The low performance of government agencies in following up audit results of Badan Pemeriksa Keuangan RI (BPK-RI) reflects their quality in realizing good governance. This study aims to analyze the effect of competence, internal control, and organizational commitment on the performance of follow-up of the Ministry of Cooperatives and Small and Medium Enterprises, either directly or indirectly. Data were collected through questionnaires and hypothesis testing was carried out using path analysis and Sobel test. The results showed that: (1) competence and internal control simultaneously had a positive and significant effect on organizational commitment; (2) competence partially had a positive and insignificant effect on organizational commitment; (3) internal control partially had a positive and significant effect on organizational commitment; (4) competence, internal control, and organizational commitment simultaneously had a positive and significant effect on follow-up performance; (5) competence partially had a positive and significant effect on follow-up performance; (6) internal control partially had a positive and significant effect on follow-up performance; (7) organizational commitment partially had a positive and significant effect on follow-up performance; (8) organizational commitment did not mediate the relationship between competence and follow-up performance, and (9) organizational commitment partially mediated the relationship between internal control and follow-up performance.

No abstract

Purpose - This study aims to determine the relevance of the competencies acquired by university graduates in the labor market during the industrial revolution 4.0 era. This is necessary considering the fact that the evolution of this industrial era has triggered the creation of new types of works which require inexperienced college graduates to improve their competencies. Methodology - Data were obtained from Faculty of Economics 2015-2019 alumni at Universitas Terbuka domiciling on Java Island. A total of 279 alumni were used as samples while the data was collected using a questionnaire and analyzed through Biplot. Findings - The results showed that the graduates surveyed fulfilled several competencies required in the labor market but need to improve on some others such as digital, technological, and humanist literacies observed to be needed in industrial revolution era 4.0. Novelty - This study highlights some of the competencies possessed by graduates to operate in the labor market era 4.0 and several others to be improved in order to compete globally.

This study aims to determine the effect of competence and communication on employee performance in the rectorate environment of Krisnadwipayana University and the leadership style variable as the intervening variable. The research was conducted on employees of the rectorate of Krisnadwipayana University. Sampling involving 72 employees. The type of data used in this study is primary data. The data analysis technique used is path analysis method, Coefficient of Determination Analysis, Classical Assumption Test, Trimming Model Analysis and Significant Test. Based on the data analysis, it is known that the competence and communication variables simultaneously have an important influence on employee performance. Competency variables partially affect employee performance. The communication variable has an effect on employee performance partially. The leadership style variable partially affects employee performance. The direct effect of competence on employee performance is 0.081 while the indirect effect of competence through leadership style on employee performance is 0.836 x 0.596 = 0.498, which means that the value of indirect influence is greater than the value of direct influence so that it can be concluded that the leadership style variable is an intervening variable. The direct effect of communication on employee performance is 1.117 while the indirect effect of communication through leadership style on employee performance is 0.178 x 0.596 = 0.106, which means that the value of indirect influence is greater than the value of direct influence so that it can be concluded that the leadership style variable is an intervening variable.