This document analyzes the influence of transformational leadership and organizational commitment on leadership effectiveness at state universities in Jambi Province, Indonesia. A study was conducted surveying 100 faculty members across four state universities. Results showed that transformational leadership and organizational commitment explained 40.1% of leadership effectiveness, while the remaining 59.9% was influenced by other variables. Both transformational leadership and organizational commitment were found to significantly influence leadership effectiveness individually and together. The study concludes that strengthening transformational leadership and organizational commitment among university leaders would help improve leadership achievement.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
Motivation of Non Registered Auditor to Take Profession of Accountant Educati...iosrjce
This study aimed to examine the influence of motivation of quality, career, economic, seeking
knowledge, degree, and taking USAP over the non-registered auditor’s interest in taking PPAk after the change
in the regulation. This study obtained responds from 46 auditors who have not taken PPAk or non-registered
auditors. Double linear regression technique was used in this study to examine the research data using Smart
PLS software. Result analysis of this model indicated that quality and career motivation variable positively
influence the non-registered auditor’s interest in taking PPAk, meanwhile economic, seeking knowledge, degree
and taking USAP did not influence the non-registered auditor’s interest in taking PPAk. In general, this study
revealed that motivation of auditors could also be influenced by pressure or latest fact about the education
program that they would take. The change in regulation on PPAk has changed the auditor’s motivation to
different direction.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
Motivation of Non Registered Auditor to Take Profession of Accountant Educati...iosrjce
This study aimed to examine the influence of motivation of quality, career, economic, seeking
knowledge, degree, and taking USAP over the non-registered auditor’s interest in taking PPAk after the change
in the regulation. This study obtained responds from 46 auditors who have not taken PPAk or non-registered
auditors. Double linear regression technique was used in this study to examine the research data using Smart
PLS software. Result analysis of this model indicated that quality and career motivation variable positively
influence the non-registered auditor’s interest in taking PPAk, meanwhile economic, seeking knowledge, degree
and taking USAP did not influence the non-registered auditor’s interest in taking PPAk. In general, this study
revealed that motivation of auditors could also be influenced by pressure or latest fact about the education
program that they would take. The change in regulation on PPAk has changed the auditor’s motivation to
different direction.
Feedback Analysis of the Human Resource Training ProgrammePremier Publishers
This research paper proposes feedback analysis related to training of the stakeholders. This method is designed to explore appropriate feedback of the trainees. In spite, of having potential capacity building programmes for employees of many organizations there is a gap in understanding some aspects of human resource management in general. The study was conducted by using ex-post facto research design. A total of 67 trainee participants were selected by using purposive sampling method, for theme specific training programme entitled “Competence Enhancement Programme on Motivation and Positive Thinking”. The overall average feedback score for covering all the sessions were found 4.70 which indicates that the sessions covered are very useful in terms of knowledge gain, skills acquired, change in attitude, motivation and positive thinking. The overall scores calculated in terms of time allocation, range of coverage and use of teaching aids are 4.73, 4.71, 4.67 and 4.68 were justified in positive view and it can be concluded that the teachers dedicated towards their assigned task during the training programme. Overall training feedback score (4.66) indicated that the training programme is helpful for the respondents for their overall development. This study will help in the feedback analysis for further performance appraisal of an individual trainee as well as the trainers.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Ranking Motivational Factors of Teachers in Urmia Using SAW Method (2011) ijmvsc
The aim of this study is to rank the motivational factors of teachers that work as private sector employees in schools district 1 in Urmia. This research was done in 2011.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
Assessing the Effectivenessof the Integrated Quality Management System (Iqms)...QUESTJOURNAL
ABSTRACT: The empirical analysis generally showed that the implementation of the Integrated Quality Management System is not effective at the College as management needs to ensure that performance management is conducted properly for improved results. The study suggests that the College should ensure that employee’s day-to-day activities are aligned to the organisation’s objectives. In addition, the staff development programmes should be informed by the output from performance evaluation to address barriers which hinder effective curriculum delivery. This study explored the understandings, views and experience of the academics of the College in the implementation of the Integrated Quality Management System. The general observation is that the system is not effectively implemented at the College. Continuous poor work at the College shows that performance management is not effectively implemented. The study was conducted using a questionnaire to gather data that was then analysed to produce findings through given objectives. The findings were then used to come up with strategies for effective implementation for academic growth that will hopefully improve the throughput and certification rates. The empirical analysis generally showed that the implementation of the Integrated Quality Management System is not effective at the College as management needs to ensure that performance management is conducted properly for improved results.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...professionalpanorama
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of recruitment and selection of faculty inTapasya123
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
The impact of leadership competence and administrative leadership on higher e...Turyamureeba Silaji
Situational leadership style is closely linked to leadership effectiveness in universities and
global settings. Effective academic leaders employ the four leadership modalities of "telling,
selling, participating, and delegating" and must possess a set of skills and take on specific
responsibilities. Good academic leaders have the necessary skills and positions when hired
and use different leadership philosophies depending on the scenario. To ensure good
academic leadership, systematic programs for leadership development are crucial. The study
aims to review literature on leadership competences and administrative leaders in higher
institutions worldwide. The researcher used ProQuest and various web-based providers to
search for published articles in social science and management education related to
leadership competences and administrative leaders in higher institutions. Review findings
show that administrative executives struggle with change management in the real world,
struggle to embrace new practices, and struggle with using constructive aspects of conflict
in conflict resolution. Additionally, administrative leaders struggle with setting priorities to
make the best judgments.
