Determinants of Good Corporate Governance and Its Implications on Organizational Commitments (Empirical Study on Employees of Government-Owned Islamic Banks in Dki Jakarta Province)

Abstract

The purpose of this research was to determine the effect of leadership, competence, organizational culture and Good Corporate Governance partially or simultaneously on organizational commitment.. Based on the results of the research, the findings are as follows: leadership, compensation, and organizational culture partially or simultaneously significant effect on good corporate governance with a contribution of 69%. Partially, the organizational culture reflected by ikhwana culture (friendship) has a positive and dominant influence on good corporate governance. Leadership, compensation, organizational culture and good corporate governance partially or simultaneously significant effect on organizational commitment with contribution of 88%. Partially good corporate governance which is reflected with the fairness dimension of dominant in influencing organizational commitment. The results also show that good corporate governance is a full mediating variable on the influence of leadership, compensation, and organizational culture on organizational commitment. The managerial implication of this research result is organizational commitment to Islamic Bank employee in DKI Jakarta Province reflected by dimension of continuous commitment will be able to be improved if Islamic Bank in DKI Jakarta Province able to improve good corporate governance which is reflected with fairness dimension, where good corporate governance will increase if Islamic Bank able to improve the organizational culture reflected by the dimension of ikhwana culture (friendship), which is supported by increasing bank leadership especially reflected with the dimension of social responsibility and supported by increasing the competence of employees especially reflected by the high dimension of human skill.

The Antecedence of Teacher's Professional Performance: Evidence from Indonesia

“…This study also found that effective commitment plays a vital role as mediators in GCG and KM effect on professional performance. This evidence in line with studies concluded that GCG influences affective commitment [56] [57], KM influences affective commitment [58]- [61], and affective commitment affects professional performance [47]- [55]. This finding reveals empirical facts that the existence of affective commitment is very important to be considered in the context of increasing professional performance through GCG and KM.…”

“…The principles of KM, which concern the people, process, and concept, can be excellence conditioned to potentially increase affective commitment, which involves the employee's emotional attachment to, identification with, and involvement in the organization [46]. The studies conducted by scholars in various contexts and organizations also indicated that KM affects affective commitment [58]- [61]. Based on the statements and reviews above, the fifth hypothesis in this study is: H 5 : KM had a direct effect on affective commitment…”

“…The principles of KM which focus on the people, process, and conceptual can be an excellent condition to potentially enhancing affective commitment, which involves the employees' emotional attachment to, identification with, and involvement in the organization [46], and then implicate to increase professional performance reflected in teaching skills, communication skills, personality authority, social skills, technical competence and emotional stability. The studies conducted by scholars in various fields also indicated that KM affects affective commitment [58]- [61]. Meanwhile, the research in other contexts carries out by researchers show that affective commitment affects professional performance [47]- [55].…”

Exploring The Principals' Visionary Leaderships' Effect on School Organizational Culture and Teachers' Affective Commitment

“…These findings were in line, consistent, and confirmed other studies and research results used as a reference to develop this research hypothesis. For example, several studies in multiple contexts and fields concluded that affective commitment is influenced by PVL (e.i., Dhammika, 2016;Wu & Chen, 2018) and SOC (e.g., Acar, 2012;Aini & Maswanto, 2019). As a consequence of this evidence, school principals urgently applied PVL intensively and manage SOC conductively more through various policies, approaches, and strategies that can rely on to enhance teachers' affective commitment.…”

“…That it then implicates enhancing teachers' affective commitment, reflected in an identification with the organization and involvement in the organization activities (Meyer & Allen, 1991; Newstrom, 2017; Ivancevich, Konopaske, & Matteson, 2018). The studies carried out by Sarwono, Jusuf, and Sumarto (2020) also indicate that PVL affects SOC; meanwhile, the research conducted by Aini and Maswanto (2019) shows that SOC influences affective commitment. Based on argues and research result above, can formulate the hypotheses: H4: PVL had an indirect effect on affective commitment mediating by SOC.…”