The Influence of the Antecedents of SCQRM Implementation on Organizational Performance with the Moderating Role of Organizational Culture in the Indonesian Navy

<p><em>This study aims to determine the effect of the antecedents of Supply chain quality risk management (SCQRM) implementation on organizational performance with the moderating role of organizational culture in the Indonesian Navy. Based on data from questionnaire survey data totaling 260 Indonesian Navy officers, the SCQRM theory model is proposed and the structural equation model is used to test the proposed hypothesis. The results show that strategic leadership, information, and control mechanisms are significant antecedents of SCQRM implementation. Furthermore, strategic leadership and information significantly contribute to organizational performance. An interesting finding is that control mechanisms do not have a direct impact on organizational performance, but they do contribute indirectly to organizational performance mediated by SCQRM implementation. Also, SCQRM implementation significantly contributes to organizational performance and the moderating effect of organizational culture strengthens the relationship between SCQRM implementation and organizational performance. This study focuses on the concept and implementation of SCQRM in Indonesian Navy logistics with the role of strategic leadership, information, control mechanisms, and organizational culture to improve organizational performance using single respondents and expert perceptions, namely Indonesian Navy Officers. The managerial implications suggest that complementary benefits arise from the adoption of a more holistic approach to the management of supply chain quality risk at the organizational level with</em><em> </em><em>supported the role of strategic leadership, information, control mechanisms, and organizational culture will improve organizational performance. Three contributions to science in the development of SCQRM theory. <strong>First</strong>, this study develops an SCQRM theoretical model with three unique dimensions (supplier development, risk management integration, and proactive product recall). <strong>Second</strong>, this study provides a new perfection of how the complementarity system of SCQRM is operated to improve organizational performance. Moreover, the findings imply that a successful SCQRM implementation is built on a complementarity power in risk management resources and routines. The multiple manifestations of the three SCQRM dimensions are all driven by a cohesive, yet unobserved synergy, which also forms one of the competencies of the organization. <strong>Third</strong>, this study also provides a new perfection on the role of strategic leadership, information and control mechanisms as antecedents of SCQRM implementation, and the moderating role of organizational culture that strengthens the relationship between SCQRM implementation and organizational performance</em><em>. </em><strong></strong></p>

Analysis of Market Retribution Management Systems in Efforts of Increasing Regional Original Income in The Office of Pd. Makassar Raya Market, Makassar City

<p><em>Retribution is an important source of Regional Budget Revenue (PAD) in the city of Makassar. The budget charged by the Makassar City Government to the PD. Makassar Raya Market.</em></p><em>This study aims to evaluate the management system of market levies and the contribution of market levies to increase Makassar City's Regional Original Income (PAD) and to formulate a more appropriate market levy management system to maximize PD revenue. Makassar Raya Market, Makassar City. The data used in this study are secondary in the form of documents and records related to market retribution income, and primary data in the form of daily reports of the recipient's cash-holding assistant as well as collection reports and proof of deposit of the recipient's treasurer into cash through the City Regional Development Bank (BPD). Makassar. The results of the study show that local revenue from market levies is in a very effective category, this is indicated by an average value of 100.28%, and Pasat Levies have a very large influence and contribution to Local Ownership in Makassar City, this can be shown by the average value of the contribution is 102.25%, while the growth rate of market levies explains that the growth rate with an average value is 9.69 which indicates the unsuccessful category The growth rate of market levies explains that the growth rate with an average value is 9.69 which indicates the unsuccessful category.</em>

The Effect of Strategic Service Quality Management and Strategic Human Resources Planning & Budgeting on the Effectiveness of Organizational Performance Mediated by Work Climate at the Main Base of the Indonesian Navy III Jakarta

