Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance and Job Satisfaction through Leadership Styles And organization Culture: Theoretical Studies in Indonesia
ABSTRACT: Meetings, Incentives, Conferences, Exhibition (MICE) are considered that they are not able to give the best performance yet, where the tends to upset the society. Furthermore, the perpetrators of several cases cannot be revealed yet. This study are to measure and analyze the extent to which the MICE organizations performance are influenced by leadership style, organizational culture, and job satisfaction. Study used a quantitative approach with path analysis as its method where 166 MICE CEO were used as its samples. The research findings show that Leadership style significantly affected towards the job satisfaction, but insignificantly affected the organizational performance. Organizational culture significantly affected job satisfaction, but insignificantly affected the organizational performance. Job satisfaction worked as a mediator of the effect between the relationships of leadership styleon organizational performance, and between the relationships of organization cultur to organizational performance.
An updated look at organizational culture including a brief discussion of three measurement tools and a list of academic references behind the notes on the slides. Some personal (some) commentary as well. Enjoy. Learn. Use.
Role of Emotional Intelligence in Leadership Effectiveness in Service Sectorijtsrd
Leadership is always being an area to probe since ages. Leadership perspectives are found different continuously not only with ages but also with different category and type of organizations, leaderships has been a study with humungous dynamism. The way environment and organizations are changing, the challenges of leadership have also changed and new perspectives have taken place in industry related to leadership concept. This study is focused on understanding the influence through emotional intelligence on leadership effectiveness in today’s time. The paper helps in understanding the role of emotional intelligence on leadership effectiveness. The study is conducted in service organization of Pune and Mumbai. Only banks, education, retail and IT service leaders are considered for collection of data. The data is analysed by using correlation and regression analysis. The study found that emotional intelligence is highly correlated with leadership effectiveness and it is essential for any organization of service sector to have leaders with emotional intelligenece for effective performance of organization. Swati John "Role of Emotional Intelligence in Leadership Effectiveness in Service Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30573.pdf Paper Url :https://www.ijtsrd.com/management/other/30573/role-of-emotional-intelligence-in-leadership-effectiveness-in-service-sector/swati-john
Impact of Leadership Styles on Followers' Job Satisfaction: A Four Frame Mod...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
Every organization strives for lasting success which is highly dependent on the quality
of its workforce. Workforce commitment is been considered as a major factor in
determining the organizational performance and effectiveness. Among various
determinants, leadership style of leader has been established as one of the most
determinant of employees’ organizational commitment. It is therefore concluded that
leadership styles (transformational and transactional) influence the development of
employees’ organizational commitment in the organizational settings. So,
organizations that are willing to have high employees’ organizational commitment
should provide training that encourage leaders to exhibit behaviors like building trust,
inspiring shared vision, encouraging creativity, emphasizing development and
recognizing accomplishments.
The Impact of Transformational Leadership on Organizational Change Management...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This study examined the impact of leadership style on organizational performance in selected Nigerian banks. Sixty bank employees completed a survey assessing their managers' leadership styles and organizational performance. Results showed that transformational, autocratic, and democratic leadership styles positively correlated with organizational performance, while charismatic, transactional, and bureaucratic styles negatively correlated. The study concluded that transformational and democratic leadership should be employed by banks to improve performance in a competitive environment.
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 document discusses the nature of management and leadership in organizations. It defines management as planning, directing resources, and accomplishing goals. Key management functions include identifying objectives, developing plans, organizing work, motivating employees, and controlling results. The document also examines different managerial roles including interpersonal roles of figurehead, leader, and liaison. Informational roles involve monitoring and communicating information. Decisional roles include making decisions as an entrepreneur, conflict handler, and resource allocator. Different leadership styles are also discussed, including transformational leadership focused on change and emotional leadership that engages employees' emotions.
An updated look at organizational culture including a brief discussion of three measurement tools and a list of academic references behind the notes on the slides. Some personal (some) commentary as well. Enjoy. Learn. Use.
Role of Emotional Intelligence in Leadership Effectiveness in Service Sectorijtsrd
Leadership is always being an area to probe since ages. Leadership perspectives are found different continuously not only with ages but also with different category and type of organizations, leaderships has been a study with humungous dynamism. The way environment and organizations are changing, the challenges of leadership have also changed and new perspectives have taken place in industry related to leadership concept. This study is focused on understanding the influence through emotional intelligence on leadership effectiveness in today’s time. The paper helps in understanding the role of emotional intelligence on leadership effectiveness. The study is conducted in service organization of Pune and Mumbai. Only banks, education, retail and IT service leaders are considered for collection of data. The data is analysed by using correlation and regression analysis. The study found that emotional intelligence is highly correlated with leadership effectiveness and it is essential for any organization of service sector to have leaders with emotional intelligenece for effective performance of organization. Swati John "Role of Emotional Intelligence in Leadership Effectiveness in Service Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30573.pdf Paper Url :https://www.ijtsrd.com/management/other/30573/role-of-emotional-intelligence-in-leadership-effectiveness-in-service-sector/swati-john
Impact of Leadership Styles on Followers' Job Satisfaction: A Four Frame Mod...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
Every organization strives for lasting success which is highly dependent on the quality
of its workforce. Workforce commitment is been considered as a major factor in
determining the organizational performance and effectiveness. Among various
determinants, leadership style of leader has been established as one of the most
determinant of employees’ organizational commitment. It is therefore concluded that
leadership styles (transformational and transactional) influence the development of
employees’ organizational commitment in the organizational settings. So,
organizations that are willing to have high employees’ organizational commitment
should provide training that encourage leaders to exhibit behaviors like building trust,
inspiring shared vision, encouraging creativity, emphasizing development and
recognizing accomplishments.
The Impact of Transformational Leadership on Organizational Change Management...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This study examined the impact of leadership style on organizational performance in selected Nigerian banks. Sixty bank employees completed a survey assessing their managers' leadership styles and organizational performance. Results showed that transformational, autocratic, and democratic leadership styles positively correlated with organizational performance, while charismatic, transactional, and bureaucratic styles negatively correlated. The study concluded that transformational and democratic leadership should be employed by banks to improve performance in a competitive environment.
