Good School Governance: An Approach to Principal’s Decision-Making Quality in Indonesian Vocational School

The purpose of this research is to examine the model of good school governance and to establish the correlation between good school governance and the principal’s decision making in Indonesian vocational school contexts. The samples of the present quantitative descriptive study are the vocational school principals, vice-principals, and teachers by considering the representation of all provinces in Indonesia. The data were gathered from a structured questionnaire survey of 838 respondents. The factor analysis was applied to bring out the latent variables representing the attributes, and later, the causality between these variables was established using structural equation modeling (SEM). The result of confirmatory factor analysis shown that good school governance was constructed by six principles, namely; transparency, accountability, responsibility, autonomy, fairness, and participation. Supported by empirical evidence, good school governance has have impacted positively on the quality of the principal’s decision making. The research has affirmed that good school governance facilitates the participation of teachers and educational staff in the decision-making process. Moreover, good school governance improves a decision-making quality through the empowerment of teachers, the delegation of authority, and encouragement of shared decision-making.

Delegation of authority in the field of financial activity as a factor of socio-economic development

The article substantiates the application of the system of delegation of authority in the field of financial activity. Delegation of powers of public authorities to private entities is a common practice in a number of foreign countries, and has long been practiced in the field of business management. Delegation of authority can successfully develop those areas of the economy that are currently most affected by bureaucracy and related negative processes (formalism, corruption, complex and lengthy approval processes, obtaining permits, etc.). It seems that the delegation of certain powers in the budget sphere can significantly increase the efficiency, effectiveness and speed of achieving results by budget recipients, as well as provide a number of other advantages. Two main ways of implementing the delegation of powers in the field of financial activity, which can be carried out both jointly and independently of each other, are proposed: the conclusion of public contracts, as well as the establishment of the institute of parapublic organizations.

Employee empowerment and organizational citizenship behaviour

The study aimed to find out the effect of employee empowerment practices on the organizational citizenship behaviors of employees toward the organization and toward their coworkers (OCBP & OCBO). To support and establish the theory of the study, literature was reviewed. The study used the descriptive correlational research design and it used the questionnaires to gather the data. The study found that the empowerment practices of the Divine Word College of Laoag in terms of delegation of authority, autonomy, and self-efficacy self-management is high and even the different dimensions of organizational citizenship behavior are also high but not very high. Concerning the relationship between empowerment practices and organizational citizenship behavior of employees, the study was found to be significantly correlated. Therefore, the hypothesis of this study is accepted.

The Role of Interests in Social Management

This study analyzed the category of “interest” in the structure of the sociological theory and practice of modern management. The importance of interest in such a scientific field as the sociology of management is described and its role in the study of social management, considered as a specific sphere of human activity, is substantiated. As a result of the analysis, the place of interests in the activities of the subject of social management is revealed, characterized by the internal inconsistency of his interests and the need for their coordination. The importance of interests in the formation of the activity of the object of social management is determined and the main indicators of their state are described: social integration, cohesion, solidarity, social consensus. Particular attention is paid to the consideration of the effectiveness of management decisions described both from the standpoint of the effectiveness of resource use and from the standpoint of achieving the goals of social management. The technological aspect of taking into account interests in the process of social management is considered, which manifests itself in the use of social technologies that contribute to the optimization of managerial influences. The article describes the importance of taking into account interests (personal, group, social) in the process of social technologization. The connection of interests with the methods and principles of social management reflecting the social essence of its social mechanism is explained. Among the principles, the most significant ones are considered from the perspective of taking into account interests: the principles of social orientation of management, humanization of management, consistency of personal and organizational goals, delegation of authority and management through the team.

Strategic Empowerment in Human Resource Management

Empowerment is considered one of the best managerial approaches to foster employees’ effectiveness, creativity, commitment, performance, and other positive work-related attitudes and behaviors while providing an essential tool for leadership development and succession planning. Empowerment involves delegation of authority, sharing of information and resources, and allowing employees to participate in decision-making processes. Empowerment practices result in positive outcomes through psychological empowerment, which comprises meaning, impact, self-determination, and competence. However, empowerment should be exercised with care, and before doing so, leaders should understand their employees’ competences, willingness, and characteristics, as well as the organizational culture and industrial dynamics. With the increasing use of information and communication technologies, inevitable influence of globalization, and continuously changing dynamics of interconnectedness among industries, the business environment has become more volatile, uncertain, complex, and ambiguous (VUCA). In order to survive in this environment, companies try to increase diversity in their workforce to make the best use of a broad variety of skills, experiences, and opinions, thus boosting creativity and innovativeness, which makes leadership more difficult than ever. With empowerment, the concept of delegation of power is important. Therefore, comparing the concept of personal empowerment with managerial empowerment helps in understanding that these concepts are different, although interconnected. Delegation of authority ensures that the manager transfers decision-making authority to subordinates under certain conditions. In delegation, authority is retained by the manager, who has the ultimate responsibility. On the other hand, in empowerment, authority is fully transferred to the person who is already doing the job, with all the rights and responsibilities to take the initiative as necessary. Empowerment is also closely related but different from the concept of motivation. In motivation, decision-making authority and control stays with the manager. Empowerment, on the other hand, gives employees the opportunity to participate in management, solve problems, and participate in decision-making processes. In this context, the concepts of delegation of authority, motivation, participation in management, and job enrichment are the domain dimensions of personal empowerment, and thus they are interrelated, yet different. It is important to create a common vision and to have common values in order to establish the empowerment process. Subordinates and supervisors need to trust each other, and empowerment needs to be seen as a philosophy, not a technique. It is necessary to create business conditions that enable the development of knowledge and skills in personnel empowerment. These conditions affect the perceptions and attitudes of the staff, such as, support, loyalty, identification, and trust. Empowering employees promotes organizational commitment, increases engagement, and reduces turnover intentions of key personnel. Because empowerment involves encouraging participation of subordinates in the decision-making process, it also helps to enhance the effectiveness of the decisions and reduce decision-making time. In the VUCA world, limited decision making could be a critical obstacle to establish and maintain sustainability in highly competitive business environments.

