Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
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
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
Influence of transformational leadership and organization climate to the wor...Alexander Decker
1) The study examines how transformational leadership and organizational climate influence work satisfaction, organizational commitment, and organizational citizenship behavior of lecturers at Sebelas Maret University.
2) Transformational leadership was found to positively influence work satisfaction but not organizational commitment or organizational citizenship behavior. Organizational climate positively influenced work satisfaction but not the other variables.
3) Work satisfaction positively influenced organizational commitment and organizational citizenship behavior. Organizational commitment also positively influenced organizational citizenship behavior.
This document presents the results of a study investigating the influence of transformational leadership and organizational culture on chairman innovation at three Islamic high schools (STAIs) in Jambi Province, Indonesia. The study found:
1) Transformational leadership has a direct, positive and significant influence on chairman innovation at the STAIs.
2) Organizational culture also has a direct, positive and significant impact on chairman innovation.
3) Transformational leadership and organizational culture together have a simultaneous direct and indirect effect on chairman innovation at the STAIs in Jambi Province.
The Influence Of Leadership Behavior, Organizational Climate, Intrinsic Motiv...inventionjournals
ABSTRACT: This research aims to explicate the influence of leadership behavior, organizational climate, intrinsic motivation, and engagement as mediating variables on permanent lecturers’ performance (a study in a private university in region 3 of special region of Jakarta). This is an explanatory research which describes a relationship between the research variables. The object of this research was investigated 3 times in a private university in region 3 of special region of Jakarta, with one homogeneous factor: Faculty of Economics, Management Program, Bachelor’s Degree Level, with the number of students as many as 2,000 and has achieved an “A” accreditation level. The analysis unit employed in this research consisted of 150 permanent lecturers. The analysis instrument used to test 10 hypotheses employed in this research was Generalized Structured Component Analysis (GSCA). The result of the analyses showed that there were 4 out of the 10 hypotheses tested which were found to be influential and significant while the other 6 hypotheses were found to be insignificantly influential. The hypotheses which were empirically proven in this research were (1) The Influence of Leadership Behavior on the Organizational Climate, (2) The Influence of Leadership Behavior on the Engagement, (3) The Influence of Organizational Climate on the Engagement, and (4) The Influence of Organizational Climate on the Performance of Permanent Lecturer. Meanwhile, the hypotheses which were empirically not proven in this research were (1) The Influence of Leadership Behavior on the Intrinsic Motivation, (2) The Influence of Leadership Behavior on the Performance of Permanent Lecturer, (3) The Influence of Organizational Climate on the Intrinsic Motivation, (4) The Influence of Intrinsic Motivation on the Engagement, (5) The Influence of Intrinsic Motivation on the Performance of Permanent Lecturer, and (6) The Influence of Engagement on the Performance of Permanent Lecturer.
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 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
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
Influence of transformational leadership and organization climate to the wor...Alexander Decker
1) The study examines how transformational leadership and organizational climate influence work satisfaction, organizational commitment, and organizational citizenship behavior of lecturers at Sebelas Maret University.
2) Transformational leadership was found to positively influence work satisfaction but not organizational commitment or organizational citizenship behavior. Organizational climate positively influenced work satisfaction but not the other variables.
3) Work satisfaction positively influenced organizational commitment and organizational citizenship behavior. Organizational commitment also positively influenced organizational citizenship behavior.
This document presents the results of a study investigating the influence of transformational leadership and organizational culture on chairman innovation at three Islamic high schools (STAIs) in Jambi Province, Indonesia. The study found:
1) Transformational leadership has a direct, positive and significant influence on chairman innovation at the STAIs.
2) Organizational culture also has a direct, positive and significant impact on chairman innovation.
3) Transformational leadership and organizational culture together have a simultaneous direct and indirect effect on chairman innovation at the STAIs in Jambi Province.
The Influence Of Leadership Behavior, Organizational Climate, Intrinsic Motiv...inventionjournals
ABSTRACT: This research aims to explicate the influence of leadership behavior, organizational climate, intrinsic motivation, and engagement as mediating variables on permanent lecturers’ performance (a study in a private university in region 3 of special region of Jakarta). This is an explanatory research which describes a relationship between the research variables. The object of this research was investigated 3 times in a private university in region 3 of special region of Jakarta, with one homogeneous factor: Faculty of Economics, Management Program, Bachelor’s Degree Level, with the number of students as many as 2,000 and has achieved an “A” accreditation level. The analysis unit employed in this research consisted of 150 permanent lecturers. The analysis instrument used to test 10 hypotheses employed in this research was Generalized Structured Component Analysis (GSCA). The result of the analyses showed that there were 4 out of the 10 hypotheses tested which were found to be influential and significant while the other 6 hypotheses were found to be insignificantly influential. The hypotheses which were empirically proven in this research were (1) The Influence of Leadership Behavior on the Organizational Climate, (2) The Influence of Leadership Behavior on the Engagement, (3) The Influence of Organizational Climate on the Engagement, and (4) The Influence of Organizational Climate on the Performance of Permanent Lecturer. Meanwhile, the hypotheses which were empirically not proven in this research were (1) The Influence of Leadership Behavior on the Intrinsic Motivation, (2) The Influence of Leadership Behavior on the Performance of Permanent Lecturer, (3) The Influence of Organizational Climate on the Intrinsic Motivation, (4) The Influence of Intrinsic Motivation on the Engagement, (5) The Influence of Intrinsic Motivation on the Performance of Permanent Lecturer, and (6) The Influence of Engagement on the Performance of Permanent Lecturer.
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.
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
This document discusses a study on the effect of leadership, organizational culture, work motivation, and job satisfaction on teacher organizational commitment at senior high schools in Medan, Indonesia. The study measured the direct and indirect effects of these variables using a questionnaire completed by 330 teachers. The results showed that leadership, organizational culture, work motivation, and job satisfaction all significantly directly or indirectly impact teacher organizational commitment at the high schools in Medan.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
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.
The foundations and future of organization development (od)Sandhya Johnson
This document discusses the foundations and future of organization development (OD). It begins by defining OD and outlining its key characteristics and values. The foundations section discusses the origins of OD, highlighting influences like Kurt Lewin's laboratory training. It also outlines a timeline of influential OD thinkers from the 1940s to current day and their contributions. The future directions section contrasts diagnostic and dialogic OD approaches and discusses how OD is evolving to take a more dialogic stance. It also outlines how OD can be mapped to different orders of organizations as they increase in complexity. In summary, the document provides an overview of the historical development of OD and perspectives on its future direction in aligning with increasingly complex organizational systems.