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 document discusses the nature of management and leadership in organizations. It defines management as planning, directing resources, and accomplishing goals. Key management functions include identifying objectives, developing plans, organizing work, motivating employees, and controlling results. The document also examines different managerial roles including interpersonal roles of figurehead, leader, and liaison. Informational roles involve monitoring and communicating information. Decisional roles include making decisions as an entrepreneur, conflict handler, and resource allocator. Different leadership styles are also discussed, including transformational leadership focused on change and emotional leadership that engages employees' emotions.
The effects of leadership styles & organizational culture over firm performanceACCA Global
This study examined the relationships between organizational culture, leadership styles, and firm performance. The researchers hypothesized that organizational culture affects performance, culture and leadership styles are related, leadership impacts performance, and culture mediates the leadership-performance relationship. They surveyed employees from various industries in Turkey. The results showed that mechanistic and humanistic leadership styles are linked to culture. Additionally, bureaucratic and competitive cultures partially mediated the relationship between humanistic leadership and performance. The researchers concluded that culture and leadership are important for firm success and suggested expanding the study to include other leadership types, cultures, and individual outcomes.
HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? ...JIANGUANGLUNG DANGMEI
Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.
This document discusses leadership styles, perceived organizational politics, and job satisfaction. It proposes that transformational leadership reduces perceptions of politics and increases job satisfaction, while transactional leadership increases perceptions of politics and decreases job satisfaction. The study aims to examine the mediating role of politics on the relationships between leadership styles and job satisfaction among employees in Pakistan. Understanding these links can help manage changing organizations and reduce the negative effects of politics.
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
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 document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
Effect of Leadership Styles, Organizational Culture, and Employees Developme...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The document discusses key concepts related to leadership, management, learning and effectiveness. It defines leadership and management, describes several leadership theories and styles, and lists characteristics of effective managers. It also outlines different learning styles and theories, and discusses the seven habits of highly effective people which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing and sharpening the saw.
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Organizational behavior (OB) provides a framework to understand life within organizations. OB uses scientific research to help understand and predict organizational dynamics and influences organizational events. It helps individuals understand themselves and others better. OB is important as it helps managers motivate employees, improve labor relations, predict and control human behavior, and effectively utilize resources which leads to higher organizational effectiveness and performance. Understanding OB plays a vital role for managers in assessing and improving an organization.
This document discusses authentic leadership theory. It defines authentic leadership as leadership that is genuine and based on a leader's self-awareness, internal values, and relational transparency. The document outlines different approaches to authentic leadership, including practical leader characteristics models and a theoretical model with four core components: self-awareness, internalized moral perspective, balanced processing, and relational transparency. It also discusses factors that influence authentic leadership development and how the theory works, including strengths like its moral dimension, and criticisms around concepts needing more development and research.
Aster Group is a successful housing and care services provider located in Central South England with assets of £420 million and annual turnover of £65 million. It provides homes and housing services, and received an award for being a viable and properly managed organization. The presentation discusses the company's transition from a local authority to a more modern and democratic structure, and how it has focused on achieving customer satisfaction, prioritizing employees, and creating a positive work environment to sustain its position as a market leader.
Leadership and Organizational Culture: What’s the Connection?Denison Consulting
If “culture is everything,” then one of the primary responsibilities of leaders is to shape an organization’s culture. As Lou Gerstner demonstrated at IBM, the strengths and weaknesses of a leader soon become reflected in an organization’s values and beliefs.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
This document provides an overview of transformational leadership. It defines transformational leadership as a process that changes and transforms both leaders and followers. The document outlines Bass's model of transformational leadership, which includes four factors: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. It also discusses the full range leadership model and contrasts transformational leadership with transactional and passive-avoidant leadership. Strengths and criticisms of transformational leadership theories are presented.
Effect of Leadership styles on Organisational commitment.Deepak Chandhok
Research Project on finding effects of Leadership Styles on Organisational Commitment in government sector under the guidance of Dr.Purva Kansal(Associate professor), University Business School.
This document discusses team leadership and provides an overview of a team leadership model. It describes key components of team effectiveness including clear goals, results-driven structure, core competencies, and competent team members. It also outlines leadership decisions leaders can make, such as whether to monitor a team or take action, and whether to intervene to meet task or relational needs. The document concludes by discussing how the team leadership model works and its strengths and limitations.
Transformational leadership focuses on developing followers into leaders. It inspires followers to commit to a shared vision and goals through idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration. James MacGregor Burns first introduced the concept in 1978 to describe political leaders, and it is now used in organizational psychology. Transformational leadership enhances employee attitudes, performance, satisfaction and commitment. It encourages creativity, problem solving, and challenges assumptions. Research shows transformational leadership positively impacts individual, group and organizational outcomes.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
Transformational Leadership And Transformational LeadersCourtney Davis
Transformational leadership influences adoption of innovation. This study explores how transformational leadership impacts the diffusion and adoption of innovation by conducting a review of relevant literature. Transformational leadership was defined by Burns as a leadership style that raises the motivation and morality of both the leader and followers. The study methodology, including the process for selecting and analyzing articles, is discussed. Key findings from the analysis are briefly overviewed.
The effects of leadership styles & organizational culture over firm performanceACCA Global
This study examined the relationships between organizational culture, leadership styles, and firm performance. The researchers hypothesized that organizational culture affects performance, culture and leadership styles are related, leadership impacts performance, and culture mediates the leadership-performance relationship. They surveyed employees from various industries in Turkey. The results showed that mechanistic and humanistic leadership styles are linked to culture. Additionally, bureaucratic and competitive cultures partially mediated the relationship between humanistic leadership and performance. The researchers concluded that culture and leadership are important for firm success and suggested expanding the study to include other leadership types, cultures, and individual outcomes.
HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? ...JIANGUANGLUNG DANGMEI
Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.
This document discusses leadership styles, perceived organizational politics, and job satisfaction. It proposes that transformational leadership reduces perceptions of politics and increases job satisfaction, while transactional leadership increases perceptions of politics and decreases job satisfaction. The study aims to examine the mediating role of politics on the relationships between leadership styles and job satisfaction among employees in Pakistan. Understanding these links can help manage changing organizations and reduce the negative effects of politics.
