International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Leadership: Essence of Success in Social Sector of Bihar (India)iosrjce
Leaders have been found to play a pivotal role in running and developing NGOs. This study aims to
find out the leader’s perceptions about the impact of their leadership on employees performance and
development of their NGOs. The study explicitly shows the positive and significant nexus between leader’s style
and strategy with leadership effectiveness and its sweeping impact on employees’ motivation, commitment,
employee’s satisfaction and well being as well as on enhancement of employees’ work performance and
organizational productivity through leadership practices including information sharing, problem solving,
motivation, performance rewards and role-playing
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
Community welfare is one of the ultimate goals that is expected by each region. Various efforts have been designed and implemented by the local government to increase the growth for the region itself and subsequently are expected to have a positive impact on the welfare of the community. One of the efforts made by the regional government in the discussions carried out with the implementation of development. This study aims to study the role of the government in CSR implementation programs that have an impact on people's welfare significantly. This research was conducted by using quantitative research methods and using path analysis. The results of the study show that the government rules and implementation of CSR programs are able to improve the welfare of the community of Kampung Warna-Warni Jodipan, Malang.
This study was about competency in leadership Selection at the Ministry of Public Service Uganda
with an Expert Perspective. The main objectives were to identify the competencies that practitioner experts
recommend in the selection of leaders in the ministry of public service by the year 2040 and beyond and to
identify recommendations of what practitioner experts’ rate as the most important and feasible in the
recruitment of leaders in the ministry of public service by the year 2040 and beyond
Leadership: Essence of Success in Social Sector of Bihar (India)iosrjce
Leaders have been found to play a pivotal role in running and developing NGOs. This study aims to
find out the leader’s perceptions about the impact of their leadership on employees performance and
development of their NGOs. The study explicitly shows the positive and significant nexus between leader’s style
and strategy with leadership effectiveness and its sweeping impact on employees’ motivation, commitment,
employee’s satisfaction and well being as well as on enhancement of employees’ work performance and
organizational productivity through leadership practices including information sharing, problem solving,
motivation, performance rewards and role-playing
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
Community welfare is one of the ultimate goals that is expected by each region. Various efforts have been designed and implemented by the local government to increase the growth for the region itself and subsequently are expected to have a positive impact on the welfare of the community. One of the efforts made by the regional government in the discussions carried out with the implementation of development. This study aims to study the role of the government in CSR implementation programs that have an impact on people's welfare significantly. This research was conducted by using quantitative research methods and using path analysis. The results of the study show that the government rules and implementation of CSR programs are able to improve the welfare of the community of Kampung Warna-Warni Jodipan, Malang.
This study was about competency in leadership Selection at the Ministry of Public Service Uganda
with an Expert Perspective. The main objectives were to identify the competencies that practitioner experts
recommend in the selection of leaders in the ministry of public service by the year 2040 and beyond and to
identify recommendations of what practitioner experts’ rate as the most important and feasible in the
recruitment of leaders in the ministry of public service by the year 2040 and beyond
The Effect of Participation in Budgeting on the Performance of Regional Gover...AJHSSR Journal
ABSTRACT: This study aims to determine the effect of participation in budgetingon the performance of
regional government officials with organizational commitment as a moderating variable. This research was
conducted in 38 Regional Apparatus Organizations in Badung Regency, with a population namely
officials/employees who are authorized in budget preparation. The method of determining sample in this study
using purposive sampling. Respondents in this study were heads of offices/heads of agencies/sub-districts,
finance and planning departments, resulting in 114 respondents. The data analysis technique in this study uses
Moderated Regression Analysis (MRA). The results of this study indicate that participation in budgetinghas no
effect on the performance of regional government officials, meanwhile organizational commitment is able to
strengthen the effect of participation in budgeting on the performance of regional government officials.
KEYWORDS:participation in budgeting, performance of regional government officials, organizational
commitment, regional apparatus organizations
Panchayati Raj: Towards Good Governance “Just as the whole universe is contai...inventionjournals
This paper discussed about the Rationale of Good governance in present era of Globalization at Grassroot level. It discuss about the Rural India and 73rd Amendment act of 1992 and how Panchayati raj Institutions and the need of transparency and accountability through good governance . For the upliftment of rural village there is a esurience of delivering better service by using information technology and giving better quality of life at grass roots. For this there is need to strengthen democracy through good governance. The issue of governance at the forefront of the development agenda and states “good governance is one of most crucial factor for development”. Governance is wider than government which ensures the responsibility and accountability of various community i.e government, the civil society and the corporate sector
Economic Contribution of Women in Self Help Groups: Village Level Evidence fr...iosrjce
Women in Self Help Groups (SHGs) have made their mark in the rural economy in a quite nontraditional
way. This paper examines the economic contribution of SHG women drawing on a field survey
conducted in 20 villages by canvassing a structured schedule among 150 sample respondents of two blocks of
Balasore district in Odisha, India. The findings show that women in SHG’s have made a significantly positive
contribution to employment, income, expenditure and saving at the household level. An increase in the demand
for SHG products is required for improving productivity of women and enhancing their economic contribution
in a sustainable way. A reorientation in policy is suggested for generating awareness, upgrading skills and
expanding markets in order to augment their contribution and raise their empowerment level for the benefit of
the households as well as for transforming the rural economy in a big way.
