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.
This research aimed to analyze the effects of organizational commitment, competency, and reward
on employee performance. The population of this research was local public officers in the Yapen Islands
Regency.
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in
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.
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.
Attitude Formation of Benefits Satisfaction: Knowledge and Fit of BenefitsWaqas Tariq
Using the theoretical framework of the Theory of Reasoned Action [6], we examine benefits satisfaction as an attitude formed by the beliefs about benefits (i.e., benefits knowledge) and the perceived value of these benefits (i.e., fit of benefits to individual needs). We use questionnaires to gather data from a random sample of 591 employees in a large county agency in the South-eastern United States. The data support that knowledge of benefits is associated with enhanced benefits satisfaction and mediates the effect of explanations about benefits on satisfaction. The results provide strong evidence that benefits perceived to suit employee needs generate highest benefits satisfaction. Employees satisfied with their benefits are less likely to consider leaving the organization. The tested model is a starting point for future studies to apply the extended Theory of Reasoned Action [1] and incorporate perceived behavioural control and subjective norms (i.e., co-workers’ attitudes) in forming benefits satisfaction. Understanding employees’ affective and cognitive reactions to compensation, including benefits, can render better practices. Companies should use information campaigns to improve employee beliefs about benefits. Better attentiveness to individual needs and preferences can maximize the utility of a benefits plan and improve its acceptance. We replicate and extend past research in a parsimonious model of benefits satisfaction with a random sample of public sector employees.
The Impacts of Human Resource Development, Organizational Commitment, and Com...inventionjournals
This research aims to investigate the impact of human resource development, organizational
commitment and compensation on employee performance. The study, which was located at Sulut Bank, North
Sulawesi, uses explanatory or hypothetical investigations. The samples were 125 respondents from the total of
612 employees at the company. The data collection technique utilizes the proportional area random sampling by
means of distributing questionnaires to the respondents. The data were then valued, tabulated and analyzed
using double linear regression statistics. The results show that: 1) the human resource development has some
impacts on the employee performance, 2) the organizational commitment has some significant impacts on the
employee performance, and 3) the compensation also has some significant impacts on the employee
performance.
The Relationship between Organizational Politics, Job Satisfaction and Turnov...ijtsrd
The study aimed to examine the relationship between organizational politics, employee's job satisfaction and turnover intention in the public maritime-related agencies in the east coast of Peninsular Malaysia. The study utilized cross sectional research design. An enumeration of entire population census was conducted on 140 employees from Royal Malaysian Custom and Department of Fisheries in Terengganu. Data for the study were collected through questionnaire. 140 set of questionnaire were distributed and 109 copies were returned. Preliminary analyses were performed to ensure violation of assumptions of normality, linearity and homogeneity which enables us to analyze the data with the aid of Statistical Package for Social Science SPSS and SmartPLS softwares. The findings revealed a significant association between organizational politics, employee's job satisfaction and turnover intention. The study therefore recommended that the agencies should actively focus on positive political behavior that will fuel workers' job satisfaction and they should ensure proper pay structure including pay performance and other bonuses that will lead to employee job satisfaction and reduce turnover intention. Finally, the findings of this study could assist the public maritime-related agencies in the area of organizational politics that would promote employee job satisfaction. Juhaizi Mohd Yusof | Siti Nur 'Atikah Zulkiffli | Siti Falindah Padlee | Nurul Ayuni Yusof "The Relationship between Organizational Politics, Job Satisfaction and Turnover Intention in the Maritime- Related Agencies in the East Coast of Peninsular Malaysia" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-1 , December 2018, URL: http://www.ijtsrd.com/papers/ijtsrd20216.pdf
http://www.ijtsrd.com/management/organizational-behaviour/20216/the-relationship-between-organizational-politics-job-satisfaction-and-turnover-intention-in-the-maritime--related-agencies-in-the-east-coast-of-peninsular-malaysia/juhaizi-mohd-yusof
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
This research aimed to analyze the effects of organizational commitment, competency, and reward
on employee performance. The population of this research was local public officers in the Yapen Islands
Regency.
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in
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.
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.
Attitude Formation of Benefits Satisfaction: Knowledge and Fit of BenefitsWaqas Tariq
Using the theoretical framework of the Theory of Reasoned Action [6], we examine benefits satisfaction as an attitude formed by the beliefs about benefits (i.e., benefits knowledge) and the perceived value of these benefits (i.e., fit of benefits to individual needs). We use questionnaires to gather data from a random sample of 591 employees in a large county agency in the South-eastern United States. The data support that knowledge of benefits is associated with enhanced benefits satisfaction and mediates the effect of explanations about benefits on satisfaction. The results provide strong evidence that benefits perceived to suit employee needs generate highest benefits satisfaction. Employees satisfied with their benefits are less likely to consider leaving the organization. The tested model is a starting point for future studies to apply the extended Theory of Reasoned Action [1] and incorporate perceived behavioural control and subjective norms (i.e., co-workers’ attitudes) in forming benefits satisfaction. Understanding employees’ affective and cognitive reactions to compensation, including benefits, can render better practices. Companies should use information campaigns to improve employee beliefs about benefits. Better attentiveness to individual needs and preferences can maximize the utility of a benefits plan and improve its acceptance. We replicate and extend past research in a parsimonious model of benefits satisfaction with a random sample of public sector employees.
The Impacts of Human Resource Development, Organizational Commitment, and Com...inventionjournals
This research aims to investigate the impact of human resource development, organizational
commitment and compensation on employee performance. The study, which was located at Sulut Bank, North
Sulawesi, uses explanatory or hypothetical investigations. The samples were 125 respondents from the total of
612 employees at the company. The data collection technique utilizes the proportional area random sampling by
means of distributing questionnaires to the respondents. The data were then valued, tabulated and analyzed
using double linear regression statistics. The results show that: 1) the human resource development has some
impacts on the employee performance, 2) the organizational commitment has some significant impacts on the
employee performance, and 3) the compensation also has some significant impacts on the employee
performance.
The Relationship between Organizational Politics, Job Satisfaction and Turnov...ijtsrd
The study aimed to examine the relationship between organizational politics, employee's job satisfaction and turnover intention in the public maritime-related agencies in the east coast of Peninsular Malaysia. The study utilized cross sectional research design. An enumeration of entire population census was conducted on 140 employees from Royal Malaysian Custom and Department of Fisheries in Terengganu. Data for the study were collected through questionnaire. 140 set of questionnaire were distributed and 109 copies were returned. Preliminary analyses were performed to ensure violation of assumptions of normality, linearity and homogeneity which enables us to analyze the data with the aid of Statistical Package for Social Science SPSS and SmartPLS softwares. The findings revealed a significant association between organizational politics, employee's job satisfaction and turnover intention. The study therefore recommended that the agencies should actively focus on positive political behavior that will fuel workers' job satisfaction and they should ensure proper pay structure including pay performance and other bonuses that will lead to employee job satisfaction and reduce turnover intention. Finally, the findings of this study could assist the public maritime-related agencies in the area of organizational politics that would promote employee job satisfaction. Juhaizi Mohd Yusof | Siti Nur 'Atikah Zulkiffli | Siti Falindah Padlee | Nurul Ayuni Yusof "The Relationship between Organizational Politics, Job Satisfaction and Turnover Intention in the Maritime- Related Agencies in the East Coast of Peninsular Malaysia" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-1 , December 2018, URL: http://www.ijtsrd.com/papers/ijtsrd20216.pdf
http://www.ijtsrd.com/management/organizational-behaviour/20216/the-relationship-between-organizational-politics-job-satisfaction-and-turnover-intention-in-the-maritime--related-agencies-in-the-east-coast-of-peninsular-malaysia/juhaizi-mohd-yusof
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.
The document proposes a new federal staffing plan to reform the federal hiring process and promotion system. It advocates establishing a skills sets management program to better identify and assess candidate qualifications rather than just relying on experience. The program would involve identifying, measuring, studying, testing, certifying, and enhancing employee skill sets using documentation protocols. This would help ensure positions are filled by the best-qualified candidates. The document also proposes establishing evaluation boards to review employee performance and make promotion/reassignment decisions, changing the roles of HR specialists, and gaining presidential approval for the new plan. The goals are to improve employee careers, leadership development, and better prepare the federal government for the future.
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 effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
Performing corporate social responsibility of state owned enterprises a good ...Alexander Decker
This document discusses corporate social responsibility (CSR) programs of state-owned enterprises from a good governance perspective. It provides background on CSR and good governance principles in Indonesia, including transparency, accountability, and participation. As a case study, it examines CSR programs implemented by PT. INHUTANI I, a forestry company, for communities near its worksites in Berau Regency, Indonesia. The study aims to evaluate the effectiveness of CSR programs in partnership and community development and how they align with good governance. Qualitative research methods, including interviews and observations, are used to assess the roles of different actors and challenges in implementing CSR according to good governance.