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
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 document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
Effect of Leadership Styles, Organizational Culture, and Employees Developme...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The document discusses key concepts related to leadership, management, learning and effectiveness. It defines leadership and management, describes several leadership theories and styles, and lists characteristics of effective managers. It also outlines different learning styles and theories, and discusses the seven habits of highly effective people which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing and sharpening the saw.
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Organizational behavior (OB) provides a framework to understand life within organizations. OB uses scientific research to help understand and predict organizational dynamics and influences organizational events. It helps individuals understand themselves and others better. OB is important as it helps managers motivate employees, improve labor relations, predict and control human behavior, and effectively utilize resources which leads to higher organizational effectiveness and performance. Understanding OB plays a vital role for managers in assessing and improving an organization.
This document discusses authentic leadership theory. It defines authentic leadership as leadership that is genuine and based on a leader's self-awareness, internal values, and relational transparency. The document outlines different approaches to authentic leadership, including practical leader characteristics models and a theoretical model with four core components: self-awareness, internalized moral perspective, balanced processing, and relational transparency. It also discusses factors that influence authentic leadership development and how the theory works, including strengths like its moral dimension, and criticisms around concepts needing more development and research.
Aster Group is a successful housing and care services provider located in Central South England with assets of £420 million and annual turnover of £65 million. It provides homes and housing services, and received an award for being a viable and properly managed organization. The presentation discusses the company's transition from a local authority to a more modern and democratic structure, and how it has focused on achieving customer satisfaction, prioritizing employees, and creating a positive work environment to sustain its position as a market leader.
Leadership and Organizational Culture: What’s the Connection?Denison Consulting
If “culture is everything,” then one of the primary responsibilities of leaders is to shape an organization’s culture. As Lou Gerstner demonstrated at IBM, the strengths and weaknesses of a leader soon become reflected in an organization’s values and beliefs.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
This document provides an overview of transformational leadership. It defines transformational leadership as a process that changes and transforms both leaders and followers. The document outlines Bass's model of transformational leadership, which includes four factors: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. It also discusses the full range leadership model and contrasts transformational leadership with transactional and passive-avoidant leadership. Strengths and criticisms of transformational leadership theories are presented.
Effect of Leadership styles on Organisational commitment.Deepak Chandhok
Research Project on finding effects of Leadership Styles on Organisational Commitment in government sector under the guidance of Dr.Purva Kansal(Associate professor), University Business School.
This document discusses team leadership and provides an overview of a team leadership model. It describes key components of team effectiveness including clear goals, results-driven structure, core competencies, and competent team members. It also outlines leadership decisions leaders can make, such as whether to monitor a team or take action, and whether to intervene to meet task or relational needs. The document concludes by discussing how the team leadership model works and its strengths and limitations.
Transformational leadership focuses on developing followers into leaders. It inspires followers to commit to a shared vision and goals through idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration. James MacGregor Burns first introduced the concept in 1978 to describe political leaders, and it is now used in organizational psychology. Transformational leadership enhances employee attitudes, performance, satisfaction and commitment. It encourages creativity, problem solving, and challenges assumptions. Research shows transformational leadership positively impacts individual, group and organizational outcomes.
Similar to Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance and Job Satisfaction through Leadership Styles And organization Culture: Theoretical Studies in Indonesia
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
Transformational Leadership And Transformational LeadersCourtney Davis
Transformational leadership influences adoption of innovation. This study explores how transformational leadership impacts the diffusion and adoption of innovation by conducting a review of relevant literature. Transformational leadership was defined by Burns as a leadership style that raises the motivation and morality of both the leader and followers. The study methodology, including the process for selecting and analyzing articles, is discussed. Key findings from the analysis are briefly overviewed.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
Leadership styles and its effectiveness on employees' job commitmentAlexander Decker
- The document discusses a study that examined the relationship between leadership styles (transactional, transformational, and laissez-faire) and employee commitment in a Nigerian organization.
- The study found that transformational leadership was the most common style used by managers and that there was a significant relationship between leadership styles and employee job commitment.
- Transactional and transformational leadership styles can impact employee performance and commitment, with transformational leadership tending to foster more development and commitment among employees.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
The Effect of Transformational Leadership, Organizational Commitment and Empo...inventionjournals
The aim of this conducted study is to analyze the effect of transformational leadership, organizational commitment, empowerment of organizational citizenship behavior and managerial performance at PT. Cobra Direct Sale Indonesia. Analyzing the effect of organizational citizenship behavior on managerial performance at PT. Cobra Direct Sale Indonesia and analyze the influence of transformational leadership, organizational commitment, empowerment of managerial performance through organizational citizenship behavior at PT. Cobra Direct Sale Indonesia. The population in this research is manager of PT. Cobra Direct Sale Indonesia spread over 24 provinces which consist of 150 people. Sampling method used in this study using census. The analysis method used is descriptive analysis and Structural Equation Modeling (SEM). The result of research shows that transformational leadership, organizational commitment and empowerment give influence to organizational citizenship behavior and managerial performance of PT. Cobra Direct Sale Indonesia. Organizational citizenship behavior gives influence to managerial performance of PT. Cobra Direct Sale Indonesia. Transformational leadership, organizational commitment, empowerment gives effect to managerial performance through organizational citizenship behavior of PT. Cobra Direct Sale Indonesia
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
1) The document discusses transformational leadership behaviors that are important for school principals to possess, including idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation.
2) It reviews literature showing that transformational leadership is positively associated with schools' innovative climate, teacher commitment, and overall school performance.
3) The study aims to discover the level of transformational leadership behaviors demonstrated by school principals in their daily administrative practices, with results indicating principals demonstrate high levels of these behaviors.