Ethical decision making is a requirement and is a must for leaders in the local authorities to ensure
that actions will be taken in a proper way.Decision making is the starting point of an outcome; it could be good
or otherwise.Decision making by officers in a local authority is imperative;
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
The aims of this study are to reveal the effect of leadership, organizational culture, work motivation and job satisfaction on teacher organizational commitment at high school in Medan. This research measured the direct effect and indirect effect of exogenous variables to endogenous variables. The number of samples is 330 teachers taken from 570 teachers as population. The data were gathered by using a set of questionnaires that had been checked for its validity and reliability. The data then were analyzed by using path analysis model. The results revealed that leadership, organizational culture, work motivation and job satisfaction effect significantly either directly or indirectly on teacher organizational commitment at high schools in Medan
The Influence of Organizational Culture, Leadership, And Motivation Towards J...QUESTJOURNAL
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
Good governance is the principle used in Management of government organizations as a means to improve the quality of development in the region. Good governance means a participatory form of governance that operates in a responsible, accountable and transparent manner, based on the principles of efficiency, legality and consensus to advance the rights of individual citizens and the public interest. Good governance means ensuring fairness, empowerment, employment and efficient service delivery. This research aims to Analysis of good governance and its pillars. Supriya Kumari "Good Governance and Its Pillars" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47535.pdf Paper URL : https://www.ijtsrd.com/humanities-and-the-arts/political-science/47535/good-governance-and-its-pillars/supriya-kumari
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 Impacts of Human Resource Development, Organizational Commitment, and Com...inventionjournals
This research aims to investigate the impact of human resource development, organizational
commitment and compensation on employee performance. The study, which was located at Sulut Bank, North
Sulawesi, uses explanatory or hypothetical investigations. The samples were 125 respondents from the total of
612 employees at the company. The data collection technique utilizes the proportional area random sampling by
means of distributing questionnaires to the respondents. The data were then valued, tabulated and analyzed
using double linear regression statistics. The results show that: 1) the human resource development has some
impacts on the employee performance, 2) the organizational commitment has some significant impacts on the
employee performance, and 3) the compensation also has some significant impacts on the employee
performance.
The Success of Corporate Social Responsibility Program for Steam Power Plant ...AJHSSR Journal
ABSTRACT:Community empowerment through the company's CSR program is expected to improve the
community's quality of life, so it is necessary to evaluate the empowerment program to find out whether the
program has succeeded in achieving the desired benefits. The research aims to evaluate the community
empowerment program of the Indah Jaya Tani Women's Group to find out the company's CSR contribution and
the success of the community empowerment program. The research uses qualitative research methods and
samples/informants are determined using purposive sampling techniques. The data collection methods used in
this research were interviews, observation, and documentation. The data analysis technique is carried out
interactively and consists of three activity components, namely data reduction, data presentation, and conclusion
drawing. Meanwhile, data validation used in this research is source triangulation. The research results show that
the company's CSR contribution to the Indah Jaya Women Farmers Group empowerment program is in the form
of facilities and infrastructure as well as training and mentoring. This empowerment program is by the needs of
the community in Nusa Indah Hamlet so that it can become a sustainable program. The benefits of the
empowerment program have been felt by group members both economically (profit) by providing additional
income, Socially (People) by increasing knowledge and skills, and Environmentally (Planet) by creating better
environmental quality.
KEYWORDS:CSR, Community Empowerment, Program Success, Women Farmer
The Effect of Participation in Budgeting on the Performance of Regional Gover...AJHSSR Journal
ABSTRACT: This study aims to determine the effect of participation in budgetingon the performance of
regional government officials with organizational commitment as a moderating variable. This research was
conducted in 38 Regional Apparatus Organizations in Badung Regency, with a population namely
officials/employees who are authorized in budget preparation. The method of determining sample in this study
using purposive sampling. Respondents in this study were heads of offices/heads of agencies/sub-districts,
finance and planning departments, resulting in 114 respondents. The data analysis technique in this study uses
Moderated Regression Analysis (MRA). The results of this study indicate that participation in budgetinghas no
effect on the performance of regional government officials, meanwhile organizational commitment is able to
strengthen the effect of participation in budgeting on the performance of regional government officials.
KEYWORDS:participation in budgeting, performance of regional government officials, organizational
commitment, regional apparatus organizations
Panchayati Raj: Towards Good Governance “Just as the whole universe is contai...inventionjournals
This paper discussed about the Rationale of Good governance in present era of Globalization at Grassroot level. It discuss about the Rural India and 73rd Amendment act of 1992 and how Panchayati raj Institutions and the need of transparency and accountability through good governance . For the upliftment of rural village there is a esurience of delivering better service by using information technology and giving better quality of life at grass roots. For this there is need to strengthen democracy through good governance. The issue of governance at the forefront of the development agenda and states “good governance is one of most crucial factor for development”. Governance is wider than government which ensures the responsibility and accountability of various community i.e government, the civil society and the corporate sector
Economic Contribution of Women in Self Help Groups: Village Level Evidence fr...iosrjce
Women in Self Help Groups (SHGs) have made their mark in the rural economy in a quite nontraditional
way. This paper examines the economic contribution of SHG women drawing on a field survey
conducted in 20 villages by canvassing a structured schedule among 150 sample respondents of two blocks of
Balasore district in Odisha, India. The findings show that women in SHG’s have made a significantly positive
contribution to employment, income, expenditure and saving at the household level. An increase in the demand
for SHG products is required for improving productivity of women and enhancing their economic contribution
in a sustainable way. A reorientation in policy is suggested for generating awareness, upgrading skills and
expanding markets in order to augment their contribution and raise their empowerment level for the benefit of
the households as well as for transforming the rural economy in a big way.
