This study aims to examine the relationship between self efficacy, social competence and knowledge donating variables on organizational performance. This research uses quantitative research method by using primary data taken from questionnaires dispersion. The population of this study is all employees who work in KPP Pratama Semarang (Office Tax) consisting of 113 respondents. While the sampling is done through the census method. Analysis technique of this research using Moderating Regression Analysis (MRA) technique. The results of this study indicate that there is a significant influence of self efficacy and social competence on performance. Thus, to improve the performance of the tax office needs to improve self-efficacy of employees, especially their readiness to risk their jobs by giving them some skills to minimize risks on the job, such as technical skills, organizational skills and leadership skills. The tax office also needs to improve the social competence, especially the sense of concern for their employees. The tax office also needs to create conditions that support fellow employees in order to willing to share new knowledge. Info Article

Employee who are willing to voluntarily help fellow co-workers to do work outside the assigned job description and the assistance provided is not included in the performance assessment, called organizational citizenship behavior (OCB). Podsakoff et.al (2000) states that OCB can influence organizational effectiveness because it can help improve co-workers productivity, increase managerial productivity and streamline the use of organizational resources for productive purposes. This research was conducted to identify the effect of Islamic work ethics, affective commitment and organizational identity on OCB. The data were collected from 110 employees at the Muhammadiyah Islamic Hospital of Kendal and the Muhammadiyah Darul Istiqomah Hospital of Kendal. The data were later analyzed using Structural Equation Modeling (SEM) using the Analysis of Moment Structure (AMOS 24) software. The result indicate that affective commitment and organizational identity have a significant effect on OCB while Islamic work ethics have no significant effect on OCB. The researcher hopes that this research can be developed in future research by adding other variables related to OCB that may have a greater influence on OCB.Keywords: OCB, Islamic work ethics, affective commitment, organizational identity

This study aims to determine and analyze the effect of transactional leadership and intrinsic motivation on HR performance, with job satisfaction as an intervening variable. This study used primary data obtained from questionnaires. The population in this study were 155 employees of PT. SCM Enterprises Apparel who works in the production department. The research sample was 112 respondents with the cluster random sampling as a method. The results showed that transactional leadership had a positive and significant effect on HR performance, intrinsic motivation had a positive and significant effect on HR performance, job satisfaction had a positive and significant effect on HR performance, transactional leadership had a positive and significant effect on job satisfaction, intrinsic motivation had a positive and significant effect on job satisfaction, and job satisfaction cannot mediate the effect of transactional leadership and intrinsic motivation on HR performance.

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