scholarly journals Effect of Moral Intentions, Organizational Commitment, Professional Identity and Grant of Reward for Disclosure of Fraudulent Behavior with Islamic Ethics and Cultural Organization Working as a Moderating Variable

2021 ◽  
Vol 04 (12) ◽  
Author(s):  
Jamaluddin Majid ◽  
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Professional Identity ◽  
Total Sample ◽  
Absolute Difference ◽  
Work Ethics ◽  
Moderating Variables ◽  
Cheating Behavior ◽  
Relationship Of ◽  
The Relationship

This study aims to examine and determine the effect of moral intentions, organizational commitment, professional identity and rewards for disclosure of cheating behavior with Islamic work ethics and organizational culture as a moderating variable. This research is a quantitative research with a descriptive approach. The sample used in this study was employees of the Makassar Syariah branch of BNI. The total sample amounted to 72 using purposive sampling techniques. The data analysis method uses multiple regression and moderating regression analysis with the absolute difference value approach. The results of this study indicate that moral intentions, organizational commitment, professional identity and rewards have a positive and significant influence on the disclosure of fraud behavior. The results of research related to moderating variables, Islamic work ethics variables only act as moderating variables in the relationship of moral intentions to the disclosure of fraud behavior. Whereas variable organizational commitment, professional identity and rewards for disclosure of fraudulent behavior are not moderated by Islamic work ethics. Furthermore, the moderating variable of organizational culture is only proven to moderate the relationship of moral intention and also organizational commitment to disclosure of fraudulent behavior. Whereas professional identity and rewards are not moderated by organizational culture.

scholarly journals Kepemimpinan transformasional, budaya dan komitmen organisasi di kementerian kesehatan

2016 ◽  
Vol 32 (3) ◽  
pp. 105
Author(s):  
Esrika Lamashinta ◽  
Noor Siti Rahmani ◽  
Yayi Suryo Prabandari
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Public Relations ◽  
Civil Servants ◽  
Information Law ◽  
Relationship Of ◽  
The Relationship

Transformational leadership, organizational culture and commitment in the Ministry of HealthPurposeThis study aimed to analyze the relationship of organizational culture on organizational commitment and transformational leadership that would affect performance. MethodsThis study was conducted using a survey including 137 civil servants, from four units which were finance; programs and information; law, organization and public relations; and public and staffing. ResultsThere was a correlation between the variables of transformational leadership and organizational culture and organizational commitment of 26%. Organizational culture variables had the a stronger influence on changes in the value of organizational commitment than transformational leadership. Interviews showed leadership and organizational culture had been influential and running but not all went well mostly because of routine.ConclusionTransformational leadership and organizational culture were inseparable and mutually supportive in influencing the level of commitment of the organization's employees within the organization.

scholarly journals Faktor-Faktor yang Mempengaruhi Penggunaan Informasi Akuntansi dengan Ketidakpastian Lingkungan Bisnis Sebagai Variabel Moderasi (Pada UKM di Kota Padang)

2020 ◽  
Vol 4 (2) ◽  
pp. 353
Author(s):  
Mutiara Candra ◽  
Rita Rahayu ◽  
Denny Yohana
Keyword(s):  
Organizational Culture ◽  
Sample Selection ◽  
Accounting Information ◽  
Business Environment ◽  
Selection Method ◽  
Moderating Variables ◽  
Testing Instruments ◽  
Relationship Of ◽  
The Relationship ◽  
Education Business

This study discusses the study and study of accounting knowledge, accounting training, owner education, business scale, company age, and organizational culture of SME owners regarding the use of accounting information in making decisions, using environmental change as a moderating variable. The sample selection method is purposive sampling. This study uses the SmartPLS Ver 2 M3 software to analyze the relationship of accounting, owner education, business scale, company age, and organizational culture to the use of accounting information using the environment as a moderating variable. Testing instruments using reflective constructs and formative constructs is done through testing two research models to see strong moderating variables (Environmental Uncertainty) increasing each variable X to variable Y. The findings of this study are accounting knowledge, accounting training, accounting training, business scale, company age and organizational culture do not influence the use of accounting information, while the owner / manager education influences the use of accounting information. An uncertain business environment cannot moderate the influence of accounting knowledge, accounting training, owner education, business scale, company age and organizational culture on the use of accounting information 

scholarly journals Transformational Leadership, Organizational Culture and Organizational Commitment in Forming Performance in Secretariat Employees DPRD Surakarta

2018 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Yuneth Tahapary ◽  
Marjam Desma Rahadhini ◽  
Suprayitno Suprayitno
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Employee Performance ◽  
Psychological State ◽  
Organizational Goals ◽  
Relationship Of ◽  
The Relationship ◽  
Rules Set