This document summarizes a research study that examined the relationship between impression management and stakeholders' satisfaction at car servicing firms in Nigeria, and the moderating role of environmental dynamism. The study used a survey design to collect data from 109 car servicing firm owners/managers. Results found a positive and significant relationship between impression management and stakeholders' satisfaction. However, environmental dynamism was shown to weaken the strength of this relationship. The study concluded that car service entrepreneurs should effectively manage impressions to build a good image and satisfy stakeholders, while also adapting to changes in the dynamic business environment.
Towards a better public service management in nigeria the ‘target-setting’ te...Alexander Decker
This document discusses the use of target-setting techniques in the Nigerian public service to improve productivity. It examines target-setting as a management policy introduced by the Nigerian government to enhance results in local governments. However, the paper concludes that target-setting has not significantly improved service delivery due to poor work attitudes among public servants in Nigeria.
Analysis of the Equity and job Satisfaction at the Workplace- Implementation ...AI Publications
The aim of this research was to examine the relationships between employee perception of equity and job satisfaction in the Erbil private banks. Data were gathered using a face-to-face survey of 119employees at five private banks inErbil. The findings showed that there is a significant and positive relationship between affirmation action with job satisfaction, there is a significant and positive relationship between affirmation action with job satisfaction and there is no a significant and positive relationship between embracing diversity with job satisfaction in private banks in Erbil.
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, papers, and presentations related to topics like compensation plans, equity, performance management, and benefits. It contains tutorials for each week that include instructions and requirements for two assignments, discussion questions, and a final exam. The tutorials are meant to help students complete all the course requirements.
HRM 324 EDU Remember Education--hrm324edu.comchrysanthemu23
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, papers, and presentations related to topics like compensation plans, equity, performance management, and benefits. It contains tutorials for each week that include instructions and files for two assignments, discussion questions, and a final exam. The tutorials cover developing compensation plans, analyzing internal and external equity, performance-based pay, union issues, and total rewards.
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, papers, and presentations related to topics like compensation plans, equity, performance management, and benefits. It contains tutorials for each week that include instructions and files for two assignments, discussion questions, and a final exam. The tutorials cover analyzing compensation laws and markets, designing internal and external equity plans, performance-based pay, union issues, and total rewards strategies.
HRM 324 EDU Become Exceptional--hrm324edu.comkopiko134
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and
HRM 324 EDU Education Planning--hrm324edu.comVTejeswini6
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
HRM 324 Week 1 DQ 2
HRM 324 Week 2 Assignment Internal and External Equity (2 Papers
HRM 324 EDU Education for Service--hrm324edu.comkopiko81
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
The Affect Of Psychologıcal Contract To The Level Of Burnout Amongst The Admı...inventionjournals
The aim of this research is to measure the psychological contract of the administrative unit workers and to define the level of burnout of this contract. To know the psychological contract perception of the workers is really crucial to increase the quality and productivity. If one can know the aim of their existence at work and define the distribution of roles according to that aim, this will improve the conditions and will help to decrease the level of burnout. Face to face quastionneres are used for descriptive research. The area of this research is consists of the %95 of the administrative unit workers of a private hospital. 90 people joined the questionnaires but 80 of them were analyzed. In this work 2 scales were used; Cronbachalpha ratio of the perception of the psychological contract was 0,662; and is 0.852 for the level of burnout. At the end of the research, the level of the perception of the pyschological contract was approximately 3,05. The level of burnout of the participants was not high and the affect of the perception of the psychological contract to the level of burnout was found to be 0.394.
The document summarizes a study on the professionalism of regional apparatuses in facilitating the profession of state civil apparatuses in Indonesia. It finds that regional apparatuses have skills, expertise, provide quality services, and work in a conducive environment. However, there are some constraints, including limited information technology, low understanding of administrative procedures among professional members, and weak coordination between agencies. The study used a qualitative case study approach involving interviews and documents. It concludes that regional apparatuses have strengths but also face internal and external challenges that could be addressed to better facilitate the profession of state civil apparatuses.
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 company goal is to maximize the shareholders’ prosperity, not just to maximize profit. The fact is that the company not only has economic responsibility but also social responsibility to the community and its environment. The purpose of this study was to analyze the effect of good corporate governance (GCG) and corporate social responsibility (CSR) on the firm value. The research sample of 15 companies was taken using purposive sampling from companies listed in the LQ-45 on the Indonesia Stock Exchange for the period of 2014-2017. This study uses panel data regression analysis with Random Effect model method. GCG is a representation of managerial ownership, institutional ownership, independent commissioner, and audit committee. The results of this study indicate that there is a significant influence between GCG and CSR on firm value simultaneously. Partially, independent Commissioners and CSR each have an influence on the firm value, but there is an anomaly.
Audit Committee Characteristics and Financial Performance of Deposit Money Ba...AkashSharma618775
The purpose of this study was to assess the predictive power of audit committee features on the financial
performance of listed Deposit Money Banks (DMBs) in Nigeria between 2009 and 2018. Thirteen (13) banks were
used over 10 years making a total of 130 firm year observation. The independent variable was audit committee
size, while the dependent variable was DMB financial performance measured by return on capital employed
(ROCE). The study used an ex-post factor research approach to address the research questions and the nature of
the study data. The study used the panel fixed effect approach (and the estimates were obtained using E-views 9).
The results show that audit committee size does not significantly predict ROCE nor does audit committee financial
skill and frequency of audit committee meetings. None of the independent variables have significant predictive
power on the performance of Deposit Money Banks in Nigeria. Thus, instead of DMBs focusing on expanding the
members of Audit committee, they should instead consider other things that can be done to have an effective audit
committee, such as gender, religion, region, ownership, etc that could possibly influence the performance of banks
in Nigeria.
The Factors Influencing to Job Satisfaction with Work Motivation as Moderatorinventionjournals
In order to get achieve job quality is aimed and optimally. major component to achieve the goal is employees as HRM in institutional that continue level toward any program. This research aims to examine, analyze to investigate, the condition and influence work design, training and development, empowerment to motivation and a partial simultaneous. also the influence of the job design, training and development, employee’s empowerment, and working motivation as partial and simultaneous to job satisfaction in Municipality Government Ternate. While testing and analysis of data was done using Structural Equation Model (SEM. Output of study proved the existence of the influence of job design, training and development, empowerment both in the partial and simultaneously. The contribution of R2 = 0.57, it most significant influence of empowerment and motivation of two other variables. While job design, training and development, empowerment, to get synergic with work motivation proved both partial and simultaneously it has positive effects and significant on the job satisfaction by contribution total influence direct and indirect R2 = 0.79 among the fourth variables that influence the achievement of the having valuedominant are motivation
EXPLORING THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN THE RELATIONSHIP...indexPub
This research aims to obtain empirical evidence regarding the influence of employee engagement and job satisfaction on employee performance through organizational commitment as a mediating variable for employees at the Office of Strengthening of Social Forestry in Indonesia. This research is quantitative. The data was collected through the survey method utilizing interviews and Likert scale questionnaires. The analysis employed Structural Equation Modeling-Partial Least Squares (SEM-PLS) facilitated by the SmartPLS 3.29 application. The sample for this research was 79 respondents who worked at the Strengthening of Social Forestry in Indonesia office. The key findings indicate (1) a positive and significant influence of employee engagement on employee performance; (2) a positive and significant impact of job satisfaction on employee performance; (3) a positive and significant influence of organizational commitment on employee performance; (4) a positive and significant influence of employee engagement on organizational commitment; (5) a positive and significant impact of job satisfaction on organizational commitment; (6) an indirect influence of employee engagement on employee performance mediated through organizational commitment; and (7) an indirect influence of job satisfaction on employee performance, mediated through organizational commitment among employees in the Strengthening of Social Forestry in Indonesia office. Practically, this research underscores the importance of strategically focusing on initiatives and programs to enhance employee engagement. By doing so, organizations can elevate job satisfaction levels, fostering stronger employee commitment for sustained organizational growth.
The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.
The document proposes a new federal staffing plan to reform the federal hiring process and promotion system. It advocates establishing a skills sets management program to better identify and assess candidate qualifications rather than just relying on experience. The program would involve identifying, measuring, studying, testing, certifying, and enhancing employee skill sets using documentation protocols. This would help ensure positions are filled by the best-qualified candidates. The document also proposes establishing evaluation boards to review employee performance and make promotion/reassignment decisions, changing the roles of HR specialists, and gaining presidential approval for the new plan. The goals are to improve employee careers, leadership development, and better prepare the federal government for the future.
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 effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
Performing corporate social responsibility of state owned enterprises a good ...Alexander Decker
This document discusses corporate social responsibility (CSR) programs of state-owned enterprises from a good governance perspective. It provides background on CSR and good governance principles in Indonesia, including transparency, accountability, and participation. As a case study, it examines CSR programs implemented by PT. INHUTANI I, a forestry company, for communities near its worksites in Berau Regency, Indonesia. The study aims to evaluate the effectiveness of CSR programs in partnership and community development and how they align with good governance. Qualitative research methods, including interviews and observations, are used to assess the roles of different actors and challenges in implementing CSR according to good governance.