Factors influencing job satisfaction: A conceptual frameworkinventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
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Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
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In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
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Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Similar to Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance and Job Satisfaction through Leadership Styles And organization Culture: Theoretical Studies in Indonesia (20)
On the Use of the Causal Analysis in Small Type Fit Indices of Adult Mathemat...QUESTJOURNAL
ABSTRACT: Model evaluation is one of the most important aspects of Structural Equation Modeling (SEM). Many model fit indices have been developed. It is not an exaggeration to say that nearly every publication using the SEM methodology has reported at least one fit index. Fit is the ability of a model to reproduce the data in the variance-covariance matrix form. A good fitting model is one that is reasonably consistent with the data and doesn’t require respecification and also its measurement model is required before estimating paths in a covariance structure model. A baseline model of four constructs together with a combination of none, one, two, three or four additional constructs was constructed with latent variables: educational performance, socioeconomic label, self concept and parental authority using dichotomous digits 0 or 1 for each additional construct. 16 progressively nested models were considered starting with baseline model using the mathematics adult learners data from the modeling sample and employing some small fit indexes which are commonly used (AIC, CAIC, RMR, SRMR, RMSEA, 2 / DF among others) [1] to test the fitness of the model. The measures of model fit based on results from analysis of the covariance structure model are presented.
The Sov’reign Shrine of Veiled Melancholy- The Shadow of Consumption on La Be...QUESTJOURNAL
This document summarizes a research paper about John Keats' poem "La Belle Dame Sans Merci" and how it reflects his struggle with tuberculosis. It provides historical context about tuberculosis in the early 19th century, when it was a major epidemic in Europe and seen as linked to creativity. It describes how Keats' life was affected by tuberculosis, with his mother and brother dying from it. Keats himself showed early symptoms of the disease in 1820. The paper analyzes how La Belle Dame Sans Merci can be seen as a representation of tuberculosis and Keats' preoccupation with mortality. It explores how themes of death and the briefness of life were central to Romantic poetry and sensibilities.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Pesse Na Siri’ Budgetary System: A Historiography Study of Luwu Kingdom in Is...QUESTJOURNAL
ABSTRACT: This study aimed to explore the budgetary system of pesse na siri’ at Luwu kingdom in the Islamic period of 1593 to 1945. Through the historiography method, it showed the base existence of the spiritual sense sensitivity, i.e., pesse (empathy) and siri’ (shame) and Islamic law in budgetary system. In the resources management, it was carried out in four stages, namely planning, implementation, reporting, and evaluation. Operationally, the pesse na siri’ budgetary system on the mobilization mechanism of resources or budget (balanca) through the top down system (i.e., known as balanca pole riwawo) and bottom up system (i.e., known as balanca pole riawa). The top down system was a mobilization resource form from agricultural products of the king’s land (i.e., known in Buginese language as Tanana datue) and the palace logistic. Meanwhile, the bottom up came from the resource offer–i.e., known as makkasiwiyang–mechanism, consisting of makkasiwiyang lili’ (the lower government level), makkasiwiyang ale (personal/individual), and makkasiwiyang reso (labor). One of the Islamic impacts in this system was to direct the budgetary system based on the Shari’a or Islamic law.
Fabrication of Complete Dentures for A Patient with Resorbed Mandibular Anter...QUESTJOURNAL
ABSTRACT: The loose and unstable lower complete denture is one of the most common problems faced by denture patients with highly resorbed ridge. The management of such highly resorbed ridges has always posed a difficulty to the prosthodontist.Obtaining consistent mandibular denture stability has longbeen a challenge for dental profession. The simplest approach often is to extend the denture base adequately for proper use of all available tisues.To achieve this goal impression of the resorbed mandibular ridge is very important. The objective is to develop a physiologic impression with maximum support of both hard and soft tissues.In such cases, an innovative technique of impressionmaking by using a close fitting tray and anelastomeric impression material tomake a proper impression to achieve maximum retentionand stability.This article describes an impression technique used for highly resorbed mandibular ridge using an all green impression technique, to gain maximum retention andstability
Steganographic Technique Using Instant Messaging Conversation DynamicsQUESTJOURNAL
This document discusses a steganographic technique for hiding secret messages in instant messaging conversations. It proposes encoding messages in the time stamps of messages and the order they are sent. The technique was tested using a custom instant messaging web service. Tests showed it was possible to encode short messages in real conversations with minimal impact on conversation flow, but transmission speed was relatively slow, with a few hundred characters sent per hour. The technique allows for one-way or two-way hidden communications within a conversation.
Simple Obfuscation Tool for Software ProtectionQUESTJOURNAL
ABSTRACT: This paper discusses the issue of source code obfuscation and also the creation of a tool for automatic obfuscation of source code written in C language. The result is a tool that performs both data flow and control flow obfuscation and allows the user to configure the applied transformation algorithm. For easier and better usability the tool provides a graphical user interface, which brings possibility to control and configure transformation process.
Block Hybrid Method for the Solution of General Second Order Ordinary Differe...QUESTJOURNAL
The document is a research paper that proposes a block hybrid method for solving general second order ordinary differential equations. It derives a 3rd order uniform block hybrid method based on Hermite polynomial basis functions. The method is obtained by interpolating and collocating a continuous formulation at certain points to form a system of equations. The method is then applied in block form as a simultaneous integrator. Two numerical examples are given to illustrate the accuracy and efficiency of the new method.
Modeling – Based Instructional Strategy for Enhancing Problem Solving Ability...QUESTJOURNAL
ABSTRACT: The modeling-based instructional framework accommodates the physics modeling mechanism in which the learner apply the fundamental principles in physics and develop an idealized physics model of the real world situation by means of assumptions and approximations. The present study was intended to find out the effectiveness of Modeling-based instructional strategy for enhancing physics problem solving ability of students at secondary school level. The investigator adopted a quasi-experimental method with two group pretest post-test design for the study. The sample selected for the study consisted of 242 IX standard students from three different schools of Palakkad district. The tools used for collecting the data were the Problem Solving Ability Test in Physics, lesson designs based on Modeling-based instructional strategy and activity oriented method. The findings of the study concluded that the Modeling-based instructional strategy enhanced the problem solving ability of students of secondary school level. And also the strategy scaffolded the formation of mental models of problem representations with in the cognitive structure of the learner.
