Purpose: This study analyzes the influence of communication, coordination, and bureaucratic leadership style on the job satisfaction of regional apparatus employees, with interpersonal perception as an intervening variable, within the Planning, Research, and Development Agency of the Riau Islands Province. The 2022 Performance Achievement Evaluation Report for the Riau Islands Province in the implementation of regional government affairs reveals that several regional development programs and performance indicators (outcomes) have not yet fully achieved 100% of their targets. Results: Using primary data from 105 employees, this study found that coordination does not have a significant direct effect on interpersonal perception. In contrast, communication and bureaucratic leadership style have a significant influence on interpersonal perception, highlighting the importance of coordination in improving job satisfaction among employees. Interpersonal perception also proved to be a significant mediator between communication and bureaucratic leadership style on job satisfaction. Recommendation: The recommended focus is to enhance coordination and other aspects that have a more direct impact on interpersonal perception to improve job satisfaction among regional apparatus employees.

Purpose: This study analyzes the influence of leadership, remuneration, and competence on employee turnover intention in the BPR Sejahtera Batam, with organizational culture as an intervening variable. In the last five years, turnover intention in BPR Sejahtera Batam has increased significantly, reaching 21.05% by 2023. Research Methodology: In this study, an inductive approach was used, based on a theory development approach. Based on the time of implementation, researchers obtain data by cross section. Driving Forces for the zakat industry are identified based on the results of the PESTEL and Porter Five Forces analysis obtained from the interview process to the interviewees identified 29 driving forces for the Zakat Industry. Results: Using primary data from 111 employees, this study found that leadership and competence did not have a significant effect on turnover intention either directly or through organizational culture. By contrast, remuneration was shown to have a significant effect, highlighting the importance of compensation in employees' decisions to stay or leave the company. Organizational culture was also not a significant mediator between remuneration and turnover intentions. Recommendation: The proposed recommendation focuses on improving the quality of remuneration and other aspects that have a more direct effect on employee satisfaction and welfare to reduce turnover intention. Keywords: Leadership; Remuneration; Competence; Turnover Intention; Organizational Culture

Purpose: This study aimed to determine and analyze the influence of the e-performance assessment system, education, and competencmployee showsrformance on spiritual motivation at the Regional Office of the Ministry of Religion of the Riau Isla, Nds Province. Research Methodology: In this study, 104 respondents were used, namely, the State Civil Apparatus (PNS and PPPK) at the Regional Office of the Ministry of Religion of Riau Islands Province. The data obtained were analyzed using SmartPLS 3.0. Results: The results of this study indicate that the e-performance assessment system on employee performance has an original sample value of 0.161, a T statistic value of 2,013> 1.96 and a P value of 0.045 <0.05, it can be concluded that it has a significant effect, education on employee performance has an original sample value of 0.138, a T statistic value of 1,227 <1.96 and a P value of 0.220> 0.05, it can be concluded that it has no significant effect, competence on employee performance has an original sample value of 0.107, a T statistic value of 0.999 <1.96 and a P value of 0.318> 0.05, it can be concluded that it has no significant effect, spiritual motivation on employee performance has an original sample value of 0.551, a T statistic value of 5,636> 1.96 and a P value of 0.000 <0.05, it can be concluded that it has a significant effect, the e-performance assessment system towards spiritual motivation has an original sample value of 0.322, a T statistic value of 3.392> 1.96 and a P value of 0.001 <0.05, it can be concluded that there is a significant effect, education on spiritual motivation has an original sample value of 0.231, a T statistic value of 1.994> 1.96 and a P value of 0.047 <0.05, it can be concluded that there is a significant effect, competence on spiritual motivation has an original sample value of 0.299, a T statistic value of 2.792> 1.96 and a P value of 0.005 <0.05, it can be concluded that there is a significant effect, the e-performance assessment system on employee performance through spiritual motivation has an original sample of 0.178, a T statistic value of 3.059> 1.96 and a P Value of 0.002 <0.05, it can be concluded that there is a significant positive effect, education on employee performance through spiritual motivation has an original sample of 0.127, T statistic value 1.693 < 1.96 and P Value 0.091 > 0.05, it can be concluded that it has a positive but insignificant effect, competence on employee performance through spiritual motivation has an original sample of 0.165, T statistic value 2.507 > 1.96 and P Value 0.013 < 0.05, it can be concluded that it has a positive and significant effect.