This document summarizes a research study on factors that influence the performance of civil servants in the West Java provincial government in Indonesia. The study found that organizational culture, organizational climate, and leadership style positively and significantly impact organizational commitment, explaining 55% of the variance in commitment. These three factors also positively and significantly impact employee performance, explaining 80% of the variance. Organizational commitment was found to be the most dominant individual influence on employee performance. The research concludes that improving organizational culture, climate, leadership and commitment can help increase the performance of civil servants.
The Effect of Human Resources Quality, Good Governance and Internal Control S...AJHSSR Journal
ABSTRACT: This study aims to obtain empirical evidence of the influence of human resource quality, good
governance and internal control systems on the financial performance of the Denpasar City government. The
sample in this study was the Regional Apparatus Organization (OPD) of Denpasar City totaling 32 OPDs. The
sampling method used was nonpropability sampling with purposive sampling technique. The data was collected
by distributing questionnaires to 96 respondents and observing non-participants. The data analysis technique
used is multiple linear regression analysis. The results of this study indicate that the quality of human resources,
good governance and internal control systems on the financial performance of the Denpasar City Government
have a positive effect.
KEYWORDS: quality of human resources, good governance, internal control system, government
financial performance
Factors Affecting the Capacity of Bureaucratic Apparatus in Providing Public ...theijes
The purpose of this study was: (1) to study and analyze the factors influencing bureaucratic apparatus capacity of knowledge, skill, work ethic, and motivation and their separate impact on public service in the province of Southeast Sulawesi. (2) To study and analyze the simultaneous impact of bureaucratic apparatus capacity of knowledge, skill, work ethic and motivation on public service in the province of Southeast Sulawesi. (3) To study and analyze qualitatively whether political factor support or hinder the capacity and professionalism of bureaucratic apparatus in the provision of public service in the province of Southeast Sulawesi. This study employed a combination of quantitative and qualitative approaches. The population of this study was all civil servants working at some offices and institutions which provide public services in four municipalities (excluding the heads of the office) and the service recipients. The samples were determined by using a cluster random sampling technique which applied Machin and Campbell formula, resulting in a total of 266 respondents. To statistically analyze the data, a method of path analysis was applied. The results of the study showed that the simultaneous effect of bureaucratic apparatus capacity, which includes knowledge, work ethic, and motivation on public services in the province of Southeast Sulawesi. The remaining 48.8 % was affected by other factors beyond the scope of this study. Separately, every single variable had a different effect: the effect of knowledge, skill, work ethic, and motivation. Of the four variables that were examined quantitatively, knowledge appeared to be the most dominant one. However, separately those variables did not have any significant effect. Political factor, which was analyzed qualitatively, turned out to be inhibiting the capacity and professionalism of bureaucratic apparatus in the province of Southeast Sulawesi, owing to the fact that assignment of high echelon officers and placement of staff are not based on their competence; rather, the positions and placement become political gifts given to those who have helped current heads of municipality or city major to win election
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
The Rayon Office On Of Sub District, So The Head Of Rayon Office Receipt Part Of Authority Delegated From Sub District, And The Sub District Receipt Part Of Authority Delegated From The Local Government.
BUREAUCRATIC ETHICS IN PUBLIC SERVICES CASE STUDY: OFFICE OF THE NATIONAL LAN...IAEME Publication
This study aims to examine and analyze how the ethics of bureaucrats in public
service in the field of land, and detect factors that affect the ethics of public service
bureaucrats in the field of land, as well as find effective solutions for the apparatus in
enforcing the ethics of public services in accordance with the established moral
standards and standard rules. The type of research used is a qualitative approach, in
order to know and understand the ethics of bureaucrats by using indicators of equality,
equality, loyalty, and responsibility in public services at the Office of the Ministry of
Agrarian Affairs and the National Land Agency of North Luwu Regency. Research
results show that based on equality, equality, and loyalty and responsibility aspects as
an indicator in assessing bureaucrat ethics, the fact that ethics / morale of bureaucrats
in the public service in the land sector is still low. Facts on the ground prove that there
are still practices that are not commendable in providing services to citizens who need
land services. One of the causes of the low ethics of bureaucrats in the function of land
service is the moral quality of each personnel of the apparatus itself, in addition to the
welfare factor that has not been too supportive to meet the needs and welfare of
employees.
The Effect of Human Resources Quality, Good Governance and Internal Control S...AJHSSR Journal
ABSTRACT: This study aims to obtain empirical evidence of the influence of human resource quality, good
governance and internal control systems on the financial performance of the Denpasar City government. The
sample in this study was the Regional Apparatus Organization (OPD) of Denpasar City totaling 32 OPDs. The
sampling method used was nonpropability sampling with purposive sampling technique. The data was collected
by distributing questionnaires to 96 respondents and observing non-participants. The data analysis technique
used is multiple linear regression analysis. The results of this study indicate that the quality of human resources,
good governance and internal control systems on the financial performance of the Denpasar City Government
have a positive effect.
KEYWORDS: quality of human resources, good governance, internal control system, government
financial performance
Factors Affecting the Capacity of Bureaucratic Apparatus in Providing Public ...theijes
The purpose of this study was: (1) to study and analyze the factors influencing bureaucratic apparatus capacity of knowledge, skill, work ethic, and motivation and their separate impact on public service in the province of Southeast Sulawesi. (2) To study and analyze the simultaneous impact of bureaucratic apparatus capacity of knowledge, skill, work ethic and motivation on public service in the province of Southeast Sulawesi. (3) To study and analyze qualitatively whether political factor support or hinder the capacity and professionalism of bureaucratic apparatus in the provision of public service in the province of Southeast Sulawesi. This study employed a combination of quantitative and qualitative approaches. The population of this study was all civil servants working at some offices and institutions which provide public services in four municipalities (excluding the heads of the office) and the service recipients. The samples were determined by using a cluster random sampling technique which applied Machin and Campbell formula, resulting in a total of 266 respondents. To statistically analyze the data, a method of path analysis was applied. The results of the study showed that the simultaneous effect of bureaucratic apparatus capacity, which includes knowledge, work ethic, and motivation on public services in the province of Southeast Sulawesi. The remaining 48.8 % was affected by other factors beyond the scope of this study. Separately, every single variable had a different effect: the effect of knowledge, skill, work ethic, and motivation. Of the four variables that were examined quantitatively, knowledge appeared to be the most dominant one. However, separately those variables did not have any significant effect. Political factor, which was analyzed qualitatively, turned out to be inhibiting the capacity and professionalism of bureaucratic apparatus in the province of Southeast Sulawesi, owing to the fact that assignment of high echelon officers and placement of staff are not based on their competence; rather, the positions and placement become political gifts given to those who have helped current heads of municipality or city major to win election
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
The Rayon Office On Of Sub District, So The Head Of Rayon Office Receipt Part Of Authority Delegated From Sub District, And The Sub District Receipt Part Of Authority Delegated From The Local Government.