University Leadership and Academic Staff Retention in Kenyaijtsrd
Academic staff retention is a major challenge affecting higher learning institutions globally. The performance and success of any education institution immensely depends on the qualified academic staff it’s able to retain. When good academic staff exit, they leave a void that is often costly to fill and challenging to manage, hence corrodes institutional efficiency and effectiveness in its operations. The purpose of this study therefore was to investigate the influence of leadership practices on academic staff retention in public Universities. The study employed ex post facto research design. Simple random sampling was used to select 376 academic staff from 10 public Universities for the study. Data was collected using a closed ended questionnaire Likert type scale 1 5 . Data was analyzed using weighted averages and simple linear regression analysis. The study concluded that University leadership significantly affects academic staff retention. Sarah Likoko | Simon Kipkenei "University Leadership and Academic Staff Retention in Kenya" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50229.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/50229/university-leadership-and-academic-staff-retention-in-kenya/sarah-likoko
Effect of Leadership Styles, Organizational Culture, and Employees Developme...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Leadership And Competence of Some Private Bank Instructor In Jakartainventionjournals
The competition of some private Bank in Indonesia is very competitive today, they try to grab customer in many ways. Some of Private Bank try to create strategy in short and long term, they try to enhance their performce by develop cmpetencies of knowledge and expertise. Customer is very demanding today, they face so many competitor in many area of business. They compete in interest rate, service quality and customer relationship management. With this research will will investigate the effect of leadership and competence toward motivation of Private Bank Instructor in Jakarta, in the fact all opf the hypothesis is positively.
Feedback Analysis of the Human Resource Training ProgrammePremier Publishers
This research paper proposes feedback analysis related to training of the stakeholders. This method is designed to explore appropriate feedback of the trainees. In spite, of having potential capacity building programmes for employees of many organizations there is a gap in understanding some aspects of human resource management in general. The study was conducted by using ex-post facto research design. A total of 67 trainee participants were selected by using purposive sampling method, for theme specific training programme entitled “Competence Enhancement Programme on Motivation and Positive Thinking”. The overall average feedback score for covering all the sessions were found 4.70 which indicates that the sessions covered are very useful in terms of knowledge gain, skills acquired, change in attitude, motivation and positive thinking. The overall scores calculated in terms of time allocation, range of coverage and use of teaching aids are 4.73, 4.71, 4.67 and 4.68 were justified in positive view and it can be concluded that the teachers dedicated towards their assigned task during the training programme. Overall training feedback score (4.66) indicated that the training programme is helpful for the respondents for their overall development. This study will help in the feedback analysis for further performance appraisal of an individual trainee as well as the trainers.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Ranking Motivational Factors of Teachers in Urmia Using SAW Method (2011) ijmvsc
The aim of this study is to rank the motivational factors of teachers that work as private sector employees in schools district 1 in Urmia. This research was done in 2011.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
Assessing the Effectivenessof the Integrated Quality Management System (Iqms)...QUESTJOURNAL
ABSTRACT: The empirical analysis generally showed that the implementation of the Integrated Quality Management System is not effective at the College as management needs to ensure that performance management is conducted properly for improved results. The study suggests that the College should ensure that employee’s day-to-day activities are aligned to the organisation’s objectives. In addition, the staff development programmes should be informed by the output from performance evaluation to address barriers which hinder effective curriculum delivery. This study explored the understandings, views and experience of the academics of the College in the implementation of the Integrated Quality Management System. The general observation is that the system is not effectively implemented at the College. Continuous poor work at the College shows that performance management is not effectively implemented. The study was conducted using a questionnaire to gather data that was then analysed to produce findings through given objectives. The findings were then used to come up with strategies for effective implementation for academic growth that will hopefully improve the throughput and certification rates. The empirical analysis generally showed that the implementation of the Integrated Quality Management System is not effective at the College as management needs to ensure that performance management is conducted properly for improved results.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...professionalpanorama
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of recruitment and selection of faculty inTapasya123
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
The impact of leadership competence and administrative leadership on higher e...Turyamureeba Silaji
Situational leadership style is closely linked to leadership effectiveness in universities and
global settings. Effective academic leaders employ the four leadership modalities of "telling,
selling, participating, and delegating" and must possess a set of skills and take on specific
responsibilities. Good academic leaders have the necessary skills and positions when hired
and use different leadership philosophies depending on the scenario. To ensure good
academic leadership, systematic programs for leadership development are crucial. The study
aims to review literature on leadership competences and administrative leaders in higher
institutions worldwide. The researcher used ProQuest and various web-based providers to
search for published articles in social science and management education related to
leadership competences and administrative leaders in higher institutions. Review findings
show that administrative executives struggle with change management in the real world,
struggle to embrace new practices, and struggle with using constructive aspects of conflict
in conflict resolution. Additionally, administrative leaders struggle with setting priorities to
make the best judgments.
University Leadership and Academic Staff Retention in Kenyaijtsrd
Academic staff retention is a major challenge affecting higher learning institutions globally. The performance and success of any education institution immensely depends on the qualified academic staff it’s able to retain. When good academic staff exit, they leave a void that is often costly to fill and challenging to manage, hence corrodes institutional efficiency and effectiveness in its operations. The purpose of this study therefore was to investigate the influence of leadership practices on academic staff retention in public Universities. The study employed ex post facto research design. Simple random sampling was used to select 376 academic staff from 10 public Universities for the study. Data was collected using a closed ended questionnaire Likert type scale 1 5 . Data was analyzed using weighted averages and simple linear regression analysis. The study concluded that University leadership significantly affects academic staff retention. Sarah Likoko | Simon Kipkenei "University Leadership and Academic Staff Retention in Kenya" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50229.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/50229/university-leadership-and-academic-staff-retention-in-kenya/sarah-likoko
Effect of Leadership Styles, Organizational Culture, and Employees Developme...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Leadership And Competence of Some Private Bank Instructor In Jakartainventionjournals
The competition of some private Bank in Indonesia is very competitive today, they try to grab customer in many ways. Some of Private Bank try to create strategy in short and long term, they try to enhance their performce by develop cmpetencies of knowledge and expertise. Customer is very demanding today, they face so many competitor in many area of business. They compete in interest rate, service quality and customer relationship management. With this research will will investigate the effect of leadership and competence toward motivation of Private Bank Instructor in Jakarta, in the fact all opf the hypothesis is positively.