Influence of Dictatorial and Charismatic Leadership Style of Librarians on Pr...Premier Publishers
This study examined the influence of dictatorial and charismatic leadership styles of librarians on the productivity of staff in academic libraries in Imo State, Nigeria. A survey was conducted using questionnaires distributed to 294 staff across four academic libraries, with 286 responses analyzed. The findings showed that a dictatorial leadership style, where the leader makes all decisions without input from staff, does not promote involvement of subordinates in planning and can limit creativity. However, a charismatic leadership style where the leader communicates a clear vision and is committed to goals can boost staff productivity, especially during times of crisis or stress, by motivating staff. The study recommended training for librarians on modern leadership approaches to help them adopt styles that enhance staff
This study examined the impact of leadership style on organizational performance in selected Nigerian banks. Sixty bank employees completed a survey assessing their managers' leadership styles and organizational performance. Results showed that transformational, autocratic, and democratic leadership styles positively correlated with organizational performance, while charismatic, transactional, and bureaucratic styles negatively correlated. The study concluded that transformational and democratic leadership should be employed by banks to improve performance in a competitive environment.
A framework for developing leadership model based on national culture aspectsAlexander Decker
This document proposes a framework to help multinational companies develop culturally appropriate leadership models for their subsidiaries operating in different countries. The framework involves identifying the cultural aspects that impact the workplace in the host country, the leadership practices associated with the host country's culture, and other contextual factors. Companies would use this framework to understand how the host country's culture shapes effective leadership and to develop models that fit each local context. The document recommends using case study and action research methods to implement the framework and build customized leadership models.
This document discusses a study examining the reliability and construct validity of the Organizational Citizenship Behavior (OCB) scale. The study measured OCB using the dimensions of altruism, courtesy, conscientiousness, sportsmanship, and civic virtue. Data was collected from 90 teachers using an OCB scale and analyzed with Structural Equation Modeling. The results found that all dimensions and indicators validly and reliably reflected the OCB construct. Civic virtue was the strongest dimension while courtesy was the weakest. This confirms that the measurement model accurately describes OCB based on the empirical data collected.
The effect of teacher involvement in management on academic performance of pu...inventionjournals
ABSTRACT The purpose of this study was to explore the relationship between teacher involvement in management and performance of public secondary schools in Kakamega County. The study was conducted in Kakamega County using descriptive design. Questionnaireswas used to collect data. A total of 75 principals and 375 teachers were selected as respondents. Data were analyzed using (SPSS) version 20 package. Both descriptive and inferential tools that include mean, standard deviation, correlation and regression were used in the study. The researcher found that teacher involvement in management of their institutions has a positive effect on the academic performance of such institutions and that there is need to develop and enhance trust between staff members and management. The study recommended that institutions establish and manage systems which vet entry behavior of new students in a bid to redeem their academic performance.
This document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
The document summarizes the history and development of Organization Development (OD) through four main trunks or stems: (1) laboratory training stem including T-groups and workshops, (2) survey research and feedback stem involving techniques like surveys, (3) action research stem being collaborative client-consultant inquiry, and (4) socio-technical and socio-clinical stem examining work groups and tasks. It then discusses areas of increased focus in second generation OD like organizational transformation, culture, learning organizations, teams, and visioning.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
Organization performance and leadership style issues in education servicesSYIKIN MARIA
This document summarizes a study that examined the relationship between leadership styles (transformational, transactional, laissez-faire) and organizational performance among academic leaders in Malaysian public universities. The study found a positive correlation between transformational leadership and organizational performance, as well as transactional leadership and organizational performance. Transformational leadership had a medium correlation while transactional leadership had a small correlation. The study concluded that transformational leadership was the most commonly practiced and effective style among academic leaders.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
Christmas catering Hong Kong | Christmas 2016 Press Kit | Invisible Kitchenmelodieyuan123
Invisible Kitchen is a Hong Kong based caterer. Our catering services include Christmas dinner delivery and Christmas catering in Hong Kong. http://www.invisiblekitchen.com/christmas-catering/
Dokumen tersebut membahas tentang filsafat umum dan konsep-konsep kuncinya seperti makna, tanda, definisi, pernyataan, dan kebenaran. Beberapa poin penting yang diangkat antara lain hubungan antara makna dengan verifikasi, analisis situasi dan tanda, tiga corak makna utama, jenis definisi, dan ukuran-ukuran kebenaran seperti koherensi dan korespondensi.
La comunidad internacinal JULIAN DIAZ Y MARITZA AVILAJulian Diaz Rueda
El término comunidad internacional se utiliza en las relaciones internacionales para designar, de forma genérica, al conjunto de Estados del mundo, especialmente cuando participan conjuntamente en la toma de decisiones globales. Se utiliza habitualmente para insinuar la existencia de un punto de vista común en aspectos como los derechos humanos.
This document summarizes and evaluates 5 innovative business process outsourcing providers: Genfour, Symphony, noHold, ISON BPO, and Liberty Source. Genfour and Symphony offer custom automation services using robotic process automation tools. noHold enables automated voice and multichannel customer services. ISON provides multilingual BPO services across emerging markets. Liberty Source focuses on U.S. onshore BPO employing military spouses and veterans. The document recommends considering these providers to improve process automation, customer management outsourcing, and U.S. onshore services.
El documento describe cuatro objetivos relacionados con el aprendizaje de las funciones básicas de Microsoft PowerPoint. Estos incluyen: 1) identificar y describir las funciones principales de PowerPoint y mencionar tres usos comunes, 2) crear, guardar e imprimir una presentación básica en PowerPoint, 3) utilizar funciones de edición como realzar texto, alinear y modificar fuentes, e incluir encabezados y pies de página, y 4) aprovechar plantillas predeterminadas para crear presentaciones y otros documentos.
Este documento describe problemas actuales en la enseñanza y aprendizaje de las matemáticas. Identifica factores como la falta de capacitación de docentes, la poca vinculación del contenido con la realidad y la percepción de los estudiantes de que las matemáticas son difíciles y abstractas. Propone abordar estos temas desde un enfoque socioepistemológico que contextualice mejor las matemáticas y las haga más accesibles.
