Determinan Niat Aparatur Daerah untuk Melakukan Whistleblowing pada Konteks Fraud

This study aims to analyze organizational commitment, level of seriousness of fraud, and personal costs on the intention of whistleblowing fraud by the local apparatus of Palopo City. Sampling using purposive sampling technique. A total of 120 respondents were used as research samples. The sample is local officials who work at the PUPR and BPKAD offices. The data analysis technique was carried out using multiple linear regression analysis method with SPSS V.22 application. The results of the study indicate that the seriousness of fraud affects the whistleblowing intention of the regional apparatus of Palopo City. Meanwhile, organizational commitment and personal costs have no effect on the intention of whistleblowing fraud by the Palopo City apparatus. Keywords : Organizational Commitment; Fraud Seriousness Level; Personal Costs; Intention of Whistleblowing Fraud.

The Influence of Socio-Emotional Wealth on the Speed of the Export Development Proces in Family and Non-Family Firms

This paper proposes that family firms do not necessarily internationalize less than non-family businesses, but rather, they do it more slowly. Lower speed of internationalization process of family business (measured by the speed of the export development process) is a consequence of the role of the socio-emotional wealth (SEW) in these firms. SEW operates through three different mechanisms: (1) long-term orientation, (2) risk avoidance, and (3) lack of resources to be independent. The empirical research, based on a panel of more than a thousand Spanish manufacturing firms along nine years (2006-2014), supports the hypothesis proposed, independently of firm’s previous size, age, and export commitment level.

Organizational Justice: The Way it Works

Organizational justice has the potential to work in order to extract benefits for organizations and employees alike. If it implemented in full spirit will eventually improve commitment level improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring, performance appraisal, reward systems, conflict management, and downsizing.

KNOWLEDGE MANAGEMENT AND ORGANIZATIONAL COMMITMENT IN PRIVATE UNIVERSITIES IN ANAMBRA STATE

This work examined the extent of the relationship that exists between knowledge management (KM) and organizational commitment in Private Universities in Anambra State, Nigeria. A survey research design was adopted by the study. The population of the study is 95 teaching staff of 4 randomly selected private universities in the studied area. A structured questionnaire was used in data collection and it was validated using face and content validity, while the reliability was done using Cronbach Alpha reliability test, with a coefficient of 0.878. The analysis of data was done using a combination of descriptive and inferential statistics and the hypothesis was tested at a 5% level of significance. The result showed that there is a strong positive relationship (r = .939) between the two variables and that an 88% percentage change (R2 = .882) in continuance commitment was explained by changes in management buy-in. With an F-statistics of 658.525 and a p-value of .000, the study stated that there is a statistically significant relationship between management buy-in and continuance commitment. Sequel to this, it was concluded that knowledge management as measured by management buy-in, spurs employee commitment level. Among others, it was recommended that the management of the studied institutions needs to take the issue of management of knowledge serious, by ensuring that the older and more experienced staff pass their wealth of knowledge to the younger and less experienced ones, as this will breed an environment of positive competence. Keywords: Knowledge Management, Organizational Commitment, Management Buy-In, Continuance Commitment, Private Universities and Anambra State.

SATISFACTION ON MOTIVATIONS AND ORGANIZATIONAL COMMITMENT IN THE PUBLIC UNIVERSITIES OF TIGRAY REGIONAL STATE, ETHIOPIA

Motivating the employees both intrinsically and extrinsically in order to enhance the commitment of the employees is appreciable and the need of the day. However the satisfaction level of employees especially the teachers towards the motivation and its contribution to build the commitment have not yet been studied in Public Universities in Tigray Regional State In an attempt to bridge the gap, the study attempts to find the satisfaction of the employees towards the intrinsic and extrinsic motivation existing at their universities. The study has also found the commitment level of the employees and its relationship with the motivation. Required primary cross sectional data has been collected from 371 employees of the Public Universities in Tigrai regional state of Ethiopia. Using SPSS software the collected data is analyzed. Descriptive statistical tools such as mean, standard deviation and variance have been applied to describe the level of satisfaction among the employees towards the intrinsic and extrinsic motivation. The correlation statistics has also been applied to find the relationship between motivation and organizational commitment. The study has found an apparent positive correlation between motivation and organizational commitment. The results on the satisfaction level of the employees highlights that the intrinsic motivation is at the upper level. There is a scope to enrich extrinsic motivation. Hence the universities should focus more on the extrinsic motivation to have better committed employees.

