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This paper investigates the relationships between job satisfaction, individual job facets, socio‐demographic variables and job performance in the Lebanese commercial banking sector. The sample consists of 202 employees from nine commercial banks. The results indicate that job satisfaction is not independent in all job facets and that satisfaction with one facet might lead to satisfaction with another. Female employees were found to be less satisfied with all facets except pay. Those with lower educational qualifications were least satisfied. Self‐reported job performance was found to increase with tenure.

The existence of HRM requires strategic planning. Regarding HRM development, companies must focus on the sustainability of their systems and practices. The focus of this paper is based on job satisfaction and employee performance, so we limit the determinants of discipline, culture, and competence to that. The method requires in-depth exploration through surveys or direct interviews with respondents with 59 employees at PT Trimanunggal Nugraha Samarinda. Then, the data were processed from a questionnaire instrument and seven hypotheses tested with multivariate analysis or SEM-PLS. There are two stages of presentation, namely assessing the measurement model and the structural model. In the first structure, we find that discipline, organizational culture, and competence have a positive-significant effect on job satisfaction. For the second structure, only one hypothesis can be accepted with the explanation that competence has a positive-significant effect on employee performance. Meanwhile, discipline and job satisfaction have a positive-insignificant effect on employee performance, but organizational culture actually has a negative impact on employee performance because the results are negative-insignificant. The contribution and added value of this empirical study can be used as benchmarks for the right decision-makers such as the main director, special divisions, and planning boards.

It has been shown that the bad degradation of ethical conduct in the organization, continuous investigation of the asymmetry between productivity and worker commitment about employment have been satisfied. Results shown in practice could not improve employee performance in different work ethics. The effect of work ethics on employee performance has been explained when employee satisfaction is perceived as a mediator variable. The purpose of this paper is to investigate the effects of unethical behavior on employee commitment and productivity in Nigeria. For the study, a descriptive survey research method was used, with fifty valid questionnaires distributed to employees from five cluster government establishments in Ilorin, Kwara State, Nigeria. Secondary data and documentation were also reviewed and used in the study. Article visualizations:

Public service offices are currently required to provide services effectively and efficiently. Therefore, technology plays a role in helping employees to be able to finish the job. The use of technology makes employees able to achieve high satisfaction and productivity. To be able to take advantage of existing technology, a collaboration between employees is needed through knowledge sharing. This study focuses on the context of the role of task-technology fit in mediating the relationship of knowledge sharing intention to employee satisfaction and performance. This is explanatory research was conducted through a survey of 412 employees of the State Treasury Service Office (KPPN) in the East Java Province. The structural Equation Model (SEM) approach was used and 214 questionnaires were processed with WarpPLS. The results of this study indicate that knowledge sharing, intention affects task-technology fit (TTF) and task-technology fit (TTF) also has a significant effect on employee satisfaction and performance.

The purpose of this research was to give the model performance of employees in Indonesia. Variables used are work environment, organizational communication, discipline, motivation, job satisfaction and performance. The employees used as models are civil servants in Indonesia. The research method used is quantitative descriptive with multiple regression and simple regression. The results of research was the effect of each variable, namely; work environment on the performance of civil servants that is equal to 19 , 8 % . Communication organization of the performance of civil servants at 14 , 6 % . Discipline on the performance of civil servants that is equal to 15 , 8 % .There is a motivational effect on the performance of civil servants that is equal to 10 , 2 % .There is an effect of civil servant job satisfaction on employee performance that is equal to 33 , 4 % . At this time when it is in zone 4.0, that civil servants need to get job satisfaction, it will improve the performance of civil servants, in accordance with the expectations of all who work.Civil Servants are entitled to receive a decent salary in accordance with the burdens and responsibilities of their work and must be able to spur productivity and ensure their welfare. The salary system for Civil Servants is guaranteed in law and regulated based on government regulations through the State Budget and Expenditures. With the amount of funds issued by the government every year, it is natural for the public to expect productive and professional performance from Civil Servants.

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

The purpose of this study is to examine the influence of person-organization fit, quality of work-life and organizational justice on employee performance at PT Jambi Regional Development Bank in Jambi West Region using job satisfaction as a mediator. This study uses a quantitative approach with a population of 201 respondents and a sample of 134 respondents. Data collection techniques using questionnaires. The data analysis technique used in this study is The Structural Equation Modeling (SEM) statistical software AMOS 5.00 on the model and study of hypotheses. The results showed that person-organization Fit had a positive and significant effect on job satisfaction. Quality of Work Life has a positive and significant effect on job satisfaction. Organizational justice has a positive and significant effect on job satisfaction. Person-Organization Fit does not affect employee performance. Quality of Work Life does not affect employee performance. Organizational justice does not affect employee performance. Person-Organization Fit has a positive and significant effect on employee performance through job satisfaction. Quality of Work Life has a positive and significant effect on employee performance through job satisfaction. Organizational justice has a positive and significant effect on employee performance through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. The findings of this study state that the variables Person-Organization Fit (P-O Fit), Quality of work-life, Organizational Justice, and job satisfaction have never been tested all simultaneously on employee performance. The second finding of this study is that job satisfaction has a strong effect on performance. In addition, research at PT Bank Pembangunan Daerah Jambi in Jambi West Region is still very rarely done.

The purpose of this study is to know (1) Promotion of positions held; (2) Employee job satisfaction; (3) employee performance; (4 The influence of promotion and job satisfaction on employee performance in Makasar Government Region, either simultaneously or partially. The method used is descriptive survey method and explanatory. The unit of analysis in this research is the employees of Makassar Government Region, with a sample of 50 people, and the method of analysis used is the frequency distribution and path analysis. Based on the results of the analysis, then obtained as follows, Promotion positions Makassar Government Region has in accordance with the field and expertise, Job Satisfaction employees of Makasar Government Region currently considered satisfied, Employees of Makassar Government Region is considered to have a high enough performance as well as job promotion and job satisfaction affect the performance of employees of Makassar Government Region, but when viewed partially, it turns out the promotion of dominant positions affects their performance.