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
This document discusses a study on the effect of leadership, organizational culture, work motivation, and job satisfaction on teacher organizational commitment at senior high schools in Medan, Indonesia. The study measured the direct and indirect effects of these variables using a questionnaire completed by 330 teachers. The results showed that leadership, organizational culture, work motivation, and job satisfaction all significantly directly or indirectly impact teacher organizational commitment at the high schools in Medan.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
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.
The foundations and future of organization development (od)Sandhya Johnson
This document discusses the foundations and future of organization development (OD). It begins by defining OD and outlining its key characteristics and values. The foundations section discusses the origins of OD, highlighting influences like Kurt Lewin's laboratory training. It also outlines a timeline of influential OD thinkers from the 1940s to current day and their contributions. The future directions section contrasts diagnostic and dialogic OD approaches and discusses how OD is evolving to take a more dialogic stance. It also outlines how OD can be mapped to different orders of organizations as they increase in complexity. In summary, the document provides an overview of the historical development of OD and perspectives on its future direction in aligning with increasingly complex organizational systems.
Influence of Dictatorial and Charismatic Leadership Style of Librarians on Pr...Premier Publishers
This study examined the influence of dictatorial and charismatic leadership styles of librarians on the productivity of staff in academic libraries in Imo State, Nigeria. A survey was conducted using questionnaires distributed to 294 staff across four academic libraries, with 286 responses analyzed. The findings showed that a dictatorial leadership style, where the leader makes all decisions without input from staff, does not promote involvement of subordinates in planning and can limit creativity. However, a charismatic leadership style where the leader communicates a clear vision and is committed to goals can boost staff productivity, especially during times of crisis or stress, by motivating staff. The study recommended training for librarians on modern leadership approaches to help them adopt styles that enhance staff
This study examined the impact of leadership style on organizational performance in selected Nigerian banks. Sixty bank employees completed a survey assessing their managers' leadership styles and organizational performance. Results showed that transformational, autocratic, and democratic leadership styles positively correlated with organizational performance, while charismatic, transactional, and bureaucratic styles negatively correlated. The study concluded that transformational and democratic leadership should be employed by banks to improve performance in a competitive environment.
A framework for developing leadership model based on national culture aspectsAlexander Decker
This document proposes a framework to help multinational companies develop culturally appropriate leadership models for their subsidiaries operating in different countries. The framework involves identifying the cultural aspects that impact the workplace in the host country, the leadership practices associated with the host country's culture, and other contextual factors. Companies would use this framework to understand how the host country's culture shapes effective leadership and to develop models that fit each local context. The document recommends using case study and action research methods to implement the framework and build customized leadership models.
This document discusses a study examining the reliability and construct validity of the Organizational Citizenship Behavior (OCB) scale. The study measured OCB using the dimensions of altruism, courtesy, conscientiousness, sportsmanship, and civic virtue. Data was collected from 90 teachers using an OCB scale and analyzed with Structural Equation Modeling. The results found that all dimensions and indicators validly and reliably reflected the OCB construct. Civic virtue was the strongest dimension while courtesy was the weakest. This confirms that the measurement model accurately describes OCB based on the empirical data collected.
The effect of teacher involvement in management on academic performance of pu...inventionjournals
ABSTRACT The purpose of this study was to explore the relationship between teacher involvement in management and performance of public secondary schools in Kakamega County. The study was conducted in Kakamega County using descriptive design. Questionnaireswas used to collect data. A total of 75 principals and 375 teachers were selected as respondents. Data were analyzed using (SPSS) version 20 package. Both descriptive and inferential tools that include mean, standard deviation, correlation and regression were used in the study. The researcher found that teacher involvement in management of their institutions has a positive effect on the academic performance of such institutions and that there is need to develop and enhance trust between staff members and management. The study recommended that institutions establish and manage systems which vet entry behavior of new students in a bid to redeem their academic performance.
This document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
The document summarizes the history and development of Organization Development (OD) through four main trunks or stems: (1) laboratory training stem including T-groups and workshops, (2) survey research and feedback stem involving techniques like surveys, (3) action research stem being collaborative client-consultant inquiry, and (4) socio-technical and socio-clinical stem examining work groups and tasks. It then discusses areas of increased focus in second generation OD like organizational transformation, culture, learning organizations, teams, and visioning.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
Organization performance and leadership style issues in education servicesSYIKIN MARIA
This document summarizes a study that examined the relationship between leadership styles (transformational, transactional, laissez-faire) and organizational performance among academic leaders in Malaysian public universities. The study found a positive correlation between transformational leadership and organizational performance, as well as transactional leadership and organizational performance. Transformational leadership had a medium correlation while transactional leadership had a small correlation. The study concluded that transformational leadership was the most commonly practiced and effective style among academic leaders.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
Christmas catering Hong Kong | Christmas 2016 Press Kit | Invisible Kitchenmelodieyuan123
Invisible Kitchen is a Hong Kong based caterer. Our catering services include Christmas dinner delivery and Christmas catering in Hong Kong. http://www.invisiblekitchen.com/christmas-catering/
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This document summarizes and evaluates 5 innovative business process outsourcing providers: Genfour, Symphony, noHold, ISON BPO, and Liberty Source. Genfour and Symphony offer custom automation services using robotic process automation tools. noHold enables automated voice and multichannel customer services. ISON provides multilingual BPO services across emerging markets. Liberty Source focuses on U.S. onshore BPO employing military spouses and veterans. The document recommends considering these providers to improve process automation, customer management outsourcing, and U.S. onshore services.
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Este documento describe problemas actuales en la enseñanza y aprendizaje de las matemáticas. Identifica factores como la falta de capacitación de docentes, la poca vinculación del contenido con la realidad y la percepción de los estudiantes de que las matemáticas son difíciles y abstractas. Propone abordar estos temas desde un enfoque socioepistemológico que contextualice mejor las matemáticas y las haga más accesibles.
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The document outlines the evolution of the presidential nomination process in the United States. It began with nominations controlled by Congressional caucuses and ended after the 1824 election. It then moved to an era of party nominating conventions where candidates were selected by political parties. Over time, presidential candidates began actively campaigning and running in primary elections, diminishing the influence of political parties. Modern reforms brought written rules for delegate selection and diversified convention delegates.
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A BSCA (Associação Brasileira de Cafés Especiais) comemora 25 anos promovendo cafés especiais brasileiros. Um concurso premiou os melhores cafés naturais e pulped naturals da safra, cujos lotes vencedores foram vendidos por valores entre R$2,181,25 e R$2,618,75 por saca. O IV Prêmio Região do Cerrado Mineiro também destacou cafés de alta qualidade, com notas acima de 90 pontos, que foram leiloados por até R$3,511,00 a saca.