BUREAUCRATIC ETHICS IN PUBLIC SERVICES CASE STUDY: OFFICE OF THE NATIONAL LAN...IAEME Publication
This study aims to examine and analyze how the ethics of bureaucrats in public
service in the field of land, and detect factors that affect the ethics of public service
bureaucrats in the field of land, as well as find effective solutions for the apparatus in
enforcing the ethics of public services in accordance with the established moral
standards and standard rules. The type of research used is a qualitative approach, in
order to know and understand the ethics of bureaucrats by using indicators of equality,
equality, loyalty, and responsibility in public services at the Office of the Ministry of
Agrarian Affairs and the National Land Agency of North Luwu Regency. Research
results show that based on equality, equality, and loyalty and responsibility aspects as
an indicator in assessing bureaucrat ethics, the fact that ethics / morale of bureaucrats
in the public service in the land sector is still low. Facts on the ground prove that there
are still practices that are not commendable in providing services to citizens who need
land services. One of the causes of the low ethics of bureaucrats in the function of land
service is the moral quality of each personnel of the apparatus itself, in addition to the
welfare factor that has not been too supportive to meet the needs and welfare of
employees.
This study aims to discuss opportunities for developing the concept of Personal Prophetic Leadership
(Perpec-L) as an intrinsic character education model that can increase productivity. This study examines the
relationship between machiavellism, lecturer achievement index, prophet leadership and lecturer
productivity
The family relationship and the place of people living with HIV virus in thei...AkashSharma618775
Acquired Immuno Deficiency Syndrom (AIDS) is caused by Human immunodeficiency virus (HIV) is still
one of the diseases causing serious consequences for people living with HIV and their families as well as
Vietnamese society. People living with HIV want to be eligible to develop and assert themselves in society, first of
all, they must have the family's support. The relationship between people living with HIV and their place in the
family is one of the important factors that support them in the process of social integration.
A data-driven report chronicling the pubic engagement of Osun State Governor, Alhaji Gboyega Oyetola, with Osun citizens in 2019 across digital and offline communication media
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Effects of Reward on Performance of Workers in the Nigerian Public Sectorijtsrd
Service delivery in Nigeria's public sector has assumed greater significance given that much is required of the civil service if government is to successfully execute its policies and programmes. However, for effective and efficient service delivery and improved job performance in the public sector, workers need to be appropriately motivated. It is in view of the foregoing that this study was designed to examine the effect of reward on employee's performance in Oyo State civil service. The study was anchored on motivational theory of equity which sees performance as consequence of fair treatment of employees. To address the study problems, descriptive survey design was adopted. The population of the study comprises of 7,785 employees of the Ministries, Departments and Agencies MDAs of the Oyo State Civil Service. A sample size 381 was drawn by the use of Talo Yamanes formula of which 200 copies of questionnaires was duly completed and returned and this represents 52.5 response rate. In line with the study objectives, four hypotheses were formulated and tested using simple regression analysis and t test analysis through the use of the 22nd version of SPSS. The findings revealed significant individual and joint effect of financial and non financial rewards on performance. In addition, the study discovered that non financial reward in comparison to financial reward significantly impacted more on performance. In view of the findings, the study recommended that it is high time government knew what propels its workforce to improved productivity. In particular, in service training, merit based promotion, recognition, meritorious service awards, recommendation and other forms on non financial reward were advocated while not forgetting performance based incentives. Esione, Uchechukwu Onyeka | Osita, Fabian Chinedu | Prof. Chigbo D. Ngige ""Effects of Reward on Performance of Workers in the Nigerian Public Sector"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30043.pdf
Paper Url : https://www.ijtsrd.com/management/organizational-behaviour/30043/effects-of-reward-on-performance-of-workers-in-the-nigerian-public-sector/esione-uchechukwu-onyeka
A public accountant as a profession that provides assurance services about historical
financial report information to the public is required to have adequate accounting knowledge and
accounting skills as well as personal qualities. Such personal qualities will be reflected in his
professional behavior. Professional behavior of public accountant one of them embodied in the
form of avoid dysfunctional behavior of accountant. dysfunctional behavior is related to time
budget pressure and turnoer intention. A high level of time budget pressure will encourage
auditors to perform dysfunctional behaviors. The desire to quit working is also judged to affect the
irregularities of auditor behavior. There is a significant positive correlation between intention
turnover and dysfunctional audit behavior due to decreased fears of possible sanctions if such
behavior is detected.
The Effect Of Firm Size And Organizational Culture On The Quality Of Financial Reporting In Sharia Microfinancing Institution (Baitul Maal Wa Tamwil) (The Case Of Ex Banyumas Residency-Indonesia)
The Effects of Organizational Changes Towards Students' EmotionNada Rahmah Majied
This paper have been presented at 5th Global Conference Business and Social Science (GCBSS) organized by Global Academy of Training and Research (GATR) at Bangsar South-Kuala Lumpur- Malaysia, 4-5 May, 2017.