Exploring the Effectiveness of the Arabic LanguageTeaching Methods in Indones...QUESTJOURNAL
ABSTRACT: The aim of this research work is to identify the effectiveness of the Arabic language teaching methods in Indonesia(National University of Malang for Sample)in terms of making use of Arabic as a medium of communication among the students in the light of the modern approaches in teaching and learning of Arabic language. This research is methodologically characterized as a descriptive, analytical, evaluative and field research work. In order to arrive at the purpose of this study, a questionnaire has been designed and carried out on a specimen from the teachers of the concerned university. Eventually, the study has arrived into a finding that the method used in the university is the Eclectic Method (i.e. Selective Method), except that translation is utilized extensively with it, and it might influentially cause the depreciation of the communication skill of the students, and the major intermediary language for the Arabic language teaching is the Indonesian language. However, its uncontrolled over-usage in the Arabic language teaching procedure may negatively cause the weakness of the students in the listening and speaking skills, since they could not get enough opportunity to practice them during language learning, in addition to the fact that the teachers might be employed as Arabic language teachers on the basis of their high conversance with the grammatical rules of Arabic language and not on their skills in the Arabic language communication medium.
The Teller & The Tales: A Study of The Novels of Amitav GhoshQUESTJOURNAL
ABSTRACT: The paper re-visit the plot and setting of the novels of Amitav Ghosh. The paper has two parts – (i)The Teller & (ii) The Tales. In the first section the text tries to give a brief sketch of the life of Amitav Ghosh to chornicle the life of the visionary commentator of life and the social anthroplogist , the most prominent among the Indian writers of English. In the second part the theme and storyline of the novels were revisted along with characters and narrative technique. The first section has been introduced to give an overview of the prolificness of the author and the second part is the testimony of his logocentricism. The paper aims to present the plot and theme of all Ghosh’s novels
ABSTRACT: The purpose of Larkin as literary artist was to convey his ultimate message that man has to transcend the gross environment for the attainment for final goal. His poem opens with important question which prompt us to scrutinize ourselves. According to Philip Larkin “when you come to talk about once duty as writer then ones can say that his duty is to write for harmony”. In this paper there an urge in Larkin’s poem to attain transcendental knowledge by which everything is known. The meaningful change in environment through literature result from the development of qualities and attitude that foster constructive pattern of human interaction through literature. In an age of highly industrialized and mechanized structure of our society where we have 'given our hearts away a sordid boon' and where all spiritual values have been thrown overboard, the relevance of selecting this topic "Spiritual Quest in Philip Larkin" becomes important. In Larkin's poetry there is invariably, an element of spiritual crises, a note of subsequent struggle to step out of it. This inner conflict to proceed forward in the path of Divine realization lends magnificence to his poetic and spiritual personality.
The Influence of Religiosity on Marital Satisfaction and Stability AmongChris...QUESTJOURNAL
ABSTRACT: Various studies indicate that religious couples are more likely to enjoy stable and happy marriages. They are also less likely to experience conflict and violence, or to divorce perhaps because religion offers couples theologically grounded guidelines on how to handle marital conflicts when they arise. The present qualitative study was conducted using face to face interviews with nine participants in Kenya who had been identified as practicing Christians. The aim of the study was to explore how religiosity impacted the participant’s marital satisfaction. Results indicated that specific attributes related to religiosity like individual and partner prayer, reading the Bible, church attendance, impacted participants and their spouses lives positively and in turn their experiences in marriage. Engaging in religious practices was reported by the participants as eliciting qualities like perseverance, forgiveness and humility which in turn assisted them in keeping their marriages stable and thus resulting in marital satisfaction
The SA0 Group Reservoir ’S Compositive Evaluation In The Central Developing P...QUESTJOURNAL
ABSTRACT: Using the data from logging in a net of high density, the sand core from a airtight well, and the testing data for oil and gas , and then according to the experiment of exploitation, we studied the deposit visage in macroscopical way, the physical characteristics of the reservoir, and the partition of the oil and gas’s border. It is clear that the zero group of Sa’s oil floor is mainly deposit in the foreside of a delta under the background of lake incursion, and the ventro-delta express a character that there were some sandstones which was transited for two times. Make a certain that the oil and gas’s border of zero group in Sa is maybe 600m underground, and demarcated the maximal square is 26.8km2 about this reservoir, and tell us that it lies in the top of the anticline. Of course, this production can be used in the designing of the zero group of Sa’s exploitation
Down the Purgatory of Memories:The Pain of Remembering in M alayalam Naxal Ci...QUESTJOURNAL
ABSTRACT:Keralam, the southern most state in India is known for its cinema and politics. It is in Kerala that Communist Party came to power through Parliamentary election process for the first time in history. The political consciousness nurtured by the Communist movement found its reflections in Malayalam (language being spoken by the people of Keralam) Cinema as well. As a result films produced during the formative years of Malayalam Cinema were characterized by their political content. Having said this it should also be added that since those films are produced within the dominant production system with a view to garner profit they fail to politically stimulate the audience. But the situation had been changed after the Naxalite (radical left movement ideologically inclined to Maoism) uprising in 1969 during which both the feudal/bourgeois value orientations and the alleged degeneration of the Communist Party were challenged by the educated radical youths who fought for an immediate revolution. The state promptly intervened and contained Naxalite uprising with an iron fist. The repressive machinery of the state intervened whenever instances of resistance occurred. The Emergency declared in 1975 exposed the inhuman face of government that unleashed series of tortures against its citizens. The post -1980 political films, otherwise called as Naxalite films, try to recapture the tormenting experience of being political during the time of such mass oppression. Those movies resort to memory to expose the stark experience of the past.Remembering is a way of representing the past with all its nuances as it situates the remembering subject at close proximity with the past. At the same time Naxalite movies explored the possibility of forgetting also to unveil the subtle complexities of individual's relationship with the past. Here I consider two Malayalam films-AmmaAriyan(1986) directed by John Abraham and Margam (2003) directed by Rajeev Vijayaraghavan- to investigate how memory and oblivion are meticulously used by the filmic narratives to politicize a society already under the grip of political amnesia.
