This peper aims to determine and analyze the direct effect of transformational and transactional leadership on turnover intention, and indirect effect which is mediated by job satisfaction amid COVID 19 Pandemic at the banking sector. As many 153 permanent employees, including staff, supervisors, ass. manager, and division manager were participated. The results showed that transformational leadership has a positive but insignificant effect on turnover intention, while transactional leadership has a negative and significant affect turnover Intention. Furthermore, through mediating impact of job satisfaction, the effect of transformational leadership became negative and significant on turnover intention. Meanwhile, job satisfaction was significantly in line and strengthens the effect of transactional leadership on turnover intention at the banking sector amid COVID 19 Pandemic.

This study aims to examine the influence of leadership styles on institutional transformation and to identify adaptive strategies for effective change management in the context of Indonesian Public Universities (PTNs) striving to achieve world-class university (WCU) status. Using a quantitative research design, data were collected from 125 universities through a hybrid questionnaire method involving Rectors, Directors, Vice Rectors, and Vice Directors as representatives. This study employed logistic regression to analyze the influence of leadership styles on the likelihood of PTNs achieving WCU status, alongside Structural Equation Modeling (SEM) for deeper insights. The study results indicate that transcollegial leadership increases the likelihood of universities achieving WCU status by 35%, while digital and entrepreneurial leadership contribute 25% and 20%, respectively. The primary challenges identified include inadequate digital infrastructure, resistance to change, and regulatory limitations. This study provides practical and theoretical contributions by identifying adaptive leadership strategies tailored to the unique contexts of PTNs. This study is significant as it addresses the leadership challenges specific to Indonesian public universities in their pursuit of international recognition, providing practical and theoretical insights for achieving sustainable transformation. Future research could examine how leadership styles interact with institutional policies and external factors, such as global rankings and funding mechanisms, to achieve and sustain WCU status. Expanding the scope to include comparative studies across different regions or educational systems could provide broader insights into effective strategies for institutional transformation.

Social media overcomes the limitations of technology and knowledge management. Previous generations of knowledge management were very rigid, often leaving companies stuck and overly reliant on outdated or obsolete knowledge. Lack of skills in the use of social media, lack of awareness of the value of knowledge management, availability of time to invest both in the acquisition of digital skills as well as in the creation and duration of content, creates perceived barriers to social media uptake. Through a concise and relevant knowledge management process, and utilizing the use of social media, MSMEs can display and communicate messages, products or services, images, and most importantly uniqueness which is their selling point. The purpose of this study is to conceptualize the use of social media in an effort to improve the performance of MSMEs in terms of the perspective of knowledge management-based human resource management with the model of big data for SME approach. The method used is a relevant literature review from 2018 to 2022. The results show that the importance of using social media and knowledge management through big data has a synergistic relationship. Shows that the use of strategic data, representation of knowledge-guided business planning, is a solution for MSMEs in implementing technology through the construction of new knowledge as a tool to encourage innovation and productivity in order to increase business competitiveness and its impact on MSME performance.

Background: Based on the production data of PT. X Padang City is known that starting in 2020 there was a decrease in the average number of Production until 2021 and it is also known that from 2019 to 2021 there was no production that reached the target so it was known that employees experienced a decrease in performance.   Objective: This study aims to see the effect of compensation and workload on employee performance at PT. X Padang City with job satisfaction as a mediating variable.   Method: The determination of samples in this study was carried out by the type of Probability Sampling.  The sample in this study was factory employees who worked at PT. X Padang City with 100 employees.  The data analysis technique used is path analysis using Smart PLS software. Research hypothesis testing uses T-statistical tests obtained through the bootstrapping process. The hypothesis will be accepted if the T-statistical value > 1.96 and the significance value < 0.05.   Results: Results show that employee performance is affected by compensation, workload, and job satisfaction. Work satisfaction mediates the effect of compensation on employee performance job satisfaction does not mediate the effect of of workload on employee performance.   Conclusion: PT. X has not provided compensation by employee performance standards and the workload given to employees can be said to be excessive or overloaded with targets to be achieved. This makes employees dissatisfied so that employees become physically tired, psychologically tired, and not excited at work which results in a decrease in performance production at PT X.

Background: The problem of limited Human Resources (HR) and competition is a major obstacle to the growth of the industry, especially in the banking industry. This problem then also causes other problems such as the high employee turnover rate which has now become a separate problem for many companies. The high employee turnover rate experienced by a company can be predicted by how much desire to move company members have to other companies. PT. XYZ is one of the Islamic banking companies that has experienced an increase in the turnover rate of its employees from year to year.   Objective: This study aims to examine and build a conceptual model of the effect of workload and compensation systems on the turnover intention with job satisfaction as a mediating variable in PT. XYZ.   Method: This study used a non-probability sampling technique with the sample used being 70 permanent employees through the distribution of questionnaires.   Results: This study found that job satisfaction does not mediate the effect of workload on turnover intention, but job satisfaction can mediate the variable of the compensation system against turnover intention in PT. XYZ.   Conclusion: PT. XYZ has not been able to provide a workload that is by the abilities of its employees, coupled with compensation that is not by the workload that is fished so as to reduce the level of employee work loss which ultimately increases the intensity of employee turnover intention at PT. XYZ.