Abstract:
Organizational change can produce a number of positive and negative emotional responses. This study uses the Theory of Emotional Contagion (Hatfield, Cacioppo & Rapson, 1993) where negative as well as positive feelings can be transferred to others. The aims of the study are to examine the effects of perception on technological change, leadership change and structural change towards students’ emotions; and to analyze the mediating effect of experience on perception and emotion resulting from organizational changes. The study employs the quantitative research design using the survey method with the self-administered questionnaire. A total of 223 respondents was collected from among the undergraduate students at a faculty in a public university who have faced organizational changes (technological, leadership and structural). Results reveal that perceptions of technology, leadership and structural changes are found to have moderate effects on students’ emotions. However, experiences of change partially mediate students’ emotion and perception of technological, leadership and structural changes. Experience with organizational changes affects students’ emotions badly. This implies that the Emotional Contagion Theory holds true for organizational changes as the hypotheses are supported.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
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
Effect of Emotional Quotient, Servant Leadership, Complexity of Task, Cultura...inventionjournals
The purpose of this study is to analyze and examine the influence of emotional intelligence, servant leadership, the complexity of the task and organizational culture on work motivation Civil State Apparatus (ASN) in Wajo South Sulawesi province. To analyze and examine the effect of emotional intelligence, servant leadership, the complexity of the task, the organizational culture on the performance of the State Civil Apparatus (ASN) in Wajo South Sulawesi province. To implement this purpose we used data collection techniques through documentation and questionnaires, using data analysis techniques Structural Equation Modeling (SEM) using AMOS Software help release 21. The results showed that emotional intelligence is a positive and significant effect on work motivation, so in this study the hypothesis was accepted. Emotional intelligence on the performance of the civilian state apparatus and significant positive effect, so the hypothesis is accepted. Servant leadership and significant positive effect on work motivation, so the hypothesis is accepted. Servant leadership positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is rejected. The complexity of the task and a significant negative effect on work motivation, so the hypothesis is accepted. The complexity of the task and a significant negative effect on the performance of the civilian state apparatus, so the hypothesis is accepted. Organizational culture positive and significant effect on work motivation, so the hypothesis is accepted. Organizational culture positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is accepted. Work motivation positive and significant effect on the performance of the civilian state apparatus, so the hypothesis is accepted
This study aims to discuss opportunities for developing the concept of Personal Prophetic Leadership
(Perpec-L) as an intrinsic character education model that can increase productivity. This study examines the
relationship between machiavellism, lecturer achievement index, prophet leadership and lecturer
productivity
The family relationship and the place of people living with HIV virus in thei...AkashSharma618775
Acquired Immuno Deficiency Syndrom (AIDS) is caused by Human immunodeficiency virus (HIV) is still
one of the diseases causing serious consequences for people living with HIV and their families as well as
Vietnamese society. People living with HIV want to be eligible to develop and assert themselves in society, first of
all, they must have the family's support. The relationship between people living with HIV and their place in the
family is one of the important factors that support them in the process of social integration.
A data-driven report chronicling the pubic engagement of Osun State Governor, Alhaji Gboyega Oyetola, with Osun citizens in 2019 across digital and offline communication media
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Effects of Reward on Performance of Workers in the Nigerian Public Sectorijtsrd
Service delivery in Nigeria's public sector has assumed greater significance given that much is required of the civil service if government is to successfully execute its policies and programmes. However, for effective and efficient service delivery and improved job performance in the public sector, workers need to be appropriately motivated. It is in view of the foregoing that this study was designed to examine the effect of reward on employee's performance in Oyo State civil service. The study was anchored on motivational theory of equity which sees performance as consequence of fair treatment of employees. To address the study problems, descriptive survey design was adopted. The population of the study comprises of 7,785 employees of the Ministries, Departments and Agencies MDAs of the Oyo State Civil Service. A sample size 381 was drawn by the use of Talo Yamanes formula of which 200 copies of questionnaires was duly completed and returned and this represents 52.5 response rate. In line with the study objectives, four hypotheses were formulated and tested using simple regression analysis and t test analysis through the use of the 22nd version of SPSS. The findings revealed significant individual and joint effect of financial and non financial rewards on performance. In addition, the study discovered that non financial reward in comparison to financial reward significantly impacted more on performance. In view of the findings, the study recommended that it is high time government knew what propels its workforce to improved productivity. In particular, in service training, merit based promotion, recognition, meritorious service awards, recommendation and other forms on non financial reward were advocated while not forgetting performance based incentives. Esione, Uchechukwu Onyeka | Osita, Fabian Chinedu | Prof. Chigbo D. Ngige ""Effects of Reward on Performance of Workers in the Nigerian Public Sector"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30043.pdf
Paper Url : https://www.ijtsrd.com/management/organizational-behaviour/30043/effects-of-reward-on-performance-of-workers-in-the-nigerian-public-sector/esione-uchechukwu-onyeka
A public accountant as a profession that provides assurance services about historical
financial report information to the public is required to have adequate accounting knowledge and
accounting skills as well as personal qualities. Such personal qualities will be reflected in his
professional behavior. Professional behavior of public accountant one of them embodied in the
form of avoid dysfunctional behavior of accountant. dysfunctional behavior is related to time
budget pressure and turnoer intention. A high level of time budget pressure will encourage
auditors to perform dysfunctional behaviors. The desire to quit working is also judged to affect the
irregularities of auditor behavior. There is a significant positive correlation between intention
turnover and dysfunctional audit behavior due to decreased fears of possible sanctions if such
behavior is detected.
The Effect Of Firm Size And Organizational Culture On The Quality Of Financial Reporting In Sharia Microfinancing Institution (Baitul Maal Wa Tamwil) (The Case Of Ex Banyumas Residency-Indonesia)
The Effects of Organizational Changes Towards Students' EmotionNada Rahmah Majied
This paper have been presented at 5th Global Conference Business and Social Science (GCBSS) organized by Global Academy of Training and Research (GATR) at Bangsar South-Kuala Lumpur- Malaysia, 4-5 May, 2017.