Professional Competences: An Integrative Approach for Defining The Training C...QUESTJOURNAL
ABSTRACT: This paper offers an integrative proposal for Business Administrationcurricular programs. For that purpose, we have carried out a survey with teachers from upper Business Administration courses so as to select a group of key competences for the contemporary Administrator, which has allowed us to elaborate an integrative proposal of curricular program for the Business Administration scholars in Brazil. As a qualitative research, it consists of a multiple case study with empirical approach and a triangular analysis based on Moraes (2014).Its main objective has been to analyze the curricular programs from five higher education institutions in the state of Rio Grande do Sul and two other foreign institutions in South America. At first, we have asked ourselves the following question: How to adapt the Business Administration curricular program to the contemporary needs as far as the vocational training competences of Administrators are concerned?In order to answer it, we have analyzed the National Curriculum Guidelines (DCN) and the Political-Educational Projects of Business Administration Courses (PPC/CSA). After that, we have compared the Curricular Components (CC) of the Higher Education Institutions (HEIs) under analysis. After performing the triangular textual analysis of the DCN, PPC/CSA and CC of all HEIs under study, we have carried out a survey with 35 teachers from Business Administration upper courses through a computerized online questionnaire.We have sent a Survey Monkey link for a total of 40 teachers, however, only 35 answered it (87.5%); we have considered 100% valid answers. Previously, based on the doctrine of competences and curriculum according to the most renowned authors – suchas Vygostsky, Freire, Sacristán, Piaget, Saviani, Bloom, Libâneo (curriculum); Fleury & Fleury, Zarifian, Perrenoud, Lisboa (competences), among others – wehave concluded that implementing the integrative proposal will providemore well-prepared graduates from the Business Administration course right to the competitive and globalized labor market.
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Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance and Job Satisfaction through Leadership Styles And organization Culture: Theoretical Studies in Indonesia
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*Corresponding Author: Iqbal Alan Abdullah 26 | Page
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II. LITERATURE REVIEW
Issues which become the influence of relationship between leadership style and organizational culture
on the employee‟s performance that is intervened by job satisfaction can be explained by two factors motivation
approach of Herzberg theory (1966) and Porter and Lawler theory of motivation (1968). Herzberg (1966)
explained that there were two factors which motivated employees. The factors were driving force that arose
from each employee and the driving force that came from outside of the employee where they worked (Porter
and Lawler (1968)). Lawlerand Porter(1968) stated that employee‟s performance would increase when
employees felt justice and extrinsic rewards (salary and promotion) and intrinsic rewards (sense of what has
been achieved). This condition would lead to a high level of satisfaction.
A. Leadership Style.
A leader has a role of determining activity programs based on the organizational basic assumptions, or
management concepts that are used as Six Sigma. If the behavior of subordinates is in accordance with the
program outlined by the leader, the value obtained is high, and vice versa when the behavior of individuals
within the organization so far from the truth as stated in the program of work by the leader, then the value is low
(Bass,Avolio, 1994).
The interaction between leaders and employees is characterized by the influence of the leader to change
the employee‟s behavior to be someone who is capable and highly motivated and tries to achieve a high work
performance and quality. Leaders change the employees so that organizational goals can be achieved together.
The aspects of transformational leadership are: charismatic, inspirational, intellectual stimulation, and individual
attention (Dipboye, Smith, and Howell, 1994). Gibson, Ivancevich, and Donnelley (1991) mentioned that
leadership was an effort of influence, rather than a force to motivate people to achieve certain goals. In other
words, a leader is someone who has the power to attract others with no compulsion so that they can actualize
their vision together.
One focuses on the tasks or performance of the firm, such as planning, articulating the vision or goals
for the organization, monitoring subordinate activities, and providing necessary support, equipment and
technical assistance. The other focuses on relationships with employees, including being supportive of and
helpful to subordinates, showing trust and confidence in employees, being friendly and considerate, trying to
understand subordinates problems, showing appreciation for a subordinate's ideas, and providing recognition for
subordinates contributions and accomplishments (Yukl, 2002).
Leadership is one of the key driving forces for improving firm performance. Leaders, as the key
decision-makers, determine the acquisition, development, and deployment of organizational resources, the
conversion of these resources into valuable products and services, and the delivery of value to organizational
stakeholders. Thus, they are potent sources of managerial rents and hence sustained competitive advantage
(Avolio 1999; Lado 1992 and Rowe 2001). Transformational Leaders create a strategic vision, communicate
that vision through framing and use of metaphor, model the vision by “walking the talk” and acting consistently,
and build commitment towards the vision (Avolio 1999 and McShane& Von Glinow 2000).Most recently, many
empirical studies have reported that transformational leadership has a positive impact on follower performance
and firm outcomes (Avolio 2003 Jung & Sosik 2002;MacKenzie 2001; Walumbwa 2002). Lee and Chuang
(2009) explain that the excellent leader not only inspires subordinate‟s potential to enhance efficiency but also
meets their requirements in the process of achieving organizational goals.
Transformational Leadership
The difference between transformational and transactional leadership lies in the way of motivating
others. A transformational leader‟s behavior originates in the personal values and beliefs of the leader and
motivates subordinates to do more than expected (Bass, 1985). Burns (1978), identified transformational
leadership as a process where, one or more persons engage with others in such a way that leaders and followers
raise one another to higher levels of motivation and morality.
For transformational leadership style, the follower feels trust, admiration, loyalty and respect towards the
leader, and is motivated to do more than what was originally expected to do (Katz & Kahn, 1978). The
transformational leader motivates by making follower more aware of the importance of task outcomes, inducing
them to transcend their own self-interest for the sake of the organization or team and activating their higher-
order needs. He encourages followers to think critically and seek new ways to approach their jobs, resulting in
intellectual stimulation (Bass et al., 1994). As a result, there is an increase in their level of performance,
satisfaction, and commitment to the goals of their organization (Podsakoff et al, 1996). Bass (1990), proposed
3. Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance ….
*Corresponding Author: Iqbal Alan Abdullah 27 | Page
four behaviours or components of transformational leadership to include charisma, inspirational motivation,
intellectual stimulation, and individual consideration.
