Effect of Transformational Leadership Style and Work Commitment on Employee Performance at the Regional Secretariat of Murung Raya Regency, Central Kalimantan Province

This study aims to determine the Effect of Transformational Leadership Style and Work Commitment on Employee Performance at the Regional Secretariat of Murung Raya Regency, Central Kalimantan Province. The technique used in this study is SmartPLS Analysis using the help of the SmartPLS package computer program with a significance level of 5 percent by using questionnaires as primary data. The population in this study were employees of the Regional Secretariat of Murung Raya Regency as many as 192 people with a sample of the same number as many as 192 respondents who used saturated sampling techniques, that is, the entire population was sampled. The results of this study indicate that partially transformational leadership style and work commitment have a significant effect on employee performance, this means that an increase in transformational leadership style and work commitment will improve employee performance at the Murung Raya Regency Regional Secretariat. To maintain employee performance at the Murung Raya Regency Secretariat, it can be done by using transformational leadership styles and managing work commitments. It is important to take actions that can improve work commitment and employee performance

Effect of Work Commitment, Supervision, and Discipline on the Quality of Work of Employees at PT. Bintang Saudara Semesta Jaya

The purpose of this study was to determine the effect of work commitment, supervision, and discipline on the quality of work of employees of PT. Bintang Saudara Semesta Jaya, either partially or simultaneously. This research approach is based on a quantitative approach. This type of research is a type of quantitative descriptive research. The population of this study are all employees of PT. Bintang Saudara Semesta Jaya, which based on data obtained in October 2021, totaled 61 employees from all divisions except managers. The sampling technique used a saturated sample so that the sample used was representative of the entire population, namely 61 people. The data analysis technique used is multiple linear analysis technique. Hypothesis testing by means of Simultaneous partial (t test), (F test), and coefficient of determination (R2). The results of the study indicate that there is effect of work commitment on the quality of work of employees at PT. Bintang Saudara Semesta Jaya. There is effect of supervision on the quality of work of employees at PT. Bintang Saudara Semesta Jaya. There is effect of discipline on the quality of work of employees at PT. Bintang Saudara Semesta Jaya. Simultaneously there are effect of work commitment, supervision, and discipline on the quality of work of employees at PT. Bintang Saudara Semesta Jaya. The results of the regression calculation can be seen that the coefficient of determination (R square) obtained is 0.409, this result means that 40.9% of the quality of work of employees can be explained by the work commitment, supervision, and discipline, while the remaining 59.1% is explained by other variables which is not researched. Keywords: Work Commitment, Supervision, Discipline, Quality of Work, Employees.

Kinerja Kelompok Penyelenggara Pemungutan Suara Pemungutan Suara Ulang pada PEMILU 2019 di Kota Tebing Tinggi

This research was motivated by the Re-Voting (PSU) and the Election Result Dispute (PHPU) lawsuit that colored the 2019 Election in Tebing Tinggi City. The performance of the Voting Organizer Group (KPPS) for the 2019 election in Tebing Tinggi City was questioned when the two problems initially stemmed from a mistake by KPPS at the polling station. To prove the performance of KPPS in Tebing Tinggi, the researcher analyzed the performance of KPPS in Kota Tebing Tinggi with 6 (six) indicators proposed by Robbins, namely: Quality, Quantity, Punctuality, Effectiveness, Independence, and work commitment. Because the performance of the organizers is part of the integrity of the election, the researcher uses the integrity theory of Frank and Martinez i Coma, which states that the performance of the organizing body can technically improve the integrity of the election and there is recognition of independence and Pippa Norris who examines the integrity of elections from the field of public management, namely examines electoral integrity using the concepts of electoral maladministration and 'good governance' which emphasizes technical capability and efficient performance, as well as electoral processes and procedures. This study found that although the Tebing Tinggi City KPPS has tried its best in carrying out its duties, the Tebing Tinggi City KPPS's performance is not good, this is due to several factors, namely: 1. Requirements regarding restrictions on serving as KPPS twice, 2. Minimal technical guidance and ineffective, 3. The logistical chaos of the 2019 election, 4. The complexity of the administration of the 2019 election, 5. The workload of the 2019 election that causes Human Error.