This document summarizes a research study that examined the relationship between impression management and stakeholders' satisfaction at car servicing firms in Nigeria, and the moderating role of environmental dynamism. The study used a survey design to collect data from 109 car servicing firm owners/managers. Results found a positive and significant relationship between impression management and stakeholders' satisfaction. However, environmental dynamism was shown to weaken the strength of this relationship. The study concluded that car service entrepreneurs should effectively manage impressions to build a good image and satisfy stakeholders, while also adapting to changes in the dynamic business environment.
Towards a better public service management in nigeria the ‘target-setting’ te...Alexander Decker
This document discusses the use of target-setting techniques in the Nigerian public service to improve productivity. It examines target-setting as a management policy introduced by the Nigerian government to enhance results in local governments. However, the paper concludes that target-setting has not significantly improved service delivery due to poor work attitudes among public servants in Nigeria.
Analysis of the Equity and job Satisfaction at the Workplace- Implementation ...AI Publications
The aim of this research was to examine the relationships between employee perception of equity and job satisfaction in the Erbil private banks. Data were gathered using a face-to-face survey of 119employees at five private banks inErbil. The findings showed that there is a significant and positive relationship between affirmation action with job satisfaction, there is a significant and positive relationship between affirmation action with job satisfaction and there is no a significant and positive relationship between embracing diversity with job satisfaction in private banks in Erbil.
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, papers, and presentations related to topics like compensation plans, equity, performance management, and benefits. It contains tutorials for each week that include instructions and requirements for two assignments, discussion questions, and a final exam. The tutorials are meant to help students complete all the course requirements.
HRM 324 EDU Remember Education--hrm324edu.comchrysanthemu23
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, papers, and presentations related to topics like compensation plans, equity, performance management, and benefits. It contains tutorials for each week that include instructions and files for two assignments, discussion questions, and a final exam. The tutorials cover developing compensation plans, analyzing internal and external equity, performance-based pay, union issues, and total rewards.
This document provides an overview of course materials for HRM 324, including assignments, discussion questions, papers, and presentations related to topics like compensation plans, equity, performance management, and benefits. It contains tutorials for each week that include instructions and files for two assignments, discussion questions, and a final exam. The tutorials cover analyzing compensation laws and markets, designing internal and external equity plans, performance-based pay, union issues, and total rewards strategies.
HRM 324 EDU Become Exceptional--hrm324edu.comkopiko134
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and
HRM 324 EDU Education Planning--hrm324edu.comVTejeswini6
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
HRM 324 Week 1 DQ 2
HRM 324 Week 2 Assignment Internal and External Equity (2 Papers
HRM 324 EDU Education for Service--hrm324edu.comkopiko81
FOR MORE CLASSES VISIT
www.hrm324edu.com
This Tutorial contains 2 Set of Papers/PPT for each Assignment
HRM 324 Week 1 Assignment Organizational Objectives and Total Compensation in Different Markets (2 Papers)
HRM 324 Week 1 DQ 1
The Affect Of Psychologıcal Contract To The Level Of Burnout Amongst The Admı...inventionjournals
The aim of this research is to measure the psychological contract of the administrative unit workers and to define the level of burnout of this contract. To know the psychological contract perception of the workers is really crucial to increase the quality and productivity. If one can know the aim of their existence at work and define the distribution of roles according to that aim, this will improve the conditions and will help to decrease the level of burnout. Face to face quastionneres are used for descriptive research. The area of this research is consists of the %95 of the administrative unit workers of a private hospital. 90 people joined the questionnaires but 80 of them were analyzed. In this work 2 scales were used; Cronbachalpha ratio of the perception of the psychological contract was 0,662; and is 0.852 for the level of burnout. At the end of the research, the level of the perception of the pyschological contract was approximately 3,05. The level of burnout of the participants was not high and the affect of the perception of the psychological contract to the level of burnout was found to be 0.394.
The document summarizes a study on the professionalism of regional apparatuses in facilitating the profession of state civil apparatuses in Indonesia. It finds that regional apparatuses have skills, expertise, provide quality services, and work in a conducive environment. However, there are some constraints, including limited information technology, low understanding of administrative procedures among professional members, and weak coordination between agencies. The study used a qualitative case study approach involving interviews and documents. It concludes that regional apparatuses have strengths but also face internal and external challenges that could be addressed to better facilitate the profession of state civil apparatuses.
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 company goal is to maximize the shareholders’ prosperity, not just to maximize profit. The fact is that the company not only has economic responsibility but also social responsibility to the community and its environment. The purpose of this study was to analyze the effect of good corporate governance (GCG) and corporate social responsibility (CSR) on the firm value. The research sample of 15 companies was taken using purposive sampling from companies listed in the LQ-45 on the Indonesia Stock Exchange for the period of 2014-2017. This study uses panel data regression analysis with Random Effect model method. GCG is a representation of managerial ownership, institutional ownership, independent commissioner, and audit committee. The results of this study indicate that there is a significant influence between GCG and CSR on firm value simultaneously. Partially, independent Commissioners and CSR each have an influence on the firm value, but there is an anomaly.
Audit Committee Characteristics and Financial Performance of Deposit Money Ba...AkashSharma618775
The purpose of this study was to assess the predictive power of audit committee features on the financial
performance of listed Deposit Money Banks (DMBs) in Nigeria between 2009 and 2018. Thirteen (13) banks were
used over 10 years making a total of 130 firm year observation. The independent variable was audit committee
size, while the dependent variable was DMB financial performance measured by return on capital employed
(ROCE). The study used an ex-post factor research approach to address the research questions and the nature of
the study data. The study used the panel fixed effect approach (and the estimates were obtained using E-views 9).
The results show that audit committee size does not significantly predict ROCE nor does audit committee financial
skill and frequency of audit committee meetings. None of the independent variables have significant predictive
power on the performance of Deposit Money Banks in Nigeria. Thus, instead of DMBs focusing on expanding the
members of Audit committee, they should instead consider other things that can be done to have an effective audit
committee, such as gender, religion, region, ownership, etc that could possibly influence the performance of banks
in Nigeria.
The Factors Influencing to Job Satisfaction with Work Motivation as Moderatorinventionjournals
In order to get achieve job quality is aimed and optimally. major component to achieve the goal is employees as HRM in institutional that continue level toward any program. This research aims to examine, analyze to investigate, the condition and influence work design, training and development, empowerment to motivation and a partial simultaneous. also the influence of the job design, training and development, employee’s empowerment, and working motivation as partial and simultaneous to job satisfaction in Municipality Government Ternate. While testing and analysis of data was done using Structural Equation Model (SEM. Output of study proved the existence of the influence of job design, training and development, empowerment both in the partial and simultaneously. The contribution of R2 = 0.57, it most significant influence of empowerment and motivation of two other variables. While job design, training and development, empowerment, to get synergic with work motivation proved both partial and simultaneously it has positive effects and significant on the job satisfaction by contribution total influence direct and indirect R2 = 0.79 among the fourth variables that influence the achievement of the having valuedominant are motivation
EXPLORING THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN THE RELATIONSHIP...indexPub
This research aims to obtain empirical evidence regarding the influence of employee engagement and job satisfaction on employee performance through organizational commitment as a mediating variable for employees at the Office of Strengthening of Social Forestry in Indonesia. This research is quantitative. The data was collected through the survey method utilizing interviews and Likert scale questionnaires. The analysis employed Structural Equation Modeling-Partial Least Squares (SEM-PLS) facilitated by the SmartPLS 3.29 application. The sample for this research was 79 respondents who worked at the Strengthening of Social Forestry in Indonesia office. The key findings indicate (1) a positive and significant influence of employee engagement on employee performance; (2) a positive and significant impact of job satisfaction on employee performance; (3) a positive and significant influence of organizational commitment on employee performance; (4) a positive and significant influence of employee engagement on organizational commitment; (5) a positive and significant impact of job satisfaction on organizational commitment; (6) an indirect influence of employee engagement on employee performance mediated through organizational commitment; and (7) an indirect influence of job satisfaction on employee performance, mediated through organizational commitment among employees in the Strengthening of Social Forestry in Indonesia office. Practically, this research underscores the importance of strategically focusing on initiatives and programs to enhance employee engagement. By doing so, organizations can elevate job satisfaction levels, fostering stronger employee commitment for sustained organizational growth.
The Effect of Participation in Budgeting on the Performance of Regional Gover...AJHSSR Journal
ABSTRACT: This study aims to determine the effect of participation in budgetingon the performance of
regional government officials with organizational commitment as a moderating variable. This research was
conducted in 38 Regional Apparatus Organizations in Badung Regency, with a population namely
officials/employees who are authorized in budget preparation. The method of determining sample in this study
using purposive sampling. Respondents in this study were heads of offices/heads of agencies/sub-districts,
finance and planning departments, resulting in 114 respondents. The data analysis technique in this study uses
Moderated Regression Analysis (MRA). The results of this study indicate that participation in budgetinghas no
effect on the performance of regional government officials, meanwhile organizational commitment is able to
strengthen the effect of participation in budgeting on the performance of regional government officials.