Fry (2003) explains leadership as use of leading strategy to offer inspiring motive and to enhance the
staff potential for growth and development. Several reasons indicate that there should be a relationship
between leadership style and organizational performance. Studies have suggested that leadership can of
performance when organizations face these new challenges (McGrath & MacMillan, 2000). Mehra, Smith,
Dixon and Robertson (2006) argue that when some organizations seek efficient ways to enable them
outperform others, a longstanding approach is to focus on the effects of leadership. Team leaders are believed to
play a pivotal role in shaping collective norms, helping teams cope with their environments and coordinating
collective action. This leadercentred perspective has provided valuable insights into the relationship between
leadership and team performance (Guzzo and Dickson, 1996). Some studies have explored the strategic role of
leadership to investigate how to employe leadership paradigms and use leadership behaviour to improve
organizational performance (Judge Bono, Ilies, and Gerhardt, 2002; Judge and Piccolo, 2004; Keller, 2006;
McGrath and MacMillan, 2000; Meyer and Heppard, 2000; Purcell, Kinnie, Hutchinson and Dickson, 2004;
Yukl, 2002). This is because intangible asset such as leadership styles, culture, skill and competence, and
motivation are seen increasingly as key sources of strength in those firms that can combine people and
processes and organizational performance (Purcell et al., 2004).
B. Organizational Culture
Organizational culture is based on the concept of building on three levels: Level Basic Assumption,
Value, and Artifact namely something that is left behind. (Schein, 1991). A level of basic assumptions is a
human relationship with what is in the environment; such as nature, plants, animals, and other humans. The
basic assumption could mean a philosophy, a belief that cannot be seen by the eye but it is existed. Second,
Value has a deep relation to acts or behavior. Because of it, value can be measured with any changes or through
social consensus. While the artifact is something that can be seen but it is difficult to simulated. It can be in the
form of technology, art, or anything that can be heard (Brown, 1998).
Organizational culture is a form of beliefs, values, and ways that can be learnt to cope and live in
organization. Organizational culture is likely to be realized by the organization members (Deal, Kennedy, 1984).
Erwin(1996) stated that a strong culture would drive the organization performance and served to overcome the
organizational members‟ problems to adapt to their external environment by strengthen the understanding of the
organization members, the ability to realize the mission, goals, method, standard, and evaluation.
C. Job Satisfaction
Job satisfaction of employees plays a very vital role on the performance of an organization. It is
essential to know as to how employees can be retained through making them satisfied and motivated to achieve
extraordinary results. Target and achievement depends on employee satisfaction and in turn contribute for
organizational success and growth, enhances the productivity, and increases the quality of work. Dipboye and
Howell (1994) stated that job satisfaction was the overall result of the employee‟s like and dislike degree on
various aspects of the job. This showed that job satisfaction reflected a person's attitude toward his work, which
would affect the performance of one's work. Weiss et al. (1967) expressed job satisfaction as a basic indicator of
individual success in the workplace which had been achieved in maintaining a relationship between himself and
the work environment; consisting of intrinsic and extrinsic satisfaction.
Employee satisfaction has a positive persuade on organizational performance. Beside this, firm
profitability has a reasonable non-recursive effect on employee satisfaction. Employee satisfaction plays a
considerable role in enhancing the firm profitability and improving operational performance of organizations
and quality of good and services. There is no doubt in it that employee satisfaction is critical to attain quality
and profitability in organization. Employee satisfaction impacts quality at industry, to achieve quality and
profitability at organization, employee satisfaction is fundamental and without it, organization cannot think of
being successful.
Luthans (1995) said that job satisfaction was an expression of employee‟s satisfaction about how their
work could give benefit to the organization, which means that what was obtained in the works had already met
things that were considered important. Job satisfaction is expressed as something fun or the positive emotional
outcome for submitting one's or work experience (Celluci, Anthony and David, 1978).
D. Organizational Performance.
Organizations have an important role in our daily lives and therefore, successful organizations
represent a key ingredient for developing nations. Thus,many economists consider organizations and institutions
similar to an engine in determining the economic, social and political progress. Performance often referred to
performance is also called the result which means what the individual employee has produced. Result is affected
4. Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance ….
*Corresponding Author: Iqbal Alan Abdullah 28 | Page
by the organizational performance whose components consist of Organizational Development, Compensation
Plan, Communication System, Managerial Style, Organization Structure, Policies and Procedures (Robbins,
2003). Another term is human output which can be measured from the productivity, absence, turnover,
citizenship, and satisfaction (Baron, and. Greenberg, 1990). According to Chen (2002), organizational
performance means the “transformation of inputs into outputs for achieving certain outcomes. With regard to its
content, performance informs about the relation between minimal and effective cost (economy), between
effective cost and realized output (efficiency) and between output and achieved outcome (effectiveness).
Lebans & Euske (2006) provide a set of definitions to illustrate the concept of organizational
performance: Performance is a set of financial and nonfinancial indicators which offer information on the degree
of achievement of objectives and results. Performance is dynamic, requiring judgment and interpretation.
Performance may be illustrated by using a causal model that describes how current actions may affect future
results. Performance may be understood differently depending on the person involved assessment of the
organizational performance. To define the concept of performance is necessary to know its elements
characteristic to each area of responsibility. To report an organization's performance level, it is necessary to be
able quantify the results. On the other hand, organizational performance refers to ability of an enterprise to
achieve such objectives as high profit, quality product, large market share, good financial results, and survivalat
pre-determined time using relevant strategy for action (Koontz and Donnell, 1993).Organizational performance
can also be used to view how an enterprise is doing in terms of level of profit, market share and product quality
in relation to other enterprises in the same industry. Consequently, it is a reflection of productivity of members
of an enterprise measured in terms of revenue, profit, growth, development and expansion of the
organization.Based on the literature that has been presented, the conceptual framework in this study as follows:
Figure 1. The conceptual framework
Hypothesis: Hypothesis is used in an experiment to define the relationship between two variables. The purpose
of a hypothesis is to find the answer to a question. A formalized hypothesis will force us to think about what
results we should look for in an experiment.
