The purpose of this study is to test the influence of green lifestyle as a variable moderator on GRHM and job performance. Green lifestyle is so less applied in the work environment by employees in some companies. Not all companies enforce discipline in applying a green lifestyle, while green lifestyle and GRHM can also bring influence to employee job performance. This research applied a quantitative approach with the regression method. The samples in this study were employees aged between 18-40 years. The samples studied were people of productive age. The data analysis technique used was regression using SPSS application. The results show that the green lifestyle does not affect GRHM on job performance directly. Green lifestyle affects job performance, while GRHM has a significant influence on green lifestyle and job performance. Keywords: Green Lifestyle, Green Human Resource Management (GRHM), Job Performance.

A leader is a role model or example for subordinates in the organization whose attitude and behavior greatly affect the employees. Ethical leadership is needed for the company sustainability. According to previous studies, ethical leadership affects employees and overall organizational performance. This study aims to examine the effect of ethical leadership on employee performance mediated by employee engagement and Organizational Citizenship Behavior (OCB). Specifically, it clarifies the relationship between Ethical Leadership and Employee Performance mediated by employee engagement and Organizational Citizenship Behavior (OCB). Quantitative research methods and the Structural Equation Model were used to test the hypothesis. The respondents comprised of 207 outsourcing employees of service companies, such as banking and construction in Jakarta. The results show that Ethical Leadership positively affects Employee Performance with Employee Engagement as mediation. Furthermore, the effect of Ethical Leadership on Employee Performance is mediated by Organizational Citizenship Behavior (OCB). This contradicts a previous study, which showed that OCB is a mediating variable for the effect of ethical leadership on employee performance. However, this study contributes to knowledge about the relationship between ethical leadership and employee performance and helps understand the role of Organizational Citizenship Behavior (OCB).

This study aims to analyze the effect of Job Involment, Social support colleagues, Job related anxiety on Job Performance. Job Involment is a normative belief about the value of work in the life of an incumbent and this state of attitude is the result of previous cultural and socialization activities. Social support from colleagues can include instrumental assistance to complete work tasks, it can also be a type of emotional support to prevent the health consequences of stressful work experiences. Job related anxiety describes the tension that employees experience in carrying out their work duties because employees worry about organizational functions and their ability to meet superiors' expectations. Job Performance is As a behavioral skill that employees use to perform various aspects of their job. a role that directly or indirectly contributes to the goals of the company. This type of research is a quantitative method. The sampling method used is convenience sampling with 245 employees of PT Bank Mandiri Tbk (Persero) in the big rice fields of central Jakarta. Data analysis techniques in this study used instrument testing techniques with validity and reliability. Validity relates to the accuracy of the instrument in measuring the variables to be studied, while reliability relates to the consistency, accuracy, and predictability of a measuring instrument. and there is a hypothesis test carried out using the multiple linear regression method with the SPSS version 21 program. Hypothesis testing is carried out by comparing the p-value or level of significance (alpha) of 0.05. The results of this study indicate that Job Involment, Social support colleagues, Job related anxiety have a positive effect on Job Performance. The managerial implication in this research is that it is expected that leaders in organizations implement social support colleagues, so that employees become more comfortabel at work. The company is expected to be able to foster good relationships with employees so that Job related anxiety employees feel that their work has become a definite responsibility. Good relationships from superiors and subordinates will create effective work so Job Involvement is very important for workers.

Employee creativity telah muncul sebagai sumber keunggulan utama karena penting untuk meningkatkan efisiensi organisasi berdasarkan kemampuan untuk menciptakan pengetahuan dan inovasi Penelitian ini bertujuan menganalisis pengaruh Kepemimpinan Transformasional terhadap Prestasi Kerja yang dimediasi oleh kepuasan kerja . Sampel yang digunakan dalam penelitian adalah pegawai BPJS Ketenagakerjaan swasta di Jakarta Barat. Pengambilan sampel menggunakan metode Cluster Random Sampling, melalui survei menggunakan kuesioner dengan jumlah responden sebanyak 113 orang dan metode analisis data dalam penelitian ini menggunakan Structural Equation Models (SEM) dengan software AMOS versi 23. Hasil penelitian ini menunjukkan bahwa Kepemimpinan Transformasional berpengaruh positif terhadap Kreativitas Karyawan.

This study is to analyze the influence of work culture and work-life balance of employees on employee loyalty and job satisfaction as a mediating variable. The population in this study were construction company employees in Payakumbuh, South Sumatra and the sample used was 135 employees from different companies. The analysis uses PLS analysis, and the results show that there is a significant influence between the variables of work culture, work-life balance on employee loyalty. The results also support the hypothesis, that work culture and work balance have an effect on employee job satisfaction. Hypothesis support appears in the influence of job satisfaction on employee loyalty. The indirect effect is evidenced by the acceptance of the hypothesis that job satisfaction can mediate the influence of work culture, work-life balance on employee loyalty.