THE INFLUENCE OF COMPETENCE ON THE PERFORMANCE OF ALUMNI GRADUATES IN 2020 AN...AJHSSR Journal
ABSTRACT: This study aims to determine the Performance and Competence of Alumni and to determine the
Effect of Competence on the Performance of Management Alumni FEB University of Mataram in 2020 and
2021, this research was conducted on a sample of 2020 and 2021 graduates spread throughout Indonesia, data
collection was carried out through email contact, telephone, WA and direct interviews with alumni. The data
collected and processed using multiple linear regression analysis models with the help of the SPSS programme,
the following data regression parameter results are tested with the t test, R square test and F test. The results
showed that the performance of alumni of Management Study Program FEB Unram seen from the length of the
process of getting a job is included in the fast category, seen from the salary (take hume pay) received is
included in the medium category. The competence of alumni of Management Study Program FEB Unram
related to; Integrity (Ethics and Morals), Mastery of Information Technology, Communication, Teamwork, and
Self-Development is included in the very high category, while Expertise based on the field of science is
included in the high category, Foreign Language (English) ability with moderate category. Of the seven
competency variables tested, only the English competency variable has a significant effect on the performance
of alumni of the Management Study Programme FEB Universitas Mataram.
KEYWORDS: Performance, Alumni Competence
Transformational Leadership and Performance of Public Universities in KenyaAJHSSR Journal
ABSTRACT : This study was on transformational leadership and performance of public universities in Kenya.
The study was based on four specific objectives namely, idealized influence, intellectual stimulation,
individualized consideration, and inspirational motivation. To strengthen the conceptual framework the study
employed the use of theories such as transformational leadership theory, social exchange theory, leader member
exchange theory and goal setting theory. This study adopted a quantitative research design. Survey research
designs provide a quantitative or numeric description of trends, attitudes or opinions of a population by studying
a sample of that population.The study findings showed that variables idealized influence and intellectual
stimulation have no significant effect on performance of public universities in Kenya, whereas variables
individualized consideration and inspirational motivation have a significant effect on performance of public
universities in Kenya. The study recommends that Human Resources should develop policies and practices
relating to transformational leadership and performance. This can be done by developing training and
development programs for leaders or managers in public universities that allow for teamwork and knowledge
sharing with subordinates to increase employee engagement to their organizations. Organization leaders should
arouse their employees’ curiosity about work and enhance their performance through intellectual stimulation.
The following specific recommendations are made in line with the findings of the study; Managers in public
universities intending to boost their organizations performance through transformational leadership should focus
on the three transformational leadership behaviors of inspirational motivation, intellectual stimulation and
individualized consideration which were found to be significant for organizational performance.
Running head RESEARCH PAPER OUTLINE1RESEARCH PAPER OUTLINE5.docxtodd521
Running head: RESEARCH PAPER OUTLINE 1
RESEARCH PAPER OUTLINE 5
Research Paper Outline: Servant Leadership
Introduction
· Definition and the history of the term servant leadership and example of how servant leadership works.
Research Hypothesis
· Hypothesis 1- Servant leadership leads to better organizational performance.
· Hypothesis 2- Political skills and servant leadership work together leading to employee creativity and positive workplace culture.
· Hypothesis 3- Servant leadership increases employee satisfaction.
Research methodology
· Sampling of 50 random junior employees and corporate managers from three companies in the United States to interview them on servant leadership.
Literature review
· Annotated bibliography 1
· Annotated bibliography 2
· Annotated bibliography 3
· Annotated bibliography 4
· Annotated bibliography 5
· Annotated bibliography 6
· Annotated bibliography 7
Findings
· Evidence of servant leadership across the sample of individuals evaluated
· General information observed regarding servant leadership
Research limitations
· Failed in establishing causality hence creating a gap that needs to be addressed in future through the application of different study designs.
· The study of servant leadership is part of the large topic that cannot be summarized into a small-paged paper. Therefore limited information was touched on regarding the subject matter.
Recommendations
· Recommendation 1- Managers should embrace servant leadership because of the benefits it brings to the organizations they lead.
· Recommendation 2- Employees should support servant leaders when they set examples for them.
· Recommendation 3- Excellent collaboration between the servant leader and the employees they are leading should be created for servant leadership to succeed.
Conclusion
· Summary of what is understood by the term servant leadershipsummary of the paper’s main points.
References
Giambatista, R., McKeage, R., & Brees, J. (2020). Cultures of Servant Leadership and Their Impact. The Journal of Values-Based Leadership, 13(1), 12. Retrieved from: https://scholar.valpo.edu/jvbl/vol13/iss1/12/
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly, 27(1), 124-141.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
Jaiswal, N. K., & Dhar, R. L. (2017). The influence of servan.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Unit III PowerPoint Presentation In 1970, Milton Friedman wrote .docxmarilucorr
Unit III PowerPoint Presentation
In 1970, Milton Friedman wrote an article titled "The Social Responsibility of Business is to Increase its Profits” that sparked a debate about corporate responsibility that remains heated to this day. Read the Schwartz and Saiia article, "Should Firms Go 'Beyond Profits'? Milton Friedman versus broad CSR1," pages 1-10, in order to gain a perspective on Mr. Friedman's views on corporate responsibility.
In addition to the Schwartz and Saiia article, read Archie Carroll's “The Pyramid of Corporate Social Responsibility: Toward the Moral Management of Organizational Stakeholders.”
Both articles are available in the Business Source Complete database in the CSU Online Library.
These articles will help you develop an understanding of their business and ethical principles. You are encouraged to conduct additional research about Friedman and Carroll using outside sources.
Compare the theories of Freidman and Carroll, and create a PowerPoint presentation on your comparative study. Your PowerPoint presentation should include the following elements:
Slide 1: Title page
Slide 2: Table of content or objective slide
Slide 3: A summary of Milton Friedman's main points
Slide 4: A summary of Archie Carroll's main points
Slide 5: The principles you would like implemented at your current place of work (or where you wish to work in the future), and why you would include them
Slides 6-7: Two detailed examples of organizations where Friedman's theories are applied
Slides 8-9: Two detailed examples of organizations where Carroll's theories are applied
Slide 10: Conclusion
Slide 11: References in proper APA format
Journal of Leadership Education Summer 2014
34
Academic Administrator Leadership Styles and the Impact
on Faculty Job Satisfaction
Justin Bateh, D.B.A
Assistant Professor of Business
Florida State College at Jacksonville
[email protected]
Wilton Heyliger, Ph.D.
