In today’s information-based economy, knowledge is considered as a critical and effective resource for assisting businesses in establishing departmental synergies, accelerating innovation, providing value to customers, and increasing revenue through market growth. Knowledge sharing behavior is defined as individual behavior that pertains to the exchange of information, experience, ideas, and skills with other individuals or groups of people inside an organization in order to enhance the company’s sustainability. The purpose of this study is to analyze and obtain empirical evidence of the factors that influence knowledge sharing behavior, which consists of intention to share knowledge, knowledge sharing self-efficacy and enjoyment in helping others by 297 middle managers in a bank setting. This research is an explanatory research that focuses on the causal relationship among variables. The data were collected through a questionnaire survey and were then analyzed using Structural Equation Modeling (SEM) with the Analysis of Moment Structure (AMOS) program. The results of this study show that knowledge sharing self-efficacy and enjoyment in helping others have positive and significant effect on intention to share knowledge. Furthermore, knowledge sharing self-efficacy, enjoyment in helping others and intention to share knowledge have positive and significant effect on knowledge sharing behavior. The mediation role of intention to share knowledge is also proven to be significant.

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This study proposes that there is relationship between transformational leadership and employee’s voice as well as relational identification as a mediation and proactive personality as a moderator. Structural Equation Modeling was used to analyze data gathered from employees at the Ministry of Law and Human Rights through questionnaires. The findings revealed that transformational leadership has a significant effect on employee’s voice and relational identification; relational identification mediates the relation between transformational leadership and employee voice behavior, and proactive personality will weaken the transformational effect on employee’s voice behavior. This study enriches empirical studies that employee’s voice can represent the opinions and ideas of employees with the presence of relational identification, proactive personality, and transformational leadership in the organization. Furthermore, transformational leadership can build relational identification that is strengthened by a proactive personality so that employees are happy to convey their voices.

A research and developmental study about developing three tier test instrument was carried out to detect students’ conception on cell concept. Students’ pre-conception about cell concept, cell reproduction and gametogenesis are often not in line with scientific concepts. This preliminary study was conducted to analyze the profile of students’ pre-conception about cell reproduction in senior high schools. Modified Borg and Gall’s R&D research design used in this research. Instrument development resulted in three tier diagnostic test in the form of 30 multiple choice test items with its reason and certainty index. To validate the instrument, it was administered towards a number of senior high school students (XI and XII graders) in Bandung. Then the response of the students were quantitatively and qualitatively analyzed. Research findings show that the instrument as product is effective to determine students’ conception, including their misconception. The percentage of misconception found in cell concepts mostly in gametogenesis (17.35%), compared to those who comprehend (27.83%), and not comprehend (54.82%). The results of this preliminary study will then be used for further study in preparing STEM based learning program which will facilitate 12th grade students on conceptual change in cell reproduction, as well as to prevent its misconception.

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