<p><em>The purpose of this study was to analyze the direct effect of Strategic Service Quality Management on Good Work Climate; Strategic Human Resources Planning &amp; Budgeting on Work Climate; Strategic Service Quality Management on Organizational Effectiveness Performance; Strategic Human Resources Planning &amp; Budgeting on Organizational Performance Effectiveness; Work Climate on Organizational Performance; indirect influence of Strategic Service Quality Management on Organizational Performance Effectiveness mediated by Work Climate and Strategic Planning Human Resources &amp; Budgeting on Organizational Performance Effectiveness mediated by Work Climate.</em><em> </em><em>The population in this study were employees of </em><em>Lantamal </em><em>III Jakarta</em><em> with a population sample of </em><em>172</em><em> respondents.</em><em> </em><em>The findings of this study are that there is an influence of strategic service quality management and strategic planning of human resources &amp; budgeting on the effectiveness of organizational performance mediated by the good work climate and the seven hypotheses proposed are all proven to be accepted. Good Work Climate plays a very important role as mediation in improving Strategic Service Quality Management and Strategic Human Resources Planning &amp; Budgeting on Organizational Performance Effectiveness.</em><em></em></p>

Lean Management and Green Supply Chain Management Implementation on the Manufacturing and Logistics Industry at an Indonesia

<p><em>This research is on the manufacturing and logistics industry in Indonesia in improving environmental performance. This study aims to implementation of lean management and green supply chain management to environmental performance. The methodology used in this study is primary data, 150 respondents from logistics professionals. This study uses SEM-PLS. The results showed that lean management had no significant effect on environmental performance. The implications of this study are focused on geography and small samples. Green supply chain management is oriented towards the environment in making supply chain decisions to improve environmental performance. </em></p>

The Influence of Demographics Factor on Pension Planning and Financial Literacy of Private Employee

<p><em>The purpose of this research is to analyze the relationships of demographics factors to pension planning and financial literacy. The research methodology used in this research is the quantitative method. The sample in this research is private employees that are determined by using sampling probability. The data analysis method in this research is a correlation test that used the Chi-Square approach. The result and contribution in this research is there any correlation between demographics factor and pension planning. From the demographics factor in this research can be seen that education factor, marriage status, and income have its significant relationship with pension planning. On the other hand, gender factor and age have no relationship to pension planning. From demographics factor in this research concluded that age, education level, marital status, and income has a significant relationship to financial literacy. Whereas, gender factor has no relationship to financial literacy. </em></p>

Literature Study: The Effect of the Working Environment on Employee Performance

<p><em>The work environment is one of the factors that can affect employee performance. A harmonious relationship between employees and superiors, colleagues, and subordinates can have a positive impact on these employees. This also affects the performance which tends to be good. This study aims to measure how the work environment affects employee performance. The method used in this research is qualitative with data collection techniques through literature studies where the data used is secondary data which is the result of research from previous researchers. The references used in this study are 10 scientific papers which will be reviewed again to provide an overview of the effect of the workplace on employee performance. Based on a literature study that has been conducted, it shows that the work environment, both physical and non-physical, has a partial and also simultaneous influence on employee performance.</em></p>

The Impact of Organizational Culture Towards Organizational Citizenship Behavior Through Job Satisfaction and Competency Among Online Media Employees

<p><em>The objective of this research is to identify whether the organizational culture becomes the correct foundation to increase organizational citizenship behavior with work satisfaction and competency. This research is expected to become a reference for the next research about the impact of organizational culture on organizational citizenship behavior based on work satisfaction and competency. On top of that, this research is expected to provide valuable information so it can become a base study or consideration for a company, especially in the media industry to effectively manage its human resources. Media industry have a unique character because they give freedom to their employee to make them get used to multitasking. Therefore, it needed support from an external factor which is to create a good organizational culture that will create work satisfaction and develop competencies as well as improve OCB behavior among employees. This research is conducted by using questioners with 245 respondents that work in online media from December to January 2020. The data has been analyzed by using Structural Equation Model (SEM). The result of this research shows that there is a relationship between organizational culture the work satisfaction among the employee of the online media industry. Furthermore, there is a relationship between organizational culture towards employee competency in the online media industry and it also shows a relation between work satisfaction towards organizational citizenship behavior in online media industry employees. Lastly, the result also shows a relation between competency towards organization citizenship behavior in online media industry employees. On the other hand, work satisfaction and competency also mediate the relation between organizational culture and organizational citizenship behavior.</em></p>