Abstract:
Organizational change can produce a number of positive and negative emotional responses. This study uses the Theory of Emotional Contagion (Hatfield, Cacioppo & Rapson, 1993) where negative as well as positive feelings can be transferred to others. The aims of the study are to examine the effects of perception on technological change, leadership change and structural change towards students’ emotions; and to analyze the mediating effect of experience on perception and emotion resulting from organizational changes. The study employs the quantitative research design using the survey method with the self-administered questionnaire. A total of 223 respondents was collected from among the undergraduate students at a faculty in a public university who have faced organizational changes (technological, leadership and structural). Results reveal that perceptions of technology, leadership and structural changes are found to have moderate effects on students’ emotions. However, experiences of change partially mediate students’ emotion and perception of technological, leadership and structural changes. Experience with organizational changes affects students’ emotions badly. This implies that the Emotional Contagion Theory holds true for organizational changes as the hypotheses are supported.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
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
Effect of Emotional Quotient, Servant Leadership, Complexity of Task, Cultura...inventionjournals
The purpose of this study is to analyze and examine the influence of emotional intelligence, servant leadership, the complexity of the task and organizational culture on work motivation Civil State Apparatus (ASN) in Wajo South Sulawesi province. To analyze and examine the effect of emotional intelligence, servant leadership, the complexity of the task, the organizational culture on the performance of the State Civil Apparatus (ASN) in Wajo South Sulawesi province. To implement this purpose we used data collection techniques through documentation and questionnaires, using data analysis techniques Structural Equation Modeling (SEM) using AMOS Software help release 21. The results showed that emotional intelligence is a positive and significant effect on work motivation, so in this study the hypothesis was accepted. Emotional intelligence on the performance of the civilian state apparatus and significant positive effect, so the hypothesis is accepted. Servant leadership and significant positive effect on work motivation, so the hypothesis is accepted. Servant leadership positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is rejected. The complexity of the task and a significant negative effect on work motivation, so the hypothesis is accepted. The complexity of the task and a significant negative effect on the performance of the civilian state apparatus, so the hypothesis is accepted. Organizational culture positive and significant effect on work motivation, so the hypothesis is accepted. Organizational culture positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is accepted. Work motivation positive and significant effect on the performance of the civilian state apparatus, so the hypothesis is accepted
Linking leadership style, work environment, job characteristics to civil serv...inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
The Influence of Work Motivation, Organizational Citizenship Behavior and Org...AJHSSR Journal
ABSTRACT: This study aims to determine the simultaneous effect of work motivation, organizational
citizenship behavior and organizational culture on the performance of police personnel and also to examine the
partial effect of work motivation on performance, organizational citizenship behavior on performance and
organizational culture on performance. The object of this research is the Kolaka Resort Police. This study uses a
quantitative approach where the population of this study amounted to 183 people. Determination of the sample
with the Slovin formula so that the sample of this study amounted to 126 personnel. Samples were drawn using
simple random sampling technique. The research data were collected by questionnaire and analyzed using
multiple linear regression. The results of the analysis of this study conclude that simultaneously work
motivation, organizational citizenship behavior and organizational culture have a significant effect on
performance. Partial test results found that work motivation has a positive and significant effect on performance.
Organizational citizenship behavior has a positive and significant effect on performance. Organizational culture
has a positive and significant effect on performance. The work motivation variable was found to be the most
dominant in influencing performanc
KEYWORDS -Work Motivation, Organizational Citizenship Behavior, Organizational Culture, Employee
Performance
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
The Influence of Job Satisfaction towards Employee Performance on the Anteced...IOSRJBM
This study aims to describe the competence, OCB, job satisfaction and employee performance, analyze the effect of competence and OCB towards employee satisfaction, analyze the effect of competence and OCB towards employee performance, analyze the influence of job satisfaction towards employee performance, competence and OCB , analyze the influence of performance towards employee satisfaction. Type of research was including explanatory research with no design quantitative approach. The population of this study is all employees of the National Trafic management Center (NTMC) of National Police Traffic Corps (Korlantas) of Indonesian National Police (Polri) consisted of police officers and civil servants as many as 135 people. The analysis technique used was descriptive analysis and Analysis of Structural Equation Modeling. The results of the analysis show that the Competence and OCB affected on job satisfaction. Competence and OCB have influence over the employee performance. Job satisfaction has influence over the employee performance and it also mediates the influence of competence and OCB towards employee performance.
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.
RECTIFYING PERFORMANCE MEASUREMENTS IN INDONESIA’S GOVERNMENT AGENCIESIAEME Publication
Performance appraisal is a fundamental indicator to ensure public accountability
in the frame of good governance principles. Some studies examine effectiveness of
performance appraisal in public organizations, particularly local government
institutions. However, most studies focused on financial accountability achievement
which tend to overlook management-based perspective. Hence, this study aims to
analyze performance measurement that can contribute to improve performance in the
frame of management-based. The study was conducted in qualitative approach and
focused on government agencies in South Sulawesi Province, Indonesia. Data
collection techniques used were interview, observations and document study. The
result of this research is providing alternative performance measurement model not
only for the provincial government of South Sulawesi but also for other local
governments.
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Effect of Human Resources Practice on the Job Satisfaction of Employees a...inventionjournals
HRM practices are factors that need attention in the organization, and fundamental to be able to create work and achievement of organizational goals. Policies and practices that were able to overshadow every member of the organization will bring members of the organization or employee satisfaction. Otherwise, with the satisfaction of members of the organization to the policies and practices that can reduce absenteeism, lower turnover rate of employees, and can increase the productivity of the organization as a result of increasing individual productivity. The demand for the development of human resources are getting more quality driven by advances in technology, trade and so are likely to require professionalism and quality of human resources of the organization. For the Human Resources management presence is needed by organizations both governmental organizations and private organizations. This research is use a primary research are including data collected by the researchers, research instruments were questionnaires. This research was conducted during October 2012 to January 2013, where the object of this study is LPMP in North Maluku Province was located in the city of Tidore Islands and the subjects of this study were employees. The population in this study is amounted on 57 people. The results also show that the compensation has a dominant influence on employee satisfaction. HRM practices in LPMP North Maluku province, such as placement, remuneration, career opportunities, training and development, then performance assessment are good enough and simultaneously significant effect on employee satisfaction LPMP in North Maluku provinces
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Employees’ Career Growth and Development: Outlook and Challenges of a First-C...AI Publications
This study focused on identifying the outlook and challenges on career growth and development of all seventeen employees of the accounting office of a local government unit and is anchored on Systems Theory Framework of Career Development. Descriptive qualitative research design was employed and utilized total enumeration purposive sampling. Respondents were interviewed and data was gathered, transcribed, and thematically analyzed. Findings revealed that employees shared positive and negative outlook on career growth and development citing promotion, annual salary appraisal, and skills enhancement. Furthermore, challenges included demographic factors like age, educational background, market competition, lack of vision and personal purpose, slow promotion process, and management support. Therefore, the outlook and challenges of the employees focused on the career planning intervention, especially in ensuring that employees are given enough exposure and awareness on professional development and training to acquire skillset and qualifications to advance their careers and provide robust development of core policies to ensure everyone is treated fairly and just with regards to career advancement. Self-awareness, self-development, inclusive work environment and management support will help employees in their careers and professions.
