Motivation is the process of increasing employee commitment and it is considered one of the key fundamentals, which are essential for organizational success. In a globalized working environment, implementing an effective compensation system, job enrichment, and enlargement, and appropriate training are some of the critical challenges facing by organizations to keep motivated their employees. Thus, the present study aims to investigate possible influencing factors such as compensation, job enrichment and enlargement, training, and their effects on employee motivation in the telecommunication sector in Libya. The findings revealed that all investigative factors have significant relationships with employee motivation. This study suggests that telecommunication companies should formulate an appropriate compensation system comprising of monetary and non-monetary rewards, provide job training to enhance knowledge and skills, as well as offer job enrichment and enlargement opportunities for the employees to expand their motivation and therefore result in organizational success. The limitations of the study and future research recommendations are addressed at the end.

This research inspects the impact of POS on trust, job satisfaction and turnover intention and observe the mediating effect of job satisfaction between POS, trust and turnover intention. A sample of 281 is taken from the banking sector. Convenience Sampling is used. The scales are taken from earlier research and confirmed for validity & reliability. Eight hypotheses are explored. Data is analyzed through descriptive statistics and multiple regression. Results indicated that POS positively affected trust and job satisfaction, so did trust on job satisfaction. POS, trust and job satisfaction negatively affected turnover intention and the results are consistent with previous researches. Job satisfaction performed as partial mediator between POS and turnover intention; trust and turnover intention. The study is useful but also suffers from some limitations. This study was done on banking sector so it can only apply to banking sector. Other sector like education and health sector were missing. Time was limited, sample size was not too big. The findings of this study shows the importance of POS, trust and job satisfaction in affecting turnover intention in banking sector. For minimizing turnover intention mangers in this sector must consider these indicators. The research for the relation among said variables has been abundant in past, but in this area the research is still lacking so the gap is still there.

The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that bullying can have on targets in that still less rigorous types of bullying are coupled with victims intention to leave the workplace (e.g. department), the organization or the job. Workplace bullying are more relevant to systematic flaws in the organization and less to employees’ performances while person-related bullying is related more to the personal characteristics of the victims, so irrespective of their commitment, exit from the organization in such circumstances happens to be the preferable alternative for the victim. This study provides an insight that the harmful effects of workplace bullying could be handled effectively through the moderating effects of organizational commitment on the relation between workplace bullying and intention to leave. It therefore, required conducting a further study on the join effects of organizational commitment and bullying in terms of some other variables such as in-role job performance, which are vital to the working of the organizations.

Dalam memilih kemitraan pengadaan barang/jasa di sebuah Pemerintahan Daerah sangat sulit dilakukan karena dibutuhkan mitra yang memenuhi persyaratan. Layanan Pengadaan Secara Elektonik (LPSE) merupakan unit kerja penyelenggara sistem elektronik pengadaan barang/jasa yang didirikan oleh Kementrian/Lembaga/Perguruan Tinggi/BUMN dan Pemerintah Daerah untuk memfasilitasiULP/Pejabat Pengadaan dalam melaksanakan pengadaan barang/jasa pemerintah secara elektronik.. Dengan E-Procurement untuk menciptakan transparansi, efisiensi, dan efektivitas serta akuntabilitas dalam pengadaan barang dan jasa melalui media elektronik antara pengguna barang/jasa dan penyedia barang/jasa. Sistem Pendukung Keputusan (SPK) merupakan bagian dari sistem informasi berbasis komputer (termasuk sistem berbasis pengetahuan (knowledge management)) yang digunakan untuk mendukung pengambilan keputusan dalam suatu organisasi atau perusahaan. Hal ini juga dapat dianggap sebagai sistem komputer yang mengolah data menjadi informasi untuk pengambilan keputusan-isu spesifik semi-terstruktur. Dalam penerapan, SPK bisa menggunakan bantuan metode sistem lain seperti Artificial Intelligence, Expert Systems, Fuzzy Logic dan Simple Additive Weighting (SAW). SAW adalah mencari penjumlahan terbobot dari rating kinerja pada setiap alternatif pada semua kriteria..