Influence of Participatory Decision Making on Job Satisfaction: The Moderating Effect of Staff Experience

The relationship between participatory decision-making (PDM) and job satisfaction (JS) has attracted the attention of researchers not only in the field of business industries but also education sector. However, the issue has not been given noteworthy priority in educational administration research let alone in Islamic tertiary institution context. Thus, the purpose of this study is threefold: 1) to validate the psychometric properties of administrative staff’s PDM and JS constructs, 2) to examine the degree of influence of administrative staff’s PDM on their JS, and 3) test the moderating role of staff’s working experience on the influence of PDM on JS. Using a quantitative survey approach, data were collected from 255 administrative staff working in different faculties, divisions, and centers of International Islamic University Malaysia (IIUM). The study employed co-variance-based SEM by using AMOS version 24 in order to achieve the objectives. First, Confirmatory Factor Analysis (CFA) was employed to test the psychometric properties (such as convergent validity, divergent validity, and reliability) for both PDM and JS. Second, a Full-Fledged SEM was conducted to test the influence of PDM on JS. Finally, to examine the moderating effect of the staff working experience in the relationship between PDM and JST, a multi-group analysis (MGA) was applied. The results confirmed that the multidimensional hypothesized model of PDM and JS were empirically valid and reliable. The results also revealed a statistically significant impact for PDM on JS. Besides, the working experience was found to have a moderating role in the effect of PDM on JS. The study suggests that administrative staff involvement in decision making process is highly required as it increases their job satisfaction.

Challenges, Opportunities and Sustainability of Community Forest Associations and Water Resource Users Associations: A case of Kilungu catchment, Kenya

Catchment degradation in the Kilungu catchment area in Kenya has persisted, albeit the presence of Kenze Community Forest Associations (CFAs) and Upper Kaiti Water Resources Users Associations (WRUAs) involvement. This study sought to assess the challenges faced by CFAs and WRUAs, available opportunities and sustainability in the management of the catchment, employing an exploratory, descriptive survey. Data was collected through household questionnaires, Focus Group Discussions (FGD), Key Informants’ Interviews (KII) and direct observations. The study established that Kenze CFA was facing major challenges at a rating of Very high (58%) and Highly (42%) as compared to Upper Kaiti WRUA at Very High (21%) and Highly (49), respectively. The Major challenges for the CFA being a non-functional CFA structure, while WRUAs challenges were minor on soft skills. Further, the challenges impacted highly on the outcomes of the CFA performance at a Very High (58%), Highly (42%) and WRUA Very High (21%) and Highly (49%), resulting in increased degradation of the catchment. In terms of opportunities, both institutions had various opportunities, although the WRUA had more opportunities at an affirmative Yes (99%) compared to CFA’s (54%). The key WRUA opportunity was that of being capacity build and empowered in order to ensure continuous efficient decision making and participatory management of the catchment, while the CFA had a supportive policy and law which presented a great opportunity of being enforced. Further, the WRUA respondents were more positive that the opportunities could improve the catchment at 38% (moderately), 42% (highly) and 20% (very high) compared to CFA’s 30% (moderately), 23% (highly) and 22% (very high). Results on Upper Kaiti WRUA and Kenze CFA respondent’s perceptions on sustainability revealed that both the WRUA and CFA were functioning well on aspects of equity and inclusiveness at WRUA rating of very highly (55 %), moderately (88%), and CFA very highly (25%), and moderately (50%). On accountability, WRUA had a rating of very highly (34%) and Moderate (88%), while the CFA was rated very highly (52%), and moderately (50%). In terms of WRUA and CFA effectiveness and efficiency, WRUA was rated very highly (36%), moderately (24) and CFA very highly (51%) and moderately (53%), respectively. Further results indicated that the WRUA highly involved its members in participatory decision making at moderately (88%) and highly (48%), compared to CFAs, who were rated at zero percent in the involvement of members in participatory decision making. On the observance of the rule of law, the WRUA were further rated highly (46%) and moderately (97%), while the CFAs were rated at zero percent. On consensus orientation, WRUAs were again rated highly (56%) and moderately (97%), while the CFAs were rated at zero percent. The study found that CFAs were facing more challenges, had fewer opportunities and various sustainability issues than the WRUAs, who were found to be having fewer challenges, had many opportunities and were significantly sustainable in all sustainability indicators. The implication of these results is that there is a critical need of addressing the challenges facing CFA and continually improve on the WRUA sustainability aspects as well as ensuring continuous empowerment of both institutions in order to overcome their myriad challenges, exploit their opportunities and ensure their sustainability. Further, there is a desperate need for a new and effective system for integrated Kilungu catchment management.