Faculty, Business Administration
Walden University
[email protected]
Abstract
This article examines the impact of three leadership styles as a predictor of job satisfaction in a
state university system. The Multifactor Leadership Questionnaire was used to identify the
leadership style of an administrator as perceived by faculty members. Spector’s Job Satisfaction
Survey was used to assess a faculty member’s level of job satisfaction. The population consisted
of 567 full-time faculty members, and 104 participants completed the survey. The results of
logistic regression analysis revealed that (a) faculty members who identified transformational
leadership as dominant had increased job satisfaction, (b) faculty members who identified
transactional leadership as dominant had increased job satisfaction, and (c) faculty members who
identified passive/avoidant leadership as dominant had decreased job satisfaction.
Demographics did not appear to predict satisfaction. Using this model, aca ...
The aim of this study is to develop a comprehensive model by measuring the influences of
compensation, leadership and motivation on employee performance. This research applies descriptive research
design using survey methods. Slovin formula is used to determine sample size. Sampling uses a disproportionate
randomized model as a sampling technique
Abstract
- Institutions of higher learning face a new situation on
higher education. It holds some novel threats and presents some
fresh opportunities. Given the uncertainty of the future, collage
and university administrators cannot allow their organizations to
drift. This study assessed the managerial skills development of the
administrators of the five (5) well-established private institutions
of higher learning in Batangas, Philippines. A combination of
descriptive-purposive research design and survey method was used to
determine the managerial dimensions exhibited by the administrators.
Mean, Likert Scale, Analysis of Variance (ANOVA), Pearson Product
Moment Correlation Coefficient and and Bivariate Correlation were
used. There is no significant difference in the assessment of the three
groups of respondents in terms of communication skills and solving
problems effectively. However, there is a significant difference in terms
of self leadership, managing the task effectively, managing the people
effectively, and managing interpersonal relations effectively.
There is
a very high significant relationship among all the managerial skills
dimensions required of the institution administrators using the same
managerial dimensions. The managerial skills of the administrators
have to be enhanced to improve the quality of people in the institution.
The Proposed Executive Development Program and Training Model
are strongly recommended.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
1. IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 18, Issue 11. Ver. III (November. 2016), PP 72-80
www.iosrjournals.org
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 72 | Page
Leadership Effectiveness: an Analysis of Transformational
Leadership and Organizational Commitment
(Studies at the State University of Jambi Province)
Prof. Dr. Mukhtar*, Prof. Dr. Hapzi Ali, CMA**, &Dr. Mardalena***
* Professor Graduate Institute for Islamic Studies STS Jambi, Indonesia
** Professor Graduate Management MercuBuana University, Jakarta, Indonesia
*** Alumni Doctoral Program of the State Islamic Institute STS Jambi, Indonesia
Abstract: The study aims to analyze the influence of the leadership of the transformational and organizational
commitment to leadership effectiveness at State Universities (PTN) Jambi province. The unit of analysis is the
tenured faculty with additional duties, population 134 lecturers and after formulated using Taro Yamane
formula then sample of 100 people.Method of quantitative analysis using path analysis (Path Analysis),
followed by analysis of determination (R Square), testing the hypothesis partially (t test) and simultaneous (test
F) with alpha 5 percent (0.05).Before analyzed first questionnaire was tested with validity and reliability
analysis and testing requirements. Analysis tools using SPSS version 22.0. The analysis result of determination
R square of 0.401 that the leadership of the transformative variables and organizational commitment can
explain leadership effectiveness by 40.1%, while the remaining 59.9% is influenced by other variables. The
leadership of the transformative and organizational commitment significantly influence the effectiveness of the
leadership either partially or simultaneously. The maximum height the leadership of the transformative and
organizational commitment of the leaders PTN Jambi province, then the level of achievement of leadership in
the work will be higher as well.
Keyword:EffectivenessLeadership, Transformational Leadership, Organizational Commitment.
I. Introduction
The college has a strategic role in creating qualified human resources (Qualified Human Resources),
hereinafter referred to SDM. Human Resources in Higher Education is a personal ideal effective in the field. In
this study, the college in question is the entire State Universities (PTN) PTN hereinafter contained in Jambi
Province.Each personnel both leaders and subordinates should be able to carry out the duties and functions well.
The effectiveness of particular leaders is a necessity that can‟t be avoided, if you want output (output) PTN
directly proportional to the quality of graduates as users.
In the province of Jambi there are four state universities, namely the University of Edinburgh, the State
Islamic Institute Jambi, Jambi Kemenkes Health Polytechnic and College of Islamic Religion of State Kerinci. If
viewed from the interest of new students, the State is still a major target for new students to continue their
studies. But unfortunately, today, the dream of the new students are not fully met. It is alleged that some of the
courses proved they are predicated „C‟ and no status expired in 2016, as follows:
Table 1. Predicate Prodi State Accreditation PTN
N
o
Name PTN Total Prodi Predicate B(%) PredicateC
(%)
Expiration
(%)
1 Jambi University 85 34 (28,9) 7 (5,95) 5 (4,25)
2 Jambi IAIN STS 28 14 (3) 5 (1,4) 1 (0,28)
3 KerinciSTAIN 14 7 (0,91) 7 (0,91) -
4 Jambi POLTEKES 7 1 (0,07) 1(0,07) -
Source : BAN PT, 2016
The Table above is a real condition in 2016. At the University of Edinburgh found that 28.9% of study
programs predicated B, 5.95% predicated C and contained 4.25% of study program accreditation has expired.
Meanwhile, the STS Jambi IAIN there are 3% of courses predicated B, and 1.4% of courses predicated C and
0.28% of study programs have expired. Later in the Kerinci STAIN, each predicate B and C, amounting to
0.91% and POLTEKES are respectively 0.07% of courses predicated B and C. In fact, when checked at BAN
PT, to POLTEKES only have 2 an accredited institution, while in the field POLTEKES has seven courses.See
the above phenomenon, researchers believe that the role of leadership becomes the most significant factor. In
line with the quality of state universities, researchers believe that several aspects have contributed to other
determinants. In line with the effectiveness of the leadership, then there are several contributing factors, such as:
2. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 73 | Page
transformational leadership, organizational commitment, achievement motivation. This assumption is of course
based on the results of previous studies. James Edward Talber (2014) revealed that transformative leadership
positive effect on leadership effectiveness. Furthermore, Chun Fang Chiang, et al, (2012) proved that
transformative leadership correlates with commitment.
