ABSTRACT
Innovative Technologies and the emergence of Virtual communities create new types of transactions and the accounting methods that go beyond the current state of knowledge in Economics and existing Legal solutions. These Virtual communities create and distribute their own medium of payment for the exchange of goods and services, thereby providing a means of payment, in which emissions or circulation central monetary authorities are not involved. The reasons behind the emergence of cryptocurrencies are not only the shortcomings of the traditional currency system which was unable to face numerous crises, but also the development of the Internet for which cryptocurrencies can prove to be a better suited form of money. Unfortunately they stir much legal controversy with the effect that their users are exposed to significant legal and economic risk. Cryptocurrency, an encrypted, peer-to-peer network for facilitating digital barter, is a technology developed eight years ago. Bitcoin, the first and most popular Cryptocurrency, is paving the way as a disruptive technology to long standing and unchanged financial payment systems that have been in place for many decades. While cryptocurrencies are not likely to replace traditional currency, they could change the way Internet connected global markets interact with each other, clearing away barriers surrounding normative national currencies and exchange rates. Technology advances at a rapid rate, and the success of a given Technology is almost solely dictated by the market upon which it seeks to improve. Cryptocurrencies may revolutionize digital trade markets by creating a free flowing trading system without fees. A study of Bitcoin is presented, which illuminates some of the recent events and movements that could influence whether Bitcoin contributes to a shift in economic paradigms.

ABSTRACT
This research aimed to analyze the influence of organizational culture on job satisfaction and organizational commitment and their impact on employee performance. The sampling technique used was census, with the size of respondents as many 132 employees of Tax Service Office Pratama Banda Aceh. Data analysis technique used was Structural Equation Model. The results showed that organizational culture has a significant influence on job satisfaction and organizational commitment; organizational culture has no significant influence on employee performance, while job satisfaction and organizational commitment have a significant influence on employee performance; organizational culture indirectly has a significant influence on employee performance through job satisfaction and organizational commitment.

ABSTRACT
To determine the condition of financial management, the application of good governance, the quality of human resources and employee performance, the effect of financial management on employee performance, the effect of implementing good governance on employee performance, the effect of financial management on the quality of employee HR, the effect of implementing good governance on the quality of HR employees, the influen5ce of the quality of human resources on employee performance, the effect of financial management on performance through the quality of employee HR, the influence of the implementation of good governance on performance through the quality of human resource employees. The object of this research is financial management and the application of good governance to the quality of human resources and its implications for employee performance. The results show that financial management, implementation of good governance, quality of human resources and employee performance are running well, there are financial management effects, good governance implementation HR quality of employees, there are influences on the quality of human resources on performance, there is the influence of financial management and the implementation of good governance on employee performance and there are effects of financial management and implementation of good governance on performance through the HR quality of Aceh Financial Management Agency.

ABSTRACT
This study empirically assesses mediating effect of employee performance on the compensation, work environment, and discipline on the performance of the administrative staff of Universitas Syiah Kuala, Indonesia. Of 187 staff, 128 of them were selected as the sample of the study using simple random sampling. To gather the data, questionnaires were distributed to the respondents and analyzed using the Structural Equation Modeling (SEM) technique. The study found that compensation, work environment, and discipline directly and positively affected performances of the administrative staff and organization. In addition, staff performance is found to significantly mediate the effect of compensation, work environment, and discipline on the organizational performance. These findings imply that to further enhance the organizational performance; it should be focused on improving the staff performance based on the enhancements of compensation, work environment, and work discipline of the staff.

ABSTRACT
This study aims to explore and analyze the relationship between coaching and supervision on the district social workforce performance and organizational performance of the Social Empowerment Program in Aceh Province, Indonesia. All 125 employees of the district social workforces of the Social Empowerment Program in Aceh Province, Indonesia were selected as the sample of the study. Questionnaires were distributed to respondents and analyzed using the Structural Equation Modeling (SEM) approach. The study found that coaching significantly influenced the district social workforce performance and organizational performance, while supervision is only found to affect the district social workforce performance, but did not affect the organizational performance. Besides, the district social workforce performance significantly mediated the effects of coaching and supervision on and organizational performance. These findings signify that to further improve the organizational performance; the focus should be given on enhancing the district workforce performance based on improving coaching and supervision activities.

ABSTRACT
This study aims to examine and analyze the mediating effect of organizational commitment on the influences of motivation and discipline on the performance of the administrative staff of the Ar-Raniry State Islamic University (UIN Ar-Raniry), Banda Aceh, Indonesia. To gather the data, questionnaires were distributed to all 121 staff working at the General Administration, Planning and Finance Bureau at the UIN Ar-Raniry. Based on the analysis of Structural Equation Modeling (SEM), this study found evidence that work discipline and employee motivation positively and significantly affected employee performance. In addition, the organizational commitment was found to have a mediating effect on the relationships between work discipline and employee motivation on employee performance. These findings suggest that to further improve the employee performance; the organizational commitment should be continuously enhanced through promoting the work discipline and motivation of the employee.

