The Mediating Role of Collaborative Decision Making on the Effect of Digital Literacy and Leadership on Military Soldiers’ Professional Performance

Digital age has created an unregulated war environment and there are non-state actors, armed groups, terrorists, and criminals which should be faced by established governments. Therefore, in the military context today, soldiers as national security guards no longer face physical forms of combat only, information, however, has became the front line in the national security landscape and needs to be treated equally with the land, sea and air defense dimensions. This study aims to reveal how digital literacy and leadership improve professional performance of soldiers through collaborative decision making as mediator, which can be applied not only in the military environment but also in soldier’s interaction with the civilian community in their social life. Quantitative approach with an explanatory survey is used in this study in order to explain symptoms and determine the causal relationship between variables, while the unit of analysis is soldiers from various divisions and ranks with a sample size of 3,598 soldiers from all over Indonesia. The results show that increasing digital literacy and leadership will improve professional performance of the soldiers through collaborative decision making. Leaders should initiate digital leadership in order to develop digital literacy of the soldiers as well as employ digital based internal collaborative decision-making platforms in order to improve not only the professional performance of soldiers but also the organization effectiveness in general.

Employee Motivation in Vietnamese State-Owned Commercial Banks

Understanding the important of employee motivation in enhancing human resource quality as well as organization effectiveness, Vietnamese State-Owned commercial banks (SOCB) have applied different employee motivational policies. However, these policies haven’t been highly effective and effeciency cause of lacking understanding about factors affecting employee motivation. This study aims to identify and measure factors influencing employee motivation in Vietnamese SOCB applied expectancy theory and suggest recommendations to enhance their employee motivation. Data were collected from sending questionnaires to 4 biggest Vietnamese SOCBs. Cronbach’s alpha, Exploratory Factor Analysis (EFA), Linear regression were employed for analyzing and processing data. The results show that Expectation (E); Intrinsic rewards (INI); the employee anticipated satisfaction with intrinsic rewards (VI) have positive impact on employee motivation in SOCB. Based on the findings, some recommendations are proposed for SOCBs to improve employee motivations.

APPRAISING REVERBERATIONS OF RESISTANCE TO CHANGE

Organizations in this sublimating environment on one hand entail continuous change through structured process of building capacity and enhance organization effectiveness by developing, improving and reinforcing behaviour, structure, technological processes with integrated organizational strategy. However on the other hand, during the change process they counter bottlenecks from the resistance to change bid by the individual employees, groups and sometimes organization itself. Resistances exhibited may vary in their nature and magnitude from organization to organization. Since, higher education faculty today need to counter changes such as virtual mode of teaching, student and market driven courseware, turbulent pedagogies, etc. This descriptive cum survey study aims to investigate such effects of resistances at VSK University Ballari. Ecosystem of the study encompasses teaching faculty and sample size was chosen to be 82 and is more than Cochran formula. The data was analysed using Chi square analysis and Friedman test. The study revealed that there is an association between the resistance to change and effect on the organization and the amount of association in case of individual and group resistance is stronger.

PENGARUH STRUKTUR ORGANISASI DAN ANALISIS PEKERJAAN TERHADAP EFEKTIVITAS ORGANISASI PADA POLITEKNIK CITRA WIDYA EDUKASI DI BEKASI

The purpose of this research is to find out the effect of organization structure and job analysis on organization effectiveness. The population included all 68 employees Politeknik Citra Widya Edukasi. The sample consist of 65 persons using saturated sampling. Variabel that being used is organization structure and job analysis as independent variabel, and organization effectiveness as variable dependent. The data were analyzed using multiple linear regression analysis and be processed by SPSS 25.0. Purpose of this research is to see progress of organization effectiveness in Politeknik Citra Widya Edukasi. Primary data are collected to reveal employee perceptions of the effectiveness of organization and their knowledge in organization structure and their job description. Results shows that organization effectiveness for Politeknik Citra Widya Edukasi is less effective because organization structure and job analysis need overview.

Communication Climate and Message Permanence in Organization

This study aimed to determine the effectiveness of organizational communication at PT Rajawali Nusindo Medan. Data collection was done by conducting field research and distributing questionnaires to PT Rajawali Nusindo Medan emloyees. The sample consisted of 55 employees. The results of the study were based on 5 indicators, namely communication climate, information dissemination, information load, the permanence of messages, and organizational culture. The most effective indicators of organizational communication were climate, which had the highest average score with 11.8%, and the permanence of messages, with a score of 11.7%. Organizational culture was not very effective, with a score of only 11.2%. Keywords: Communication, Communication Organization, Effectiveness

Ethical Leadership, Employees Commitment and Organizational Effectiveness: A Study of Non-Faculty Members

The expansion, growth and maintaining competitiveness is a function of good and effective leadership in place coupled with the commitment on the part of both the employees’ and the firm itself that will determine the organization effectiveness. The thrust of this article is to scrutinize the impact of ethical leadership and employees’ commitment on organizational effectiveness in an academic set-up by focusing on non-faculty members. The research design adopted was descriptive survey and 200 questionnaires were administered out of which 181 (90.5%) were found usable for the study. Three hypotheses were tested and the result revealed that there is a relationship between ethical leadership and organizational effectiveness. It was found out that ethical leadership influences employees’ commitment and attitude to work. It was equally established that there is significant relationship between ethical leadership, employees’ commitment and organizational effectiveness. It is concluded that ethical leadership is a propeller that will drive employees’ commitment and enhance organizational effectiveness in a university environment. The study therefore recommended amidst others that university management should attempt to embrace ethical leadership as an indicator which will help in improving the quality of service and increase employees’ sense of commitment. Ethical leadership should be given a paramount consideration in the institution in other to improve employees’ commitment in order to achieve organizational effectiveness. (JEL L29, J5, I2) Keywords: Employees Commitment, Ethical Leadership, Non-Faculty Members, Organizational Effectiveness.

THE INTERDEPENCE AMONG EMPLOYEE INCITEMENT AND ACCOMPLISHMENT BY PRECISE ORGANIZATION DEVELOPMENT

The whole article aims to explore the interdependency among both incitation and organization effectiveness and to study the relevance between recompense structures on business reputation. The pattern of stimulation at task has a straightforward effect on the quality of employees. Employees are more productive and essential parts of managing health perform their duties to their fullest extent and thus increase their work statistics. For leadership and management, inciting employees was already a core issue. Low motivation workers can make almost no commitment, escape the office as often as practicable, resign if another option is provided and effectively delegate task. Managers must get to train their customers quite well, while using multiple strategies to encourage also every staff according to individual specific needs and desires. In the present post, we want to appreciate the importance of motivating workers to boost efficiency and productivity in their office. Even the ideas and methods of employee sedition should be presented. The key objective is to achieve a connection between both the incentive and success of workers and the effectiveness of certain firms. Issues concerning inciting hatred and quality of work life were established, as well as the connection between staff was narrowly explained in the scientific report and many were addressed in the last few days documentation and reporting.