Influence of Knowledge Management Processes on Organizational Performance in ...inventionjournals
This research attempts to establish a link between knowledge management processes and organizational performance in knowledge intensive service sectors. The key dimensions of knowledge management processes have been identified which could influence the organizational performance. Metric has been developed for the empirical investigation of the relationships between these research constructs. Structural Equation Modelling (SEM) using partial least square techniques has been used to test these hypotheses with a sample size of 491 knowledge workers (330 - Higher educational institutions and 161 from the IT companies) to investigate the empirical relationships between the factors. All the four hypotheses were supported. The testing of the hypotheses justified the identification of the key dimensions of KM as the critical success factors in terms of the organizational performance. Implications of the study would enable the strategic planning managers to make their knowledge management processes more effective so as to enhance the organizational performance
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Perception of civil servants on performance : An Emperical Analysis of Indone...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.
Organizational culture and performance of higher educational institutions the...Alexander Decker
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ABSTRACT: Meetings, Incentives, Conferences, Exhibition (MICE) are considered that they are not able to give the best performance yet, where the tends to upset the society. Furthermore, the perpetrators of several cases cannot be revealed yet. This study are to measure and analyze the extent to which the MICE organizations performance are influenced by leadership style, organizational culture, and job satisfaction. Study used a quantitative approach with path analysis as its method where 166 MICE CEO were used as its samples. The research findings show that Leadership style significantly affected towards the job satisfaction, but insignificantly affected the organizational performance. Organizational culture significantly affected job satisfaction, but insignificantly affected the organizational performance. Job satisfaction worked as a mediator of the effect between the relationships of leadership styleon organizational performance, and between the relationships of organization cultur to organizational performance.
O impacto da liderança transacional e transformacional sobre a cidadania org...Psicologia_2015
This document summarizes a research study that investigated the impact of transactional and transformational leadership styles on organizational citizenship behaviors. The study surveyed 213 workers who completed scales measuring leadership style and organizational citizenship. Regression analysis showed that transactional leadership positively predicted behaviors related to creating a favorable external climate, while transformational leadership positively predicted creative suggestions, external climate, self-training, and colleague cooperation. Transformational leadership had a greater predictive impact on organizational citizenship behaviors than transactional leadership. The conclusion was that transformational leaders are better able to motivate subordinates to engage in extra-role behaviors beyond their job requirements.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
This document presents a conceptual framework for how organizational culture is determined and impacts an organization. It is determined by transformational leadership and organizational communication media. Organizational culture then impacts motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, organizational citizenship behavior, productivity, and performance within an organization. The framework was developed through a literature review to establish how these factors relate and influence one another.
A Systematic Literature Review of Servant Leadership Theoryi.docxransayo
A Systematic Literature Review of Servant Leadership Theory
in Organizational Contexts
Denise Linda Parris • Jon Welty Peachey
Received: 20 February 2012 / Accepted: 8 April 2012 / Published online: 22 April 2012
� Springer Science+Business Media B.V. 2012
Abstract A new research area linked to ethics, virtues,
and morality is servant leadership. Scholars are currently
seeking publication outlets as critics debate whether this
new leadership theory is significantly distinct, viable, and
valuable for organizational success. The aim of this study
was to identify empirical studies that explored servant
leadership theory by engaging a sample population in order
to assess and synthesize the mechanisms, outcomes, and
impacts of servant leadership. Thus, we sought to provide
an evidence-informed answer to how does servant leader-
ship work, and how can we apply it? We conducted a sys-
tematic literature review (SLR), a methodology adopted
from the medical sciences to synthesize research in a sys-
tematic, transparent, and reproducible manner. A disci-
plined screening process resulted in a final sample
population of 39 appropriate studies. The synthesis of these
empirical studies revealed: (a) there is no consensus on the
definition of servant leadership; (b) servant leadership
theory is being investigated across a variety of contexts,
cultures, and themes; (c) researchers are using multiple
measures to explore servant leadership; and (d) servant
leadership is a viable leadership theory that helps organi-
zations and improves the well-being of followers. This
study contributes to the development of servant leadership
theory and practice. In addition, this study contributes to the
methodology for conducting SLRs in the field of manage-
ment, highlighting an effective method for mapping out
thematically, and viewing holistically, new research topics.
We conclude by offering suggestions for future research.
Keywords Leadership � Leadership theory � Servant
leadership � Systematic literature review
Introduction
Leadership is one of the most comprehensively researched
social influence processes in the behavioral sciences. This is
because the success of all economic, political, and organi-
zational systems depends on the effective and efficient
guidance of the leaders of these systems (Barrow 1977). A
critical factor to understanding the success of an organiza-
tion, then, is to study its leaders. Leadership is a skill used to
influence followers in an organization to work enthusiasti-
cally towards goals specifically identified for the common
good (Barrow 1977; Cyert 2006; Plsek and Wilson 2001).
Great leaders create a vision for an organization, articulate
the vision to the followers, build a shared vision, craft a path
to achieve the vision, and guide their organizations into new
directions (Banutu-Gomez and Banutu-Gomez 2007; Kotter
2001). According to Schneider (1987), the most important
part in build.
This study examines the impact of ethical leadership on employee job satisfaction and organizational commitment in Chinese public sector organizations. It hypothesizes that ethical leadership positively relates to both employee attitudes, and that this relationship is mediated by psychological empowerment. The researchers surveyed 467 public sector employees over three time periods to test these relationships using confirmatory factor analysis and structural equation modeling. The results found that ethical leadership positively impacts job satisfaction and affective commitment, and that psychological empowerment fully mediates the relationship between ethical leadership and affective commitment, and partially mediates the relationship between ethical leadership and job satisfaction. This contributes to understanding how ethical leadership influences employees through psychological empowerment.
The main objective of the current study is to investigate the effects of organizational culture on organizational health. Modern organizations are in a very intense competitive conditions and in order to survive, they need parameters which guarantee their survival. Therefore, the current study will investigate the significance of culture in this regard. Municipalities as one of the organizations providing urban services are in a position where it is possible to lose their impact due to the activities of other organizations. Accordingly, the statistical population selected for this study includes all the employees in Tehran Municipality. In order to gather the required data, after determining the sample size as 384 participants using Krejcie and Morgan table, standard questionnaire of Denison for culture (2000) and organizational health (2008) were used. The current study is a quantitative one carried out as a descriptive survey. The validity and reliability of the study are confirmed using appropriate methods. Finally, in order to test the hypotheses of the study, various descriptive and inferential statistical tests were used. It was found out that the organizational survival of Municipality was affected by various cultural parameters, among which compatibility had the highest impact.