The Influence of Motivation, Incentives, And Work Environment on The Performa...AJHSSR Journal
ABSTRACT:This study aims to determine the Significance of (1) Motivation to Employee Performance, (2)
Incentives to Employee Performance, and (3) Work Environment on Employee Performance. This type of
research is causal association research, using a questionnaire as the primary data collection technique. The
population is all civil servants at UPTB-UPPD / SAMSAT Whole Lombok Island, totaling 171 people by taking
a sample of 78 employees. The data collection tool used is a questionnaire. Data analysis tools using SEM PLS
analysis. The results showed that (1) Motivation has a significant positive effect on employee performance. (2)
Incentives have a significant positive effect on Employee Performance. (3) Work Environment has a significant
effect on Employee Performance.
Keywords :Motivation, Incentives, Work Environment, and Employee Performance
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the work environment, compensation, work
discipline, and work ethic on the performance of the State Civil Apparatus. This research is motivated by a work
environment that is felt to be less supportive in carrying out the work, the perceived acceptance of compensation
is still low, awareness of attendance at work is still low, obedience to rules and ethical behavior is still being
violated, and the performance of the state civil apparatus is still not stable and tends to be low on the state civil
apparatus of the Sungai Penuh City Inspectorate. This type of research uses a quantitative approach with
multiple linear regression method. Data collection techniques with questionnaires, observations and interviews.
The respondents of this study were 45 people The State Civil Apparatus at the Sungai Penuh City Inspectorate.
The sampling method uses the total sampling methodwhere the entire population in this study was used as the
research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS)
version 24.0 program. From the results of this study it was found that partiallythe work environment has a
significant effect on the performance of the state civil apparatus, compensation has a significant effect on the
performance of the state civil apparatus, work discipline has a significant effect on the performance of the state
civil apparatus, work ethic has a significant effect on the performance of the state civil apparatus, and work
environment, compensation, work discipline and work ethic jointly have a significant effect on the performance
of the state civil apparatus at the Sungai Penuh City Inspectorate.
Similar to 2. hapzi ali, et al., 2016, model of employee performance, ijer, mercu buana university (20)
Mastering Local SEO for Service Businesses in the AI Era is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
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Monthly Social Media News Update May 2024Andy Lambert
TL;DR. These are the three themes that stood out to us over the course of last month.
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2️⃣ Instagram’s new algorithm and latest guidance will help us maintain organic growth. Instagram continues to evolve, but Reels remains the most crucial tool for growth.
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In this presentation, Danny Leibrandt explains the impact of AI on SEO and what Google has been doing about it. Learn how to take your SEO game to the next level and win over Google with his new strategy anyone can use. Get actionable steps to rank your name, your business, and your clients on Google - the right way.
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The Secret to Engaging Modern Consumers: Journey Mapping and Personalization
In today's digital landscape, understanding the customer's journey and delivering personalized experiences are paramount. This masterclass delves into the art of consumer journey mapping, a powerful technique that visualizes the entire customer experience across touchpoints. Attendees will learn how to create detailed journey maps, identify pain points, and uncover opportunities for optimization. The presentation also explores personalization strategies that leverage data and technology to tailor content, products, and experiences to individual customers. From real-time personalization to predictive analytics, attendees will gain insights into cutting-edge approaches that drive engagement and loyalty.
Key Takeaways:
Current consumer landscape; Steps to mapping an effective consumer journey; Understanding the value of personalization; Integrating mapping and personalization for success; Brands that are getting It right!; Best Practices; Future Trends
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For too many years marketing and sales have operated in silos...while in some forward thinking companies, the two organizations work together to drive new opportunity development and revenue. This session will explore the lessons learned in that beautiful dance that can occur when marketing and sales work together...to drive new opportunity development, account expansion and customer satisfaction.
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How to Use AI to Write a High-Quality Article that Ranksminatamang0021
In the world of content creation, many AI bloggers have drifted away from their original vision, resulting in low-quality articles that search engines overlook. Don't let that happen to you! Join us to discover how to leverage AI tools effectively to craft high-quality content that not only captures your audience's attention but also ranks well on search engines.
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The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
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Come learn how YOU can Animate and Illuminate the World with Generative AI's Explosive Power. Come sit in the driver's seat and learn to harness this great technology.
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2. 708 Nandan Limakrisna, Zulki Zulkifli Noor and Hapzi Ali
the Indonesian government since the new order has pioneered an increase in the
productivity of human resources, namely by increasing the performance of human
resources itself . The launching of the program is based on the idea that productivity
determines the formation of a national growth rate of the index as well as the most
sensitive indicator of economizing process and as a primary gauge of economic
progress of a nation.
Remember that human factor is a prime mover for a total resources to others in
improving productivity, which also become a challenge in Long-term Development
Second Stage (PJPT II) is human resource development that was qualified to have a
high level of performance in every sector development and have the horizon
perspective intellective in that area. The Challenge this requires a change in
management attitude to labor, if all labor are seen as short-term costs (short capitals)
but for now seen as long-term investment whose existence is required for smooth
such organizations. Along with the development of technology and economy, the role
people not only limited as supervisor labor that comes from physical strength, but the
more important is that can use the horizon thinkin to plan and productive activities.
Then in the face globalization era, his splendor effort to improve its human
resources, various cases and issues that indicate symptoms experienced quality. Abuse
of position, a decrease in discipline, and various other irregularities such as the
recruitment of civil servant officer (PNS) which is not an end, the career path of non
- transparent, the proliferation of corruption and collusion, so normatively considered
improper behavior, it sticks through the surface of news from various so that the mass
media consumption .
Many experts are trying to unravel reasons why civil servants have poor
performance. The average of the opinions of experts lead to the theory of Maslow’s
needs , which concludes that a person would do or not do something very dependent
on needs (needs ), if someone felt the need and can fulfill their needs by doing an
activity, it will perform the activity with all the potential it has. However, if an activity
does not significantly affect the life, it tends not to be done. If the theory is applied to
civil servants, less will be able to respond why civil servants have poor performance,
which in turn affects the performance of the government.
