Purpose: The purpose of this study was to analyze the satisfaction of retired participants in Taspen in the Tanjungpinang city area. Methodology: This study uses the variables of service quality, use of management information systems, and communication on participant satisfaction through trust. The study population included retired participants in the Taspen, Tanjungpinang city area. Meanwhile, the sample used in this study included as many as 150 people from the population. Data were collected using the questionnaire method by providing a list of questions or questionnaires directly to respondents. In this study, the researcher used SPSS ver.23 and SEM-PLS version 4 data processing. Results: This study shows that Service Quality (X1) directly has a positive and significant effect on trust (Z) with P-Value by 0.001 < 0.05, the Utilization of Management Information System (X2) directly has a positive and insignificant effect on trust (Z) with P-Value by 0.108 > 0.05, Communication (X3) directly has a positive and significant effect on trust (Z) with P-Value by 0.000 < 0.05, Service Quality (X1) directly has a positive and insignificant effect on satisfaction (Y) with P-Value by 0.063 > 0.05, the Utilization of Management Information System (X2) directly has a positive and significant effect on satisfaction (Y) with P-Value by 0.000 < 0.05, Communication (X3) directly has a positive and insignificant effect on satisfaction (Y) with P-Value by 0.327 > 0.05, trust (Z) directly has a positive and significant effect on satisfaction (Y) with P-Value by 0.031 < 0.05, the service quality variable (X1) mediates trust (Z) on participant satisfaction (Y) with P-Value by 1.978 > 1.540, the variable Utilization of Management Information System (X2) does not mediate trust (Z) on participant satisfaction (Y) with P-Value by 0.887 < 17.324, the Communication variable (X3) does not mediate the trust (Z) on participant satisfaction (Y) with P-Value by 0.1.501 > 0.450. The R-squared value for the confidence variable (Z) was 0.528 (52.8%), while the remaining 47.2% was explained by other variables outside the model. The R-squared value of the satisfaction variable (Y) was 0.489 (48.9%), while the remaining 51.1% indicated that Z had a mediating effect between X1, X2, and X3 on participant satisfaction (Y).

Purpose: This research aimed to investigate the influence of leadership, discipline, and workload on employee performance through job satisfaction in the Regional Revenue Agency of Riau Islands Province. Research methodology: This study used a quantitative research approach, with a sample size of 128 employees selected using probability sampling with simple random technique. The data obtained were analyzed using Partial Least Square (PLS) with two evaluation stages, namely the measurement model and the structural model. Results: The results indicate that workload had no significant direct influence on job satisfaction, but had a positive and significant relationship with employee performance. On the other hand, discipline had a significant direct influence on job satisfaction, but no significant direct influence on employee performance. Leadership had a significant direct influence on both job satisfaction and employee performance. Job satisfaction did not have a significant direct influence on employee performance. Limitations: Overall, the study findings highlight the importance of leadership in fostering job satisfaction and employee performance in the Regional Revenue Agency of Riau Islands Province. Contribution: These insights can provide valuable guidance for organizational managers to optimize the work environment and promote employee engagement and productivity.

Purpose: This study investigates the impact of competence, motivation, and work culture on employee performance, with self-efficacy serving as the mediating variable. It hypothesizes that competence, motivation, and work culture influence self-efficacy, and in turn, self-efficacy affects performance. Research methodology: The sample in this study were all Medical Support employees at the Tanjungpinang City Regional General Hospital. The number of samples used was 105 respondents. The data obtained was analyzed using data analysis techniques with AMOS 24.0 software rocks. Results: The findings reveal the significance of these relationships: Competence positively affects self-efficacy, as indicated by CR Value (5.045) and Probability (0.000 < 0.05). Similarly, motivation (CR Value 2.802, P-Value 0.002 < 0.05) and work culture (CR Value 4.267, P-Value 0.001 < 0.05) have a positive impact on self-efficacy. Competence (CR Value 3.066, P-Value 0.002 < 0.05) and work culture (CR Value 2.075, P-Value 0.039 < 0.05) significantly influence performance through self-efficacy. However, motivation does not have a direct significant effect on performance (CR Value 1.157, Probability 0.248 > 0.05). Limitations: The research focuses on 105 Medical Support employees at the Tanjungpinang City Regional General Hospital, employing AMOS 24.0 for data analysis. Contribution: This study underscores the importance of competence, motivation, and work culture in enhancing employee performance via the mediating role of self-efficacy.