Ethical decision making is a requirement and is a must for leaders in the local authorities to ensure
that actions will be taken in a proper way.Decision making is the starting point of an outcome; it could be good
or otherwise.Decision making by officers in a local authority is imperative;
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
The aims of this study are to reveal the effect of leadership, organizational culture, work motivation and job satisfaction on teacher organizational commitment at high school in Medan. This research measured the direct effect and indirect effect of exogenous variables to endogenous variables. The number of samples is 330 teachers taken from 570 teachers as population. The data were gathered by using a set of questionnaires that had been checked for its validity and reliability. The data then were analyzed by using path analysis model. The results revealed that leadership, organizational culture, work motivation and job satisfaction effect significantly either directly or indirectly on teacher organizational commitment at high schools in Medan
The Influence of Organizational Culture, Leadership, And Motivation Towards J...QUESTJOURNAL
Purpose: (1) find out and analyze the influence of Leadership against employee job satisfaction, (2) to observe and analyze the influence of organizational culture towards job satisfaction employees, (3) knowing and analyzing the influence of Motivation towards job satisfaction employees, (4) knowing and analyzing the influence of Leadership on performance clerk (5) knowing and analyzing the influence of organizational culture on performance clerk, (6) knowing and analyzing the influence of Motivation on performance clerk (7) find out and analyze leadership against the performance of employees through Employee job satisfaction. (8) knowing and analyzing organizational culture towards the performance of employees through Employee job satisfaction. (9) knowing and analyzing the motivation against the performance of employees through Employee job satisfaction. (10) find out and analyze the influence of job satisfaction against the performance of employees. The research of using primary data through survey as many as 245 Employees at the Work Unit of the regional Government of the Maros Devices as samples. Research data were analyzed using Structural Equation Modeling programs (SEM). The results of this research indicate that: (1) Leadership can determine employee job satisfaction in the Work units of the device Area Government Maros, (2) organizational culture can determine the job satisfaction in the Work units of the device Area Government Maros, (3) Motivation can determine the job satisfaction in the Work units of the device Area Government Maros, (4) Leadership can not determine the performance of employees in a work unit of the device Area Government Maros , (5) organizational culture can not determine the performance of employees in a work unit of the device Area Government Maros, (6) Motivation can determine the performance of employees in a work unit of the regional Government of the Maros Device, and (7) Leadership has no effect against the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (8) the organizational culture does not have an effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (9) the motivational effect on the performance of employees through employee job satisfaction in the Work units of the device Area Government Maros. (10) job satisfaction can determine the performance of employees in a work unit of the device Area Government Maros.
Good governance is the principle used in Management of government organizations as a means to improve the quality of development in the region. Good governance means a participatory form of governance that operates in a responsible, accountable and transparent manner, based on the principles of efficiency, legality and consensus to advance the rights of individual citizens and the public interest. Good governance means ensuring fairness, empowerment, employment and efficient service delivery. This research aims to Analysis of good governance and its pillars. Supriya Kumari "Good Governance and Its Pillars" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47535.pdf Paper URL : https://www.ijtsrd.com/humanities-and-the-arts/political-science/47535/good-governance-and-its-pillars/supriya-kumari
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 Impacts of Human Resource Development, Organizational Commitment, and Com...inventionjournals
This research aims to investigate the impact of human resource development, organizational
commitment and compensation on employee performance. The study, which was located at Sulut Bank, North
Sulawesi, uses explanatory or hypothetical investigations. The samples were 125 respondents from the total of
612 employees at the company. The data collection technique utilizes the proportional area random sampling by
means of distributing questionnaires to the respondents. The data were then valued, tabulated and analyzed
using double linear regression statistics. The results show that: 1) the human resource development has some
impacts on the employee performance, 2) the organizational commitment has some significant impacts on the
employee performance, and 3) the compensation also has some significant impacts on the employee
performance.
The Success of Corporate Social Responsibility Program for Steam Power Plant ...AJHSSR Journal
ABSTRACT:Community empowerment through the company's CSR program is expected to improve the
community's quality of life, so it is necessary to evaluate the empowerment program to find out whether the
program has succeeded in achieving the desired benefits. The research aims to evaluate the community
empowerment program of the Indah Jaya Tani Women's Group to find out the company's CSR contribution and
the success of the community empowerment program. The research uses qualitative research methods and
samples/informants are determined using purposive sampling techniques. The data collection methods used in
this research were interviews, observation, and documentation. The data analysis technique is carried out
interactively and consists of three activity components, namely data reduction, data presentation, and conclusion
drawing. Meanwhile, data validation used in this research is source triangulation. The research results show that
the company's CSR contribution to the Indah Jaya Women Farmers Group empowerment program is in the form
of facilities and infrastructure as well as training and mentoring. This empowerment program is by the needs of
the community in Nusa Indah Hamlet so that it can become a sustainable program. The benefits of the
empowerment program have been felt by group members both economically (profit) by providing additional
income, Socially (People) by increasing knowledge and skills, and Environmentally (Planet) by creating better
environmental quality.
KEYWORDS:CSR, Community Empowerment, Program Success, Women Farmer
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
THE EFFECT OF TRANSFORMATIONAL LEADERSHIPAND SOCIAL SUPPORT ON ORGANIZATIONAL...AJHSSR Journal
ABSTRACT: This study aims to determine the effect of transformational leadership and social support on
organizational citizenship behaviour mediated by emotional intelligence in village officials throughout East
Praya sub-district. The method used in this research is associative quantitative. The number of respondents in
this study were 71 village officials throughout East Praya sub-district. The data collection tool used a closed
questionnaire which was processed using the SmartPLS version 3.0 application. The findings in this study
indicate that leadership style has no positive and significant effect on organizational citizenship behaviour.
While social support and emotional intelligence have a positive and significant effect on organizational
citizenship behaviour. In addition, transformational leadership and social support have a positive and significant
effect on emotional intelligence. The mediation test shows that emotional intelligence is able to mediate the
effect of transformational leadership and social support on organizational citizenship behaviour.