KEYWORDS:participation in budgeting, performance of regional government officials, organizational
commitment, regional apparatus organizations
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
2. hapzi ali, et al., 2016, model of employee performance, ijer, mercu buana ...Hapzi Ali
This document summarizes a research study on factors that influence the performance of civil servants in the West Java provincial government in Indonesia. The study found that organizational culture, organizational climate, and leadership style positively and significantly impact organizational commitment, explaining 55% of the variance in commitment. These three factors also positively and significantly impact employee performance, explaining 80% of the variance. Organizational commitment was found to be the most dominant individual influence on employee performance. The research concludes that improving organizational culture, climate, leadership and commitment can help increase the performance of civil servants.
Hapzi ali et al., model of employee performance, mercu buana university, jaka...Hapzi Ali
This document summarizes a research study on factors that influence the performance of civil servants in the government of West Java Province, Indonesia. The study found that organizational culture, organizational climate, and leadership style positively and significantly impact organizational commitment, explaining 55% of the variance in commitment. These three factors also positively and significantly impact employee performance, explaining 80% of the variance. Organizational commitment was found to be the most dominant individual influence on employee performance. The study aims to provide empirical evidence on how improving these factors can increase civil servant performance.
This document summarizes a research study that examined factors influencing work engagement at social welfare institutions in Gayo Lues, Indonesia. The study distributed questionnaires to 50 employees and used structural equation modeling to analyze the effects of psychological meaningfulness, job insecurity, employee empowerment, and organizational commitment on work engagement. The results found that psychological meaningfulness, employee empowerment, and organizational commitment had significant positive effects on work engagement, while job insecurity had a significant negative effect. The document provides context on the importance of work engagement for organizational success and background on social welfare institutions in Indonesia.
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 Influence of Organizational Culture, Leadership, And Motivation Towards J...QUESTJOURNAL
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
Running head TO DELEGATE OR NOT TO DELEGATE1TO DELEGATE.docxtoltonkendal
Running head: TO DELEGATE OR NOT TO DELEGATE
1TO DELEGATE OR NOT TO DELEGATE
3To Delegate or not to Delegate Vibert JacobSouth UniversityMemo
To Delegate or not to Delegate
In the first scenario, I would delegate because of the nature of the work involved in the process of looking for the most effective software to settle for in order to meet the specific accounting needs of the organization. The case presents that I am a manager and I have two employees working under my authority. The credit function of the organization plays a significant role in the running of the organization. The ability of the employees to accept and work with the new software will greatly depend on their capacity to understand the basics of the new software within the shortest time possible. For this reason, the delegation will see to it that the two employees under my authority are assigned tasked regarding the purchase of the new accounting software. For instance, the task can be divided into three subdivisions where each individual within the department is given one task to research and report within two weeks. The report from each individual will then be compiled to make up the final recommendation which will then be presented to the manager of the agency.
The reason for delegating the task is to ensure that my team members are involved in the processes because they will be among the key individuals who will also be tasked with the responsibility of using the system. The move will, therefore, present a great opportunity for the employees to give their opinion, input, and advice based on their experiences within the firm as well as the accounting industry as a whole. Moreover, the move will also help to build trust between me and my subordinates which will greatly improve the overall productivity of the credit functions of the agency. The delegation will be on an individual level since each of the two employees will be given different tasks to research regarding the new accounting system to be purchased.
The case presented in the second scenario brings out the fact that the fields manager is under pressure in regards to delivering the expected results within a limited time frame. As such, delegation would be an effective way to ensure that the organization is able to realize the desired objectives for the two major process that are being undertaken which are crucial for its overall success and sustainability, (Lyons, 2016). However, it is imperative to recognize that the nature of work involved in the case makes it challenging for the field manager to delegate his duties to those under his leadership.
To being with, the performance improvement project is aimed at improving the overall productivity and efficiency of the federal agents. These are programs that are designed to help the agents find more effective and convenient of undertaking tasks and responsibility that would be considered to be otherwise difficult. This means that the agents can onl ...
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
This document discusses research on the effect of work environment, work discipline, and work motivation on employee performance at the Secretariat of the Regional People's Representative Assembly of West Sumatra Province. It provides background on the importance of managing human resources and defines key terms like work environment, work discipline, work motivation, and employee performance. The results of the study showed that work environment and work discipline did not have a significant relationship with employee performance, but work motivation did have a significant relationship with employee performance.
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
This document discusses a study that examined the influence of work environment, compensation, work discipline, and work ethic on the performance of civil servants at the Sungai Penuh City Inspectorate in Indonesia. It was found that the performance of civil servants at the inspectorate had declined from 88% achievement in 2018 to 84% in 2020. The study aimed to determine the effect of each variable on civil servant performance. A survey was conducted of 45 civil servants using questionnaires. Statistical analysis using multiple linear regression found that the work environment, compensation, work discipline, and work ethic each had a significant effect on civil servant performance. When combined, the four variables also had a significant effect on performance.
A public accountant as a profession that provides assurance services about historical
financial report information to the public is required to have adequate accounting knowledge and
accounting skills as well as personal qualities. Such personal qualities will be reflected in his
professional behavior. Professional behavior of public accountant one of them embodied in the
form of avoid dysfunctional behavior of accountant. dysfunctional behavior is related to time
budget pressure and turnoer intention. A high level of time budget pressure will encourage
auditors to perform dysfunctional behaviors. The desire to quit working is also judged to affect the
irregularities of auditor behavior. There is a significant positive correlation between intention
turnover and dysfunctional audit behavior due to decreased fears of possible sanctions if such
behavior is detected.
THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP AND FINANCIAL COMPENSATION ON OR...AJHSSR Journal
ABSTRACT : This research aims to determine and analyze the role of job satisfaction as a mediating variable
in the influence of transformational leadership and financial compensation on organizational commitment to
study at village offices in Pringgasela District, East Lombok Regency. This type of research is causal
associative. The data collection method used in this research is the census. The population in this study was all
105 village office employees in Pringgasela District, East Lombok Regency. The sampling technique used was
saturated sampling or census. Of the 105 questionnaires distributed that were returned to the researchers, there
were 98 questionnaires with a response rate of 93.33%. The analysis tool used is path analysis with Smart PLS.
The results of this research indicate that transformational leadership and financial compensation directly have a
negative and insignificant effect on organizational commitment. Transformational leadership has a positive and
significant effect on job satisfaction. Financial compensation has a positive and significant effect on job
satisfaction. Job satisfaction has a positive and significant effect on organizational commitment.
Transformational leadership has a positive and significant effect on organizational commitment, mediating with
job satisfaction. Financial compensation has a positive and significant effect on organizational commitment,
mediating with job satisfaction. Transformational leadership influences employee job satisfaction through
aspects such as inspiration, motivation and emotional support. Increased job satisfaction resulting from a
transformational leadership style can contribute to employees' positive roles and increase organizational
commitment. Adequate financial compensation creates feelings of appreciation and satisfaction in employees,
which, in turn, leads to higher levels of commitment to the organization.
Keywords ::Transformational Leadership, Financial Compensation, Job Satisfaction, Organizational
Commitment
The document discusses a study on the perceived influence of performance contracting on employee satisfaction at Kenya Power Company - Kisumu Branch. It provides background information on performance contracting and employee satisfaction. The study used a descriptive research design and surveyed the entire 135 management employees at the Kisumu branch using semi-structured questionnaires. The study concluded that performance contracting positively influenced organizational performance and employee satisfaction by setting clear targets and goals. It also led to increased motivation, a positive work culture, and reduced employee turnover. The study recommends involving employees more in the performance contracting process.
Assessment of Local Governance and Development Performance in IndonesiaDr. Astia Dendi
1. The document discusses performance measurement models implemented in Indonesia following its decentralization in 2001. It explores challenges with current central-government driven models.
2. A nested model is proposed that integrates three spheres of evaluation: financial/budget performance, governance performance, and development performance. This aims to make evaluation more attainable and useful for local governments.
3. The paper also discusses lessons learned and suggestions for an effective process to implement the nested performance evaluation model, including collaborative efforts between central and local governments.
This study examines the influence of organization identification and internalization at work on voluntary involvement in work, employee loyalty, and their impact on employee job performance at PT. Pelni South Sulawesi. The study found that organization identification significantly affects voluntary involvement in work. Internalization at work significantly affects employee loyalty and job performance. Voluntary involvement in work insignificantly affects employee loyalty but significantly affects job performance. Employee loyalty also significantly affects job performance. As voluntary involvement did not influence loyalty, management should increase feelings of voluntary involvement to strengthen loyalty and improve performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
In this humorous and data-heavy session, join us in a joyous celebration of life honoring the long list of SEO tactics and concepts we lost this year. Remember fondly the beautiful time you shared with defunct ideas like link building, keyword cannibalization, search volume as a value indicator, and even our most cherished of friends: the funnel. Make peace with their loss as you embrace a new paradigm for organic content: Pillar-Based Marketing. Along the way, discover that the results that old SEO and all its trappings brought you weren’t really very good at all, actually.
