Influence of Organization and Leadership on Lecturer Performance

This study aims to determine and analyze the influence of organization and leadership on lecturer performance. Based on the results of the discussion and testing, it can be concluded several things related to this research as follows: Simultaneously the variables of the school committee, organization, and leadership, simultaneously have a positive and significant effect on the performance of Lecturers of the Faculty of Economics, Sisingamangaraja XII University Tapanuli, marked by Fcount = 29.324 and Ftable = 2.87 in this case Fcount is greater than Ftable and the significant value is 0.00 less than the alpha value of 0.05. Partially, the school committee variable has no significant effect on the performance of the Lecturer of the Faculty of Economics at Sisingamangaraja XII Tapanuli University which is indicated by the tcount value for the school committee variable ( 1.180) is smaller than ttable(3.18) or sig value (0.246) is greater than alpha (0.025). Partially, organizational variables have a positive and significant effect on the performance of Lecturers of the Faculty of Economics, Sisingamangaraja University XII Tapanuli which is indicated by the tcount value for the organizational variable (6.096) which is greater than ttable (3.18) or the sig value (0.000) is smaller than alpha (0.025). ). Partially, the leadership variable has a positive and significant effect on the performance of the Lecturer of the Faculty of Economics, Sisingamangaraja XII Tapanuli University, which is indicated by the t-count value for the leadership variable (4.081) which is greater than ttable (3.18) or the sig (0.000) value is smaller than alpha (0.025). The R2 value obtained is 0.710 or 71.0% which shows the ability of the school committee, organization, and leadership variables in explaining the variations that occur in Lecturer Performance is 71.0%, while the remaining 29.0% is explained by other variables that not included in the model, for example curriculum, lecturer certification, school facilities and others

The effect of organizational factors and culture to organizational commitment in agency Financial Management, Income, and regional assets of Karo District

This research was conducted at the Agency Financial Management, Income and Regional Assets of Karo District with 41 employees as a sample which aims to determine: (1) significant influence of organizational on organizational commitments, (2) significant influence of organizational culture on organizational commitments and (3) influence organizational and organizational culture significantly to organizational commotments. The results showed that there was an influence of organizational on organizational commitments which was marked in the variable X1 with a value of tcount > ttable and there was also the influence of the organizational culture on organizational commitments marked in variable X2 with a value of tcount > ttable. The value of Fcount > Ftable shows that there is an influence of organizational and organizational culture on organizational commitments. The results of the calculation show that where rcount > rtable, all respondents' answers are valid. The Cronbach Alpha value is greater than 0.60, so the variable is reliable. In this study, there was no multicollinearity and heteroscedasticity neither. The multiple linear regression test is written in the regression equation Y=0,240+0,672X1+0,148X2. From the tests conducted, it was found that the samples were normally distributed. Based on the results of hypothesis testing, it was obtained that the value of tcount > ttable (6.600>2.022) for the organizational variable and (3,202>2.022) for the organizational culture variable; Fcount > Ftable (70,235>3,24); and the coefficient of determination obtained 80,7% while the remaining 19,3% is influenced by other variables outside of this study that must be considered in order to achieve better employee performance in the future. So Ha is accepted and Ho is rejected, so it can be concluded that there is an influence of motivation and work environment on employee performance.

Employee Retention Strategies in IT Industry A Study of select it Companies in Bengaluru City

The background of the study with regards to the employee retention strategies in the IT industry to ascertain the organizational effectiveness and the theoretical framework. The findings of the research work done on the Employee Retention Strategies in IT industry with specific reference to Bengaluru City. The result shows the significant difference between demographic variables of employees in the IT industry, organizational variable and its effectiveness. The IT industries need to find a way to increase employee retention to achieve more organizational goals. Moreover, the organization should understand the potential grievances that prevent employees from leaving. IT industry that continually seeks to improve HR practices and there is no single policy to retain the employees.

Images of School Times: Organizing Rhythms, Revealing Pedagogies

Among the different dimensions of visual experience that schools organize, model and reproduce, time is one of the least researched. Through the analysis of four images from four different elementary schools in Santiago, Chile, this visual essay explores ways in which the visual culture of schools refers to time, both as an organizational variable and as an interpersonal condition that, in turn, can be associated with different pedagogical practices.

A MODEL TO EVALUATE SUPPLY CHAIN TECHNOLOGY IMPLEMENTATION INFLUENCE ON ORGANIZATIONAL PERFORMANCE

Supply Chain Management (SCM) aims to achieve organizational competitiveness. By including SCM paradigm and Information Technology (IT), companies aim to enhance their responsiveness and flexibility, and by changing their operations’ strategy, they attempt to improve their competitiveness. This study focuses on the organizational variable, IT capabilities, technological structure, and possible antecedents and their impact on Supply Chain Technology (SCT) implementation. This paper proposes a model to examine the way, which SCT implementation affects IT enabled Organizational Performance (OP). The data were achieved through the questionnaires, and then they were analysed by using Smart PLS 3 program. The data collected from 118 employees in IT sector of Iran’s customs administration provide strong support to the proposed research model. The results of this research showed that SCT implementation has a mediating effect on IT enabled OP improvement. Besides, the study revealed that IT capabilities have the most and organizational variable has the least influence on implementation of SCT. Based on other organization’s situations, they can use the suggested model with a little changes.