Hypothesis 1a. Leadership style effect on job satisfaction
Hypothesis 1b.Organizationalculture influence on job satisfaction
Hypothesis 2a.Leadership styles affect the organization's performance
Hypothesis 2b.Leadershipstylesaffect the organization's performance
Hypothesis 3Job Satisfaction effect on organizational performance.
Hypothesis 4a.Job satisfaction as mediate leadership style of to organizational performance
Hypothesis 4b. Job satisfaction as a mediate organizational culture onorganizational performance
II. METHODS
Research Design
This research was designed through explanations (explanatory research) by applying survey methods.
It was specifically examined the phenomenon and results of empirical studies related to the improvement of
organizational performance. The quantitative research was used to get an overview and profound explanations
of the phenomenon and the results of empirical studies related to problems in the research.
Data Analysis Techniques
This research used a path analysis technique. There were 70 MICE Company in Jakarta used as the
research population. The number of samples was represented by 288 MICE employee members as respondent
with the Slovin formula(Umar, 2002) to obtain a total sample of 166 respondents. The indicator and item of
research were based on, leadership style, organizational culture, job satisfaction, and organizational performance
5. Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance ….
*Corresponding Author: Iqbal Alan Abdullah 29 | Page
variables which were applied in the research instrument. Then it was distributed to 166 respondents. In order to
check the reliability and validity of the research, the research instrument was tested to 30 respondents in a try
out before it was distributed. The try out result had fulfilled the requirements to proceed with the research.
III. RESULTS
This chapter shows an overview of the respondent descriptions; among them are gender, age, the level of
general education, rank and work experience. All of them are summarized and presented in the following table:
Table11 Respondent Description
According to Table 1, all respondents are male (100%). Allmember who served in the MICE are men
because the areasof duty arerather wide and through limited time, so it requires a strong physical. In terms of
age, the members are generally dominated by the older age in 40-50 age range (78 respondents). This age range
is the productive age and has extensive experience that supports the younger ones. The education level is
generally dominated by the senior high school (81 respondents) because mostly the members were Senior High
School graduate when they enteredcompany Force. In general, the members with a work experience ranging
from 10 years to 15 years.
Hypothesis testing result
Table 2. Direct Effect between Variables
Table 3 Indirect Effect between Variables
6. Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance ….
*Corresponding Author: Iqbal Alan Abdullah 30 | Page
According to the tables above, it can be explained model that:
Ficture, 1. Research Model.
IV. ANALYSIS AND DISCUSSION
Organizational MICE had been able to increase job satisfaction. This means that the prevailing culture
has fulfilled the expectations of its members. The results of this study support the research conducted by Kirk L.
Rongga (2001); Chow, et al. (2001). Although cultural objects and sites, as well as measuring instruments used
are different, but the same results, so it can be said of this study extend the results of previous studies.
This means that the leadership had tried to provide a broad autonomy for the development of insight
members and to encourage members to work better.The research results support the study done by Chan et al
(2004), Wilson (1995), Savery (2001); Chew and Sharma (2005). It indicates that the leadership styles used by a
manager could be accepted by employees. The increase of job satisfaction which could increase the job
performance indicated that job satisfaction was an important matterand it was formed from the autonomy of the
supervisor, as well as feedback from colleagues. These results also supported previous research conducted by
Lawler and Porter (1967) which concluded that high job satisfaction would improve the performance of the
company.
Organizational culture has not been able increase the organizational performance to the fullest yet. This
means that the value of organizational culture from management support indicators had not been able to
improve organizational performance related to the criminal disclosure cases that accumulated due to limited
funding and human resource competencies. The results of the study supported the research conducted by
Gifford, Zammuto and Goodman (2002) which indicated that good performance was not only influenced by
culture, but there were also other variables affected good performance. One of themwas job satisfaction. Factors
of organizational culture at the moment were faced with a change from military culture to civilian culture. The
culture transition made the existing organizational culture under a less powerful condition, so that it could give
an impact on organizational performance .
Job satisfaction was a mediator of the power of organizational culture in improving the organizational
performance, which means the member‟s job satisfaction had an important role to strengthen the organization
culture to result in organizational performance. This study collaborated with Hesberg theory (1968) on Job
Satisfaction. Leadership style is not maximalyet in improving the organizational performance. This means that
the leadership style would be able to improve organizational performance if it could increase member‟s
satisfaction.
This is understandable because the leadership was still in a transition from military culture to civilian
culture. The results of this study are not the same as the results of research conducted by Nicholas O' Regan and
Abby Ghobadian (2004), Shao Lian, Sheila Webber, (2004), Montes, (2005), Alberto, Aragon (2007).However,
the results of this study support the research conducted by Ogbonna and Harris (2000). Job satisfaction was a
mediator of the influence of leadership style on the organizational performance, which means that member‟s job
satisfaction was determined by the role of leadership style in order to improve organizational performance. This
reseachcan be collaborated with Schein (1991) on leadership styles.
V. CONCLUSION
Leadership style which was formed from the charismatic leadership style, inspirational, intellectual
stimulation, and individual attention had been able to increase the job satisfaction of its members.
Organizational culture wass formed from the management support, work challenge, loyalty, social cohesion and
community cooperation. Job satisfaction which was formed through autonomy and feedback could improve
7. Improving Meetings, Incentives, Conferences, Exhibition (MICE) Performance ….
*Corresponding Author: Iqbal Alan Abdullah 31 | Page
organizational performance. On the other hand, organizational culture that had been formed from the
management support, work challenge, loyalty, social cohesion and community cooperation could not improve
organizational performance.
Therefore, it can be proved that the existence of the phenomenon that the MICE Jakarta assessed was
not maximal to the public yet. Similarly, the leadership style leader formed from high charisma, inspirational,
intellectual stimulation, and individual attention had not been able to improve the MICE organizational
performance because of the transition in leadership culture. Finally, to make leadership style and organizational
culture in MICE perform well, the job satisfaction factor becomes an important factor to support a stronger
leadership style and organizational culture in accordance with the members‟ expectations, so that the
organizational performance becomes better in fulfilling the community‟s expectation.
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