Referring exposure of relevant theory and research in the above ideal conditions Effectiveness of State
leadership. However, these ideal conditions are not owned by the state universities in the province of Jambi.
This means that although higher education institutions are State Universities but it does not guarantee all the
important aspects in a PT class both nationally and internationally owned by the university. For example, that
not all study programs at public universities that have accredited predicate good or superior. Even pointed out,
there are some courses that are not accredited (expired). Moreover, a comparison with the title of the best
universities in Indonesia and the world.
In order to complete the statement of researchers at the top, it has carried out a baseline studies of
empirical research to get the facts associated with ideal conditions at the sites. Preliminary studies of this
research has been carried out since May 25, 2015 until July 10, 2015 at the four state universities spread across
the province of Jambi, namely; 1) University of Edinburgh, 2) State Islamic Institute SulthanTaha Sarifuddin,
3), the Polytechnic of Health Ministry of Health of Jambi, and 4) Islamic University Kerinci. In general, the
average pre-research results can be seen in the following table:
Table 2. Effectiveness of Leadership
PT Leadership
Effectiveness
Transformative
Leadership
organizational
commitment
Achievement
Motivation
UNJA 85,2% (CB) 74% (CB) 73,8% (CB) 76,7% (CB)
IAIN 78,5% (B) 57% (B) 55,9% (B) 70% (B)
STAIN 80,7 (B) 59% (B) 65,5% (B) 71,3% (B)
POLTEKES 73,3% (B) 66% (B) 64,1% (B) 69,3% (B)
Note: CB= Pretty Good; B= Good
Source: Data processed researchers
The data illustrates that the entire leadership effectiveness have not getting optimal ratings (excellent)
from subordinates. The average achievement of leadership is only at good level. Breakthroughs leaders
discovered that the average is still at a good level. Likewise with the leadership aspect of attachment to the
institution on average also remained at a good level. Similarly, motivational leadership to the task on average
remained at a good level. In general, some indicated as follows:
1) not maximal achievement of leadership in the management of PTN this case there are indications of some
courses were predicated B and C and some have already expired. This is of course an important role of
leadership in controlling the performance of subordinates, especially for more serious in regard to obtaining
accreditation;
2) not maximal breakthrough-a breakthrough by the leadership is still very minimal it is evident from the study
program accreditation. Let increase in predicate accreditation, which happened just a few courses have
expired accreditation. Though the title of the accreditation is essential for graduates;
3) there are still weaknesses in the structure of the task by the leadership to subordinates so that subordinates'
performance can‟t be monitored which then affected the inability of institutions to accredit the entire course
with honors superior;
4) support is still low subordinate to the leader, which once again became evident that the loyalty and
performance of subordinates is still far from optimal. So in these conditions is much needed leadership
effectiveness is very high to optimize the performance unit program of study to work hard in the
maintenance of accreditation;
5) in some State leaders have not been able to become a top role model for subordinates. So that the level of
performance of subordinates become very low because of the absence of an exemplary figure.
Based on the identification of the issues mentioned above, the purpose of the study was to analyze: 1)
Effect of transformative leadership to leadership effectiveness; 2) The effect of organizational commitment to
leadership effectiveness; 3) The effect of transformational leadership and organizational commitment to
leadership effectiveness simultaneously.
The benefits of this research can certainly provide information as a basis for determining the strategy to
improve the effectiveness of the leadership as well as provide an alternative in the management of State in
improving the quality of education.
3. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 74 | Page
II. Literature Review
Effectiveness, according to (Gibson, Ivancevich, Donnelly, and Konopaske, 2003) and (Fiedler, 1967),
is an achievement in completing one or several tasks with compatibility between planning, process and the
work, with dimensions; leader-subordinate relationships, duties and authority of the leadership structure. This is
consistent with the view. He has identified three dimensions of the possibility to define the main situational
factors (key) which determine the effectiveness of the leadership of the. These three dimensions are:
1) The leader-subordinate relationship.Relations subordinate leaders indicate the extent to which the leaders
get the support and loyalty rather than subordinate and subordinate relationships with the friends and help
each other.
2) The structure of the task. In the structure of the task there are standard operating procedures to complete the
task and objective indicator of how well the task was done. High duty structure will contribute to the
favorable situation because of the leadership of the leadership will be easier to monitor and influence the
behavior of subordinates on high structured task. While the task is unstructured will contribute unfavorable
leader, so the ability of leaders to control the lower subordinates
3) The authority of the leadership. On the strength of leadership positions are authorized level of leadership to
evaluate the implementation of the work of subordinates, rewards, promotion, punishment, and demotions.
The greater the formal power of the leaders to impose penalties and rewards, the stronger the control of the
leadership, and this makes the situation allows.
Furthermore, the effectiveness of leadership by Chester Barnard (1992) is the completion of tasks by
prioritizing process for achieving goals. Then, McEwan‟s (2004) stated that there are seven steps into effective
leadership, as follows:
1) Establish, implement and Achieve academic standards,
2) Be an instructional resource for your staff,
3) Create a school culture and climate conducive to learning (for everyone),
4) Communicate the vision and mission of your school,
5) Set high expectations of your staff and yourself,
6) Develop teacher leaders, and
7) Establish and maintain positive relationships with children, staff and parents.
And then the effectiveness of the leadership can be seen from several indicators; acceptance, trust,
loyalty, work standards and the authority of the leadership. Ineffectivenessleadership will cause a variety of
problems, one of which is not achieving a good quality PTN regional, national or international.
Transformative leadership theory developed by James McGregor (1960). He stated that transactional
leadership is influenced by the strength of the relationship between the leader and members. While
transformative leadership is determined by changes in the value of leadership, beliefs and needs of the members.
Similar views expressed by (Northouse, 2013), that transformational leadership concerned with emotions,
values, ethics, standards, and long-term goals.