In this respectful and life-affirming service—erm, session—join Ryan Brock (Chief Solution Officer at DemandJump and author of Pillar-Based Marketing: A Data-Driven Methodology for SEO and Content that Actually Works) and leave with:
• Clear and compelling evidence that most legacy SEO metrics and tactics have slim to no impact on SEO outcomes
• A major mindset shift that eliminates most of the metrics and tactics associated with SEO in favor of a single metric that defines and drives organic ranking success
• Practical, step-by-step methodology for choosing SEO pillar topics and publishing content quickly that ranks fast
We’ve entered a new era in digital. Search and AI are colliding, in more ways than one. And they all have major implications for marketers.
• SEOs now use AI to optimize content.
• Google now uses AI to generate answers.
• Users are skipping search completely. They can now use AI to get answers. So AI has changed everything …or maybe not. Our audience hasn’t changed. Their information needs haven’t changed. Their perception of quality hasn’t changed. In reality, the most important things haven’t changed at all. In this session, you’ll learn the impact of AI. And you’ll learn ways that AI can make us better at the classic challenges: getting discovered, connecting through content and staying top of mind with the people who matter most. We’ll use timely tools to rebuild timeless foundations. We’ll do better basics, but with the most advanced techniques. Andy will share a set of frameworks, prompts and techniques for better digital basics, using the latest tools of today. And in the end, Andy will consider - in a brief glimpse - what might be the biggest change of all, and how to expand your footprint in the new digital landscape.
Key Takeaways:
How to use AI to optimize your content
How to find topics that algorithms love
How to get AI to mention your content and your brand
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
In this dynamic session titled "Future-Proof Like Beyoncé: Syncing Email and Social Media for Iconic Brand Longevity," Carlos Gil, U.S. Brand Evangelist for GetResponse, unveils how to safeguard and elevate your digital marketing strategy. Explore how integrating email marketing with social media can not only increase your brand's reach but also secure its future in the ever-changing digital landscape. Carlos will share invaluable insights on developing a robust email list, leveraging data integration for targeted campaigns, and implementing AI tools to enhance cross-platform engagement. Attendees will learn how to maintain a consistent brand voice across all channels and adapt to platform changes proactively. This session is essential for marketers aiming to diversify their online presence and minimize dependence on any single platform. Join Carlos to discover how to turn social media followers into loyal email subscribers and ultimately, drive sustainable growth and revenue for your brand. By harnessing the best practices and innovative strategies discussed, you will be equipped to navigate the challenges of the digital age, ensuring your brand remains relevant and resonant with your audience, no matter the platform. Don’t miss this opportunity to transform your approach and achieve iconic brand longevity akin to Beyoncé's enduring influence in the entertainment industry.
Key Takeaways:
Integration of Email and Social Media: Understanding how to seamlessly integrate email marketing with social media efforts to expand reach and reinforce brand presence. Building a Robust Email List: Strategies for developing a strong email list that provides a direct line of communication to your audience, independent of social media algorithms. Data Integration for Targeted Campaigns: Leveraging combined data from email and social media to create personalized, targeted marketing campaigns that resonate with the audience. Utilization of AI Tools: Implementing AI and automation tools to enhance efficiency and effectiveness across marketing channels. Consistent Brand Voice Across Platforms: Maintaining a unified brand voice and message across all digital platforms to strengthen brand identity and user trust. Proactive Adaptation to Platform Changes: Staying ahead of social media platform changes and algorithm updates to keep engagement high and interactions meaningful. Conversion of Social Followers to Email Subscribers: Techniques to encourage social media followers to subscribe to email, ensuring a direct and consistent connection. Sustainable Growth and Minimized Platform Dependence: Strategies to diversify digital presence and reduce reliance on any single social media platform, thereby mitigating risks associated with platform volatility.
QuickBooks Sync Manager Repair Tool- What You Need to Knowmarkmargaret23
Occurrence of technical errors on QuickBooks is common but it can be resolved with the use of QuickBooks Sync Manager Tool . With the help of this too, users can sync the QuickBooks Desktop company file with the Intuit online server. It is compatible with versions QuickBooks Pro, Premier, or Enterprise. In case a user faces sync-related errors then they simply need this repair tool.
This session will aim to comprehensively review the current state of artificial intelligence techniques for emotional recognition and their potential applications in optimizing digital advertising strategies. Key studies developing AI models for multimodal emotion recognition from videos, images, and neurophysiological signals were analyzed to build content for this session. The session delves deeper into the current challenges, opportunities to help realize the full benefits of emotion AI for personalized digital marketing.
Customer Experience is not only for B2C and big box brands. Embark on a transformative journey into the realm of B2B customer experience with our masterclass. In this dynamic session, we'll delve into the intricacies of designing and implementing seamless customer journeys that leave a lasting impression. Explore proven strategies and best practices tailored specifically for the B2B landscape, learning how to navigate complex decision-making processes and cultivate meaningful relationships with clients. From initial engagement to post-sale support, discover how to optimize every touchpoint to deliver exceptional experiences that drive loyalty and revenue growth. Join us and unlock the keys to unparalleled success in the B2B arena.
Key Takeaways:
1. Identify your customer journey and growth areas
2. Build a three-step customer experience strategy
3. Put your CX data to use and drive action in your organization
Gokila digital marketing| consultant| Coimbatoredmgokila
Myself Gokila digital marketing consultant located in Coimbatore other various types of digital marketing services such as SEM
SEO SMO SMM CAMPAIGNS content writing web design for all your business needs with affordable cost
Digital Marketing Services | Techvolt Software :
Digital Marketing is a latest method of Marketing techniques widely used across the Globe. Digital Marketing is an online marketing technique and methods used for all products and services through Search Engine and Social media advertisements. Previously the marketing techniques were used without using the internet via direct and indirect marketing strategies such as advertising through Telemarketing,Newspapers,Televisions,Posters etc.
List of Services offered in Digital Marketing |Techvolt Software :
Techvolt Software offers best Digital Marketing services for promoting your products and services through online platform on the below methods of Digital marketing
1. Search Engine Optimization (SEO)
2. Search Engine Marketing (SEM)
3. Social Media Optimization (SMO)
4. Social Media Marketing (SMM)
5. Campaigns
Importance | Need of Digital Marketing (Online Promotions) :
1. Quick Promotions through Online
2. Generation of More leads and Business Enquiries via Search Engine and Social Media Platform
3. Latest Technology development vs Business promotions
4. Creation of Social Branding
5. Promotion with less investment
Benefits Digital Marketing Services at Techvolt software :
1. Services offered with Affordable cost
2. Free Content writing
3. Free Dynamic Website design*
4. Best combo offers on website Hosting,design along with digital marketing services
5. Assured Lead Generation through Search Engine and Social Media
6. Online Maintenance Support
Free Website + Digital Marketing Services
Techvolt Software offers Free website design for all customer and clients who is availing the digital marketing services for a minimum period of 6 months.
With Regards
Gokila digital marketer
Coimbatore
Mastering Local SEO for Service Businesses in the AI Era"" is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
Efficient Website Management for Digital Marketing ProsLauren Polinsky
Learn how to optimize website projects, leverage SEO tactics effectively, and implement product-led marketing approaches for enhanced digital presence and ROI.
This session is your key to unlocking the secrets of successful digital marketing campaigns and maximizing your business's online potential.
Actionable tactics you can apply after this session:
- Streamlined Website Management: Discover techniques to streamline website development, manage day-to-day operations efficiently, and ensure smooth project execution.
- Effective SEO Practices: Gain valuable insights into optimizing your website for search engines, improving visibility, and driving organic traffic to your digital assets.
- Leverage Product-Led Marketing: Explore strategies for incorporating product-led marketing principles into your digital marketing efforts, enhancing user engagement and driving conversions.
Don't miss out on this opportunity to elevate your digital marketing game and achieve tangible results!
Conferences like DigiMarCon provide ample opportunities to improve our own marketing programs by learning from others. But just because everyone is jumping on board with the latest idea/tool/metric doesn’t mean it works – or does it? This session will examine the value of today’s hottest digital marketing topics – including AI, paid ads, and social metrics – and the truth about what these shiny objects might be distracting you from.
Key Takeaways:
- How NOT to shoot your digital program in the foot by using flashy but ineffective resources
- The best ways to think about AI in connection with digital marketing
- How to cut through self-serving marketing advice and engage in channels that truly grow your business
Are you struggling to differentiate yourself in a saturated market? Do you find it challenging to attract and retain buyers? Learn how to effectively communicate your expertise using a Free Book Funnel designed to address these challenges and attract premium clients. This session will explore how a well-crafted book can be your most effective marketing tool, enhancing your credibility while significantly increasing your leads and sales while decreasing overall lead cost. Unpacking practical steps to create a magnetic book funnel that not only draws in your ideal customers, but also keeps them engaged. Break through the noise in the marketing world and leave with a blueprint that will transform your sales strategy.