Keywords: Transformational leadership, social support, emotional intelligence, organizational citizenship
behaviour, village officials.
The family relationship and the place of people living with HIV virus in thei...AkashSharma618775
Acquired Immuno Deficiency Syndrom (AIDS) is caused by Human immunodeficiency virus (HIV) is still
one of the diseases causing serious consequences for people living with HIV and their families as well as
Vietnamese society. People living with HIV want to be eligible to develop and assert themselves in society, first of
all, they must have the family's support. The relationship between people living with HIV and their place in the
family is one of the important factors that support them in the process of social integration.
The Influence of Work Motivation, Organizational Citizenship Behavior and Org...AJHSSR Journal
ABSTRACT: This study aims to determine the simultaneous effect of work motivation, organizational
citizenship behavior and organizational culture on the performance of police personnel and also to examine the
partial effect of work motivation on performance, organizational citizenship behavior on performance and
organizational culture on performance. The object of this research is the Kolaka Resort Police. This study uses a
quantitative approach where the population of this study amounted to 183 people. Determination of the sample
with the Slovin formula so that the sample of this study amounted to 126 personnel. Samples were drawn using
simple random sampling technique. The research data were collected by questionnaire and analyzed using
multiple linear regression. The results of the analysis of this study conclude that simultaneously work
motivation, organizational citizenship behavior and organizational culture have a significant effect on
performance. Partial test results found that work motivation has a positive and significant effect on performance.
Organizational citizenship behavior has a positive and significant effect on performance. Organizational culture
has a positive and significant effect on performance. The work motivation variable was found to be the most
dominant in influencing performanc
KEYWORDS -Work Motivation, Organizational Citizenship Behavior, Organizational Culture, Employee
Performance
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
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.
Institutional Transformation Aimed To Support the Farmers Empowerment Strateg...IOSR Journals
This study aims to determine the conditions of farming and institutional in supporting the empowerment of coffee farmers and to formulate strategies for the empowerment of coffee farmers in the Pasrujambe Village, Pasrujambe Subdistrict, Lumajang through institutional reinforcement. This study uses a qualitative approach as the type of descriptive study by using observations and interviews to assess the institutional development of community empowerment efforts. The results show that the conditions of farming community of coffee farmers have three limitations: the ability to enhance the quality and production; the lack of venture capital and the low skill. These three limitations affect the condition of existing institutional farmers' groups and eventually impact on low institutional performance. In order to overcome the limitations, Institutional development strategy is drafted in the empowerment of farmers, expected to be a reference to increasing the ability of independent community of coffee farmers, namely: human resource development strategy in the group of farmers, development of production quality, and reinforcement of capital sources
Similar to International Journal of Business and Management Invention (IJBMI) (20)
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Let's dive deeper into the world of ODC! Ricardo Alves (OutSystems) will join us to tell all about the new Data Fabric. After that, Sezen de Bruijn (OutSystems) will get into the details on how to best design a sturdy architecture within ODC.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Search and Society: Reimagining Information Access for Radical FuturesBhaskar Mitra
The field of Information retrieval (IR) is currently undergoing a transformative shift, at least partly due to the emerging applications of generative AI to information access. In this talk, we will deliberate on the sociotechnical implications of generative AI for information access. We will argue that there is both a critical necessity and an exciting opportunity for the IR community to re-center our research agendas on societal needs while dismantling the artificial separation between the work on fairness, accountability, transparency, and ethics in IR and the rest of IR research. Instead of adopting a reactionary strategy of trying to mitigate potential social harms from emerging technologies, the community should aim to proactively set the research agenda for the kinds of systems we should build inspired by diverse explicitly stated sociotechnical imaginaries. The sociotechnical imaginaries that underpin the design and development of information access technologies needs to be explicitly articulated, and we need to develop theories of change in context of these diverse perspectives. Our guiding future imaginaries must be informed by other academic fields, such as democratic theory and critical theory, and should be co-developed with social science scholars, legal scholars, civil rights and social justice activists, and artists, among others.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Key Trends Shaping the Future of Infrastructure.pdf
International Journal of Business and Management Invention (IJBMI)
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 2 Issue 9ǁ September. 2013ǁ PP.18-25
The Influence of Motivation And Organization Culture On Work
Satisfaction And Organizational Commitment (Study On
National Society Empowerment Program In Southeast Sulawesi
Province)
Pahri Yamsul1), Surachman2), Ubud Salim3), and Armanu4)
1,
2,3,4)
Public Works Department of Southeast Sulawesi Province, Indonesia
Faculty of Economics and Business University of Brawijaya, Malang, East Java of Indonesia
ABSTRACT: This study aimed to see the Effect of Motivation and Cultural Organization on the Job
Satisfaction and Organizational Commitment (Study on the National Program Manager for Community
Empowerment (PNPM) in Southeast Sulawesi Province). Analysis approach in this research is descriptive
statistical analysis and analysis of Structural Equation Modeling (SEM). The results of this study found that
relationship between variables does not affect the significance of motivation to commitment, meaning that
regardless of the motivation will not result in changes in the value of commitment to the Program Administrator
for Community Empowerment (PNPM) in Sulawesi southeast. This study also finds that the Organizational
Culture of Commitment variable is not significant. The study also found the influence of organizational culture
variable to variable indirect commitment between the Cultural Organizations of commitment through
satisfaction. Indirect effect is also among the motivational variables of commitment through satisfaction
variables.
KEYWORDS: Commitment, Culture, Motivation, Work Satisfaction
I.