Then according to (Bernard M. Bass and Ronald E. Riggio, 2006); (Simola, 2009) transformative
leadership is the leadership exercised with various breakthroughs in order to adapt to the development and
educational needs very rapidly. Tichy and Devanna (2006) identify the characteristics of transformational
leadership as follows: a) as an agent, b) bold, c) trust with the team, d) can solve complex problems, and the
visionary.Based on the above theory, it can be synthesized that transformative leadership indicators as follows:
1) as agents reformer, 2) an inspiration, 3) empowering subordinates, 4) accept the differences in the ability of
subordinates, and 5) subordinate personal attention.Organizational commitment, an attachment to the leadership
of the institution that has the dimensions; 1) identification, 2) involvement, and 3) loyalty to the indicators; 1)
conformity with the institution of a personal vision, 2) participate actively in the institution, 3) feel comfortable
in institutions will be able to increase its effectiveness in the lead.
This synthesis is derived from the theory of (Allen and Meyer,2007). Then (Bateman and Strasser,
1984) found related to the organizational commitment; a) the behavior and performance of effective work, b)
attitudes, affective and cognitive such as job satisfaction, c) characteristics of the job and a subordinate role,
such as responsibility, d) special features reports such as the age and tenure. Porter (2007), states that the
commitment can be characterized by at least three factors: 1) acceptance of goals and values of the organization,
2) a willingness to work on behalf of the organization, and 3) a strong motivation to remain in the organization.
Also added by Wong (2007) that the commitment is the ability to with trust.As a supporter of the entire variable
reference study, researchers helped refer to some results of empirical studies, for example; James Edward Talber
(2014) revealed that transformativeleadership positive effect on leadership effectiveness. Furthermore, Chun
Fang Chianget al, (2012) proved that transformative leadership correlates with commitment.
4. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 75 | Page
From the study of theory and previous research results above, the framework of this study as shown below:
Figur 1. Framework
Based on the research objectives, the research hypothesis taken are as follows: 1) leadership
transformative effect on leadership effectiveness partially; 2) organizational commitment influence the
effectiveness of leaders partially; and 3) the transformative leadership and organizational commitment affect the
effectiveness of the leadership simultaneously.
III. Methods
This study uses survey research methods using path analysis tool. The unit of analysis is the study of
the tenured faculty with additional tasks. Proportional random sampling is a technique in sampling. Population
143 lecturers and 100 sample analysis by using SPSS version 21.00, in which prior to analysis conducted by
validity and normality and testing requirements on dimensional analysis, indicators and variables of the study.
Path analysis is a method of multivariate data analysis in order to know the influence of the direct and
indirect causes of multiple variables (exogenous) to the endogenous variables (result) with the pattern of all the
variables are recursive and can be observed directly. Are recursive meaning, the relationship between variables
is one way, there is no reciprocal relationship. If declared A causes B, then B can not cause A, (Hapzi Ali and
NandanLimakrisna, 2013: 137).
Basis for a decision on the validity of the test is if the result rvalue > rtable then declared invalid item.
Values in rtable to 30 respondents with a significance level of 0.5% is 0.3061. While the basis for a decision on
a reliability test is when r value > r table with an alpha of 0.5, the point statement declared in the questionnaire
is reliable and if r value<r table with alpha 0.05 then point statement in the questionnaire declared unreliable.
Overall, test results of specific instruments for point declaration invalid based on the calculation results can be
seen as follows:
Table 3. Results of validity and reliability
Var Item Value
rcount
r table 5%
(n=30) n-2
Descriptions r11value Desc.
X1 X1_26 0,209 0,3061 Invalid 0,977 Reliable
X1_31 0,116 Invalid
X1_33 0,116 Invalid
X2 X2_25 0,175 Invalid 0,978 Reliable
X2_28 0,040 Invalid 0,981 Reliable
X2_31 0,000 Invalid
Y Y_14 0,116 Invalid 0,977 Reliable
Source: processed questionnaire data, 2016
From the table above it is known that from the total of 122 grains whole instrument variables tested are 7 items
declared invalid. Then the reliability test results, it is known that all variables are declared reliable.
5. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 76 | Page
IV. Results and Discussion
From the research results in the table below with variable coefficients transformative leadership (X1) and
organizational commitment (X2) is (ρX1 = 0,293 and ρX2 = 0,363 and rX12 = 0.778).
Table4. Coefficients
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) -3,085 15,894 -,194 ,846
Transformative
Leadership _X1
,479 ,184 ,327 2,603 ,011
Organizational
Commitment_X2
,496 ,181 ,344 2,743 ,007
a. Dependent Variable: Leadership Effectiveness_Y
Source: SPSS Output
Based on the above coefficient table then know the value of each coefficient as follows:
Figure 2.Results of data processing, 2016
Rom the table above were obtained results of path analysis coefficient: Y = ρYX1X1+ ρYX2X2 + e =
0,293X1 + 0.364X2 + 0,616. The coefficient of the variable path transformative leadership to leadership
effectiveness variable is equal to 0.293. The coefficient of the variable path variable organizational commitment
to leadership effectiveness is equal to 0.364 coefficient is positive, meaning that the organization's commitment
has positive influence on leadership effectiveness.And then to find out the total effect of variable transformative
leadership and organizational commitment to leadership effectiveness can be seen from the summary table, as
follows:
Table 5. Test R and R Square
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 ,633a
,401 ,389 4,279
a. Predictors: (Constant), Transformative Leadership _X1, Organizational Commitment_X2
Source: SPSS process results
Rated R for addressing multiple correlation of 0.633 (transformative leadership and organizational
commitment) with leadership effectiveness. Taking into account the variations in the value of R Square of 0.401
Addressing the magnitude of the role or contribution of transformative leadership and commitment to the
organization is able to explain the variable effectiveness of leadership by 40.1% and the remaining 59.9% is
influenced by other variables.
Test Results Effect of Partial (t test) and Simultaneous Effect (Test F)
Assessment of the effect of partial aims to test whether each independent variable (exogenous)
significantly influence the dependent variable (endogenous) partially with α = 0.05 and also the acceptance or
rejection of the hypothesis. Partial test (t test) to answer a hypothetical one and two of this study.
Table 6. Test Results t (Partial)
Independent Variables t value Sig
Transformative Leadership _X1 2,603 ,001
Organizational Commitment_X2 2,743 ,007
Source: SPSS output
6. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 77 | Page
Based on the results obtained by statistical calculation coefficient t acount track Transformative
Leadership variable (X1) to variable Leadership Effectiveness (Y) of 2.603 with sig = 0.01. So as to test the
hypothesis partially by t test on the path coefficient ρ31, by comparing the value tcount and ttable. Due to the
value of t = 2.340 and table = 1.980, or in other words that t value> ttable then H0 and H1 accepted. Then sig
0.01> 0.05 is significant. This means that there is a significant influence Transformative Leadership variable
(X1) of the Effectiveness of Leadership (Y). So the first research hypothesis is accepted.
