didapat nilai Fhitung sebesar  35,414 dengan nilai 0,000<0,005, maka model regresi dapat digunakan untuk memprediksi kepuasan kerja atau dapat dikatakan bahwa Person-Organization Fit (P-O fit) dan kinerja extra role berpengaruh positif terhadap kepuasan kerja karyawan.   Kata kunci: Person-Organization Fit (P-O fit),  kinerja extra role, kepuasan kerja karyawan

Good governance is a definition that summarizes the end of the New Order regime and was changed by reform acts; in this era, it is necessary to change the power system that challenges the clean and democratic process. This study aims to determine the implementation of the importance of good governance, public services, and the effect of good governance implementation on public services at the West Baturaja District Office. This research uses a quantitative methodology that uses incidental sampling techniques. Data collection was done through questionnaires, observation, and documentation. The methodology used is descriptive statistical analysis and inferential statistics (product moment correlation test) using the SPSS 25 software application. The results of the descriptive analysis show that the application of good governance and the quality of public services at the West Baturaja District Office are in the good category in terms of indicators. The results of the correlation analysis between the importance of public service moments and the effect of good governance on it is 0.888% which is positive, this shows that the effect is very strong.

This study aims to determine the performance of employees who are influenced by work loyalty and work motivation at the Delivery Service Service in Palembang City during the Covid-19 Pandemic, totaling 40 respondents. Purposive sampling was used in this research sample and a survey was conducted to collect data through a questionnaire with a Likert scale and using multiple regression analysis with a significance level of 5% analysis of the data This study found that work loyalty and work motivation have a positive effect on employee performance with the F value obtained at 6.550 which is greater than F table (3.24), this is also strengthened by the significant level value of 0.004 or the significance obtained is smaller than = 0.05. The results of the t-test of work loyalty show 0.231 > 0.05, which show that work loyalty has no effect on employee performance. The results of the t-test of work motivation show a t-statistic value of 0.004 <0.05, which show motivation partially has a significant influence on employee performance. Thus the multiple regression model can be used to predict employee performance in Delivery Services in Palembang City.

This researcher aims to determine performance analysis using the Balanced Scorecard method as a Performance Assessment Measuring Tool at the Nagaswidak Health Center. Researchers used qualitative research methods. The sample in this study is the Nagaswidak health center. For data collection using observation, documentation and interviews. The analytical technique used is descriptive analysis by describing the data that has been collected. internal business, learning and growth perspective, customer perspective. The results showed that the four perspectives in the balanced scorecard of the Nagaswi Health Center achieved a score of 77.78% which was in the range of 60 <80%. This shows that the performance of the Nagaswidak Health Center as a whole is in the category "good"..