INTRODUCTION
Industrial Poverty in Indonesia has become a multidimensional problem in the development, and
closely related with aspect of social, economics, culture and other aspects. States that: “poverty is indicated by
lower society income, isolation, and unemployment, which become inequality among the areas, sectors, and
societies” [1]. Whilst based on [1] defines that “poverty is described by the lacking of income to fulfill main
living needs. They are below the poverty if the income they get is insufficient to fulfill foodstuff, clothing,
residence and others”. The poverty in Indonesia was doubled into more than 40 million people, it is spread in all
provinces and big cities when economic crisis hit. The national development arrangement committee
(Bappenas) used World Bank funding support, by launching social safety program (JPS) and areas
empowerment in overcoming economic crisis impact (PDMDKE). Particularly for PDMDKE, this program is
divided into three activities: physics development, social support, and micro credit to society in poverty. Based
on the government instruction, physics activities and social spent 40% from total funds received by every sub
district. Meanwhile, 60% is used to arouse society economics by giving fund as capital to the workers who is
confiscated from their work, unfortunate families who are willing to be prosperous [2]. As the problem of social
prosperity, it is necessary to emerge social prosperity effort. Regulators No. 6, 1974 about the regulations of
social prosperity states that the efforts are about all attempts, programs, and activities which are directed to take
in, train and maintain, treat and improve social prosperity. Poverty reduction programs in Southeast Sulawesi
also has been done since several years ago, such as poverty reduction program in urban (P2KP) and national
empowerment society program (PNPM) in urban. The objective of this program is to enhance prosperity and
work opportunity for the poverties, by improving society capabilities in life quality, independence, and
prosperity by using economic and social potencies they have. Conceptually, PNPM and P2KP should be
acknowledged as good concepts. The concept holds volunteer as basic strength to be synergized with society
condition in its environment. Nevertheless, the human resources are still with old paradigm which believe that
regimes has absolute authority, all of order and command should be complied and should not be criticized, the
lower levels can only be silent and do nothing even they disagree. Good concept without being along with
excellent human resources will be futile.
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2. The Influence Of Motivation And Organization…
P2KP and PNPM have been applied in Southeast Sulawesi since the year of 2004 when the guidance
activities either in society level or regency level, though there are different interventions. In society level, it
prioritizes on institutional strengthening (BKM) with activities planning initiated by society in long term
planning document form to anticipate poverty (PJM Nangkis) every three years, meanwhile for regency level, it
passes through cycle which focuses to encourage areas poverty anticipation team (TKPKD) in arranging area
poverty anticipation strategy and PJM Nangkis for regency level. In this last six years, since 2004 until 2010,
guidance activity on both society and regency level have never been stagnant including society direct fund
support (BLM) inside of it. The use of BLM in Southeast Sulawesi Province in 2009, touch the point of IDR
9,609,156,450 which is used for thirteen kinds of programs. The objective of BLM has only touched 57.54% on
average and has not reached the expected target yet. Other phenomenon is the remaining of four kinds of
program that has not been applied yet in order to gain BLM fund. They are education infrastructure, trade
facility, irrigation facility, and boat haven which are strategically needed by society.
Furthermore, the key question in this study is the influence of motivation and organization culture
toward organizational commitment of PNPM in southeast Sulawesi province either directly or mediated by work
satisfaction. Specifically, the problem of this study focused at: (a) whether implementation of motivation and
organization culture influence significant toward work satisfaction and efforts to increase the organizational
commitment of PNPM in southeast Sulawesi province; (b) whether motivation and organization culture to play
the role as a mediator the relationship between work satisfaction and organizational commitment. The purpose
of this study is to prove and explain the influence of to see the Effect of Motivation and Cultural Organization
on the Job Satisfaction and Organizational Commitment of PNPM in southeast Sulawesi province. In addition,
the test and explain the role of work satisfaction as a mediating the relationship between motivation and
organization culture towards organizational commitment. The contributions of this study are science
development and to enrich the scientific inside of motivation, organization culture, work satisfaction and
organizational commitment.
II.
LITERATURE REVIEW AND CONCEPTUAL MODEL
The Organizational culture as values perceived by organization members significantly determines
organization function and identity in holding organizational culture congruence [3], with the organizational
culture, it is expected that high expectation, strong commitment, and excellent performance in organization
environment can be created. One’s life always relates to its circumstances, one’s personality is also impacted by
its environment and in order to lead the personality into positive attitude and behavior, it is should be supported
by norm perceived by the society as basis and root in behaving. Norms are some organization rules as behavior
control of every employee in doing task or work [4, 5, and 6].Previous researches show that every dimension of
corporate culture has big effect in motivating employees so that they can be committed to the organization [7].
The results of [8] state that there is positive and strong relation between organizational culture values (i.e.
respecting the others, innovation, stability, and aggressiveness) and employees’ responses (i.e. organizational
commitment, work satisfaction, intention to stay in the organization and information sharing behavior). This
situation shows how important organizational culture influence on employees condition. One important variable
in enhancing satisfaction and commitment is motivation existed in previous research does not used as research
variable.Conveys that main factor influencing of employees’ motivation is employees’ needs. Work motivation
can be also influenced by low and high hierarchy needs [9]. In developing countries, hygienist factor (work
external influencing factor) is dominant factor which affects work motivation, other than that higher education
level encourages employees to concern more about content of the work so that it influences the motivation
more, while higher work satisfaction increases work motivation level.Other variable related to organization is
work satisfaction as individual orientation which influences in working role. Work satisfaction is general
attitude of an individual on job which is the margin between feedback accepted by employees and perception
they perceived, the more managerial level satisfied, the more they are motivated to do their works and the higher
the performance they result. Employees who receive high work satisfaction will be motivated in working.