Furthermore, based on the calculation of the above statistics are also variable coefficient obtained t
count Organizational Commitment (X2) on Leadership Effectiveness variable (Y) of 2.743 with sig = 0.007.
Further testing the hypothesis partially by t test on the path coefficient ρ32, by comparing the value tcount and
ttable. Due to the value of t = 2.743 and table = 1.980, or in other words that tvalue > ttable then H0 and H1
accepted. And the value of sig 0.007 <0.05 was significant. This means that there is a significant influence
Organizational Commitment variable (X2) of the Effectiveness of Leadership (Y). So the hypothesis 2 Research
accepted.To answer the third hypothesis that transformative leadership and organizational commitment
influence the effectiveness of leaders simultaneously can be seen from Table 7 below.
Table 7. F Simultaneous Test Results
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 1188,613 2 594,307 32,459 0,01
Residual 1776,027 97 18,310
Total 2964,640 99
a. Dependent Variable: Leadership Effectiveness_Y
b. Predictors: (Constant), Transformative Leadership _X1, Organizational Commitment_X2
Source: Results of SPSS
Based on the calculation above statistics obtained by the path coefficients simultaneously
transformative leadership variable (X1) and organizational commitment (X2) on the effectiveness of the
leadership (Y) with the coefficient F count of 32.459 with sig = 0,000. Hypothesis test simultaneously with the
F test against ρ3412 path coefficients, by comparing the calculated F value and the value of F table. Due to the
value of F count = 32.459 and t table = 3.09, or in other words that the F count> F table then H0 and H1
accepted. Sig 0.01 and the value of <0.05 was significant. This means that there is a significant influence
transformative leadership variable (X1) and organizational commitment (X2) simultaneously on the effectiveness
of the leadership (Y). Three studies so hypotheses can be accepted.Meanwhile, to see the effects of direct and
indirect, can be seen in the following table:
Table 8. Summary of Coefficients Line
Koefisien
Lane Direct Impact Indirect Impact Sub Total Total
Impact41 0,106 0,062 0,168 0,168
Impact42 0,118 0,062 0,18 0,18
Total Impact X1, X2 0,348
The influence of other variables 0,652
Source: results of SPSS
In line with the research method path analysis that has been stated in the previous section, then from
the table above is known that the total effect of transformative leadership on the effectiveness of the leadership,
both directly and indirectly X1 is equal to 0,348 difference is only 0,053 due to rounding as the model table
summary in on. This process aims to determine the effect of direct and indirect inter exogenous variables. But
this does not mean variable transformative leadership and organizational commitment into intervening variables
but only to test the value of R square is equal to the total direct and indirect influence.
1. Leadership Transformative Effect on Leadership Effectiveness.
Transformative leadership have a positive impact on the effectiveness of leadership. Furthermore
(Ivancevich, 2008) in his research that then was poured into his book entitled „Organization‟. In the book stated
by (Ivancevich, 2008) in a chart, where the leadership of the transformative helped determine effective results.
Where the intended results can be output, quality, efficiency, flexibility, satisfaction, competitiveness,
developing and durability in many obstacles. This result is also supported by the results of research (Amir
Sadeghi and ZaidatolAkmaliahPihieLope ,2012), transformative leadership predicted to be effective against the
leadership of variable effectiveness.This is because the transformative leadership able to encourage all units
without coercion willing to participate optimally in achieving the objectives of the institution. Leaders were able
to empower their subordinates, creating change, initiated the organization's vision of success that shows that
7. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 78 | Page
these leaders have a high level of effectiveness. Leaders transformative has a characteristic charismatic, has the
inspiration and intellectual stimulation as agents reformer, has properties brave, trusting others, acting on a
value system, improve continuously, able to face situation tough, has a vision of the future, to guide the
behavior of subordinates, flexible and open and analyze carefully.The results of this study are consistent with
the opinion of (Bernard M. Bass and Ronald E. Riggio, 2006: 128) who argued that transformative leadership is
a charismatic leader, has a central and strategic role, has the ability to make the vision and mission of the future
subordinate, be a motivator for undertake responsibility over subordinates had hoped, and the leadership of such
a leader with a high degree of effectiveness.
This shows that the leadership of the transformative by the head of State is one factor that can improve
the effectiveness of leadership. In line with this, (Bernard M. Bass and Avollio, 1994) proved that the leadership
of the transformative is an important factor in improving the effectiveness of leadership.This occurs because
that's transformative leadership to make many changes PTN strategy. The leaders are also able to innovate, to
plan for the achievement of common goals, committed and determined to satisfy his subordinates.
Transformative leadership also pays special attention to the subordinate personal, so intertwined relationship
and sense of family that is closely (Bernard M. Bass and Ronald E. Riggio, 2006).Further, a transformative
leader has the ability to respond quickly to a variety of changes. Besides the transformativeLeadership also able
to create a working environment in which individuals interact with each other like fellow colleagues, share and
collaborate in developing solutions rather than following the tradition that is more rigid and hierarchical (Issa M.
Saleh and MiyntSweKhine, 2011) , This is because a transformative leader able to give effect individually. He
became a role model both in act and speak. So he is admired, respected and trustworthy at the same time.
Leadership transformative effect on leadership effectiveness, it is interpreted that the better
transformative leadership that is owned by the lecturer it means that the higher the level of achievement in
leadership work. The findings of this study, reinforced by research conducted by James (Edward Talber,
2014).Manager or leader to manage five types of resources, namely: man (man); money (money); machines
(machine); method (method) and Information Technology (Information Technology), (Hapzi Ali, 2009: 49).
2.Organizational Commitment Effect on Leadership Effectiveness.