Law No. 32 of 2004 on local government article 129, which reads : Paragraph (2)
Civil Service management area as referred to in paragraph (1) shall include the
determination of formation, procurement, appointment, transfer, dismissal, the
determination of retired, salary, benefits, welfare, rights and obligation , legal standing,
competence development, and control number. According to the provisions contained
in Article 129 of Law No. 32 Year 2004 on Regional Government, it showed clearly
and has a strong legal foundation, as guidance in governance and service to society,
that the regional government has the authority to pursue the policy of welfare for
civil servants who were on duty and work in the Local Government’s environment
and exist various forms.
3. Model of Employee Performance : The Empirical Study at Civil Servants in Government... 709
So with the issuance of regulations local government act relating to the formation,
procurement,appointment, transfer, dismissal, the determination of pension, salary,
benefits, welfare, rights and obligations, legal position, the development of
competencies that everything is a form of government support to employees, it should
be government performanceof government able to improve the performance of local
government in all sector, but in fact the performance tends to decline. Based on the
accountability report on the result government performance region government
(LAKIP) government West Java Province in 2013 by referring to high assessment LAKIP
from the Ministry of State Apparatus and Bureaucratic Reform” KementerinAparatur
Negara danReformasiBirokrasi” (PANRB (http://www.menpan.go.id)) shows that
performance accountability of government entered the category less good (D) and is
quite good (C) reached 38.24%, were categorized as good enough (CC) was 38.24%,
while the category as well to satisfy (B, A and AA) only reached 23.53%. In addition,
the low performance achievement institutions in governmentcan be seen also from
the performance achievement of the low institutions based on average assessment
institutions in West Java Province that was under 80.
Mahmood, Iqbal and Samsaa (2014 : 86) in the research said that
“Employee Performance is most important factor in an organization success therefore, there is need
to adopt effective human resources strategies that aim to improve employee performance and creates
the culture of high performance in any organization based on human resource practices”.
That employee performance is most important factors in the successful
organization. Thus, there is a need to adopt a strategy human resources that effective
which aims to improve performance and create the culture high-performance in the
organization resources practices anything based on human beings. Based on that claim,
the low accountability performance of government tends to be caused by the low of
employee performance. The low of employee performanceof government that is
indicated in employee assessmentthat carried out periodically (Per year). Based on
the employee performance data evaluation in each government of government
institution during the time period two consecutive years (2011-2012) with employee
performance evaluation that refer to the government regulation No. 10 The year 1979
employee work achievement assessment of a Civil Servant) that is generally showing
a high performance at the end of 2010 - 2011 rose by 2.41% and 2011- 2012 experienced
a decrease in the amount of 3.90% and at the end of 2012- 2013 experienced a decrease
in the amount of 1% in values with classification is very good, then at the end of 2010-
2011 rose by 3.72%, while at the end of 2011- 2012 was down 5.19 %, and at the end of
2012- 2013, experienced significantly by 9.11% with types of good value. Then the low
performance of civil servants in government also indicated by the low level discipline
time, attendance rate of punctuality and attendance of employees. This is shown based
on observation result directly researchers (2013) showing a high level of employee
delay in some employers’ institutions, which reached 15.55% in 2010 and increased
reached 18.35% in 2011 and absence high enough without explanation (alpha) during
the period of 2010-2013.
4. 710 Nandan Limakrisna, Zulki Zulkifli Noor and Hapzi Ali
Mguqulwa (2008:72) put forward based on the result Applicants that the
commitment organizations have been closely intertwined with close ties to employee
performance, the strong commitment of the organization, the employee’s performance
is increasing.Then based on the research results Memari, Mahdieh and Barati (2013:
164) menyatatakan that “the results revealed a positive relationship between organizational
commitment and employees’ job performance”. Based on these results statement, the poor
performance of employees in government tends to be caused by low levels of
organizational commitment. It is indicated based on the observation of the researcher
(2013) on several employees who indicate that the level of pride as a civil servant in
government which only reached by 37.50%, the level of emotional attachment to the
organization 35.00%, the level of dedication to work employees in the organization
30%, and the level of confidence in the identity of employees 27.50%.
Meanwhile Manetje and Martin (2009:87) proposed a finding from his research
that a good organizational culture can enhance the organizational commitment strong
so as to improve organizational performance. Regarding on the statement above, the
low employee performance of civil servants in government still tend to be caused also
by the lack of organizational culture in the of government. Lack of organizational
culture in government institutions shown by direct observation (2013) is characterized
by a lack of passion and spirit of employees in completing work tasks, delay work
habits, work time used to talk about things that have nothing to do with work , low
employee initiatives in the works that seem to always wait for instructions from
superiors, employee invention egoism in doing the job, the employee is less
commendable behavior to be an employee, a lack of understanding of the values of
the organization and the majority of employees only “status” as employees not as a
government employee’s job responsibilities in serving the community.
According to Imran Rabia et. all. (2012:1455) based on the result of research that
“The results reveal positive and significantimpact of transformational leadershipand organizational
climate on employee performance”. That shows a positive and significant transformational and
climate organization to performance”.
Based on that statement, the low performance of civil servants in
governmentinstitutions tend to be caused by a lack of organizational climate. This is
indicated by not conducive workplaces such as lack of mutual trust among employees
, policies and regulations have not been able to be implemented consistently in dealing
with employee issues that arise jealousy horizontal aperture level civil servants,
promotion are not implemented normative, as well as with the emergence of some
vertical conflict between employees with structural officials in government and
horizontal conflicts among employees, to strike the employees become a solution to
distribute their aspirations.
Paracha Umer et. all. (2012:1) based on the research states
“that transactional and transformational both are significantly positive associated with Employee
performance however transactional leadership was more significant then transformational”.
5. Model of Employee Performance : The Empirical Study at Civil Servants in Government... 711
ParachaUmer et all. research results showed that both transactional and
transformational significantly positively related to employee performance but
significant transactional leadership is more than transformational. Based on the
research results statement impositions Rabia Imran et. all. (2012; 1455) and
ParachaUmer et. all. (2012: 1), the low performance of civil servants in government
institutions tend to be caused by the relatively low level of leadership style in
governmentgovernment, this is indicated by the number of employees are less
understanding of the tasks given leadership, lack of providing guidance, lack of
encouragement and motivation to all members / employees in achieving goals,
leadership more priority to formal relationships without regard to the informal aspects,
so the communication relations seem stiff, lack of attention from leader to employees
who become subordinates, lack of confidence from leader to its employees, decision-
making is always dominated by the understanding unilaterally from the head without
going through the process of coordination previously, do not make subordinates as
partners in achieving the organization’s objectives.