The impact of emotional intelligence on behavioural factors during transition: A case of the Free State Technical and Vocational Education and Training colleges

Orientation: Numerous changes at the Technical and Vocational Education and Training (TVET) requires some degree of emotional intelligence (EI) to achieve any level of efficiency, competitiveness and success.Research purpose: The primary purpose of this research is to empirically contribute to a comprehension of how a leader’s EI can be utilised to positively influence organisational behaviours during the transitional period.Design/methodology/approach: The study adopted a positivist research approach, that is descriptive in nature. A survey was conducted by providing a structured questionnaire to a sample of 310 academics and support staff of the TVET college sector in the Free State Province of South Africa. Data analysis was based on a total of 188 questionnaires collected, giving a return rate of 61%. The structural equation modelling (SEM) analysis and interpretation was conducted using a component-based approach to establish the correlation between the items.Main Findings: The SEM findings revealed that EI of Free State TVET college managers significantly affects all the dependent variables namely, organisational work commitment, employee job satisfaction, task-oriented behaviour, teamwork except staff morale. Emotional intelligence reflects a reasonable power of predictability toward all other variables except staff morale of the respondents.Practical/managerial implications: To ensure sustained exceptional performance, recruitment strategy for managers must deliberately incorporate EI measurements at TVET colleges.Contribution/value add: The study demonstrates empirical proof of the positive impact of a leader’s EI on organisational behaviours, thereby confirming that EI is an enabler of organisational work commitment, job satisfaction, task-oriented behaviour, teamwork, but not staff morale.

The Effect of Work Motivation and Commitment on Teacher Performance

Teacher performance needs to be continuously improved because it affects the quality of graduates and the quality of education. It is necessary to conduct research related to what factors can affect teacher performance to improve teacher performance. This study aims to analyze the effect of motivation and work commitment on teacher performance. This study uses a quantitative approach. The sampling technique used in this research is saturated sampling. All members of the population, amounting to 43 people, are used as samples. Data collection was done by using a questionnaire technique. Before the instrument is used, the first instrument is tested to determine its validity and reliability. Technical analysis of the data using simple linear regression test and multiple linear regression using the SPSS version 22 application. From the research results, it is known that (1) motivation has a significant positive effect on teacher performance by 36.1%; (2) commitment has a significant positive effect on teacher performance by 41.0%; (3) simultaneously work motivation and commitment have a positive effect on teacher performance by 50.7%. The conclusion is that the two variables, individually or together, are a determining factor in improving teacher performance.

The influence of transformational leadership and teachers’ trust in principals on teachers’ working commitment

The responsibilities of teachers and principals in Government Funded Religious Schools (GFRS) in Malaysia have become more demanding as the enrolment rates have risen over time. The principals’ transformational leadership (TL) potentially affects teachers’ trust (TT), which directly influences their work commitment (WC) in school. However, limited evidence is available to support this assertion. Thus, this study seeks to investigate: (a) the level of TL, TT, and WC and (b) the influence of TT as a mediator between TL and WC from the teachers’ perspective in the Government Funded Religious Schools (GFRS) in Selangor. This study employed a survey research design. A survey questionnaire was administered to 297 GFRS teachers in Selangor. These teachers were selected using a stratified random sampling technique. Descriptive (means, standard deviation, frequency, and percentage) and inferential statistics (analysis of regression and predictive accuracy) were employed to analyse the data. The findings suggested that the overall level TL (M = 4.077, SD = 0.533), TT (M = 4.070, SD = 0.521) and WC (M = 4.188, SD = 0.413) in GFRS in Selangor were ‘high’. It was also found that TL was a significant predictor of TT (B = 0.867, SE = 0.026, p < 0.05) and WC (B = 0.361, SE = 0.083, p < 0.05), with approximately 29% of the variance in WC accounted for by TL (R2 = 0.290). However, TT was not a significant predictor of WC (B = 0.064, SE = 0.085, p > 0.05), suggesting that TT did not mediate the relationship between TL and WC. Even though this study exemplified that the level of TL, TT and WC was at a high level, TT was found to have an insignificant effect on WC. This provides a new insight in understanding this complex relationship. The dynamic of relationships—among teachers, between teachers and staff, and with outside parties, might have an impact on developing TT and WC among these teachers.