ABSTRACT
The study empirically examines the influences of compensation, organizational culture, and meritocracy on job satisfaction and their impacts on employee performance. All 155 employees at the District Secretariat of Pidie Jaya, Province of Aceh, Indonesia were taken as the sample of the study, thus using the census sampling technique. To gather the data, questionnaires were distributed to the respondents and analyzed using the Structural Equation Modeling (SEM) technique. Based on the SEM analysis, the study found that compensation and meritocracy affected positively job satisfaction, while organizational culture did not. On the other hand, except for meritocracy, compensation and organizational culture are also found to positively affect employee performance. Finally, job satisfaction is found to mediate significantly the influence of compensation and meritocracy on employee performance, whereas job satisfaction is found to mediate insignificantly the influence of organizational culture on employee performance. These findings showed that to improve employee performance, the emphasis should be given on increasing job satisfaction of employees by providing better compensation and meritocracy systems.

ABSTRACT
The purpose of this study is to explore and analyze the effects of compensation, recognition, and career developing opportunities on work engagement and their impact on job satisfaction of the employees of the Secretariat Office of Aceh Province, Indonesia. Of 621 employees of the Secretariat Office, 192 of them were taken as the sample of study using the proportionate stratified random technique. To gather the data, questionnaires were distributed to the respondents and analyzed using the Structural Equation Modeling (SEM) technique. The study found that compensation and career development opportunities have positive significant effects on work engagement, while recognition did not. Similarly, except for recognition, compensation and career development opportunities were also found to affect positively and significantly satisfaction. Finally, the work engagement is found to mediate significantly and positively the influence of compensation and career development opportunities on job satisfaction. These findings suggest that to enhance work engagement, the focus should be given on improving work satisfaction on the basis of increasing compensation and providing wider career development opportunities for the employees.

ABSTRACT
The objective of research is to investigate (1) the effect of job satisfaction on employee organizational commitment (2) the influence of work involvement on organizational commitment, (3) the influence of leadership style on employee organizational commitment (4) the effect of job satisfaction on employee performance (5) influence work involvement on employee performance, (6) influence of leadership style on employee performance (7) influence of organizational commitment on employee performance (8) influence of job satisfaction, work involvement and leadership style on employee performance through employee organizational commitment. The object of this research is job satisfaction, work involvement, leadership style, employee organizational commitment and employee performance. Data analysis equipment used in the analysis of structural equation modeling (SEM) research with the help of the Amos program. The results showed that job satisfaction, work involvement, leadership style, organizational commitment and employee performance, job satisfaction had an effect on organizational commitment, work involvement had an effect on organizational commitment, leadership style had an effect on organizational commitment, job satisfaction had an effect on employee performance, work involvement as well give effect to employee performance, leadership style affects employee performance, employee organizational commitment has a positive and significant effect on employee performance, there is an indirect influence on job satisfaction, work involvement and leadership style on employee performance. Because partially mediated organizational commitment in mediating variables of job satisfaction, work involvement and leadership style on employee performance, it is advisable to the leadership if you want to improve service performance, it can be done by simply improving the variables of job satisfaction, work involvement and leadership style alone or also improve commitment organization.

ABSTRACT
The purpose of this study is to determine the influence of the competence, education, and training on career development either partially or simultaneously, the influence of Competence, Education, and Training on Employee Performance either directly or indirectly through the Career Development on Employee Performance, the Career Development on Employee Performance. This research was conducted at the Aceh Civil Service Agency. The object of this research is competence, education and training on employee performance and career development. The results showed that competence, education and training have a significant effect on career development and also proved that competence, education and training have a significant effect on employee performance. The outcome also indicated that career development has a significant effect on employee performance and research results also proved that there was an indirect influence of competency, education and training on employee performance through employee career development and it is therefore career development mediate fully the influence of education on employee performance.

ABSTRACT
The aims of study are to know the influence of competencies, organizational commitment, workload on employee engagement of Aceh Inspectorate either directly or indirectly through work satisfaction. The indirect effect of "competence on employee engagement from job satisfaction, indirect effect of organizational commitment on employee engagement from job satisfaction and indirect effect of workload on employee engagement from job satisfaction". This research was conducted at the "Aceh Inspectorate Office with objects of competency research, organizational commitment and workload, job satisfaction and employee engagement". The results of the study prove that "competence, organizational commitment, workload, job satisfaction and employee engagement at the Aceh Inspectorate Office run normally because the average value is greater than the average value of expectation". Then the test results prove that "competence, organizational commitment and workload have a significant and positive effect on employee job satisfaction at the Aceh Inspectorate Office". "The results of the study also prove that" competence, organizational commitment and workload have a significant and positive effect on employee engagement. Employee job satisfaction has a significant and positive effect on employee performance, then the results of the study also show indirect influence on competence, organizational commitment and workload on employee engagement through job satisfaction of the Aceh Inspectorate Office staff ".