Managing Organizational Change Final DraftJames Smith
The document discusses organizational change and the role of industrial-organizational (I/O) psychologists in managing change. It addresses key factors needed for successful change, including buy-in from leaders, employee engagement, and aligning stakeholder values. Research trends in organizational psychology are examined, focusing on topics like workgroup emotional climate and the role of discourse in strategic change. Theoretical frameworks on change include the importance of employee engagement and values alignment. The role of I/O psychologists is to consult organizations and develop interventions targeting areas needing development, and coach leaders to institutionalize lasting changes. Recommendations include using employee empowerment strategies and aligning management and stakeholder values to drive strategic change.
6.[61 68]impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
6.[61 68]impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
11.impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by several key factors, including trust, coordination among teams, knowledge sharing, and training. These factors are said to considerably control the level of coworker support within an organizational culture. The document reviews previous studies on organizational culture, coworker support, knowledge sharing, trust, and other related topics to justify and support the proposed conceptual model.
Role of Emotional Intelligence in Leadership Effectiveness in Service Sectorijtsrd
Leadership is always being an area to probe since ages. Leadership perspectives are found different continuously not only with ages but also with different category and type of organizations, leaderships has been a study with humungous dynamism. The way environment and organizations are changing, the challenges of leadership have also changed and new perspectives have taken place in industry related to leadership concept. This study is focused on understanding the influence through emotional intelligence on leadership effectiveness in today’s time. The paper helps in understanding the role of emotional intelligence on leadership effectiveness. The study is conducted in service organization of Pune and Mumbai. Only banks, education, retail and IT service leaders are considered for collection of data. The data is analysed by using correlation and regression analysis. The study found that emotional intelligence is highly correlated with leadership effectiveness and it is essential for any organization of service sector to have leaders with emotional intelligenece for effective performance of organization. Swati John "Role of Emotional Intelligence in Leadership Effectiveness in Service Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30573.pdf Paper Url :https://www.ijtsrd.com/management/other/30573/role-of-emotional-intelligence-in-leadership-effectiveness-in-service-sector/swati-john
Organizational development (OD) refers to a process aimed at enhancing organizational effectiveness through planned interventions and changes. It involves improving an organization's problem-solving and renewal processes in order to help it adapt and thrive. Some key characteristics of OD include being planned, organization-wide, and managed from the top. OD emerged in the 1960s and has evolved from a focus on individual and group-level changes to system-wide interventions. Factors like communication, leadership, training, and strategic data use need to be addressed through the OD process to help organizations overcome challenges and become more effective.
WHERE IS THE RUNNING HEAD 1
WHERE IS THE RUNNING HEAD 5
Where is the title and why did you put in an abstract?
Just FOLLOW DIRECTIONS
Abstract
The above is not even centered
Leadership in organizations plays an important role in ensuring the company's objectives are attained with the monitoring of daily organizational operations. Leadership structures the decision-making process within an organization, which explains the intended purpose of the operations within the organization. Leadership varies depending on the nature of the organization's operations in chasing its goals; hence, decisions require scrutiny and understanding of the concerns within the organization. This paper gives concepts on leadership and explains different theories in meeting the expected goal of the organizations.
Comparison and contrasting Contrasting of leadership Leadership theoriesTheories
Different leadership theories follow values that the management concludes to be effective in extracting intended results hence differences in the leadership theories we discuss in this paper. There are different leadership theories, including situational leadership theory, which educates leaders on dealing with matters. In contrast, behavioral theory indicates learning skills toward becoming a good leader. The strengths of handling situations include saving on the costs of maintaining and deciding on methods to undertake in expecting positive results (Zaccaro et al., 2018). The response to situations is administered after the occurrence and the need for leadership qualities. Many leaders prefer situational leadership since a short time is taken to make decisions on situations at hand, which makes the responses effective as solutions. The strategy involves high expertise since its expectations of the decisions would be certain and accurate leadership. Behavioral leadership involves developing habits from practice in certain leadership skills through gaining experience in a certain field.
The leadership theory shapes leaders' characters and makes them familiar with issues they would have experienced during the learning process. Behaviors developed would influence decisions made in the organization since risks and strategies in fulfilling the plans would be evaluated adequately. The character of individuals grows with exposure to many issues in the organization and industry, hence the ability to make informed decisions in leading the organization. Adopting foreign skills improves the organization's quality in market sales since the leadership standards would be similar to those in foreign markets (Offermann & Coats, 2018). Trait leadership portrays similar qualities to behavioral leadership because of the common objective of leaders mastering the skill of leadership through learning. However, the theories differ in behavior adoption, where behaviors are perceived to be innate .
Similar to Antecedents of Organizational Commitment of Lecturer in South Sumatera (20)
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A review on techniques and modelling methodologies used for checking electrom...nooriasukmaningtyas
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### How TDM Works
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4. **Multiplexer and Demultiplexer**: At the transmitting end, a multiplexer combines multiple input signals into a single composite signal by assigning each signal to a specific time slot. At the receiving end, a demultiplexer separates the composite signal back into individual signals based on their respective time slots.
### Types of TDM
1. **Synchronous TDM**: In synchronous TDM, time slots are pre-assigned to each signal, regardless of whether the signal has data to transmit or not. This can lead to inefficiencies if some time slots remain empty due to the absence of data.
2. **Asynchronous TDM (or Statistical TDM)**: Asynchronous TDM addresses the inefficiencies of synchronous TDM by allocating time slots dynamically based on the presence of data. Time slots are assigned only when there is data to transmit, which optimizes the use of the communication channel.
### Applications of TDM
- **Telecommunications**: TDM is extensively used in telecommunication systems, such as in T1 and E1 lines, where multiple telephone calls are transmitted over a single line by assigning each call to a specific time slot.
- **Digital Audio and Video Broadcasting**: TDM is used in broadcasting systems to transmit multiple audio or video streams over a single channel, ensuring efficient use of bandwidth.
- **Computer Networks**: TDM is used in network protocols and systems to manage the transmission of data from multiple sources over a single network medium.