From Hope to Despair The Top 10 Reasons Businesses Ditch SEO Tactics.pptxBoston SEO Services
From Hope to Despair: The Top 10 Reasons Businesses Ditch SEO Tactics
Are you tired of seeing your business's online visibility plummet from hope to despair? When it comes to SEO tactics, many businesses find themselves grappling with challenges that lead them to abandon their strategies altogether. In a digital landscape that's constantly evolving, staying on top of SEO best practices is crucial to maintaining a competitive edge.
In this blog, we delve deep into the top 10 reasons why businesses ditch SEO tactics, uncovering the pain points that may resonate with you:
1. Algorithm Changes: The ever-changing algorithms can leave businesses feeling like they're chasing a moving target. Search engines like Google frequently update their algorithms to improve user experience and provide more relevant search results. However, these updates can significantly impact your website's visibility and ranking if you're not prepared.
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Mastering The Best Restaurant Advertising Campaigns Detailed Guide
D0322018025
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 3 Issue 2ǁ February. 2014ǁ PP.18-25
www.ijbmi.org 18 | Page
The Effect of Competence on Commitment, Performance and
Satisfaction with Reward as a Moderating Variable
(A Study on Designing Work plans in Kendari City
Government, Southeast Sulawesi)
Alamsyah Lotunani1)
, M.S Idrus2)
, Eka Afnan3)
, and Margono Setiawan4)
1)
Kendari city government, Southeast Sulawesi Province, Indonesia
2,3,4)
Faculty of Economics and Business University of Brawijaya, Malang, East Java of Indonesia
ABSTRACT: The purpose of the research is to analyze and describe the effect of competence on commitment,
performance and satisfaction with reward as a moderating variable. The research has been carried out in
Kendari city government. The study focuses on designing work plans in Kendari City government, South East
Sulawesi. To analyze the data, the study uses 152 respondents and applies Structural Equation Model on the
basis of Partial least Square (PLS). The result of the research shows that the path coefficient of civil servant
performance toward their satisfaction mediated by reward is not significant. It means that the reward that is
given to the government workers on the basis of their performances does not necessarily effect on their
satisfaction, this is because the respondents of the research are civil servants working in government
organization, where the rewards are not the most priorities in increasing civil servants satisfaction.
KEYWORDS: Competence, Commitment, Reward, Satisfaction, Performance
I. INTRODUCTION
In principles, local autonomy has been designed for two purposes, there are: to provide good services to
the community and to give broader opportunities to the government to take initiative and involves stakeholders
in the development. Granting broader power to the local government needs good, harmony coordination and
management in national level, local level, and across the regions. In addition, it is recommended that both
government and community sit together when they come to design development plan. However, theoretically
and practically, many people believe that most communities and stakeholders are not being involved in making
local government work plan (USAID LGSP 2006) Development planning in Kendari city consists of three parts,
there are long terms planning, middle terms planning, and short terms or (annual) planning. As far as annual
planning is concerned, it is aimed to design some work plans that will be executed by the local government.
Then, the work plans are divided based on their allocation such as routine budget and development budget. Even
though, the implementation of the programs (the two budgets) do not run well, both central government and
local government have continuously been trying to provide broader opportunities to local government to
develop its region in accordance with its needs and priorities. The laws state that work achievement approach
can be well implemented when the budget system is able to combine between work plan and annual budget. By
so doing, it will produce close relationship between the budget availability and the expected outcome. This
approach is called work based budget.
The work based budget is an approach to management to associate every single cost with the expected
outcome or benefit that are reached in every activities. The benefit/outcome are then be described into the
proposal and be implemented in work target with in work unit. In doing planning and budgeting, all Local
Government Work Units (called SKPD) must be involved. Determining the program and activities, budgeting
allocation for each program, cost standard determination, performance indicator and performance target
determination, and the budget availability require serious attention from the top management in each SKPD.
Budget document should deliver clear information about the purposes, target, and correlate it with the total
budget. Designing budget on the basis of work performance plays important roles because it has consequences
because it must provide some achievement indicators criteria to succeed. Such as: (1) leadership and
commitment from all organization components; (2) focus continuously on administration; (3) have enough
resources (money, time, and people); (4) reward and punishment and (5) have strongest will to succeed. The
process of designing SKPD’s work plan in Kendari city government will be able to run smoothly if the civil
servants have high motivation to perform their task and they are given appropriate reward.
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Porter and Lawyer’s model notice that someone will do his/her job well if he/she knows that he/she
gets the reward from what he/she is doing. Working performance is determined by someone perception on
his/her ability to carry out his/her assignment. Therefore, the performance should be seen from two sides. They
are intrinsic motivation (the feeling to succeed and self actualization) and extrinsic motivation (working
condition and status). Many Porter and Lawyer’s models have been developed in lots of researches. The
research integrative model with competence toward commitment, performance and satisfaction with reward as a
moderating variable. Reid et al. (2008) point out that work satisfaction, organizational commitment and work
involvement or engagement should be variable and are crucial in public sector. In addition, Reid’s ET all,
research look into how work characteristic and working experience influence organizational commitment, work
satisfaction and work involvement. In addition to that this finding improves our comprehension on what
commitment and satisfaction are all about. The result of the research also suggests that office managers maintain
the values to their employees. Overall, they are positive correlation among work satisfaction, organizational
commitment and work involvement/engagement in the workplace both in public sector and government.
The current survey shows that SKPD work plan in Kendari City Government have faced obstacles to be
implemented every year. One of the obstacles is that the employee’s motivation, satisfaction and their
performance are decreasing. Local incomes in 2009 to 2010 indicate that there is a different inconsistency
between SKPD proposal and the total program that can be funded by APBD. Forever, a number of SKPD work
plan is different from one to another. Particularly in terms of the total SKPD work plan, the number of programs
and activities, and budget allocation in APBD Kendari City. This research is very crucial as to find out the
rationality in determining public decision like political concept and ethical rationality. These two concepts focus
merely on what community thinks that is ―good‖. Meanwhile, technological rationality tends to focus on what
is ―right‖ in the planner point of view. The problem then will arise when people think that what is ―right‖ is not
necessarily perceived ―good‖ by the society. Therefore, it needs strategies in making development planning that
can accommodate all elements either planner or society.
II. LITERATURE REVIEW AND HYPOTHESES
Paloniemi (2006:439) defines competency as ―is increasingly being highlighted in working life.
Furthermore he believes that competence is crucial resources for individual, organization, and community.
Other researches likes Streuner and Bjoruest (1998) conclude that competence is an individual’s capability to
perform the tasks that have been assigned to him/her. Morever the concept of competency can also be
understood as knowledge, skill, and professional identity. As far as employees commitment is concerned, Steers
and Porter (1987) define organizational commitment as identification (believe in organizational values), and job
involvement (the willing to do something for the sake of organization). Organizational commitment is more
than just a formal member but it includes organizational interest such as positive attitude toward organization
and is willing to do something for the sake of organization which includes loyalty, job involvement, values
identification, and the goal of organization. Mowday Porter and Steers (1922) state that organizational
commitment can be divided into three factors, there are: (1) Affective commitment is an affective or emotional
attachment to the organization such that the strongly committed individual identifies with, is involved in, and
enjoys membership in the organization. Its mean that affective commitment is derived from emotional
commitment toward organization. The employees who have strong commitment will be able to identify
themselves to actively involved in organization and enjoy themselves as member of the organization; (2)
Normative commitment refers to the employee’s feeling of obligation to remain with the organization. It means
that the employee who has strong commitment will remain and maintain with organization because they think
they ought to; (3) Rational commitment is a tendency to engage in consistent lines of activity based on the
individual recognition of the cost (or lost site bets) associate with discontinuing the activity. This rational
commitment is related to the consequence that the employee will accept if they do not work in that organization.
Therefore the employee who has strong rational commitment will survive in the organization because he/she
needs it. (Luthans, 2012).
According to Danim (2004) reward is sometime called wage or salary. The wage/salary that the
employee received can be different from one place to another. However the employees expect that they receive
their wages as a reward. The reward that is given to someone must be appropriate with his right and his
responsibility. We must bear in mind that reward can be measured by material but it can be influenced by the
interaction between human and organizational environment. Schuler (1987) points out that reward can be
divided into two kinds. They are intrinsic and extrinsic reward. Extrinsic reward can be divided into two. They
are direct and indirect extrinsic reward. Direct extrinsic reward like salary, wage, reward that is given on the
basis of employees performance.
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Meanwhile indirect extrinsic reward is the payment that is given to the employee as an extra working
hours and facilities for employee. In contrast, intrinsic reward is related to the reward that is received by the
employees. For examples, the feeling of secure in the work place, status, and society reward and self rewards
(Schuler and Huber, 1993). Spector (1997) also provides some aspects of work satisfaction. They can be seen on
the following Table 1.