Organizational commitment, work involvement, and work satisfaction has shown its importance on
public or governmental sector [10]. This model studied about work characteristic and work experience which
simultaneously affect affective organizational commitment, work satisfaction, and work involvement. Along
with those, this result enhances the understanding of affective commitment and work satisfaction in public
sector and gives new sight to the department managers on how to hold values among the employees. Overall,
there is strong relation amongst organizational commitment, work involvement, and work satisfaction
importance in public sector employees of state information technology working environment.Several previous
researches [3, 11, 5, 7, 8, 9, and 10] use the variables of motivation, organizational culture, work satisfaction,
and organizational commitment in order to be more complex and comprehensive on poverty reduction
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3. The Influence Of Motivation And Organization…
management program in Southeast Sulawesi province to complete and enrich previous researches. The variables
developed on public organization in order to answer the problems faced by poverty reduction through national
empowerment society program (PNPM) in Southeast Sulawesi.The beginning survey of P2KP-PNPM in
Southeast Sulawesi has been done in seven regencies or cities: Kendari City, Bau-Bau City, Buton Regency,
Muna Regency, Bombana Regency, North Kolaka Regency, and Konawe Regency, which evolve 127 sub
districts. In supporting, so that the activities in society processed based on mechanism and procedure, also the
substantial righteous program based on critical realism leading to the changes of attitude and behavior
collectively, and the existence of social capital in society, the presence of reliable and full-committed human
resources is necessary. The success level of this program is determined by those personals which are called by
facilitator force, suitable to the needs and problems existed in society. From the time range of the poverty
reduction in Southeast Sulawesi related to census result 2010, there has not been any significant number of
poverty reducing along with the period of poverty reducing. This would be a big question, particularly about
poverty reducing program. Variables developed in public organization with its main problem are how
organizational commitment can be realized in poverty anticipation through PNPM mediated by motivation,
organizational culture, and work satisfaction variables. Based on theoretical arguments and research results of
previous research, then the hypothesis proposed in this study as follows:
H1. Better work motivation is increasing work satisfaction.
H2. Better work motivation is increasing organizational commitment.
H3. Better organizational culture is increasing work satisfaction.
H4. Better work satisfaction is increasing organizational commitment.
H5. Better organizational culture is increasing organizational commitment.
H6. Better work motivation is increasing organizational commitment, if work satisfaction is increased.
H7. Better organizational culture is increasing organizational commitment, if work satisfaction is increased.
Based on theoretical and empirical studies, conceptual models and hypotheses of research can be
presented in summary in Figure 1.
Figure 1. Conceptual model and research hypotheses
III. RESEARCH METHODS
Employees used as population are the managers of PNPM. Total managers of PNPM are 475 in all
areas of Southeast Sulawesi as population in this study. Sampling method used is systematic sampling. Based on
the calculation of Slovin formula [12], the sample of this study is 116 managers or respondents. With those
amounts, the technique is by distributing questionnaires using purposive sampling. Data collection from the
respondents uses questionnaires as instrument. Measurement scale is based on five points from Likert scale and
designed on propose in order to get different level of answers from the respondents. In this study, before using
the instrument as media in data collecting on field,
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4. The Influence Of Motivation And Organization…
the author should do try out for the research instrument to 30 respondents.In this research, data analysis
processed in two ways, i.e. quantitative analysis with Structural Equation Modeling (SEM) and statistical
descriptive analysis which is an analysis used to interpret or describe respondents’ characteristics measured by
some indicators included in the questionnaires of each variable. This study also collects the data by using in
depth interview technique, which is a deep interview technique to the respondents. The measurement of data
from all research variables used the Likert scale. The determination Likert scale in this study used a 1 to 5 level
scale for all variables. A five-point Likert scale was employed with a score of 1, indicating “strongly disagree”,
and 5, representing “strongly agree”, to extract the different attitudes of respondents [16, 17]. The method of
data analysis is descriptive and inferential statistical using Structural Equation Modeling (SEM) with AMOS
(Analysis of Structural Moment) software version 16 and computer program SPSS version 16 for Windows. The
reasons to use SEM (AMOS) are: this study using latent variables are measured through indicators; SEM is a
multivariate analysis technique that enables to conduct a series of analysis from latent variables simultaneously
that provides efficiency statistically. [17] State eligibility test model is equivalent to the confirmatory analysis,
test parameters being estimated equivalent of regression, and determine the dominant influence on par with the
analysis path. Other advantages of the SEM compare to others multivariate analysis techniques because of the
latent variables included in the model of measurement exogenous latent variable errors is included in latent
variable.
IV.
ANALYSIS AND RESULTS
Result of goodness of fit overall model test shows that the value of RMSEA and CMIN/ DF has
fulfilled cut off point, so that this model is considered to be fit and reliable to be processed in hypotheses testing.
In the structural model point is the hypotheses testing in this study. Direct hypotheses testing uses t test on each
direct path partially. The model for a research is a representation of a real system, in the sense that it is a
simplification or abstraction from the real world or from the phenomenon or complex problem. Evaluation on
the SEM model in this research is started by a measure of fit on the measurement model, which aims to test
whether the research instrument is valid or reliable in explaining or reflecting the latent variables. This is shown
in the path diagram in Figure 2.