Health, Personality Disorders, Work Commitment and Training to Employment Transitions

This study analyzes the influence of mental and physical health, coping abilities, cooperativeness, and work commitment on the transition from apprenticeship training to a first job. In doing so, we first investigate transitions to regular employment within six months post-graduation. Second, we analyze gapless transitions from training to a first job. Third, we investigate transitions to a decent first job. This study draws on a unique dataset of 1,061 individuals from Germany that combines rich survey and register data. The baseline survey takes place during the last year of training for these individuals and contains information on their schooling, health, personality disorders and work attitudes. The register data measure the training environment and labor market outcomes. The results from linear probability models reveal that only physical health is associated with finding a first job within six months. Physical and mental health are associated with gapless transitions. Overall health, coping abilities and work commitment are important in terms of finding decent employment. However, when conditioning on individual and training firm characteristics, these associations are weakened and become statistically insignificant. Thus, the constructs under study might drive school graduates into certain training firms and occupations leading to decent first jobs. Fourth, our results indicate that the effect of overall health on gapless transitions is largest for individuals with higher levels of education, while the overall health effect is almost zero for those who are least educated. Thus, this study provides evidence of a cumulative disadvantage of the least educated in the school-to-work transition.

Modeling Work Commitment in the Covid-19 Era

In this regard, the objective of this study was modeling work commitment in the health sector. For this purpose, we used a sample of 100 social work students with experience in implementing social programs and monitoring of institutional strategies for health promotion. Were established normality, reliability, sphericity, adequation, linearity, and validity on the scale that measured labor commitment. The structural model was established in which reflective commitment to the institution was positively related to work engagement. The residual fit indices and corroborated the hypothesis of multidimensionality of work commitment.

How does job mobility relate to work commitment among rural healthcare workers? a cross-sectional study in western China

Background Rural healthcare workers (RHWs) are the core of the rural health system. The antecedents of turnover of RHWs have been well studied, but little is known about the consequences of job mobilities among RWHs. This study aimed to identify the association between job mobility and the work commitment of RHWs in China. Methods Based on a three-stage random sampling method, a cross-sectional survey was conducted in 11 western provinces in China. A total of 3783 RHWs, consisting of 2245 doctors and 1538 nurses, were included in our study. Confirmatory factor analysis, Pearson’s chi-squared test, one-way ANOVA, linear regression analysis, and binary logistic regression analysis were performed for data analyses. Results 46.3% of RHWs reported the experience of job mobility in the past. Work commitment of RHWs was not very high; specifically, the mean scores of pride in, concern for, and dedication to work were 3.54, 3.81, and 3.61 (out of a maximum of 5), respectively, and 29.9% presented turnover intent. RHWs’ overall experience of job mobility in the past was significantly associated with an increased odds of having the turnover intent. With respect to the last job mobilities of RHWs, the last job changes that occurred in the last 3 years, especially these lateral (i.e., job changes between two healthcare institutions at the same hierarchical level) and upward (i.e., job changes from a healthcare institution at a lower hierarchical level to current institution) mobilities, were significantly associated with a high level of work commitment (i.e., pride in, concern for, and dedication to work) among RHWs. However, the lateral mobilities in the last four to 5 years and the downward mobilities (i.e., job changes from a healthcare institution at a higher hierarchical level to current institution) 6 years ago or more significantly increased the odds of having turnover intent among RHWs, and RHWs whose last job changes were other mobilities (i.e., job changes from a non-healthcare institution to a healthcare institution) in the last four to 5 years reported had a significantly low level of pride in and concern for work and an increased odds of having the turnover intent. Conclusions The study suggests that the overall experience of job mobility in the past is a threat to RHWs’ work commitment to their current healthcare institutions. The honeymoon-hangover pattern exists in the association between a single job change and RHWs’ work commitment. Managers of rural healthcare institutions should pay more attention to these RHWs with the experience of job mobility to enhance their work commitment.