### Advantages of TDM
- **Efficient Use of Bandwidth**: TDM all
New techniques for characterising damage in rock slopes.pdf
Antecedents of Organizational Commitment of Lecturer in South Sumatera
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org || Volume 5 Issue 11 || November. 2016 || PP—17-22
www.ijbmi.org 17 | Page
Antecedents of Organizational Commitment of Lecturer in
South Sumatera
Zainal Berlian
UIN Raden Fatah, Palembang
ABSTRACT: Theoretically it was predicted that leadership style and organizational culture have partially
and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership
style, organizational culture and organizational commitment have impact on lecture performance, this research
was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative
approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was
carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five)
participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural
Equation Modelling (SEM). The research found that all independent variables have a significant effect on
dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and
organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on
organizational communication. This result shows that there are still 43% of other factors that affected on
organizational commitment. The next result was also gathered simultaneously which is the effect of leadership
style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with
the most significant factor was on organizational commitment. This result shows that there are still 51% of
other factors thataffected on employees 'performance that needs to be looked into in further research.
Keywords: leadership style, organizational culture, organizational commitments.
I. RESEARCH BACKGROUND
Based on the reserach furthermore, research has shown that higher education institutions are facing
major challenges regarding the management of the performance of academic staff (Mapesela & Strydom, 2004).
It is therefore on the basis of the foregoing, as well as the preceding background that this study aims to address
the following research problem that may assist the leadership in higher education institutions to face the
challenges referred to in the study’s background: the need for empirical evidence to confirm the relevance of the
seven postulated performance measurement dimensions for lecturers posited by Robbins, Odendaal and Roodt
(2007). Integrated Quality Management is an approach to maximize organizational competitiveness through
continuous improvement on product, labor, and environmental processes 7 (Nasution, 2010). As an
organizational strategy, in the MMT, the organization provides (commitment to continuous improvement of
customer satisfaction by continually improve organizational processes (Wibowo, 2011). Komitmen'yang
powerful of all members of the organization to improve the quality of products in the cycle of improvement
continues -menerus is the first principle in the implementation of MMT (Deming in Sumarsan, 2013.186 and
Sallis, 2007, IDO). management commitment is the first program in the implementation of MMT which better
quality must be a shared commitment in which quality initiatives directed and led by senior management
(Crosby in Sallis, 2007: 113). Therefore, the implementation of MMT requires proper leadership,
communication effective organization, and organizational culture that supports, which can improve kineija
employees continuously in a cycle of improvement of product quality through strengthening the commitment of
all members of the organization (Ishikara in Nasution, 2010; Sumarsan, 2013).
Problem Statement
Based on the background of the above problems, study problems can be formulated as follows:
1. Is Leadership Style partial effect toward Organizational Commitment?
2. Is Organizational Culture effect toward Organizational Commitment?
3. Are Leadership Style and Organizational Culture toward Organizational Commitment?
Research purposes
Appropriate formulation of research problems, the purpose of this study was to assess and prove
1. To investigate the effect of Leadership Style toward Organizational Commitment
2. To investigate the effect of Organizational Culture toward Organizational Commitment
3. To investigate the effect of Leadership Style and Organizational Culture toward Organizational
Commitment
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II. THEORITICAL BACKGROUND
Bass & Bass (in Usman, 2013) notes up to 1993 there were 221 Tahua understanding of leadership in
587 publications, and in 2005 Amazon.com has registered (18 229 leadership books, Google Schoolar register
16,800 books and 386,000 citations leadership leadership. Data illustrates the breadth of discussion about
leaders and leadership are also implications for the diversity of understanding and approaches developed in
studies on leadership. Leaders are people who have certain skills that can influence their followers to cooperate
towards the achievement of predetermined objectives (Sudrimunawar 2006; Mangunhaijana, 2007). While
leadership is something that used to influence other people's leader, a process, an ability, courage, through
communication, directly or indirectly, with the intent to stir up the people so that with full understanding and
awareness will be willing to follow the leader. (Stoner in Umar, 2005; Yukl, 2009; Davis & Newstrom, 2005J
152; Terry and Frankin in Robbins, 2006: ; Hughes et al in Usman, 2013.308; Wirawjf 2013). Based on the
above opinion, the authors assume that need to be pivotal records in the transformational leadership style, and it
can distinguish with other styles Other leadership is an attempt to persuade leaders followers (subordinates and
other staff) to make changes and to meet the future better (Daft, 2008; Hughes, Ginnet, Curphy, 2005.416;
Robbins, (2006.472; Yukl, 2009), Based on the above theoretical study, the needs of the organization that has
run the ISO is participatory leadership style-transformative research is leadership integrate participatory and
transformative leadership style to move the organization in the achievement of organizational goals. The
dimensions of participative leadership transformative, as it refers to Yukl (2009), Wirawan (2013), Bums and
Bass (in Wirawan (2013) are: (1) participative leadership, and (2) transformative leadership. Dimensions of
participative leadership, measured by indicators: (1) members are given the opportunity to be involved in the
decision making process from the determination of the vision, mission, policies, operational activities,
monitoring and evaluation, or at least at the level of each work; (2) there is a delegation of authority in
accordance hierarchy of the organization; (3 ) there is the attempt to make room for the development of
creativity and innovation from every member of the organization; (4) there is the attempt of leaders to integrate
subordinate; and (5) seek to resolve conflicts or disputes teijadi in the organizational environment. the
dimensions of transformative leadership measured by indicators: (1 ) has a transformative commitment through
clarity of vision, mission, goals and objectives of the organization; (2) communicate the vision, mission, goals
and objectives of the organization to all parties, especially subordinates in an organization; (3) continuously
invites all parties, especially subordinates to prepare for pembahan; and (4) reward subordinates terl successful
in bekeija and had foresight, shown mi creativity and innovation. The concept of organizational culture first
appeared in the 1970s and 1980s, (which term organizational culture is equated with the term corporate culture
(Kusdi, 2011). This is consistent with the views expressed by Tika (2006, 7) that organizational culture has in
common with culture companies, though there are special things on the corporate culture like style and
management systems. the views are more specifically stated by Ndraha (2005, 9) which says that the studies
relating to the organizational culture applies to the corporate culture, but the studies associated with the
corporate culture, may not all apply to the organization's culture.
Table 1. Grouping Theory of Organizational Culture
No. FOCUS CVF Similarity Theory
1 Clan Culture (Cameron and Quinn, 2006);
The internal environment, prioritizing
collectivity, social integration and
flexibility.