Effective leadership seen from the achievement of leadership in solving one or several tasks and
Effectiveness of leadership can also be seen from the satisfaction gained by his followers (Gibson, Ivancevich,
Donnelly, &Konopaske, 2003).The results are consistent with the findings of (Rehmanet al, 2012) states that
organizational commitment significantly related to transactional leadership.Leaders who are highly committed
to the PT he led was also able to increase effectiveness in the lead. This is because these leaders would be
willing to work voluntarily for the future of his organization. Leaders will do many things for the sake of
progress and achievement of organizational goals. Furthermore, leaders who are committed to the organization
also has a desire voluntarily to follow the rules, giving contribute, fulfill all the tasks, loyal, and bound in the
organization.
Effective leaders are leaders who work hard and meticulous and appreciate the time. Islam teaches that
every second of the time should be filled with three things; to increase faith, charity build and foster social
communication. This is in accordance with the word of Allah (QS. Al Asrhverses1-3), which means: 1. for the
future. 2. Behold, the man is really in loss, 3. Except those who believe and do righteous deeds, and counsel
advised in order to adhere to truth and counsel advised that fulfill patience (Zuhri, 2007).Organizational
commitment affect the effectiveness of the leadership, it is interpreted that the higher commitment led
organization, the higher the level of achievement of leadership in the work.The results of this study are
supported by research (Nanda Limakrisna, ZulkiZulkifli, Hapzi Ali, 2016), That Organizational Commitment
influenced also by Organizational Culture, Organizational Climate and Leadership Style either partially or
simultaneously and have a positive impact also on Employee Performance.
3. Organizational Leadership and Commitment Transformative Effect on Leadership Effectiveness
Transformative leadership was doing much improved organization, able to innovate, to plan for the
achievement of common goals, committed and determined to satisfy his subordinates. He also always empower
subordinates, so that subordinates have the independence and autonomy in charge. Transformative leadership
also pays special attention to the subordinate personal, so intertwined relationship and a strong sense of
family.Then, led by high commitment to the organization, have a similar parable with someone who believed in
God would not be easily influenced on momentary interests (vested interest) is tempting the short
dimension.This study is also similar to the study by (Khasawnehet aI, 2012; (Bass andAvolio, 1994); (Sadeghi
and Pihie, 2012, James Talber, 2014). Transformative leadership and commitment of influential organizations
together, both directly and indirectly on the effectiveness of leadership. Where if transformative leadership and
organizational commitment of the higher, the higher the level of achievement of leadership in the work. The
findings of this study, reinforced by research conducted by (Chiang et al, 2012) that transformative leadership
8. Leadership Effectiveness: an Analysis of Transformational Leadership and Organizational
DOI: 10.9790/487X-1811037280 www.iosrjournals.org 79 | Page
has a correlation with organizational commitment.This study is in line also with the research (Mukhtar, Risnita,
M. ShoffaSaifillah, Hapzi Ali, 2016), That Work Commitment positive and significant impact to the satisfaction
of Service. Leaders will be able to carry out their duties well if it has the commitment and provide good service
on its staff.
4. Correlation Between of Dimensions
Based on Table 7 can be seen the relationship between the variables X1 and X2 dimensions to the
dimensions of the variable Y as indicated by the value of the Pearson correlation between dimensions
respectively. The greater the value of Pearson correlation, the stronger the relationship, it can be seen the
dimensions of variables that have the highest R value and dimension variables that have the lowest value of r.
Table 9. Matrix Correlation Between of Dimensions
Variable Leadership Effectiveness
Dimension/Indicator Coleration (r)
Transformative
Leadership
Agent of change 1
Inspiration -,237
Empowering subordinates -,151
Accepting differences ability subordinates -,250*
Pay attention to subordinate ,040
Organizational
Commitment
Identification ,115
Involvement ,072
Loyalty ,129
Source: Data processing (2016)
Based on Table 9 above, obtained figures for the value of r where the highest for the variable X1 is the
correlation between the indicators of “agent of change” (Variable Transformative Leadership) with the
effectiveness of the leadership that is equal to 1 or 100%. This condition illustrates that changes in leadership
effectiveness variable (Y) predominantly influenced by the indicator “agent of change” in the variable
transformative leadership.The highest correlation value is a correlation between the dimensions “Loyalty”
(variable organizational commitment) with the effectiveness of the leadership that is equal to 0.129 or 12.9%.
This condition illustrates that changes in leadership effectiveness variable (Y) predominantly influenced by the
dimension of “Loyalty”.
V. Conclusions and Recommendations
Conclusion: In conclusion analysis Transformative Leadership and Organizational Commitment to the
Effectiveness of the Leadership of PTN‟s Jambi Province are:
1) Leadership Transformative significantly influence the effectiveness of the leadership, the maximum
transformative leadership that is owned by the head of State, the higher the level of achievement of
leadership in the work,
2) Commitment Organizations significantly influence the Effectiveness of the Leadership, the higher the
Organizational Commitment of the leadership of state universities will increase the achievement of
leadership,
3) leadership and Transformative Commitment of the organization influence simultaneously both directly and
indirectly to the effectiveness of the leadership, in which when the Transformative Leadership and
Organizational Commitment higher the higher the level of Leadership Effectiveness PTN Jambi Province.
Recommendations:
1) Head of State who become agents of change make changes according to the needs and demands of the times
that a positive impact on the progress of PTN;
2) Opening of new courses that suit the needs of people and improve accreditation;
3) Leadership empowers subordinates to program a variety of training in order to improve the skills of
subordinates and Leadership build reward and punishment system more thoroughly.
References
[1] Aaron,Cohen.(2008). Multiple Commitments in the Workplace. Lawrence Erlbaum Associates.
[2] Allen, N. J., dan Meyer, J. P. (1990). The Measurement and Antecedents of Affective. Continuance and Normative Commitment to
the Organization. Journal of Occupational Psychology, 63, 1-18.
[3] Bass, Bernard M., dan Ronald E. Riggio. (2006). Transformational Leadership. New Jersey: Lawrence Erlbaum Associates
Publisher.
[4] Bateman, T. S. dan S. Strasser. (1984).A Longitudinal Analysis of theAntecedents of Organizational Commitment. Academy of
Management. Journal 27(1), 95-112.
[5] Bass, B.M., danAvolio, B.J. (1994). Improving Organizational Effectiveness through,Transformasional Leadership. Thousand Oaks
: Sage.