Experience of students in cooperative education – A case study of Singapore’s work-study degree programme

The increase in the number of adults returning to complete their university education as ‘non-traditional students’ brings more attention to the challenges of a standard degree format. This paper examines the experiences of seven non-traditional students undergoing a cooperative education programme in Singapore, where students would alternate spending a few days in a week at a university while working full-time for the remaining days, in relation to the challenges and opportunities of the programme. Using qualitative thematic analysis, we discovered four themes greatly affected by the programme design – motivations for enrolling, transferability of knowledge, work–study balance and coping mechanisms. Overall, some obstacles hindering adults from continuing education were addressed by this cooperative education programme. The strong integration of work and study roles ensured that adults did not need to leave their job before starting university, reducing time and money-related pressures while increasing their commitment level to education. Additionally, rigid institutional practices were mitigated by the flexibility given by teaching faculty and work supervisors. We suggested several improvements to better suit the rising number of adults wanting to attain a degree. With the research results and recommendations proposed herein, this paper is useful to various universities willing to adopt cooperative education.

Effectiveness of Monetary Reward System on the Employee’s Performance Level

Monetary rewards can be defined as money or hard cash rewards given to the employees for their extraordinary work or for the attainment of goals of the organisation. The main purpose of the study is to see how monetary rewards have an effect on the performance level of the employees and how it motivates them. The aim of the study is to find out whether the employees will increase their work or not. This study will help the employers understand which combination of rewards can boost the commitment level of the employees towards the company and it will help the employees find out whether rewards are given fairly them and whether all the employees are treated in the same way. From the results collected from the employees it can be said that monetary rewards have positive impact in the organisation and it makes an employee more loyal towards the organisation.

Actor and Partner Effects of Touch: Touch-Induced Stress Alleviation Is Influenced by Perceived Relationship Quality of the Couple

Because of the impact of close partner's touch on psychological and physical well-being by alleviating stress, it is important to explore the influence factors that underlie the stress-alleviating effect of close partner's touch. Previous studies suggested that the stress-alleviating effect was different when individuals were touched by different persons. Specifically, the stress was reduced significantly when the individual was touched by the close partner compared with the acquaintance and the stranger. However, whether the stress-alleviating effect of touch was modulated by the close relationship quality is unknown. To examine this question, the participants (n = 61) performed a 3 (i.e., alone, partner no-touch, and partner touch) × 2 (i.e., safety and threat) within-subjects experiment. The results revealed that the stress of the participants alleviated significantly while close partners present with touch compared with without touch during facing a threat. We also found that the relationship quality of couple-members (i.e., participants perceiving the quality of alternatives and the partners' commitment level) modulated touch-induced stress alleviation. Participants perceiving the low quality of alternatives and the high partners' commitment level showed stronger touch-induced stress-alleviating effect than participants perceiving the high quality of alternatives and the low partners' commitment level. The explained variance was around 16.8% jointly for actor and partner effects. These findings provide evidence for explaining the reasons for touch-induced alleviating stress and have important implications for predicting the future effect of interactive behaviors.

Parental involvement, learning participation and online learning commitment of adolescent learners during the COVID-19 lockdown

During the escalating coronavirus disease-2019 (COVID-19) pandemic, attempting to contain its spread, a large number of educational institutions shut down face-to-face teaching and learning activities globally due to a complete lockdown. This lockdown revealed emerging vulnerabilities of education systems in the low- and middle-income countries of the world, with Nigeria being no exception. Given these concerns, this research study assessed parental involvement, learning participation and the commitment to online learning of adolescent learners during the COVID-19 lockdown in Nigeria. An online survey questionnaire was employed to examine the level of online learning commitment and the contributory roles of each of the factors to online learning commitment of adolescent learners. In total, 1407 adolescents (male = 38.8%; female 61.2%) aged between 12 and 20 years (mean = 15: SD = 4.24) responded to the online survey, which was open for 2 months. Data were analysed using descriptive statistics of frequency distribution and inferential statistics of multiple regression. The findings revealed that the commitment level of adolescent learners to online learning was high. The findings further yielded a coefficient of R = 0.439 and R2 = 0.192 variance in the prediction of the outcome measure. Parental involvement contributed 32% (β = 0.322, p < 0.05) and learning participation contributed 23% (β = 0.234, p < 0.05) towards online learning. The study concludes that parental involvement and learning participation played a significant and positive role in the commitment of adolescent learners towards online learning during the COVID-19 lockdown in Nigeria. The authors suggest that parents be encouraged to synergise with the digitalised revolution, while the need for further in-depth research on the subject is emphasised in the suggestions for future research.

Linking Leadership Styles to Employee Performance in the Public Sector Organizations in Ghana: The Role of Organizational Commitment

The study examines the link between leadership styles and employee performance in the public sector organizations with respect to organizational commitment. A total of 330 respondents were selected from ten public sector organizations in Ghana. A PLS-SEM analysis was conducted and was found that organizational commitment partially mediates the relationship between both transformational and transactional leadership styles and employee performance. The study concludes that organizational success largely depends on the commitment level of employees which helps reduce labor turnover. Theoretically, the study findings reveal that leadership is the main element of employee performance through the commitment of employees. Therefore, the effectiveness of these leadership styles in encouraging employee performance are dependent on organizational commitment.