ABSTRACT
This study aims to analyze the influence of work motivation and work environment on employee performance through job satisfaction as a mediating variable at the Office of Manpower, Investment, and Integrated One-Stop Services (Disnaker PMPTSP) in Malang City. Using a survey method, questionnaires were distributed to all civil servant employees (ASN) in the institution, involving a total of 58 respondents. The variables studied include work motivation, work environment, job satisfaction, and employee performance. Data analysis was conducted using multiple linear regression models and path analysis to examine both direct and indirect effects among variables. The results indicate that work motivation and work environment positively and significantly affect job satisfaction. Furthermore, job satisfaction acts as a significant mediator in the relationship between work motivation, work environment, and employee performance. These findings highlight the importance of creating a conducive work environment and enhancing work motivation through effective managerial policies to optimize employee performance. The practical implications of this research suggest that Disnaker PMPTSP Malang City should continuously improve human resource management by providing recognition, enhancing workplace facilities, and fostering interpersonal relationships to boost employee satisfaction and performance. This study contributes to the academic discourse on the relationship between work motivation, work environment, and performance, particularly in the public sector. It also serves as a reference for future research to explore additional relevant variables, such as organizational culture and employee engagement, in improving public sector service quality.

ABSTRACT
This study investigates the interplay between Human Resource (HR) Development, HR Competencies, ASN Core Values, and Employee Performance in the Library Unit of State University of Malang. Adopting a quantitative approach with Partial Least Squares - Structural Equation Modeling (PLS-SEM), the research examines the mediating role of HR Competencies and the moderating influence of ASN Core Values (Service Orientation, Accountability, Competence, Adaptability, and Collaboration). Findings reveal that HR Development significantly enhances HR Competencies but lacks direct influence on employee performance. Similarly, HR Competencies fail to mediate the relationship between HR Development and performance. Additionally, ASN Core Values do not significantly moderate the relationship between competencies and performance, suggesting insufficient internalization of these values within organizational practices. These results underscore the need for integrated HR strategies that align competencies with organizational culture and values to optimize employee performance. This study contributes to the theoretical and practical understanding of HR practices in public sector organizations, particularly within academic library settings.

ABSTRACT
This research aims to analyze the influence of information system effectiveness, employee training, and managerial support on employee performance, both directly and through the mediation of employee capability, at the Consumer Cooperative of Employees of the Republic of Indonesia at RSUD Dr. Saiful Anwar (KKPRI RSSA Syaiful Anwar). Using a quantitative approach and path analysis, data were collected from 50 employees who directly interacted with the information system through questionnaires. The results revealed that information system effectiveness, employee training, and managerial support significantly influence employee capability and performance. Employee capability was proven to mediate the relationship between these variables and employee performance. Information system effectiveness showed a stronger direct impact on performance than its indirect effect through employee capability. Conversely, employee training had a negative direct impact on performance but became positive when mediated by employee capability. This study highlights the importance of enhancing employee capability to support optimal performance through effective information systems, managerial support, and relevant training.

ABSTRACT
This study explores the effects of digital competence, work-life balance, and transformational leadership on teacher productivity, with job satisfaction as a mediating variable, focusing on high school and vocational school teachers in Balige District, Toba Regency. Employing a quantitative explanatory approach, data were collected through a structured questionnaire using a Likert scale from 186 teachers and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that digital competence significantly enhances both job satisfaction and teacher productivity, with job satisfaction mediating this relationship. Similarly, work-life balance positively influences job satisfaction, which subsequently boosts productivity, though its direct effect on productivity was found insignificant. Conversely, transformational leadership does not have a direct or mediated influence on teacher productivity, suggesting potential contextual or cultural limitations in its application in rural settings. This research highlights the critical importance of fostering digital competence through targeted training and infrastructure development, as well as implementing policies that promote work-life balance to enhance teacher satisfaction and performance. The mediating role of job satisfaction underscores its centrality in translating individual and institutional factors into tangible productivity gains. While transformational leadership showed limited impact, it calls for further investigation into alternative leadership styles or enhanced alignment with rural educational contexts. This study offers valuable insights for policymakers and educational administrators seeking to improve teacher productivity and education quality in resource-constrained environments. Future research should address additional factors such as administrative support and community involvement to provide a more holistic understanding of productivity drivers in rural schools.

ABSTRACT
The digital era has significantly transformed consumer behavior, particularly in the beauty industry. This study aims to analyze the mediating effect of Fear of Missing out (FOMO) between beauty influencers and brand image on purchase intention for Wardah skincare products in Malang. Using a quantitative approach and survey method, data were collected through structured questionnaires from 160 respondents selected using simple random sampling. The variables examined include beauty influencer attributes (trustworthiness, expertise, attractiveness), brand image dimensions (brand function, attitude, impression, trust), FOMO aspects (fear, anxiety, worry), and purchase intention (exploratory, transactional, preferential). The results indicate that beauty influencers significantly influence FOMO and brand image. FOMO serves as a mediator, strengthening the relationship between beauty influencers and brand image on purchase intention. FOMO as a mediating variable is the most influential finding because it strengthens the relationship between other variables (beauty influencer and brand image) to purchase intention. FOMO acts as a bridge that connects psychology-based marketing strategies with real results in the form of increased purchase intention. Positive brand image and emotional appeal created through influencers effectively enhance consumer willingness to purchase products. This study concludes that integrating consumer psychology-based strategies, such as leveraging FOMO and collaborating with influencers, can enhance the effectiveness of marketing campaigns. The practical implications of this study highlight the importance of optimizing influencer roles to foster consumer engagement and strengthen the brand image of local products like Wardah. These findings provide strategic insights for the beauty industry to develop more relevant marketing approaches that align with consumer needs in the digital age.

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.

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.