This research is motivated that customer satisfaction is part of one of PLN's missions, namely running the electricity business and other related fields, oriented to customer satisfaction, company members and shareholders. Customer satisfaction in the PLN ULP Simpang Empat area is the outermost unit of PLN West Sumatra needs to be measured to be a reference to the extent of the effectiveness of the budget spent by PLN to achieve the target of outage duration (SAIDI) and outage frequency (SAIFI) This study aims to determine the effect of 1) Outage Duration on Customer Satisfaction, 2) Outage Frequency on Customer Satisfaction. This type of research uses a quantitative approach with multiple linear regression methods. Data collection techniques with questionnaires. The respondents of this study were 100 PLN customers in the PLN ULP Simpang Empat work area. The sampling method uses the Proportional Stratified Random Sampling method. Hypothesis testing is calculated with the SmartPLS 3.0 program. From the results of this study it was found that: 1) The duration of the outage has a positive and significant influence on customer satisfaction. 2) The frequency of outages has a positive and significant influence on customer satisfaction.

This study aims to analyze the factors of corruption and governance in determining the amount of Regional Government Revenue in all provinces in Indonesia. This research method uses quantitative approach by analyzing the number of corruption cases that have been taken in kracht in court as well as the results of evaluations of the regional government performance from 2010 to 2017. A total of 30 provinces from 34 provinces in Indonesia were taken as samples to avoid abnormal distribution. The model used is the Fixed Effect Model (FEM) showing that the factors of corruption and governance determine significantly in the opposite direction, where the corruption factor determines the negative direction while the governance factor determines the Regional Government Revenue positively. The two independent variables show that there is a close relationship between corruption and governance, this can occur with improved governance, which will reduce the level of corruption so that it can increase Regional Government Revenue. One way of governance to reduce the occurrence of corruption is to implement the application of one-stop service and e-system.

This study aims to see the influence of (1) Organizational culture on Employee Performance (2) Job satisfaction on Employee Performance (3) OCB on Employee performance (4) Organizational culture, job satisfaction and OCB together affect the performance of Employees of the Livestock and Animal Health Service of South Coast District. The population in this study across all employees was 65 people. Data processing uses Multiple Linear Regression. The results of this study show that (1) Organizational culture has a significant positive influence on Employee performance (2) Job satisfaction has a positive and significant influence on employee performance (3) OCB has a positive and significant influence on Employee performance (4) Organizational Culture, Job Satisfaction and OCB together have a positive and significant effect on employee performance in DPKH Pantai Selatan Regency. It is expected that agency management must pay attention to organizational culture, employee job satisfaction, and create good job satisfaction in the agency, because job satisfaction is a big influence in improving performance. Because to achieve better productivity and achievement of agency goals, good job satisfaction, organizational culture and good OCB are needed.

Performance is a picture of the results achieved in the implementation of a policy realized through the strategic planning of an organization including the goals, goals, vision, and mission of the organization. The performance of employees of the Regional Device Organization (KOPD) of the Padang City Education Office is still not optimal, where the placement of employees is not by the competencies needed by the organization. Employee absenteeism increased by 2-5% per month due to several things such as delays in employees entering the office, employees applying for permission for family affairs and employees who do not give news or without information. The purpose of this study was to test variables that affect employee performance using work discipline intervening variables with 101 samples at the Padang City Education Office. The results of the study prove that: 1) employee discipline is positively and significantly influenced by work competence; 2) employee discipline is positively and significantly influenced by work culture; 3) employee performance is positively and significantly affected by work competence; 4) employee performance is positively and significantly affected by the work culture; 5) Employee performance is positively and significantly affected by work discipline; 6) Employee performance is positively and significantly affected by work competence with work discipline as an intervening variable; 7) Employee performance is positively and significantly influenced by work culture with work disciplines such as intervening variables in the Padang City Education Office.

The survey conducted turned out to be the low performance of PT. Incasi Raya Padang. This is certainly influenced by several factors, including the work environment, work discipline and work motivation. This study aims to see the influence of: a) The influence of the work environment, work discipline on employee work motivation. b). The influence of work motivation, work environment and work discipline on employee performance. c). The influence of the work environment and work discipline on the performance of PT. Incasi Raya Padang with work motivation as an intervention. The population and samples in this study were employees of PT. Incasi Raya Padang as many as 60 people. Sample determination using total sampling. Data processing using Path Analysis. The results of this study show that the work environment has a significant effect on employee motivation. Work discipline has no significant effect on employee motivation.  Motivation has a significant effect on employee performance. The work environment does not have a significant effect on the performance of PT. Incasi Raya Padang. Work discipline has a significant effect on the performance of PT. Incasi Raya Padang.  Indirectly, the work environment (X1) through motivation (Y) has a significant effect on employee performance. Indirectly, work discipline through motivation has an insignificant effect on PT. Incasi Raya Padang. The advice that can be conveyed in this study is for PT. Incasi Raya Padang can pay attention to employee comfort at work, because this is seen from the results of surveys and respondents' results on the work environment, it still shows poor results. Employee discipline must be prioritized and improved, so as to increase work motivation which has an impact on improving employee performance in carrying out tasks. Giving awards to employees in the form of position promotion can increase work motivation, so that it has a direct impact on employee performance.