Performance Allowance, Motivation, Employees’ Work Achievement And  Organizational Performance Among Goverment Employees

Mudhofar, Muhammad

doi:10.22146/jkap.59680

Cited by 2 publications

(3 citation statements)

References 13 publications

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“…Secondly, it is strongly suggested that the three antecedents of COE represented the portfolios of HRM. Aligned with the research of (Sunahwati, M., & Sukmawati, 2019), the research findings also stated that HRM is the most crucial antecedent of the organizational performance, besides motivation and achievement (Mudhofar & Gumanti, 2021b).…”

Section: Op (Organizational Performance)mentioning

confidence: 60%

“…Flat proposition from the model offered is the COE could be considered as the unique organizational capability and value creation, so is the organization characterized has a strong COE compared with the competitors. Moreover, the impact of work achievement on organizational performance (Mudhofar & Gumanti, 2021a) There are several reasons to propose that the COE will offer value creation for organization. Firstly, when employees interact with one another, the effect of spreading where the affective element, motivation, shared and collective behavioral within employees are increased, including the attributes for interrelated performance such as perceived or shared collective efficacy and high group potency (Bakker & Schaufeli, 2000).…”

Section: Evidence Of Coe On Organizational Performancesmentioning

confidence: 99%

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Collective Organizational Engagement to Enhance Organizational Performance: Case of Indonesia Office Services

Rulinawaty

Darojat

Sudrajat

2022

JKAP (Jurnal Kebijakan dan Administrasi Publik)

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To increase the awareness on the role of employee engagement besides the individual analysis level and a lack of studies focused on the employee’s involvement at the level of organizational, the study aims at investigating the antecedents of COE as mediating variable to increase the organizational performance. The study was conducted for 6 months to enable a deep understanding and evaluation on organizational performance. A non-purposive sampling with purpose sampling technique deployed with multi resources respondent represented organizations method (top manager, middle managers, head department and selected employee). Data analyzed for 380 respondents with Structural Equation Modeling with AMOS 22. Statistical outputs described that the green work design, OCB Organizational Resources, and Innovative Concordance Culture highly considered as the antecedent of COE in developing the organizational performance. The findings also claimed that all hypotheses proposed are accepted. This study strengthens the relationship between the COE and HRM and Enbridge the gaps existed which is informed and extended the area of field research. In another hand, this research contributed on engagement in some ways, such as extending the study on the engagement in the level of organization and provided the solutions secondly, investigating the COE as a main mechanism of the most crucial human resources. This research also developed the antecedents of COE and also highlighted how the top management could strategically increase the performance based on the organizational resources and the leverage the collective engagement continuously pursuit the strategic organizational goals.

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Section: Op (Organizational Performance)mentioning

confidence: 60%

Section: Evidence Of Coe On Organizational Performancesmentioning

confidence: 99%

Collective Organizational Engagement to Enhance Organizational Performance: Case of Indonesia Office Services

Rulinawaty

Darojat

Sudrajat

2022

JKAP (Jurnal Kebijakan dan Administrasi Publik)

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“…For Mercer, this can result in personal change, team groups, and organizations. In the end, human resources are motivated to continue raising service levels (Mudhofar, 2021).…”

Section: Graph 2 Effectiveness Of Academic Services Of Administrative...mentioning

confidence: 99%

Academic Services Based on Minimal Service Standards at AMI Makassar Maritime Polytechnic

Musa¹,

Harifuddin

Rasyidah³

2023

jip

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This study aimed to describe the efficiency of implementing academic services and the effectiveness of educational services based on minimum service standards. This quantitative descriptive study used a survey approach with AMI Maritim Makassar Polytechnic students. Data collection techniques included observations, interviews, and documentation studies. The data analysis technique used frequency tabulation with percentage calculation and a Likert scale measuring instrument. The findings revealed that implementing the minimum standard service was “simple”, with a Likert scale category score of 91.66%, and the “on time” variable had a score of 85%. The variable “openness” had a score of 97.5%. The “effectiveness” variable had a score of 96.6%. The variable “Indiscriminate” had a score of 97.5%. The “efficiency” variable had a 72.5% score. Implementation of academic services based on “Minimum Service Standards” with simple indicators such as “timely, open, not discriminant, efficient, and economical” was categorized as “satisfactory”, and the level of satisfaction with academic services based on the “Minimum Service Standards” among the students was classified as “strongly effective”.

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Performance Allowance, Motivation, Employees’ Work Achievement And Organizational Performance Among Goverment Employees

Cited by 2 publications

References 13 publications

Collective Organizational Engagement to Enhance Organizational Performance: Case of Indonesia Office Services

Collective Organizational Engagement to Enhance Organizational Performance: Case of Indonesia Office Services

Academic Services Based on Minimal Service Standards at AMI Makassar Maritime Polytechnic

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