Prediksi Whistleblowing: Peran Etika, Faktor Organisasional Dan Faktor Kontekstual

This paper seeks to identify and discusses the factors that affect an organization’s internal whistleblowing intentions related to ethics. This paper integrates theindividual variable which are ethical judgment and the intensity of the moral; organizational variable that support the organizations; and situational variables, such as the status of wrongdoers, the possibility of retaliation, and tolerance of dissent;that is expressed in a group of theoretical propositions, which is used to develop a frame of thoughts in the study. This paper attempts to provide useful knowledges on how individuals form the intention of reporting and how ethical values can affect these intentions, thus, itwill be able to provide a contribution for a further understanding of the phenomena associated with an ethical whistleblowing.The purpose of this paper is to provide a general discussion about the decision-making process of internal whistleblowing along with an overview of the ethical element that is reflected in the psychological, situational and organizational characteristics. Through a theoretical model, based on the existing literature, it indicates that whistleblowing is a very complex phenomenon resulted from an interaction of situational, organizational and individualfactors. The complexity of the phenomenon depends not only on the various factors that affect whistleblowing, but also related to the attitudes toward the ethical judgment and moral intensity. Whistleblowing behavior is embedded in a social context, so it can vary according to the values, beliefs and certain social norms. Factors that may inhibit the whistleblowingbehavioris a violation of the personal relationship between employee and employer, aversion to conflict, and interpersonal relations. The passivity of the employees can weaken the relationship between whistleblowing attitudes andwhistleblowingintentions, therefore,it causes the observer to not disclose the information.Specifically, organizations must improve the legitimacy of an internal whistleblowing and take actions that can reduce the fear of retaliation, increase the perceived support and easily identify the actions and behaviors that must be reported. By expanding the knowledge of the phenomenon and discussing the aspects and its implications, hence, it may encourage any debates on the topic and encourage organizations to rethink their policies and strategies for whistleblowing decision making. Keywords: whistleblowing

Organizational Culture and Job Satisfaction in Bank: Perceptions and Reactions of Employees

This study examines employees’ perceptions and reactions regarding the organizational culture for their job satisfaction where the five variables or organizational culture are selected as working conditions, compensations, respect from co-workers, relationships with supervisors and opportunity for advancement. The key purpose of this study effort was to investigate how organizational culture can affect job satisfaction of the employees in response their perceptions and reactions towards the organizational culture factors. This study operationally defined culture in terms of working conditions, compensations and benefits, respect from co-workers, relationships with supervisors and opportunity for advancement. To this research, both primary and secondary data are used where the statistical population included the employees of bank organizations in Bangladesh. Almost primary based, the data were collected through the distribution of a standardized questionnaire among 500 employees through convenience sampling. This study revealed that Respects from the co-workers as the components of organizational variable has the most domination in framing Job Satisfaction in respect of the employees perceptions of the bankers where working conditions has the least among five explanatory variables. The statistical result of this paper also found that the selected organizational culture related variables have the direct effect over the level of job satisfaction to either increase or decrease. The results of this study supported the reliability measures of the organizational culture questionnaire over the populations, regardless of the reality that the sample size for this study was inadequate. A further suggestion for future research would be to establish whether improving measurement and response mechanisms in the jobs of social workers would positively influence job satisfaction and perception of organizational culture by employees in this job category.

Hubungan Antara Komitmen Organisasi dan Perilaku Kewargaan Organisasi pada Fungsionaris Partai Golkar di Bali

A phenomenon called "Job Hopping" political elites facing the elections affects the instability of the party. This phenomenon is related to the lack of organization commitment and organizational citizenship behavior at the party functionaries. By committing to the organization, the party functionaries are able to identify themselves to the task and purpose and loyal to the organization. It then makes functionaries to demonstrate Organizational Citizenship behavior. This study is aimed at determining the relationship between organizational commitment and Organizational Citizenship Behavior at Golkar Party functionaries. This research is a quantitative correlation. The subjects are Golkar party functionaries in Bali by 97 people with age criteria to join at least 5 years, between the ages of 25-65 years and a minimum of High School education/ equivalent. Method of collecting samples is the convenience method. Methods of collecting data are the Organizational Commitment Scale with its reliability 0.814 and Organizational Citizenship Behavior Scale with its reliability 0.791. Normality of commitment organizational variable is 1.127 and Organizational Citizenship Behavior variable is 0.878. Linearity of organizational commitment variable and Organizational Citizenship Behavior variable are 0.000. Data analysis method is by using techniques of the Pearson product moment correlation. The result shows that there is a significant positive relationship between organizational commitment and Organizational Citizenship Behavior on Golkar party functionaries in Bali with 0.529 correlation values and probability value 0.000. Keywords: Organizational Commitment, Organizational Citizenship Behavior, Golkar Party Functionaries