Consensus Culture (Quinn dan Me Grath (2001); Constructive Culture
(Kreitner dan Kinicki, 2001); Involvement Culture dan Consistency
Culture (Denison,1990); high power distance, Collectivism, feminity dan
weak Uncertainty Avoidance, Process oriente , Employee oriented,
Close system, Tight control, Normative (Hofstede,2005).
2 Hierarchy Culture (Cameron and Quinn,
2006);
The internal environment, perform the
functions of coordination, stability, control
is accompanied by standard work
procedures, formal and detailed.
Presidential Culture (Desmon Grade, 1986)). High power distance,
Collectivism, feminity dan weak Uncertainty Avoidance, Process
oriented, employee oriented, Close system, Tight control, Normative
(Hofstede, 2005).
3 Adhocracy Culture (Cameron and Quinn,
2006);
The external environment, encourage hard
work and innovation, individualistic, leave
room for flexibility and differences
Pharaoic Culture dan Barbarian Culture (Deal dan Kennedy, 1982);
Low power distance, individualism, masculinity, strong uncertainty
Avoidance, result oriented, Job oriented, Profesional, open system, loose
control, Pragmatic (Hofstefle, 2005).
4 Market Culture (Cameron and Quinn,
2006);
External environment, keija hard, control,
result-oriented keija and measurability,
cherish competition, and ambitious in
terms of market penetration.
Touch-Guy/Macho dan Work Hard Play Hard (Deal dan
Kennedy,1982);
Adaptibilty Culture (Denis, 1990). low power distance, Individualism,
strong uncertainty Avoidance, masculinity, result oriented, job oriented,
profesional,
open system, tight control (Hofstede, 2005).
Source: Calculated based on theoretical study used sources
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Based on the above opinions of the organizational culture in this study is a system of meaning and a
shared belief in a hierarchical-humanistic adopted by the members of the organization that became the character
of an organization. Hierarchical organization-humanistic culture is a blend of approaches with Clan Hierarchy
Culture Culture developed by Cameron and Quinn and Hofstede. Thus, the organizational culture-humanistic
hierarchy consists of two dimensions, namely: (1) the cultural hierarchy, and (2) humanistic culture. Cultural
hierarchy is looking concept of organizational culture has fantangan modem organizational characteristics in
terms of orientation to quality, customer needs and satisfaction, as well as products increasingly fierce
competition. The indicators of the cultural dimension hierarchy is: (1) specialty, (2) coordination, (3)
procedural, (4) stability, and 5) efficiency. While the humanistic culture is an approach rooted in the national
culture of Indonesia that emphasizes intimacy and emotional ties to share, so that the organization is more like a
big family rather than an economic entity. Indicators of humanistic cultural dimensions are: (1) collectivity, (2)
participation, (3) consensus, (4) flexibility, and (5) loyalty. Gibson, Ivancevich, and Donnelly (in Daft, 2008)
said the performance was "the desire of j any employee's behavior performanceSedangkan Smith (in
Sedarmayati, 2001: 50): (" Perf ormance is the drive output from the processes of human or otherwise.
"Definition this limits the notion of work as a result or output of a human or other processes. in terms of a more
ornamental Rival &Sagala (2011.549) said the performance is noticeable ying behavior displayed by everyone
as the resulting performance by employees in accordance with its role within the company. this is in line with
the views Yuniarsih (2009.161) which says the performance is a real achievement that is displayed after the
relevant person's duties and role in the organization. Based on the opinions of the above, the performance of
employees in penelltian is) the size of the result of the implementation of a specific job function or activity of
employees during the period / specified time. The dimensions kineija employees, as referring to Bemardin and
Russel l (2006: 383) are: (1) quality; (2) quantity; (3) timeliness; (4) cost effectiveness; (5) The need for f
supervision; and (6) interpersonal Impact. Quality dimensions, namely pekeijaan quality standards prescribed by
the first, measured by indicators: (1) activity pekeijaan according to procedure and (2) 1 pekeijaan appropriate
quality standards. Dimensions quantity, ie pekeijaan generated on target, measured by indicators: (1) the
achievement of activity and (2) the achievement of targets pekeijaan. Dimensions timeliness, which is the time
pekeijaan completed and does not inhibit other pekeijaan, measured by indicators: (1) the work on time and (2)
supporting the completion of other job. Dimensions of cost effectiveness, which is using its resources
effectively, measured by indicators: (1) use the budget effectively and (2) the use of facilities keija effectively.
Dimensions need for supervision, namely the ability to complete the job without close supervision, discipline,
and passion keija high, measured by indicators: (1) work without strict supervision; (2) discipline; and (3) the
spirit of keija. Impact interpersonal dimension, namely the ability collaborate with superiors, peers sekeija,
subordinates and can organize collaborate well, measured by indicators: (1) the ability to collaborate with
superiors; (2) the ability to collaborate with co-workers; and (3) the ability to organize well job
Hypothesis
Ha1 : Leadership Style partial effect toward Organizational Commitment
Ha2 : Organizational Culture effect toward Organizational Commitment
Ha3 : Leadership Style and Organizational Culture toward Organizational Commitment
III. RESEARCH METHODS
The method used in this research is quantitative research. A quantitative approach is useful to treat
specifically the meaning and use of variables (Creswell, 2005). Variables in quantitative research is a special
phenomenon that can be observed or measured in two or more categories (Keriinger in Creswell, 2005).
Furthermore, Creswell (2005) explains that the variables in a quantitative approach can be distinguished by two
characteristics, namely the temporal sequence and measurement. Cross-sectional study which is a type of
research that is collecting information questionnaires only one time in a particular time to a sample (Malhotra,
2007). Because the data collected simultaneously at a given moment and only once by distributing
questionnaires to the respondents. Survey method is collecting information based on a questionnaire respondents
(Malhotra, 2007), respondents were asked questions related to leadership styles, organizational culture,
organizational commitment. Thus, this study belong to the survey method in which researchers used a
questionnaire to obtain data on the subject to the researchers in a relatively short period of time.
Samples
The sample is part of the number and characteristics possessed by the population. When large
populations and researchers did not learn all that there is in the population (limited funds, manpower and time)
then the researcher can use diambii sample from that population (Sugiyono, 2009: 61). The sampling technique
(sampling) used in this study is a two-stage random sampling (random sampling two stages). In the first stage,
the sample company is determined by the method of random sampling (simple random sampling) of some
universities in south sumatera, palembang.