The purpose of this study in this research is to identify and analyze the influence
of organizational culture, organizational climate, and leadership style on organizational
commitment also it’s implication on employee performance of civil servants (PNS) in
government.
2. LITERATURE REVIEW
Organizational Culture
Arnold (2005:625) states that
“that organizational culture is the distinctive norms, beliefs, principles and ways of behaving that
combine to give each organization its distinct character”.
That organizational culture is a typical norms, beliefs, principles and ways of behaving
that combine to give each character a different organization. Harrison (2003: 11) states
that organizational culture is “distinctive constellation of beliefs, values, work styles, and
relationships that distinguish one organization from another”. That organizational culture
is a typical constellation of beliefs, values, work styles,and relationships that distinguish
one from another organization. In other words, cultural organizations including the
nature of the organization that provides a particular climate. Hellriegel et al. (2004:365)
states that elements of culture and their relationships in an organization creates a
unique pattern that is part of the organization, creating a culture of the organization.
Some elements of organizational culture according Hellriegel et al.. consists of a
bureaucratic culture, the local culture (clan culture) and adhocracy culture.
Bureaucratic culture is a kind of organizational culture that respects the rules,
hierarchical coordination, formalization and standard operating procedures, with
long-term problems into efficiency, predictability and stability. Local culture (clan
culture) is the attribute of the type of organization is tradition, loyalty, teamwork,
6. 712 Nandan Limakrisna, Zulki Zulkifli Noor and Hapzi Ali
personal commitment and self-management. Organizations focus on their attention
internally, but their formal control flexible. Adhocracy culture is a form of culture that
is characterized by high levels of risk taking, dynamism and creativity.
Organizational Climate
Simamora (2004:81) states that the organizational climate is the internal environment
or organizational psychology. Organizational climate affect human resources practices
and policies adopted by members of the organization. Lussier (2005: 486) says that the
organizational climate on employee perceptions regarding the quality of the
organization’s internal environment is relatively perceived by members of the
organization which in turn affects their behavior. Then Lussier (2005: 487) took a point
that organizational climate include:
1. Structure; the level of perceived coercion of employees because of the rules
and procedures are structured. Organizational objectives, level of
responsibility, the values of the organization.
2. Responsibility; an organization’s level of supervision imposed and perceived
by the employees. Where the quality and form of supervision, direction and
guidance received from superiors to subordinates
3. Support; related to the support for employees in performing organizational
tasks. Matters relating to the support and relationships among co-workers are
feeling is mutual help between management and employees, with more
emphasis on the need of mutual support between superiors and subordinates.
4. Warmth; with regard to the level of employee satisfaction with regard to
relationships within the organization. Feelings toward a friendly working
atmosphere and more emphasis on hospitality or friendship conditions in
informal groups, as well as good relationships between colleagues, the
emphasis on the influence of friendship and informal social groups.
5. Organizational identity and loyalty; a sense of pride associated with the
existence of the organization and the loyalty shown during his tenure. Degree
of loyalty towards the achievement of organizational goals.
6. Risk; related to employees given the space to do or take risks in carrying out
the task as a challenge
Leadership Style
Bass and Avolio (1994) in Munandar (2001) define style of his leadership so far in two
types, namely style transformational and transactional leadership style. Style
Transformational is interaction between the leader and the employees are marked by
the influence of employees become to change on someone with who think that they
are capable and insightful work achievement and trying to reach a high and high
7. Model of Employee Performance : The Empirical Study at Civil Servants in Government... 713
quality. Transactional leadership styleis leadership that emphasizes on transaction or
exchanges between leaders, colleagues and his subordinates. This Exchange is based
on a discussion between leader with the related parties to determine what is needed
and how specification conditions and wages/gifts if subordinate conditions for a fixed
term.
Yukl (1989:204) in Ahmad and Gelaidan (2011:3-4) states that
‘Transformational leadership hasbeen defined as “the process of influencingmajor changes in the
attitudes andassumptions of organization members andbuilding commitment for the
organization’smissionor objectives.Transactionalleadershipis expected to be associated withemployee
commitment to organizationalchange”.
Transformational leadership has been defined as a process that affects a major
change in attitudes and assumptions members of the organization and to build
theorganization’s commitment to achieve the goals of the organization, while the
transactional leadership is expected to be associated with employee commitment to
organizational change.
Organizational Commitment
Gibson et al.. (2012: 182) stated commitment as a sense of identification, loyalty, and
engagement disclosed by an employee of the organization.
This understanding states that the commitment is most hiring on the values of the
organization(identification), engagement(involvement)psychologically and loyalty
(loyalty). This means that employee commitment to the organization has three aspects,
are;
1. identification of which has materialized in the form of trust employees to the
organization;
2. loyalty it show positive attitudes and behavior in the organization, employees
will possess souls who still defended his organization, seeks to improve
achievement, and have confidence that is sure to help realize the goals of the
organization;
3. involvement it will cause a sense of belonging for the employees of the
organization.
Allen and Grisaffe (2001) in Jha (2011:266), organizational commitment describe
the psychological state that characterizes the employee relationship with the
organization for which they work and which has implications for their decision to
remain with the organization . Mayer and Allen (1991) in Jha (201: 266 ) has identified
three types of organizational commitment, namely affective commitment , continuous
commitment and normative commitment .
8. 714 Nandan Limakrisna, Zulki Zulkifli Noor and Hapzi Ali
Employee Performance
Accordingto Gomes (2003:39) as the employee’s performance record production results
in a specific job function or activity during a specific time period. So performance is
the level of success achieved by the employee in doing what one work activities with
reference to the tasks to be performed. Furthermore Mangkunagara (2009:9) states
that the employee’s performance is the result of the quality and quantity of work
achieved by someone employees in carrying out their duties in accordance with the
responsibilitiesgiven to the employee.
According to Gomes (2003:45) put forward some type performance as follows:
1. Quantity of work describes the amount of work that is obtained in a specified
time period.
2. Quality of work is quality of work achieved under the terms of suitability and
readiness.
3. Job knowledge is the breadth of knowledge and skills on the job.
4. Creativeness is the authenticity of the ideas raised and actions to complete the
job.
