As one of the busiest airports in the world, organizational performance is the main focus. Problems that occur in organizations are many employees who complain about their work, employees who cannot fully comply with applicable regulations and policies, many employees who often come late to the office and do not comply with working hours according to the work times determined by the company. This research aims to analyze and test the influence of Quality of Work Life (QWL) and Knowledge Management on Organizational Citizenship Behavior which is mediated by Job Satisfaction, moderated by Knowledge Sharing and Self Efficacy at Angkasa Pura. The population in this research was Angkasa Pura Indonesia employees, totaling 151 people. The sample used was 110 employees which was calculated based on the Slovin formula. The sampling method uses convenience sampling. The data collection method uses a survey method, with the research instrument being a questionnaire. This research method uses the Partial Least Square (PLS) data analysis method using SmartPLS 3.0 software. The research results show that the quality of work life has no effect on organizational citizenship behavior. Knowledge management has a positive and significant effect on organizational citizenship behavior. Quality of work life and Knowledge management has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on organizational citizenship behavior. Job satisfaction is unable to mediate the influence of quality of work life on organizational citizenship behavior. Job satisfaction is able to partially mediate the influence of knowledge management on organizational citizenship behavior.

The continuity of the organization was disrupted when the COVID-19 pandemic hit the world in early 2020, and many organizations were forced to adapt to emergencies. Programs that have been developed for the long term must be modified to suit the situation. This paper aims to evaluate the impact of the pandemic and analyze the ongoing impact of transformational leadership on the distribution of organizational performance mediated by organizational learning, total quality management and quality assurance, and altruism as moderating variables. The study was conducted by using Partial Least Square to analyze the behavior of the highest leadership of the Child Welfare Institution (CWI) of the Ministry of Social Affairs of the Republic of Indonesia, with a sample of 185 accredited institutions throughout Indonesia. The results of the study indicate that several factors affect the process of evaluating organizational performance. The LKSAs need to improve the quality of their organization's performance by following the requirements of the Ministry of Social Affairs consistently and continuously in implementing the fulfillment of the quality standards. The contribution of novelty in this study is that the total quality management variable is not able to improve organizational performance. The surprising finding is that the consistency of the distribution of total quality management implementation has no effect when the highest leadership is unable to carry out the sustainability of the standards that have been painstakingly prepared long before the pandemic occurred. However, the quality assurance can increase the distribution of organizational performance substantially.

This study aims to examine and analyze the influence of work-life balance and emotional intelligence on turnover intention with organizational commitment as an intervening variable. The research method used in this research is descriptive method. The population of this study is employees in a computer spare parts distribution company with a sample of 60 respondents. The approach used in this research is Structural Equation Model (SEM) with Smart-PLS analysis tool 3.2.8. The results show that work-life balance had a positive and significant effect on organizational commitment. Emotional intelligence had a positive and significant effect on organizational commitment. Work-life balance had a negative and significant effect on turnover intention. Emotional intelligence had a positive and significant effect on turnover intention and finally, organizational commitment has a negative and significant effect on turnover intention.

This study aims to examine and analyze the influence of Workload, Demographic Factors, Locus of Control, Self Esteem and Workstress on Burnout in the Senior Masinists. The research method used in this research is descriptive method. Questionnaires were distributed to 43 respondent employees of The Indonesia Railway Industry. The approach used in this research is a Variance-based Model or Structural Equation Model with a Smart-PLS analysis tool. The results show that the four variables namely Workload, Demography, Locus of Control and Work Stress had positive and significant effects on Burnout on Machinists while the Self-Esteem Variable did not have a significant effect on Burnout.

The program to reduce plastic waste is supported by all sectors of businesses, through some efforts to prevent using plastic bags in every store shopping and prompt using better alternatives. This study aims to find out whether the application of the theory of planned behavior departs from the knowledge of the influence of environmental awareness and leads to interest in the use of reusable bags. Quantitative methods used in this study includes the determination of samples with non-probability techniques, namely purposive sampling. The research instrument was an online questionnaire of 300 respondents in Bali, who had never used a repetitive shopping bag. Data were analyzed using Structural Equation Modeling with the SmartPLS application. The application of the theory of planned behavior shows that testing knowledge of the environment and environmental stewardship gives a positive attitude and becomes a control behavior and interest in the use of reusable bag products. However, it is different from Subjective Norms which do not have a significant influence on the interest in using reusable bags. So, it is a concern for the government to always provide socialization, knowledge and environmental awareness about the importance of protecting the environment by using non-disposable shopping bags, and also business owners or marketing management to provide more reusable bags.

This study aimed to examine and analyze the effect of Perceived Person Organization Fit and Perceived Person Job Fit on Organizational Citizenship Behavior with Organizational Commitment as an intervening variable. This research was conducted using a descriptive method in the Social Welfare Institution at Central Aceh - Takengon with sample of 42 respondents. The approach used in this research was Structural Equation Model (SEM) with Partial Least Square (PLS) analysis tool 3.0. The results showed that the Perceived Person Organization Fit (P-O Fit) and Perceived Person-Job Fit (P-J Fit) had a significant positive effect on Organizational Commitment. Perceived Person Organization Fit (P-O Fit) and Perceived Person-Job Fit (P-J Fit) had a significant positive effect on Organizational Citizenship Behavior (OCB). Organizational Commitment had a significant positive effect on Organizational Citizenship Behavior (OCB).