Abstract : Human resource management is one of the functions of the organization, and when the function is running well, the organization is expected to strive for employees to provide optimal performance in accordance with the expected. Factors that may affect employee performance are transformational leadership, organizational culture and organizational commitment. Transformational leadership is a state in which employees feel trust, admiration, loyalty, and respect for their leaders. Organizational culture is the norm, belief, attitude and philosophy that embraced someone in achieving organizational goals. Organizational commitment is a psychological state that characterizes the relationship of employees with the organization and that affects employees will remain in the organization or not. The object of this research is Secretariat Staff of DPRD Surakarta. Based on presurvey in Secretariat DPRD Surakarta has a phenomenon of human resources problems, namely: the leader can not be a good example for employees, there are leaders who often come late, not obey the rules set. Employees have difficulty completing tasks on time, so the job becomes ineffective. Employees are also less confident about the organization, because of the lack of rewards for employees who have good performance.Abstraksi : Manajemen sumber daya manusia adalah salah satu fungsi organisasi, dan ketika fungsinya berjalan dengan baik, organisasi diharapkan berusaha agar karyawan dapat memberikan kinerja yang optimal sesuai dengan yang diharapkan. Faktor-faktor yang dapat mempengaruhi kinerja karyawan adalah kepemimpinan transformasional, budaya organisasi dan komitmen organisasi. Kepemimpinan transformasional adalah keadaan di mana karyawan merasa percaya, mengagumi, kesetiaan, dan menghormati pemimpin mereka. Budaya organisasi adalah norma, keyakinan, sikap dan filosofi yang merangkul seseorang dalam mencapai tujuan organisasi. Komitmen organisasi adalah keadaan psikologis yang mencirikan hubungan karyawan dan organisasi yang mempengaruhi karyawan akan tetap berada di organisasi atau tidak. Objek penelitian ini adalah Staf Sekretariat DPRD Surakarta. Berdasarkan presurvey di Sekretariat DPRD Kota Surakarta, ada sejumlah masalah sumber daya manusia, yaitu: pemimpin yang tidak memiliki contoh yang baik untuk karyawan, ada pemimpin yang sering datang terlambat, tidak mematuhi aturan yang ditetapkan. Karyawan mengalami kesulitan menyelesaikan tugas tepat waktu, sehingga pekerjaan menjadi tidak efektif. Karyawan juga kurang yakin tentang organisasi, karena kurangnya penghargaan untuk karyawan yang memiliki kinerja yang baik.

scholarly journals Hubungan Budaya Organisasi dan Komitmen Organisasional pada Kinerja Karyawan

TRIKONOMIKA ◽  
2014 ◽  
Vol 13 (2) ◽  
pp. 136
Author(s):  
Jessica Clairine Tanuwibowo ◽  
Eddy M. Sutanto
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Relationship Of ◽  
The Relationship

The purpose of the research was to find out the relationship of organizational culture and organizational commitment with employee performance. The population in this research were 51 employees at PT Tirta Sarana Sukses. The results found out that organizational culture and organizational commitment were positively related with employee performance. It also showed individually that organizational culture was positively related with employee performance, organizational commitment was positively related with employee performance, and organizational culture was positively related with organizational commitment.

Variables Influencing Auditory-Visual Integration in Normal and Retarded Readers

1977 ◽  
Vol 9 (3) ◽  
pp. 290-295
Author(s):  
L.O. Ward
Keyword(s):  
Sex Differences ◽  
Reading Ability ◽  
Significant Contribution ◽  
Total Sample ◽  
Reading Performance ◽  
Visual Integration ◽  
Moderating Variables ◽  
Significant Contributor ◽  
Relationship Of ◽  
The Relationship

The present study examined the relationship of auditory-visual integration and reading performance in a sample of British 8 to 9 year olds. The effects of I.Q. and sex differences were examined as possible moderating variables. Significant correlations were obtained between auditory-visual integration and reading ability in the total sample. Although sex was not a significant contributor to the relationship the results suggest that I.Q. did make a significant contribution especially at the lower levels.

scholarly journals A Study on the Relationship of Profile Characteristics with Group Performance of Tribal Farmer Interest Groups (FIGs)

2021 ◽  
Vol 108 (March) ◽  
pp. 1-6
Author(s):  
Mathuabirami V ◽  
◽  
Kalaivani S ◽  
Keyword(s):  
Interest Groups ◽  
Group Performance ◽  
Group Communication ◽  
Total Sample ◽  
Structured Interview ◽  
Group Leadership ◽  
Medium Level ◽  
Profile Characteristics ◽  
Relationship Of ◽  
The Relationship

The present study aimed to analyze the relationship of profile characteristics with group performance of tribal FIGs. The survey was purposively conducted in Erode district as it contains more number of tribal Farmer Interest Groups (FIGs). A total of five Tribal FIGs were randomly selected from 16 Tribal FIGs belonging to Dhimbam Dhaniya Farmer Producer Company Limited (DDFPCL) and the total sample size was 100. A well-structured interview schedule was prepared and employed to collect the data from the respondents. The findings showed that majority of the respondents were young aged with high school education, female marginal farmers receiving low level of annual income with medium level of farming experience. They had also received medium level of support from institution. The findings of the study also revealed that majority of the members of tribal FIGs had 76.00, 75.00, 73.00, 67.00 and 55.00 percentages of self-confidence, economic motivation, group leadership, group communication and information seeking behaviour respectively.To improve the performance of tribal FIGs, measures should be taken to increase the level of group communication, group leadership and group cohesiveness. This can be increased through organizing regular meetings for members, proper selection of leaders and making the members to understand the importance of group action

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