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This paper aims to investigate the moderation effect of welding technology on the relationship between government policy and quality human resources and workforce competitiveness.

The research is quantitative in nature, i.e. it aims to explain the causality relationship between variables. This research is quantitative research, it aims to explain the causality relationship between variables. The analysis tool was generalized structure component analysis.

First, government policy has a significant and positive effect on workforce competitiveness, indicating that higher government policy will result in higher workforce competitiveness. Welding technology is the moderating variable in the relationship between government policy and workforce competitiveness. Higher implementation of welding technology will strengthen the relationship between government policy and workforce competitiveness. Second, quality of human resources has a significant and positive effect on workforce competitiveness; higher quality of human resources will therefore result in higher workforce competitiveness. Welding technology is the moderating variable in the relationship between quality of human resources and workforce competitiveness. Higher implementation of welding technology will therefore strengthen the relationship between quality of human resources and workforce competitiveness.

The moderating effect of welding technology in the relationships between government policy and quality of human resources and workforce competitiveness has not been comprehensively studied yet; the present study fills this gap.

The purpose of this paper is to investigate the mediation effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction.

The study population constituted all employees/permanent employees (civil servants and non-civil servants) at Bank of BNI, Bank of BRI, Bank of Mandiri, and Bank of South Sulawesi. The analytical method used to test the hypothesis of the research was structural equation modeling.

Based on the analysis results, it can be concluded that the extrinsic reward system and the intrinsic reward system have a direct, significant effect on work performance and organizational commitment, and work performance and also organizational commitment have a direct, significant effect on work satisfaction. On the other hand, the extrinsic reward system and the intrinsic reward system have no direct effect on work performance, but work performance and organizational commitment as mediation variables bridge the relationship between the extrinsic reward system and the intrinsic reward system to work satisfaction.

Mediation effect (using the Sobel test) of work performance, and organizational commitment in the relationship between Reward Systems on work satisfaction, location of the study (no previous research for this relationship): Bank of South Sulawesi, Indonesia.