ANALISIS IKLIM KOMUNIKASI PADA PEGAWAI DINAS KEARSIPAN DAN PERPUSTAKAAN KABUPATEN KUNINGAN

ABSTRACTOrganizational communication climate is one thing that really needs to be considered in an organization because after all the organizational communication climate has an influence on the sustainability of an organization, in order to make an organization that is in accordance with what is expected and aspired by the organization and includes members in it. Therefore, the researcher took the title "Analysis of Communication Climate in Employees (Quantitative Descriptive Survey on Employees of the Archives and Library Office of Kuningan Regency)". This research was conducted using a quantitative descriptive method. The population in this study were employees of the Department of Archives and Libraries of Kuningan Regency, amounting to 42 people. Data was collected by distributing questionnaires, interviews and documentation. The data analysis technique used is descriptive quantitative. The results showed that the overall communication climate went well, as seen from the 16 items dominated by the number 4 scale with 11 items and the number 3 scale with 5 items. Then it can be seen from the interval class test which is divided into 5 interval classes in the "good" class because there are 36 (85.7%) who are in the interval class range from 55 to 67 who fall into the "good" class and are one class level that is the highest is "very good". The research also shows that there is a good level of closeness between employees. The results of other studies were found on the values of participatory decision making which were seen as lacking. This is because all employees are not involved in decision making, especially when it comes to the top.Keywords: Communication Climate, Organization, Survey, Quantitative Descriptive ABSTRAKIklim komunikasi organisasi merupakan salah satu hal yang sangat perlu diperhatikan pada sebuah organisasi karena bagaimanapun juga iklim komunikasi organisasi memberikan pengaruh terhadap keberlangsungan sebuah organisasi, guna menjadikan suatu organisasi yang sesuai apa yang diharapkan dan dicita-citakan oleh organisasi dan termasuk anggota di dalamnya. Oleh karena itu peneliti mengambil judul “Analisis Iklim Komunikasi Pada Pegawai (Survey Deskriptif Kuantitatif Pada Pegawai Dinas Kearsipan Dan Perpustakaan Kabupaten Kuningan)”. Penelitian yang dilaksanakan ini menggunakan metode deskriptif kuantitatif. Populasi dalam penelitian ini adalah pegawai Dinas Kearsipan dan Perpustakan Kabupaten Kuningan yang berjumlah 42 orang. Pengumpulan data dilakukan dari penyebaran kuesioner, wawancara dan dokumentasi. Teknik analisis data yang digunakan adalah deskriptif kuantitatif. Hasil penelitian menunjukan bahwa iklim komunikasi secara keseluruhan berjalan dengan baik terlihat dari 16 item didominasi oleh skala angka 4 sebanyak 11 item dan skala angka 3 sebanyak 5 item. Kemudian terlihat dari uji kelas interval yang dibagi kedalam 5 kelas interval berada pada kelas “baik” karena terdapat 36 (85,7%) yang berada pada range kelas interval dari 55 sampai 67 yang masuk kedalam kelas “baik” dan berada satu tinggkat kelas yang paling tinggi yaitu “sangat baik”. Dari penelitian juga memperlihatkan kedekatan pada tingkat baik yang terjalin di antara para pegawai. Hasil penelitian lainnya ditemukan pada nilai-nilai pembuatan keputusan partisipatif yang dilihat kurang. Hal itu dikarenakan tidak dilibatkannya seluruh pegawai dalam pengambilan keputusan terutama saat menyangkut pada bagian atas.Kata Kunci: Iklim Komunikasi, Organisasi, Survey, Deskriptif Kuantitatif

How to Produce and Measure Throughput Legitimacy? Lessons from a Systematic Literature Review

After two decades of research on throughput legitimacy, making sense of the stock of accumulated knowledge remains a challenge. How can relevant publications on throughput legitimacy be collected and analysed? How can the level of throughput legitimacy be measured? Which policy activities contribute to the production of throughput legitimacy? To answer these questions, we designed and implemented an original systematic literature review. We find that the measurement of the level of throughput legitimacy introduces a number of problems that call for the systematic and rigorous use of a more complete set of precise, specific indicators to advance the theory of throughput legitimacy. A number of participatory decision-making activities contribute to the production of throughput legitimacy. Engaging in these activities is not without risk, as variations in throughput legitimacy affect input and output legitimacy. To prevent vicious circles, lessons can be drawn from the literature on collaborative governance and decision-makers’ strategies to support effective collaboration between stakeholders.