Table 1. Work satisfaction aspects
Aspect Description
Wage
Promotion
Supervision
Compensation
Reward
Working condition
Working partner
Working atmosphere
Communication
Satisfaction with the salary and the salary increases
Satisfaction with career improvement
Satisfaction with the supervisor
Satisfaction with compensation
Satisfaction with the reward
Satisfaction with the regulation and procedure
Satisfaction with working partner
Satisfaction with a kind of job
Satisfaction with communication in organization
Source : Spector (1997)
Extrinsic reward can be money or wages on what he/she has performed the tasks. Reward can also be
other payment on the basis of employee’s productivities; they are incentive, bonus and merit (Shcoler and
Huber, 1993). Extrinsic reward like protection program, the payment that is given to the employee as an extra
working hours and facilities for employee are define as rewards that are given by the organization to their
employees, (Schuler 1987). Protection programs are social insurance, social retire insurance, unemployment
insurance, injure, and worker compensation and medical insurance. Employees facilities include food services
cost, employee discount, child care, working performance, sponsor, counseling and consultation services,
company rental services, personal and business car services (Scholer 1987).Hygiene’s theory of motivation is
based on Herzberg’s study in Pittsburg. He interviews 200 engineers and accountants from 11 industries. His
interviews are mostly about what make employees happy and what make them unhappy when they are
performing their tasks. The results of the research show that there are two different categories which affect
someone’s behaviors, he finds that. The first category is that if someone feels unsatisfied with his assignment,
he will notice the surrounding workplace he is working. The second category is that if someone feels happy with
his tasks, he will motive his job. Herzberg classifies the first category as hygiene factor that is environmental
factor. This factor influences employees’ satisfaction in doing their jobs. The second category is classified as
motivator because it motivates people to work. Based on theoretical arguments and research results of previous
research, then the hypothesis proposed in this study:
H1. Competence has significant effect on employee’s performance
H2. Competence has significant effect on employee’s commitment
H3. Commitment has significant effect on employee’s performance
H4. Employee’s performance has significant effect on his/her satisfaction
H5. Reward as moderator has an effect on employee’s performance and satisfaction
III. RESEARCH METHODS
The design of this research uses explanatory research approach with the aim of making clear the
relation between variables through hypothesis testing and making causal conclusion and then followed by
choosing among alternatives of action. The reason for the use of explanatory research design is due to the
objective of this research that is to prove empirically and explain the impact of the competence on commitment,
performance and satisfaction with reward as a moderating variable. The total population of the study is 152 civil
servants who are working in Kendari city government. The distributions of the study are proportionally taken
from each SKPD in Kendari city government. The research uses survey to collect primary data and secondary
data. Data was collected by a survey which was carried out in its entirety in one stage (one short study) or in a
cross-section manner through questionnaire. To collect primary data, the research gives questionnaires to each
SKPD available in Kendari city. The measurement of data from all research variables used the Likert scale. The
determination Likert scale in this study used a 1 to 5 level scale for all variables. A five-point Likert scale was
employed with a score of 1, indicating ―strongly disagree‖, and 5, representing ―strongly agree‖, to extract the
different attitudes of respondents Cooper & Schindler, 2003 and Malhorta et al., 2010. The method for data
analysis in this research is Structural Equation Model on the basis of variant that is called Partial Least Square
(PLS). PLS application allows for multi collinearity, that is strong correlation among exogenous variables. The
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reasons for choosing PLS in this research are: (1) the model formed at conceptual framework has hierarchical
causal relation, that is competence and commitment, which have an impact on performance and then have an
impact on satisfaction with reward as a moderating variable. Due to the hierarchy, a structural model would be
quite useful here; (2) this study uses latent variable which is measured through indicators and PLS would be
appropriate here for confirming the uni-dimensionality of the various indicators for latent variable; (3) PLS is a
powerful method of analysis which does not require much assumption and allows for analyzing a set of latent
variables simultaneously; (4) the PLS method is easier to run since it does not require index modification.
IV. DATA ANALYSIS AND RESULTS
The characteristics of the respondents in this research consist of seven characteristics, there are; age,
religion, status, the length of time working in Kendari city government, and structural/functional position. For
further information about the characteristics of the respondents can be seen in descriptive analysis. The
respondents are 73% males and 27% are females. As far as positions are concerned, they are 90% dominated by
males. The positions include head of the department, office manager, and the head of the field/office. In regard
to age, 76% of the respondents are in productive ages and there are 24 % of the respondents will be retired in the
near future. From the productive point of view, it shows that 90% of the respondents are in mental maturity
ours and most of them (or 90%) are Muslims. Furthermore, most respondents hold their bachelors. The civil
servants who have position have already held their bachelor and have been working in the office for more than
ten years. Most of the respondents (96%) are married. Hair (2010) claims that people who have already married
work harder than those who have not, that is because they have responsibilities for their family. The hypothesis
is tested using t-test to find out direct impact partially. The PLS analysis, Table 2 presents the result of direct
impact of hypothesis test.
Table 2. Hypothesis testing and path coefficient for PLS
Direct Influence Path Coefficients P-value Empirical Evidence
H1. Competence --> Commitment 0.569 0.000 Significant Accepted
H2. Competence --> Performance 0.543 0.000 Significant Accepted
H3. Commitment --> Performance 0.321 0.000 Significant Accepted
H4. Performance --> Satisfaction 0.370 0.003 Significant Rejected
Test for the impact of moderating variable:
H5.
Reward --> Satisfaction 0.337 0.009 Significant Accepted
Interaction (Performance*Reward) --> Satisfaction 0.256 0.223
Non Significant
P-value = significant at .05 level
Evaluation on the structural model is carried out after the relation model is formulated based on the
data from observation and on the goodness of fit for the overall model. The structural model is tested in order to
determine the relation between latent variables in this research. The result of the tests on the impact among
variables is evident from the value of path coefficient and critical value which should be significant at α = 0.05.
This is shown in the path diagram in Figure 1.
Note: s = significant; ns = non significant at α = 0.05
Figure 1. Diagram for hypothesis testing and path coefficient for PLS
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Based on the hypothesis test in Figure 1 and Table 2 it is found that is competence has significant
effect on civil servants performance. The PLS analysis shows that the path coefficient is 0.534 with P-value =
0.000 < 0.05. It means that there is significant and positive effect of civil servants competence on their
performance. In brief, the higher someone competence has the bigger his/her performance will be. Competence
has significant effect on civil servants commitment. The PLS analysis indicates that its path coefficient is 0.569
with P-value = 0.000 < 0.05. It means that there are significant and positive effects of civil servants competence
on their commitment. To sum up, the higher someone competence has, the bigger his/her commitment will be.
Commitment has significant effect on civil servants performance. The PLS analysis indicates that its path
coefficient is 0.321 with P-value = 0.000 < 0.05. It means that there are significant and positive effects of civil
servants commitment on their performance. In short, the higher someone commitment has, the bigger his/her
performance will be.Performance has significant effect on civil servants satisfaction. The PLS analysis indicates
that its path coefficient is 0.370 with P-value = 0.003 < 0.05. It means that there are significant and positive
effects of civil servants performance on their satisfaction. Thus, the higher someone performance has, the bigger
his/her satisfaction will be. Lastly, reward as moderating, it effects on employees performance and satisfaction.
The PLS analysis result shows that the path coefficient impact on performance and reward to satisfaction is
0.256 with P-value = 0.2232 > 0.05. Which it means that it is not significantly effect on employee performance
and satisfaction. Therefore, it can be claimed that reward does not affect a moderating variable toward
performance and employees’ satisfaction. However, reward can also increased employees performance and
satisfaction because its coefficient is 0.337 with P-value = 0.009 < 0.05. It means that reward as an
independence variable has positive and significantly effect on employees performance and satisfaction. To
conclude, the bigger reward given to the employees, the more satisfaction the employees will be.
V. DISCUSSION
The research as five hypotheses. The result of the research indicates that four hypotheses have direct
effect, and only one hypothesis is not accepted through moderating variable. The results of the hypothesis test
are described bellows:
1. The effect of competence on civil servants performance, based on PLS data analysis, it is found that there are
positive and significant effect of the employees competence on their performance. Its path coefficient is
0.543 with P-value = 0.000 < 0.05. The result of P value analysis is < 5 % which it means that it has positive
and significant effect on them. In short, the higher civil servants competence, the bigger their performance
will be. The result of the research reveals that civil servants must have good competence in order to create
and maintain their performance, so they can performance their tasks in the office professionally. Competence
as a paradigm believes that civil servants will work successfully if they have good competence, as Palan
(2008) says that competence refers to behavior characteristics which are reflected in motivation, personal
characteristics, self concept, values, knowledge and skills that people have in their workplaces.
In addition, Robin (2001) states that competence is someone’s ability to perform the tasks which it has two
factors, they are; intellectual competence and physical competence. Intellectual competence is the ability to
carry out mental activities, while physical competence is the ability to do activities that require stamina,
speed and skills. Intellectual competence plays important role in carrying out complex tasks. Therefore, Wu
(2008) states that employees’ competence must have continuously been maintained and improved in order to
be professional workers.