Figure 2. Diagram for hypothesis testing and path coefficient
The results of the analysis of Measurement Model in Figure 2, showed the test with the confirmatory
factor analysis using loading factor significance test (loading factor) because to test the latent variable that used
to confirm the variables that can be together with other variables explain that explain the latent variable by using
the criterion of value of loading factor that required (cut-off point) must achieve ≥ 0.60 [17]. When the value of
loading factor lower than 0.60 is considered that indicator of the formation of variable dimension is not equal to
the other indicator variables to explain a latent variable. Measurement Model of confirmatory factor analysis
aims at asses the indicator variables
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5. The Influence Of Motivation And Organization…
that explain an invalid constructs or latent variable cannot be indirect measured. The analysis of
indicators that are used is tested in order to give the meaning of the label that given to confirmatory latent
variable. Figure 2 shows that of the nine direct influences from the tested variables, there are four with
significant impact, that is: motivation and organization culture has significant impact on work satisfaction; work
satisfaction has significant impact on organizational commitment of PNPM in southeast Sulawesi province.
Motivation and organization culture does not have significant impact on organizational commitment. Test on the
impact of mediation aims to detect the intervening variable in the model through the differences in coefficients
using an examination method. The test result of path coefficient and hypotheses for the impact of mediation
variable in Figure 2 shows that the impact of motivation on organizational commitment through work
satisfaction is complete mediation variable. This means that the relation between work satisfactions can directly
organizational commitment and can also do so through the mediation of work satisfaction. Further, work
satisfaction is influenced by organization culture and work satisfaction which significantly impact the
organizational commitment of PNPM in southeast Sulawesi province. However, organization culture does not
have direct significant impact on organizational commitment so that work satisfaction can be said to be a
complete mediation variable. This means that the organization culture does not have direct influence on
organizational commitment, but can only influence organizational commitment significantly through the
mediation of work satisfaction.
V.
DISCUSSION
The results of testing the feasibility of a structural model that is designed and being estimated in this
study proved in accordance with the data of observation results. Of the three direct links that allegedly proved
positive and significant effect in mind. Structural model shows there is strong evidence to support significant
and positive influence of motivation on satisfaction from SEM analysis result. This indicates the higher the
motivation, the higher the satisfaction will be perceived.The result supports some previous research showing
that motivation is much more influenced by values developed in employees’ environment, in this point, analyses
the effect of organizational culture on employees’ motivation. Osteraker conveys that many approaches can be
used from social dimension, physics dimension, and mental dimension. What influence work motivation of
employees can be traced from how the presence of employees in its work field is, how the job characteristics
and working environment condition are related to their jobs. States that civil service is started on a
modernization process in its application, which is an introducing performance relevancy of work motivation
system on civil state employees. The enrolment process is based on the employees’ performance, and this
individual enrolment system can impact in long term which indicates on the lack of service motivation done by
civil state employees.The analysis results that there is no strong evidence to support that there is significant and
positive influence of motivation on commitment. Nevertheless, there is indirect influence of motivation on
commitment mediated by satisfaction. It means that the higher motivation will impact on the higher satisfaction,
and indirectly will result higher commitment. In this study, motivation variables are measured by three
indicators which are achievement need, affiliation need, and authority need. The insignificancy result of
motivation effect on commitment is based on field observation, which are:
1) Insignificant influence of employees’ motivation on organizational commitment is due to PNPM in
Southeast Sulawesi is a program which has impermanent organization, so that the existence of it can
experience any changes or even disunity. This will be effect on less motivated the facilitator in increasing
commitment to the organization.
2) In working as facilitator PNPM, every year a facilitator has to sign job contract, so that less in motivating
and arousing main target in achievement.
3) The position as a facilitator only gives small opportunity to be promoted on higher position in PNPM.
4) Even though a facilitator has scholar education level as the requirement in PNPM, yet it does not have
sufficient ability to persuade, guide, or motivate society to work and let go of poverty, this is indicated by the
increasing of poverty number each year.
5) The job as a facilitator is doing work in group so that less in motivating and developing creativity, then it
directs all ability and energy embedded to pursue optimal work achievement.
Those results do not support several previous researches that motivation is much more affected by
values developed in employees’ environment in this point, analyses the effect of organizational culture on
employees’ motivation. Conveys are that many approaches can be used from social dimension, physics
dimension, and mental dimension. What influence work motivation of employees can be traced from how the
presence of employees in its work field is, how the job characteristics and working environment condition are
related to their jobs. Moreover, [9] states that generally all hypotheses get supports, which are main factor
influencing employees’ motivation is employees’
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6. The Influence Of Motivation And Organization…
needs, work motivation can be also influenced by low and high hierarchy needs. In developing
countries, hygienist factor (work external influencing factor) is dominant factor which affects work motivation,
other than that higher education level encourages employees to concern more about content of the work so that
it influences the motivation more, while higher work satisfaction increases work motivation level.Analysis result
shows there is strong evidence to state that there is significant and positive influence of organizational culture on
satisfaction. This indicates the higher organizational culture will increase satisfaction as well. Those hypotheses
testing support several previous researches about organizational culture and it was done [13] which appears that
there is significant and positive correlation among learning organizational culture, employees’ work satisfaction,
and organizational commitment in Lebanon banking sectors. Nevertheless, there is no interaction effect among
those relations with social perception in society (individualism and collectivism). Other research done by [14],
the result of their study is organizational culture has positive correlation coefficient or has direct and mediated
relation on OCB (mediated through work satisfaction and organizational commitment). Moreover, study done
[8] shows that there is there is positive and strong relation between organizational culture values (i.e. respecting
the others, innovation, stability, and aggressiveness) and employees’ responses (i.e. organizational commitment,
work satisfaction, intention to stay in the organization and information sharing behavior). This situation shows
how important organizational culture influence on employees condition as an outcome. Other research from [15]
shows that there is eight culture dimensions in fitness context, staff competency, atmosphere, linkage,
formalization, selling, tool service, service program and organizational existence. This research comes with the
result of a model from organizational culture to organizational fitness which can explain work satisfaction and
intention to be excluded from the organization.