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Test Reliability
Azwar (2007: 4) says that the reliability mempakan peneijemahan and reliability word which means
reliability, dependability, consistency and so on. The measurement results can be trusted when it is in the
implementation of measurements several times against the same subject obtained relatively similar results, as
long as the measured aspect does not change. Instrument reliability is a reliable measurement results. Instrument
reliability is required to get the data in accordance with the purpose of measurement. To achieve this, reliability
test using Cronbach's alpha was measured by Cronbach's alpha scale of 0 to 1.
Table 2 Realibillitas Instrument Testing Results on Research Variables
No. Variabel Nilai Cronbach’s Alpha Keputusan
1 Leadership style .764 Reliabel
2 Organizational culture .770 Reliabel
3 Employee commitment .836 Reliabel
Source: Preliminary Test Reliability Research Instruments, SPSS
IV. RESULTS AND DISCUSSION
Suitability Index Model
The results of data analysis using methods Strucutural Equation Model (SEM) using application
software LISREL 8.7 then obtained a summary index of the suitability of the model as follows
Table 3 Suitability Index Model
Indikator GOF Ukuran yang diharapkan Hasil Estimasi Kesimpulan
Ukuran Absolut
GFI GFI >0.90 0.69 Marginal Fit
RMSEA RMSEA <0.08 0.07 Good Fit
Ukuran Incremental Fit
NNFI NNFI > 0.90 0.96 . Good Fit
NFI NFI > 0.90 0.94 Good Fit
AGFI AGFI > 0.90 0.96 Good Fit
RFI RFI > 0.90 0.94 Good Fit
IFI IFI >0.90 0.96 Good Fit
CFI CFI > 0.90 0.96 Good Fit
Source: Data Processing with LISREL 8.7
Based on Table 5.1 above, eight (8) the size of the suitability of the model obtained for RMSEA,
NNFI, NFI, AGFI, RFI, IFI, CFI has an index of fitness model good (Good Fit), there is one index kesuaian
models that GFI has an index kesuaian models are marginal (marginal Fit). According Hair et.all (2006.623)
marginalfit is a fitness model under conditions index criteria of absolute fit, as well as incremental fit but still
can be used in further analysis, because it is close to the index criteria for a good fit. Thus, the suitability index
based on the calculation model used in the study that further analysis can be done.
V. DISCUSSION
Influence of Leadership Style on Organizational Commitment in Partial, Based on the results of testing
the hypothesis can be confirmed that there is a leadership style influence on organizational commitment, it can
be seen from the results of statistical tests DIMA twr> W (6:57> 1.96). The next big unknown contribution of
leadership style on employee commitment, based on the path coefficient is 0.38. Thus, the contribution of the
effect is 0:38 x 0:38 x 100 = 14:44%. Influence of Organizational Culture Organizational Commitment Against
Partial, Based on the results of testing the hypothesis in mind that organizational culture affects terhadap-
organizational commitment, which is known to result thit> ttab (2.78> 1.96). Furthermore, the contribution is
the influence of organizational culture on organizational commitment based on the results of the path coefficient
0:19 x 0:19 x 100 = 3.61%. Influence of Leadership Style and Organization Culture Collaborative against
Organizational Commitment. Based on the test results showed that the variables hipotiesis leadership styles,
organizational communication and organizational culture influence jointly on organizational commitment.
Results thit> ttab (101 579> 2.63). Furthermore, known R2 = 0.67, these results suggest that the effect together
is 67%. Thus, there are 37% of other factors that influence the organizational commitment.
VI. CONCLUSION
Based on the results of hypothesis testing and discussion that has been done in the previous chapter.
This, the study concluded the following:
1. Leadership style affect partially positive and significant organizational commitment within the company are
in the South Sumatera, Palembang. It was found that the dimensions of leadership styles greater
participation contributions influence of the dimensions of transformational leadership style. Thus, it is
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certain that if the repairs on the style of leadership, especially leadership style will happened increase
participation in organizational commitment.
2. Communication influential organizations and significant posotif partially on organizational commitment
within the company are in the South Sumatera, Palembang. Where it was found that the dimensions of
subordinate-supervisor communication and horizontal communication contributes a greater influence when
dbandingkan with superior subordinate communication. This shows that when done improvements in
organizational communication especially subordinate-supervisor communication that takes place, there will
be also an increase in the organization's commitment.
3. Organizational culture positive and significant effect partially on organizational commitment within the
company are in the South Sumatera, Palembang. It was found that the dimensions of organizational culture
influence of humanistic greater contribution of the cultural elements of the hierarchy. Thus, these results
suggest that if you do repairs on organizational culture especially humanistic dimension will result in
positive changes in employee commitment.
4. The style of leadership, organizational communication and organizational culture together positive and
significant impact on organizational commitment within the company are in the South Sumatera,
Palembang. It was found that the amount of influence of each variabe! Unknown leadership style variable
regression coefficient 0:38, 0:48 variables organizational communication, and organizational culture
variables 0:19. With the results of R2 = 0.77. This means that 77% of organizational commitment is
influenced by the style of leadership, organizational communication and organizational culture. The
variables provide kontsribusi influence on organizational commitment is a communications organization,
followed by leadership style and organizational culture. This suggests that if the repair is done jointly on
leadership styles, organizational communication and organizational culture will lead to changes in
organizational commitment.
Managerial implications
Based on the findings and conclusions of the research, for the benefit of the managerial implications
that need to be carried out by universities that are in south sumatera include the following:
1. In establishing the organizational commitment of the three variables that affect the style of leadership and
organizational culture of the variables that most influence on organizational commitment is organizational
communication, particularly communication that is subordinate superiors largest dimension in the formation
of organizational communication variables. Therefore, operationally improved communications subordinate
supervisor is still needed, especially based on indicators relating to the submission of reports of problems in
the execution of the task (0.82), the delivery of advice from subordinates to superiors (0.72), submission of
reports on the implementation task (0.69) and delivery of private complaint and job subordinate supervisor
(0.83).
2. In an effort to improve employee kineija, of the four variables that affect the style of leadership,
organizational communication, organizational culture and organizational commitment, the most decisive
variable is the commitment of the organization, especially the continuous commitment which is the largest
dimension in the formation of organizational commitment. On the operational level of commitment shown
by indicators that need to be considered is to encourage employees to have a mission to advance the
organization (0.75), willingness to try my best (0.74), and the willingness to sacrifice in the achievement of
organizational goals (0.84). On the other hand in the case of employees performance considering the
dimensions of the largest is the need for supervision (0.90). Premises such monitoring is also needed for the
employee's performance can be further increased.
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