This study aims to analyze and study descriptively and derivatively related to the Influence of organizational culture and organizational commitment on job satisfaction and employee engagement and its implications on employee performance. This research method is a quantitative research method with descriptive and explanatory survey methods with crossectional categories. Population based on the geographical area with sampling techniques using proportional stratified random sampling. Sources of data obtained from Primary and Secondary data through observation, questionnaires, interviews and documentation using data analysis techniques, namely Path Analysis. The results showed that descriptively organizational culture is in the exceptionally good to a suitable category, while organizational commitment is in the relatively good to the excellent category, then job satisfaction is in the good enough to the good category, and employee engagement and employee performance are also in the category of good enough to sound, and the whole hypothesis is accepted.

This study aims to determine and analyze the effect of communication and motivation on employee performance. This research uses descriptive analytical research with a qualitative approach. The method used in this research is a survey method. Respondents in this study were some of the employees of the BPBD of Serang Regency, which amounted to 76 people. The measuring instrument used in this research is a questionnaire. Analysis of the data used is a regression test using the SPSS version 25 program. The results of hypothesis testing that have been formulated show that both partially and simultaneous communication and motivation have a significant effect on employee performance in the field of emergency handling of BPBD Serang Regency.

Organizational structures that are more complex and innovative are starting to develop, especially in large companies but bring new challenges in their implementation. This study examines the implications of organizational structure changes on employee career opportunities and organizational citizenship behavior. This research was conducted at PT. XYZ is in the department of Human Resource Development (HRD) with a total population of 97 people, while the sample used is saturated. The method used is PLS-SEM using the SmartPLS software tool. As a result, organizational structure changes negatively affect organizational citizenship behavior but positively affect career opportunities. While career opportunities have a positive and significant effect on organizational citizenship behavior, on the other hand, career opportunities can indirectly affect organizational structure changes and organizational citizenship behavior in a positive and significant way.