The analysis results that the coefficient of direct influence SEM model of satisfaction variable work
satisfaction on organizational commitment is 0.369 with p-value of 0.055. Since the p-value is < 5%, so that
there is no sufficient empirical evidence to accept hypothesis that “work satisfaction has effect on organizational
commitment”. Yet, if it uses real level of 10% (0.1) so that p-value is <0.1 (0.055 < 0.1), it is quite strong to
state there is positive and significant influence of satisfaction on commitment. This indicates that the higher
satisfaction will result on higher commitment.This testing supports several previous researches, [14] state that
positive correlation coefficient is found in the relation among all construct, which means that value is direct and
mediated relation by OCB (mediated through work satisfaction and organizational commitment. Working and
living values have similar relation one to another with three constructs (from Z-score). Value has essential role
for the organization’s success. Next research is from [10], it is about organizational commitment, work
involvement, and work satisfaction has shown its importance on public or governmental sector. This model
studied about work characteristic and work experience which simultaneously affect affective organizational
commitment, work satisfaction, and work involvement.
There is no strong evidence to state that there is significant and positive influence of organizational
culture on commitment. Nonetheless, there is indirect influence of organizational culture on commitment
mediated by satisfaction. Meaning that the higher organizational culture, will impact on the higher satisfaction,
and indirectly, it affects on higher commitment. This study uses organizational culture measured by three
indicators, which are bureaucratized culture, supportive culture, and innovative culture. There are some factors
causing insignificant influence of culture on commitment based on field observation which are:
1) As mentioned before that the job of facilitator is a group work, so that it does not have any obvious job
descriptions about responsibility and right for each facilitator.
2) Values that are developed on PNPM describe the condition that a facilitator is less in prioritizing its
creativity in formulating strategic programs for society and also lacks in providing challenging work
environment. This is due to the insufficient direction and training about guidance, and the routine
encountered by the facilitator each day.
3) In doing guidance to society, a facilitator still assumes that the job is just to fulfill the obligation as a
facilitator, which has the consideration that as a facilitator is just a temporary job before becoming civil state
employee.
The hypothesis testing does not support several previous researches about organizational culture done
[13] shows that there is significant and positive correlation among learning organizational culture, employees’
work satisfaction, and organizational commitment in Lebanon banking sectors. Nevertheless, there is no
interaction effect among those relations with social perception in society (individualism and collectivism). Other
research done [14], the result of their study is organizational culture has positive correlation coefficient or has
direct and mediated relation on OCB (mediated through work satisfaction and organizational commitment).
Moreover, study done [8] shows that there is there is positive and strong relation between organizational culture
values (i.e. respecting the others,
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7. The Influence Of Motivation And Organization…
innovation, stability, and aggressiveness) and employees’ responses (i.e. organizational commitment,
work satisfaction, intention to stay in the organization and information sharing behavior). This situation shows
how important organizational culture influence on employees condition as an outcome.The path coefficient for
the impact of motivation and organization culture toward organizational commitment, which is mediated by
work satisfaction, has positive and significant value. This is sufficient proof to accept H6 and H7, which states
that motivation and organization culture does not have significant impact on organizational commitment but
only through work satisfaction. It can be concluded that implementation of high level of motivation and
organization culture does not have significant impact on the improvement of organizational commitment but
only through the mediation of work satisfaction where the significant impact can result in the increase in
organization culture. Therefore, work satisfaction as a complete mediation between the motivation and
organization culture toward organizational commitment. This is consistent with [8,13,14] that motivation and
organization culture is the basis for improving organizational commitment and this comes from a work
satisfaction which must be developed through organizational commitment of PNPM in southeast Sulawesi
province. Based on tests on mediation to work satisfaction, it was found that the impact of motivation and
culture on organizational commitment, as mediated by work satisfaction, has the greatest value for path
coefficient compared to motivation and culture. This shows that culture has a contribution or has dominant role
for organizational commitment, mediated through work satisfaction of PNPM in southeast Sulawesi province.
VI. CONCLUSION AND SUGGESTION
Motivation of PNPM facilitator in Southeast Sulawesi which is generally embedded is able to give
additional value and encouragement to the increasing work satisfaction, so that it is needed to be hold well.
Moreover, the motivation generally is less in giving commitment to work better, so that it needs sustainable
improvement to realize accomplished program. Organizational culture perceived by a facilitator has given the
increasing of work satisfaction, so that it is necessary to be hold consistently.Organizational culture of PNPM
facilitator point of view, generally has not given any contributions yet, in consequences, it is needed to be
improved. Facilitator’s work satisfaction has given the increasing of commitment, so that it can be used as
strength in the effort to gain accomplished program. Furthermore, organizational culture has not given any
contributions in the effort of commitment strengthen, yet, this strengthen can be gained if it is supported by
satisfaction improvement. Whilst, motivation of facilitator generally has not given any contribution to the effort
of commitment strengthening, but this strengthening process can be realized if it is along with satisfaction
improvement. PNPM in Southeast Sulawesi is Government program that has impacted to society in poverty, so
that mental readiness for the facilitator to be motivated should be improved by giving the motivations of right or
authority power to guide and encourage others to gain achievement, have high discipline, and self esteemed in
pursuing objectives. PNPM also needs to build innovation to the facilitator in growing and expanding
empowerment method based on what society needs in each location and play the role by taking in work values
existed in organization. In addition, PNPM is necessary to enhance better control, especially when PNPM
activities run, and it can give some constructive considerations to facilitators in creating and enhancing better
work culture and strengthen sense of belonging among all facilitators. PNPM in Southeast Sulawesi also needs
the improvement of facilitator’s prosperity since PNPM for facilitator is a main job.
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