EMPLOYEE PERFORMANCE ANALYSIS AT THE REGIONAL FINANCIAL AND ASSET MANAGEMENT AGENCY OF MUSI RAWAS REGENCY

This study aims to analyze the factors that affect employee performance at the Regional Financial and Asset Management Agency, Musi Rawas Regency, South Sumatra. This research is a quantitative study with a total population of 60 respondents. The results of the analysis show that the variables of Competence, Leadership and Motivation simultaneously have a positive and significant effect on performance. Moreover, Competence (X1) Leadership (X2) and Motivation (X3) partially have a positive and significant effect on employee performance (Y). However, the Leadership variable has a very dominant influence on performance. It is recommended that the performance of employees at the Regional Financial and Asset Management Agency of Musi Rawas Regency to be improved. The role of leadership can also be used as a benchmark for the success of a team’s work in public services, delegation of authority and supervision. It is also recommended that the leader’s task evaluation be carried out periodically. In addition, efforts to improve employee competence are a strategic step in increasing employee motivation.

Implementation of Agency Theory Integrative by Creative Economy Actors

Agency theory centers on two individuals: the owner (principal) and management (agent). Agency theory explains the relationship between the delegation of authority from the principal to the agent. The principal and the agent are seen as rational economic people who are solely motivated to maximize their respective personal interests. This study aims to know the agency theory in running the company entrusted to him, the Sunnah Rasulallah SAW. This study aims to analyze the agency theory model from a conventional perspective to support business actors, wants to produce an integrative-innovative agency theory model (Sunnah Rasulullah SAW) that is measurable related to business people. The analytical method uses in-depth descriptive analysis. The methodology used here is different from the methodology of research in accounting vivacious (mainstream), which emphasizes the use of statistical descriptive with interpretive stance with data analysis used is qualitative nature which in the study of the data used could not be expressed in figures. The results showed that the agency implemented by the Prophet as a representative of integration was quite varied, and this was also carried out by previous prophets. Among their main tasks is to introduce Allah and invite his people to believe in Him. In addition, the prophets and apostles are also tasked with correcting the negative behavior of their people in various aspects of life, including economic behavior. Therefore, in the implementation of this integrative agency, sharia transactions will be more profitable both in the global economy and the creative economy.

Decision-making in international organizations: institutional design and performance

International organizations (IOs) experience significant variation in their decision-making performance, or the extent to which they produce policy output. While some IOs are efficient decision-making machineries, others are plagued by deadlock. How can such variation be explained? Examining this question, the article makes three central contributions. First, we approach performance by looking at IO decision-making in terms of policy output and introduce an original measure of decision-making performance that captures annual growth rates in IO output. Second, we offer a novel theoretical explanation for decision-making performance. This account highlights the role of institutional design, pointing to how majoritarian decision rules, delegation of authority to supranational institutions, and access for transnational actors (TNAs) interact to affect decision-making. Third, we offer the first comparative assessment of the decision-making performance of IOs. While previous literature addresses single IOs, we explore decision-making across a broad spectrum of 30 IOs from 1980 to 2011. Our analysis indicates that IO decision-making performance varies across and within IOs. We find broad support for our theoretical account, showing the combined effect of institutional design features in shaping decision-making performance. Notably, TNA access has a positive effect on decision-making performance when pooling is greater, and delegation has a positive effect when TNA access is higher. We also find that pooling has an independent, positive effect on decision-making performance. All-in-all, these findings suggest that the institutional design of IOs matters for their decision-making performance, primarily in more complex ways than expected in earlier research.

A Secure Key Aggregate Searchable Encryption with Multi Delegation in Cloud Data Sharing Service

As the amount of data generated in various distributed environments is rapidly increasing, cloud servers and computing technologies are attracting considerable attention. However, the cloud server has privacy issues, including personal information and requires the help of a Trusted Third Party (TTP) for data sharing. However, because the amount of data generated and value increases, the data owner who produces data must become the subject of data sharing. In this study, we use key aggregate searchable encryption (KASE) technology, which enables keyword search, to efficiently share data without using TTP. The traditional KASE scheme approach only discusses the authority delegation from the data owner to another user. The traditional KASE scheme approach only discusses delegation of authority from the data owner to another user. However, if the delegated entity cannot perform time-critical tasks because the shared data are unavailable, the delegate must further delegate the rights given to other users. Consequently, this paper proposes a new KASE scheme that enables multi-delegation without TTP and includes an authentication technique between the user and the server. After that, we perform informal and formal analysis using BAN logic and AVISPA for security evaluation, and compare the security and performance aspects with existing schemes.