the other hand, emphasized that there is no relationship between CSR and firms performance. In addition, Berrone et al. (2009) confirmed that a firm which does not run CSR maximally will not get any positive advantage of CSR on the firm performance. Madueñoa et al. (2015) stated that CSR indicates a very close reciprocal relationship between firm and stakehold ers. Therefore, the relationship of CSR can be mediated by relational capacity to improve the firm performance. The relational capacity can be done through active involvement of a community in CSR programs focusing on environmen tal issues in order to reduce negative effects of the firms' activities and, hence, are beneficial to the community. The CSR practices of manufacturing industries focusing on Abstract. Manufacturing industry contributes to environmental pollution and social cost. Hence, corporate social responsibility (CSR) functions as a way to reduce the effects of corporate activities, to increase longterm performance and stakeholder trust. To increase its effectiveness, this study analyses the mediating role of greenoriented innovation and community participation in implementing the CSR. The study uses simple random sampling to collect 173 respondents from large scale manufacturing firms in Central Java, Indonesia. By using structural equation modeling, the findings showed the significant influence of CSR to the firm performance. The originality of this study concerns the need to involve social and environmental dimensions in applying the ethical program of CSR.
Scholars have focused on exploration concerning issues affecting innovative behavior (IB). Of previous research finding reviews, transformational leadership (TL) is seen as the most influential factor to promote IB in the organization. TL helps followers to have a unique opportunity to develop learning competence and cooperation in improving IB. Besides, knowledge sharing (KS) is also supposed as the main trigger to build IB. Therefore, this study aims to analyze the mediating role of KS in the relationship between TL and IB. 210 postgraduate students in Indonesian private university are determined as samples. Multiple regression analysis by using SPSS software is applied to analyze the data. The results show that TL significantly affects KS and IB. KS further mediates the relationship between TL and IB.
Purpose This paper aims to examine the effect of job motivation and commitment on organizational citizenship behavior (OCB) of Indonesian and Malaysian employees. Organizational and national cultures are introduced as moderators and OCB as a mediator to investigate their relationships in the context of job performance. Design/methodology/approach The sample was drawn from employees using a purposive sampling method. A total of 264 valid questionnaires were obtained from employees. The data were analyzed using regression analysis. Findings The results show that job commitment and job motivation positively affect OCB in Indonesia but not Malaysia. The results also reveal that job motivation affects OCB in both countries. In Indonesia, organizational culture and national culture partially moderate the influence of job commitment and motivation on OCB, except the commitment to the organization's culture. However, roles of these moderators in job commitment and motivation are not evident in Malaysia. The result of this study also shows that OCB affects performance in Malaysia but not Indonesia. Practical implications The results of this study can be used to explore Indonesian and Malaysian employees. Although the culture of these two countries is originated from the same roots which cause many similarities among them, there are differences in terms of OCB and employee’s performance that can affect organizational performance and also ways in dealing business with Indonesian and Malaysian companies. Originality/value This study is one of the first studies to examine cross-cultural dimensions in two Southeast Asian countries. The findings contribute to the current OCB literature by confirming the roles of OCB and culture in the effects of job motivation and commitment on job performance.
Energy is an element that is vital in everyday life. Its use continues to increase along with the increasing demand for energy which is influenced by population growth and economic growth. Until now, energy use is still dominated by the depletion of fossil energy, while its management is still not optimal. Energy planning needs to be done as the basis of a government policy in managing energy in order to realize national energy independence and security. This paper focuses on achieving the use of new and renewable energy according to the target of the National Energy Policy in 2025 in Java Island. Energy planning is carried out using the computable general equilibrium model approach, which is an approach that can illustrate the balance between energy supply and needs. Simulations are made in the green energy scenario by including several key parameters for the year of projections 2016-2025. The simulation results show an increase in the percentage of new and renewable energy use in the energy mix in 2025 by 12%. This explains that the target of National Energy Policy towards the use of new and renewable energy is reached, which is equal to 23%.
This article describes the common characteristics of organizational commitment among professional jobs, such as medical doctors and hospital nurse, that have considerable important roles in creating company relationships with external parties. Those who work in these jobs bridge organizations and consumers on behalf of their companies, and are likely to bring in benefits to the development and achievement of organizational goals on one hand, and contrastly, also could be a harmful impact to the organization on the other hand. This study conceptually outlines the characteristics of organizational commitment among lawyers, accountants, and medical doctors. Results reveal some valuable considerations regarding organizational commitment in these professions.
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