Purpose: This study examines the relationship between education, training, and promotion on employee performance, mediated by job satisfaction. Research methodology: This study uses a quantitative research methodology involving survey questionnaires administered to employees in the Inspectorate of Tanjungpinang City and Bintan District. Results: This study is expected to show a positive relationship between education, training, promotion, and job satisfaction, with job satisfaction mediating their effect on employee performance. These findings aim to provide insights for organizations to enhance their HRM practices and optimize employee performance. Conclusion: Education, training, and promotion positively influence employee performance through the mediation of job satisfaction. Strengthening HRM strategies that enhance job satisfaction is essential for optimizing organizational outcomes. Limitations: Acknowledging constraints, this study recognizes limitations related to the sample size and geographical scope, which impact the generalizability of the findings. External factors beyond the control of this study may introduce variability. Contribution: This research enriches scholarly discourse by offering a nuanced understanding of how education, training, and promotion collectively impact employee performance through the lens of job satisfaction. Practical recommendations are provided for the organizational stakeholders.

Purpose: Purpose: This study aimed to analyze the influence of leadership, work environment, and organizational commitment on job satisfaction, with work motivation serving as an intervening variable among employees of the Regional Financial and Asset Management Agency in Karimun Regency. Research methodology: This study employed a quantitative approach with a survey design. The population consisted of 134 employees, and 119 were selected as the sample, comprising civil servants and contract-based government employees. Data were collected through questionnaires and analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS) to test both direct and indirect relationships among variables. Results: The findings show that leadership, work environment, and organizational commitment significantly influence job satisfaction. Leadership style, organizational support, and conducive conditions are the key determinants. Motivation acts as a mediating variable, strengthening the indirect effects of leadership and work environment on satisfaction, while organizational commitment shows no significant indirect effect through motivation. Conclusions: Effective leadership, supportive environments, and strong commitment boost job satisfaction, with motivation mediating the improvement of performance and effectiveness. Limitations: This study’s scope is limited; future research should use longitudinal designs and include factors like organizational culture and technology Contribution: This study enriches public sector HR literature and guides local governments in improving leadership, work environment, commitment, motivation, and satisfaction.

Purpose: This study aims to analyze partnership strategies between Micro, Small, and Medium Enterprises (MSMEs) and various stakeholders particularly NGOs and financial institutions in enhancing the productivity of crocodile leather craftsmen in Mimika Regency, Papua. It explores how institutional collaboration can strengthen market access, financial literacy, and business sustainability. Research/Methodology: The study employs a qualitative descriptive approach using a case study design. Data were collected through in-depth interviews, observation, and documentation involving MSME actors, local government agencies, and partner institutions. Thematic analysis was conducted to identify emerging patterns and collaborative mechanisms. Results: The findings indicate that strategic partnerships, especially with NGOs and cooperative-based financial institutions, significantly enhance production management, marketing outreach, and product value among local craftsmen. NGOs play a vital role in mentoring, capacity building, and ensuring sustainability through continuous engagement. Nonetheless, the lack of formal contractual agreements and irregular raw material supply remain major constraints. Conclusions: Strategic partnerships with NGOs and financial institutions effectively improve productivity, capacity, and market access for crocodile leather MSMEs in Mimika. Yet, vulnerabilities within the supply chain—stemming from informal contracts and material instability—continue to pose risks. Strengthening institutional agreements and supply systems is crucial for achieving long-term MSME resilience. Limitations: The study focuses on a single regency and sector, limiting generalization. Contribution: This research enriches MSME development literature by highlighting the significance of sustained institutional partnerships and proposing a replicable hybrid collaboration model integrating financial inclusion and technical assistance.