ABSTRACT
The purpose of the study was to determine how psychological capital affected the organizational citizenship behaviors and aspects of the General Company for Glass and Refractory Manufacturing's workforce. The research problem revealed a lack of understanding on the significance of using psychological capital in its dimensions, (self-efficacy, hope, optimism, flexibility). In building and strengthening organizational citizenship in its dimensions (altruism, sportsmanship, conscientiousness, and urban behavior). Theoretical framework: The research presented a theoretical presentation of the implications of the research variables, ideas and their dimensions as expressed in previous studies. The research also systematically organized the primary research hypothesis, which assumes the existence of a significant influence of psychological capital on corporate citizenship behavior, from which the research hypothesis model yielded a number of sub-hypotheses. Design/methodology/approach: Through a survey of sample perspectives regarding organizational citizenship and psychological capital, the descriptive analytical approach was chosen. The questionnaire was used to gather and examine data in order to frame the scientific component of the study. Thirty surveys were given out. It was fully recovered, meaning that the thirty surveys that made up the research's final sample were recovered. The (spss) package, which represents the last sample of employees at the General Company for Glass and Refractories Manufacturing, was also used to analyse the field portion of the study. The research: reached several conclusions, the most important of which is the existence of a correlation between psychological capital, organizational citizenship, and the company’s need for organizational citizenship. Originality/Value: This study represents a distinctive scientific contribution that urges officials in public organizations should priorities organizational citizenship and psychological ...

ABSTRACT
The research aims to know the role of internal marketing of human resources as an independent variable with its dimensions (empowerment, internal communication, training and development, incentives and rewards) in enhancing innovative work behavior as a dependent variable, Al-Furat General Hospital was chosen as the study community. Given that the two variables under study have intellectual importance in directing activities related to internal marketing of human resources to enhance the innovative behavior of Fallujah Teaching Hospital cadres in providing health services, the sample required to survey their opinions included (82) opinions out of (86) opinions, and the descriptive analytical approach and questionnaire were adopted as a tool for collecting data. The researcher relied on the program (SPSS V.26, SMART PLS V.4) to analyze the data and test the validity of the hypotheses. The results showed the validity of the relationship at the level of the main and sub-variables under study, which indicates the essential role played by internal marketing in enhancing the innovative behavior of working individuals.

ABSTRACT
Objective study this is to analyze the influence of leadership on performance lecturers at a Private College in Semarang City and the influence of motivation on performance Work lecturers at Private Universities in Semarang City. The research was conducted at private universities in Semarang City. Techniques for data analysis in the study: Descriptive analysis using Structural Equation Modeling (SEM) is used. The results of the study show that leadership is formed from the indicators of Attributed Charisma, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration, with the largest contribution coming from Individualized Consideration, which is reflected in the statement that the rector provided direction during the implementation of the Lecturer Working Group (KKD). Meanwhile, work motivation consists of the main indicators of internal and external motivation, with internal motivation providing the largest contribution reflected in the attitude of lecturers in carrying out their duties with full responsibility. Leadership and work motivation have a positive and significant effect on lecturer performance. Good leadership and high motivation can improve lecturer performance, while poor leadership and low motivation can reduce lecturer performance. The results of this study can be used as recommendations for improving the provision of awards to encourage motivation and optimal performance.