Impact of Perceived Supervisor Support and Rewards and Recognition Toward Performance Through Work Satisfaction and Employee Engagement in Employee Marketing Banks

<p><em>The company as an organization has a dependency on individuals within the company itself. Employees as individuals in the company are part of the organizational structure that has a major role in determining the achievement of company goals. In the perspective of employees, direct supervisors' attitudes and actions can increase employee engagement or even create an atmosphere where an employee becomes disengaged (feeling not part of the company/organization). In addition to marketing employees, rewards and recognition are generally used as the main motivation to improve their performance.</em></p><p><em>For this reason, the purpose of this study is to determine the role of perceived supervisor support, rewards, and recognition, employee engagement on performance mediated by job satisfaction. The study was conducted with a survey using a questionnaire where respondents used 170 marketing employees in the banking industry in Tangerang. Data were analyzed using Structural Equation Model (SEM). The results showed there was a relationship between rewards and recognition of employee engagement, there was a relationship between rewards and recognition of performance, there was not a relationship between perceived supervisor support for performance. Employee engagement mediates the relationship between rewards and recognition of job satisfaction. Job satisfaction mediates the relationship between employee engagement on performance.</em></p>

How Can MSMES Achieve Sustainability Business?

<p><em>In business competition, MSMEs are required not only to have working capital but also to be able to manage human resources well. One of the strategies undertaken by MSMEs to win the competition is by implementing Green Human Resources management in their HR management. This study aims to analyze the effect of Green Human Resources management which consists of Green Recruitment, Green Training &amp; Development, Green Performance &amp; Appraisal, and Green Compensation &amp; Rewards on Competitive Advantage and Sustainability Business on MSMEs in Bukittinggi. The research method used is a quantitative method with statistical analysis of the Structural Equation Model (SEM). The research results confirm that Green Recruitment, Green Performance &amp; Appraisal, and Green Compensation &amp; Reward affect Competitive Advantage and Sustainability Business. Meanwhile, Green Training &amp; Development does not affect Competitive Advantage and Sustainability Business. Good implementation of Green Human Resources Management at MSMEs in Bukittinggi will affect competitive advantage and Sustainability Business.</em></p>

The Influence of Authentic Leadership and Strategic Management Skills on Organization Performance Mediated by Knowledge Management at TNI Academy

<p><em>This study aims to analyze the influence of Authentic Leadership and Strategic Management Skills on Organizational Performance mediated by Knowledge Management at the Indonesia Armed Force (TNI) Academy. This study tested seven hypotheses with structural equation modeling using the LISREL Ver.8.7 application. The sample of this research is 304 personnel of the TNI Academy.</em></p><p><em>The results of this study found six hypotheses were accepted and one hypothesis was rejected. The rejected hypothesis was the direct influence of Strategic Management Skills on Organizational Performance. While the hypothesis of the indirect effect of Strategic Management Skills on Organizational Performance through Knowledge Management is acceptable. This means that Knowledge Management is an intervening variable that is very important for the implementation of increasing Strategic Management Skills. </em></p><p><em>The results of this study encourage policy and managerial decision-makers within the TNI Academy to implement Knowledge Management optimally to maximize the impact on Organizational Performance from policy implementation and managerial decisions to improve Authentic Leadership and Strategic Management Skills. The novelty of this study is that Strategic Management Skills do not have a significant effect on Organizational Performance at the TNI Academy, giving different results from the theory in general. This can be overcome by implementing Knowledge Management properly in the TNI Academy.</em></p>