5. Cooperative is the willingness to cooperate with others (fellow members of
the organization).
6. Dependability is awareness and trustworthy in terms of attendance and
completion of work.
7. Initiative is the passion to perform new tasks in enlarging its responsibilities.
8. Personal qualities is relating to the personality, leadership, hospitality, and
personal integrity.
Conceptual Framework
Figure 1: Framework and Research Hypotheses
9. Model of Employee Performance : The Empirical Study at Civil Servants in Government... 715
3. METHODS
The kind of this research is descriptive and verification, the research method used is
descriptive survey method and explanatory survey. Type of investigation in this study
is causality. The unitof analysis in this study is the staff of government of government
in West Java Province. Time horizon in this study is cross-sectional, for example
information from the majority population (the sample) were collected directly from
the location empirically, with the aim to know the opinion of the majority population
of the object being studied.
Operational definitions of variables are intended to clarify the variables to be
studied, which consists of:
1. Cultural Organization (�1) as independent variables.
2. Organizational Climate (�2) as independent variables.
3. Leadership Style (�3) as independent variables.
4. Organizational Commitment (�1) as variable between.
5. Employee Performance ( �2 ) as the dependent variable .
Data Source in this research is the source of secondary data from documentation
or report that available in relevant institutions. The primary data in the form of
organizational culture, organizational climate, leadership style, organizational
commitment, and employee performance sourced from staff of government, WestJava
Province.
In this study, the object of analysis is the level of SKPD accountability with the
value accountability C and D (more less good and less good), while the population
(the unit of analysis) are civil servants in government which is consists of four groups
(category I , II, III and IV) which amounts are 1685 employees. The sample size was
determined by taking into account the analytical techniques used to test the hypothesis
that structural equation models (structural equation model/SEM). In connection with
the rule of thumb in the SEM, Hair et al.. (2006: 605) states there is no single criterion
for determining the size of the sample (sample size) in SEM, but keep in mind the
ratio of the sample to the parameters (indicators) in order to achieve a ratio of 1: 5.
Based on the rule of thumb in the SEM, so this study used a ratio of 1: 5. This study has
40 parameters (indicators), the minimum sample size is 200 respondents to the selection
of the sample population used proportionate stratified random sampling technique.
The analysis method used in this research is the analysis of SEM (Structural
Equation Modeling) using processing software 8:51 lisrel. In analysis methods of SEM,
statistical estimation individually tested using a t test. Through output path diagram
t-value statistics, t-test results confirm lisrel process complete the test error rate set at
5%. Not only individual test, SEM also test the proposed model as a whole system, for
example through conformance test model as known Goodness of Fit Statistics.
10. 716 Nandan Limakrisna, Zulki Zulkifli Noor and Hapzi Ali
4. RESULT AND DISCUSSION
Based on The table 1 above, there are threeíndexgained fitness model has a suitability
index (goodfit), are: RMSEA, IFI and CFI. While five index compliance model, which
is under the suitability size good, but still within the scope of the marginal (marginal
fit), there are GFI, NNFI, NFI, AGFI and RFI. Marginal fit is the condition of the
suitability of the measurement model under the criterion of absolute fit, as well as
incremental fit, but still can be passed on further analysis, because it is close to the size
criteria for a good fit (Hair, Andersen, Tatham, and Black, 2006:623). Thus it can be
continued in the subsequent analysis.
Table 1
The Suitability Test Model
GOF Indicators The Expected Size Estimation Result Conclusion
Size Absolute Fit
GFI GFI > 0.90 0,85 Marginal Fit
RMSEA RMSEA < 0.08 0,078 Good Fit
Size Incremental Fit
NNFI NNFI > 0.90 0,89 Marginal Fit
NFI NFI > 0.90 0,85 Marginal Fit
AGFI AGFI > 0.90 0,81 Marginal Fit
NECESSITY NECESSITY > 0.90 0,82 Marginal Fit
IFI IFI > 0.90 0,90 Good Fit
CFI CFI > 0.90 0,90 Good Fit
Source: Result processing with LISREL 51 8.
Table 2
Hypothesis Testing
Hypothesis Variables Standardize tcount
/Fcount
Statistic
Coefficient conclusion
H1 Organizational culture � Organizational commitment 0.32 3.57 Significant
H2 Organizational climate � Organizational commitment 0. 22 2.21 Significant
H3 Leadership style � Organizational commitment 0. 30 2.66 Significant
H4 Organizational commitment � Employee performance 0.39 4.14 Significant
Source: Data Processing, 2014 (LISREL 8.51, tcritical
= 1.96; Fcritical
= 3.84)
According test results show that the direct variable of organizational culture,
organizational climate and leadership styles affect the organizational commitment
variable with a contribution of 55%. Then organizational culture variable,
organizational climate and leadership style directly affects employee performance
variable with a contribution of 31.95%. But with through organizational commitment,
organizational culture variables, organizational climate and leadership styles affect
the performance of employees with a contribution of 80%. This explanation guarded
organizational commitment is a partial mediating variable of organizational culture,
organizational climate and leadership style on employee performance.
11. Model of Employee Performance : The Empirical Study at Civil Servants in Government... 717
So based on the test results and description, the findings from this study is to
improve the employeeperformance in the government, especiallyon the dependability
element (Y6) is to increase organizational commitment, especially on the elements of
normative commitment (Y3), where organizational commitment will increase if the
government of able to improve organizational culture, especiallythe adhocracy cultural
elements (X3) and supported by the improvement in the leadership style especially
on leadership transformational style elements and improve the organizational climate,
especially in the support element (X6).
5. CONCLUTION
For the conclusion of this research are:
1. Organizational culture partial effect on organizational commitment to the
civil servant in government, with the most dominant organizational culture
elements is adhocracy culture, and weak element is bureaucratic culture.
2. Organizational climate partial effect on organizational commitment to the
civil servantin government, with the most dominant elements of organiz-
ational climate is on the support element and the weak element is
responsibility.
3. Leadership style partial effect on organizational commitment to the civil
servantin government, with the dominant elements of leadership style is the
transformational elements, and weak on transactional elements.
4. Organizational commitment is partially effect on the employee performance
of civil servants in government, with the most dominant elements of
organizational commitment is the normative elements, and the weak is
element continuously, while the organizational commitment is a variable that
mediates variable employee performance.
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