Credit Unions (Savings and Loans Cooperatives) are a phenomenon of the people's economic movement practised in West Kalimantan. For more than three decades, credit unions have been able to educate and raise public awareness to build their collective economy. Thus, the best practice of economic democratization can be said to exist there. This study aimed to determine the impact of transformational leadership on employee performance with organizational culture, employee engagement, and quality of work life as mediating variables at the credit unions in West Kalimantan. This research employed a descriptive quantitative method with a causal approach. Data collection was administered using a questionnaire involving 376 respondents selected through the purposive sampling technique. In addition, researchers used Structural Equation Modeling (SEM) utilizing the AMOS 24 software. The present study results revealed that transformational leadership had a positive and significant impact on employee performance, organizational culture, employee engagement, and quality of work life. Furthermore, the organizational culture, employee engagement, and quality of work life had a positive and significant impact on employee performance. Accordingly, the organizational culture, employee engagement, and quality of work life played a significant mediating role between transformational leadership and employee performance.

The purpose of this study was to determine the effect of training effectiveness on employee performance in mediation by job satisfaction and organizational citizenship behavior. This research is a survey research, which uses explanatory research, namely providing an explanation of the causal relationship between variables through hypothesis testing. The sampling technique in this study used saturated sampling techniques, the sample used was 100 respondents. Data were analyzed using multiple linear regression and path analysis. The results of the study show that each variable has a significant influence even though the effect is not too large. Partially, Training Effectiveness has a significant effect on Employee Performance. Partially, Training Effectiveness has a significant influence on Organizational Citizenship Behavior. Partially, Training Effectiveness has a significant influence on Job Satisfaction. Partially Job Satisfaction has a significant influence on Employee Performance. partially Organizational Citizenship Behavior has a significant influence on Employee Performance. Partially, Training Effectiveness has a significant influence on Employee Performance through Organizational Citizenship Behavior. Partially, Training Effectiveness has a significant influence on Employee Performance through Job Satisfaction. Partially, Training Effectiveness has a significant influence on Job Satisfaction. Partially Job Satisfaction has a significant influence on Employee Performance. partially Organizational Citizenship Behavior has a significant influence on Employee Performance. Partially, Training Effectiveness has a significant influence on Employee Performance through Organizational Citizenship Behavior. Partially, Training Effectiveness has a significant influence on Employee Performance through Job Satisfaction. Partially, Training Effectiveness has a significant influence on Job Satisfaction. Partially Job Satisfaction has a significant influence on Employee Performance. partially Organizational Citizenship Behavior has a significant influence on Employee Performance. Partially, Training Effectiveness has a significant influence on Employee Performance through Organizational Citizenship Behavior. Partially, Training Effectiveness has a significant influence on Employee Performance through Job Satisfaction. Partially, Training Effectiveness has a significant influence on Employee Performance through Organizational Citizenship Behavior. Partially, Training Effectiveness has a significant influence on Employee Performance through Job Satisfaction. Partially, Training Effectiveness has a significant influence on Employee Performance through Organizational Citizenship Behavior. Partially, Training Effectiveness has a significant influence on Employee Performance through Job Satisfaction.

This study aims to: (1) analyze the effect of organizational commitment on employee performance at the Department of Youth, Sports and Tourism of West Kalimantan Province of Indonesia, (2) analyze the effect of organizational commitment on employee job satisfaction at the Office of Youth, Sports and Tourism of West Kalimantan Province of Indonesia, (3) analyze the effect of job satisfaction on employee performance at the Department of Youth, Sports and Tourism of West Kalimantan Province, Indonesia, (4) analyze the effect of organizational commitment indirectly on employee performance through job satisfaction on employees of the Office of Youth, Sports and Tourism of West Kalimantan Province Indonesia. The conclusion of this study is to determine the effect of organizational commitment on employee performance mediated by job satisfaction. This research uses quantitative methods with descriptive and explanatory approaches. Sampling using total sampling technique with data collection using a questionnaire and the number of respondents as many as 86 people. The research data analysis method uses a structural equation model or structural equation modeling (SEM) with an alternative partial least square (PLS). The results showed that each variable has a significant influence, statistically Organizational Commitment has a significant influence on Employee Performance. Statistically, Organizational Commitment has a significant influence on Job Satisfaction. Statistically Job Satisfaction has a significant influence on Employee Performance.

This study aims to examine and analyze the direct and indirect effects of Organizational Culture variables on Employee Performance through Organizational Commitment and Organizational Citizenship Behavior (OCB) variables in Village Officials in Kuala Mandor B District, Kubu Raya Regency. The sample in this study amounted to 62 employees, data analysis techniques using descriptive statistics, validity and reliability tests, classical assumption tests and path analysis tests using SPSS. Based on test results and analysis it is known that Organizational Culture directly has a significant effect on Organizational Commitment, and Organizational Culture has a significant effect on Organizational Citizenship Behavior (OCB), Organizational Commitment has no significant effect on Employee Performance, Organizational Citizenship Behavior (OCB) has a significant effect on Employee Performance, Organizational Culture has no significant effect on Employee Performance. Based on the test results and analysis of the indirect influence, it is known that Organizational Culture has a significant effect on Employee Performance through Organizational Commitment, and Organizational Culture has a significant effect on Employee Performance through Organizational Citizenship Behavior (OCB).

This article aims to analyze the influence of the servant leadership style in improving the quality of public services. This research is a survey research, which uses explanatory research, namely providing an explanation of the causal relationship between variables through hypothesis testing. The sampling technique in this study used saturated sampling techniques, the sample used was 100 respondents. Data were analyzed by path analysis using Structual Equal Modeling statistical tool used SmartPLS 4.0. The results of this study prove that the servant leadership style tends to be indirectly related to improving the quality of public services. There are several influencing factors such as organizational commitment and employee performance that must be passed by a leader with servant leadership style in improving the quality of public services. Servant Leadership has a significant effect on organizational commitment. Servant leadership has a significant effect on employee performance. Servant leadership has no effect on the quality of public services. Organizational commitment has a significant effect on the quality of public services. Employee performance has no significant effect on the quality of public services. The results of Servant Leadership mediated by Employee Performance have no significant effect on the Quality of Public Services. Servant Leadership has a significant effect on organizational commitment. Servant leadership has a significant effect on employee performance. Servant leadership has no effect on the quality of public services. Organizational commitment has a significant effect on the quality of public services. Employee performance has no significant effect on the quality of public services. The results of Servant Leadership mediated by Employee Performance have no significant effect on the Quality of Public Services. Servant Leadership has a significant effect on organizational commitment. Servant leadership has a significant effect on employee performance. Servant leadership has no effect on the quality of public services. Organizational commitment has a significant effect on the quality of public services. Employee performance has no significant effect on the quality of public services. The results of Servant Leadership mediated by Employee Performance have no significant effect on the Quality of Public Services.Servant Leadership mediated by Organizational Commitment has a significant effect on the Quality of Public Services.