2. The Effect of Competence on Commitment, based on the PLS data analysis, it is found that its path
coefficient is 0.569 with P-value = 0.000 < 0.05. It can be claimed that it has positive and significant effect
on them. Therefore, the higher civil servants competence, the bigger his/her commitment will be. The result
of the research reveals that commitment will be available if civil servants have appropriate competence they
need. It means that to improve and maintain civil servants commitment, the top manager must train and
upgrade their employees. By so doing their knowledge and skills are improving. Lockett (1992) points out
that company are able to get many benefits from its employees, if the employees are knowledgeable, skillful,
and competence. For examples: ―the enable top management to state clearly the sort of behavior which will
make the organization’s mission achievable; the enable managers to assess people against a common set of
agreed criteria; the enable organization to take a regular stock take of the capability of their people; if clearly
stated and widely published, they give individuals an unambiguous guide to their own personal development
targets; they facilitate movement across function by setting out clearly which skills are generic and therefore
easier to resolve. In addition to that, (Faruya et al, (2007) states that human resources policy in the company
influence employees’ reposition globally in which the effect of transferred competence/skill and personal
adjustment will indeed effect the commitment in the work distribution.
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3. The Effect of Commitment on Civil Servants performance, based on PLS data analysis, it is found that there
are positive and significant effect of commitment on civil servants’ performance, its path coefficient is
positive that is 0.321 with P-value = 0.000 < 0.05. It can be claimed that the higher the civil servants’
commitment, the bigger their performance will be. The result of the result shows that to create a higher civil
servants performance, it needs a higher commitment. The theory on commitment discusses the important of
commitment in workplace, it states that the employee will work well and accomplish the tasks, if he/she has
high commitment. The employees who have high organizational commitment also have positive view, and
will perform their tasks for the sake of organization. By so doing, the employees will do their best and
responsibilities to improve their welfare in the organization they are working with. (Meyer & Allen, 1997).
Furthermore, Cuming and Worley (2005) point out that in organizational life, commitment should derive
from organizational levels. Commitment is completely needed to develop solid organization to face
competition (environmental demand) that is coming from customers and competitors. In addition to that,
Maryyan and Al-Faori (2008) claim that in order to maintain civil servants’ commitment; they must do or
perform their tasks well. And the civil servants must be given chances to develop their carrier and profession.
4. The Effect of Civil Servant Performance on Their Satisfaction, based on PLS data analysis, it is found that,
there are positive and significant effect of civil servants performance on their satisfaction. The path
coefficient is positive, that is 0.321 with P-value = 0.003 < 0.05. The result of the analysis can be claimed
that the higher the civil servants performance, the beiger his/her performance will be. The result of the
research indicates that to create a good civil servants satisfaction, he/she must perform his/her tasks well.
Employees must have good performance to carry out their jobs. By so doing, they will get satisfaction. As
far as performance is concerned, Atkinson et al (1995) states that the aim of performance assessment is to
measure several activities in the organizational levels, so it can produce mutual information to improve the
organization. The improvement of organization is by means of developing organization management which
include; a, the improvement of planning, b. process improvement, and the improvement of evaluation. The
result of the evaluation is then being informative to fix the process of making evaluation, and it must be
continuously done to compete and reach the strategic factors.Furthermore, Hansen and Moven (1997) divide
assessment into two kinds, there are; financial and nonfinancial. These two assessments are aimed to
measure the performance activities and the final results (outcome). The performance assessment can be
divided into three dimension, such as 1, efficiency, 2, quality, and 3, time. In addition to that, Kaplan and
Norton (1996), Linle and Schiemann (1996) point out that nonfinancial evaluation is designed to evaluate
how good the activities can be achieved particularly in terms of efficiency, quality, and time. Finally Martin
et al, (2008) claims that the higher performance will provide satisfaction to employees in the competition and
dynamic environment
5. The Effect of Civil Servants’ Satisfaction on Reward as a Moderator, the PLS data analysis result is found
that its path coefficient is 0, 256 with P-value = 0. 2232 > 0.05. It indicates that there is no significant effect
of civil servants satisfaction on reward. In other words, reward does not play a role as moderating variable to
effect civil servants satisfaction. However, it is found that another coefficient is 0.337 with P-value = 0.009 <
0.05. The coefficient indicates that there is a significant effect of civil servants satisfaction on reward. In
other words, reward as an independent variable effect satisfaction. Since coefficient is positive, in indicates
that the bigger the reward, the higher the civil servants satisfaction will be.The result of the research shows
that reward does not influence as moderating variable on civil servants satisfaction. It means that the rewards
that are given to them in Kendari city government particularly in designing SKPD work plan does not
necessarily strengthen both civil servant performance and his/her satisfaction. However, reward can directly
improve civil servants satisfaction. Mahsun (2006) states that if employees know they will receive reward,
they will commit to do their works/tasks and will have a sense of belonging and responsibility to perform
their tasks. Generally speaking, if employees are well appreciated, they will be proud of it and it will
motivate them to increase their productivities. In government organization, reward not only focus merely on
how much work have been done by the civil servants but also how far the civil satisfaction have been served
by civil servants, by so doing, society play important role in evaluating individual and organization
performance. In practical, reward can also be done by involving external stakeholders in organizational
meeting. The findings of the research are: (1) reward as a moderating is not significantly improved civil
servants performance and satisfaction. It means that performance will not improve civil servants’ satisfaction
if reward is given as a moderating variable in designing work plan in Kendari city government. In short,
reward does not play role as an influence moderating variable on civil servants satisfaction, it because they
are working in government organization. So rewards are not the main moderating variable in improving civil
servants satisfaction, (2) the coefficient analysis result indicates that reward has significant effect on
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satisfaction. This is to indicate that reward as an independent variable effect satisfaction, thus, rewards that
are given to Kendari city averment employees improve their satisfaction when they come to design SKPD
work plan; (3) a good civil servant performance in designing SKPD work plan is directly improve civil
servants commitment and performance. In other words, when civil servant has good competence, it will help
him/her in designing SKPD work plan in Kendari city government.
VI. CONTRIBUTION AND LIMITATIONS RESEARCH
The result of the research gives meaningful contribution to other theories that are focusing on
measuring or analyzing competence variable, commitment, performance, and reward. In addition, the result of
the research can also enrich other previous research findings likes; Zain, ishak, and Ghani (2009), Maharaj and
Schlechter (2007), Carrie and Bourgue (2008) Wu (2008), Chen (2004), Dirani (2009), McKinnon, Graeme L.
Harrison, Chee W. Chow, and Anne Wu (2003), ChristopherL, Martin and Nathan Bennet (1996), Bakhshi,
Kuldeep Kumar and Ekta Rani (2009), Amalia Rifai (2005), Forest (2008), Reis et al (2008) Moynihan amnd
Pandey (2007) and Srie W, Macintosh and alison Doherty (2010). It’s expected that the result of the research
will give meaningful and practical contribution to the Kendari city government in general and to civil servant in
particular. The result of the research reveals that to improve civil servants performance and satisfaction, they
must have good competence and commitment. And the civil servants must be given reward to improve their
quality and professionalism.The research has lots of meaningful findings, but it has also some limitations. One
of the limitations is that it focuses merely on the process of designing SKPD work plan in Kendari city
government. Therefore, it cannot be generalized to other places because they have different characteristics.
VII. CONCLUSION AND SUGGESTION
The civil servants competence in the process of designing SKPD work plan in Kendari city government
is able to give added values particularly in supporting his/her performance. Therefore, it’s important that civil
servants competence be improved and maintained to succeed the SKPD work plan. Employee’s competence in
the process of making SKPD work plan in Kendari city government is also improving his/her commitment.
Thus, the civil servants’ commitment must continuously be maintained. Particularly to employees who are able
to work hand in hand with their counterparts who design SKPD work plan in Kendari city government.
However, the civil servants commitment in the process of making SKPD work plan is good. Civil servants who
have affective, normative, and continuant are able to strengthen their performance because they have higher
motivation to maintain themselves in the organization. They also believe that doing SKPD work plans are their
obligation to do so, and they feel sorry if they are not involved in designing the plan.Performance will not
improve civil servants’ satisfaction if the reward given to them as moderating in designing the SKPD works
plans. Thus, reward does not play a role as moderating to influence civil servants’ satisfaction; this is because
the organization is government organization where they are working with. Lastly, the intrinsic and extrinsic
rewards are generally providing meaningful contribution to civil servants’ satisfaction. They feel that they are
free to make decision in accomplishing their jobs, and they also think that being planners in SKPD work plan
make them happy and believe that it is a reward.Further research needs to look into deeper structural model.
This research uses reciprocal model to test feedback loop among the laten variables. Further research need to
investigate the process of making SKPD work plan in other places with different objects. SKPD work plan in
Kendari city is adopted from Local Development Planning Forum (MUSREMBANG), so it’s important that
civil servants’ competence need to be upgraded by developing the quality of human resources. By so doing, they
will become discipline employees and will have great achievement to reach the organization goals. The planner
of SKPD work plan need to upgrade their innovation to develop the good model of planning in the organization.
They also need to find out new model on how to reward their employees who work in SKPD work plan. To sum
up, the employees will get high motivation if the performance leads to their satisfaction.
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