The Effect of Accountability, Responsibility, Independence, and Fairness on the Performance of Klungkung LPDs

Kepramareni, Putu; Pradnyawati, Sagung Oka

doi:10.32535/apjme.v4i2.1143

Cited by 8 publications

(9 citation statements)

References 1 publication

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Based on interview results, the essential factors of the organizational leadership category are responsibility, integrity, and commitment in BSC implementation at Deputy IV. Kepramareni et al (2021), in their research…”

Section: Discussionmentioning

confidence: 95%

Analysis of Balanced Scorecard Implementation as Performance Management System at Deputy for Law Enforcement – Indonesian FDA

Octaviani

Anggoro

2021

JICP

View full text Add to dashboard Cite

Deputy for Law Enforcement (Deputy IV) is a strategy for strengthening the Indonesian FDA (BPOM) in responding to future law enforcement challenges that have functions and duties of the regulation and comprehensively eliminate crime in the Drug and Food sectors. They required a well-planned strategic plan to carry out their tasks and responsibilities, including a performance management system based on the Balanced Scorecard (BSC) approach. This research aims to evaluate the effectiveness of Balanced Scorecard (BSC) implementation at Deputy IV. The qualitative descriptive methodology was used in this research, analyzing primary data sources obtained through interviews with internal stakeholders. The result shows that there are essential factors on each system performance evaluation category such as integrity, commitment, responsibility, strategy map, key performance indicator (KPI), cascading, valid and balanced measurement, realistic target, individual and objective alignment, cascading, human resources, budgeting process, strategic planning process, data collection, and reporting. The recommendation, Deputy IV must be maintained the essential factors of BSC implementation to improve their future performance. This research is intended to assist public officials as policymakers in strategic planning and performance management evaluation.

show abstract

Section: Discussionmentioning

confidence: 95%

Analysis of Balanced Scorecard Implementation as Performance Management System at Deputy for Law Enforcement – Indonesian FDA

Octaviani

Anggoro

2021

JICP

View full text Add to dashboard Cite

show abstract

“…Transformational leadership theory directs employees to put aside personal interests and prioritize the goals of the company's collective interests. Transformational leaders also tend to engage employees to commit to company goals and are willing to sacrifice personal interests to achieve collective goals (Kepramareni & Pradnyawati, 2021). Past research support the positive influence between transformational leadership and job performance (Prabowo et al, 2018) through work engagement as a mediating variable (Rizka et al, 2022).…”

Section: Mediating Role Of Work Engagementmentioning

confidence: 99%

Linking Transformational Leadership, Compensation, and Employee Performance: The Mediating Role of Work Engagement

Setyawati

Wiwoho

Adi

et al. 2023

JICP

View full text Add to dashboard Cite

This paper aims to examine the effect of transformational leadership and compensation on employee performance. The survey involved as many as 157 employees. The structural Equation Model is used to examine the research model. The statistical analysis tool used to test the hypothesis is Smart PLS. According to hypothesis testing analysis, this research concludes that transformational leadership significantly affects employee performance. However, contrary to the prediction, the result reported that compensation did not significantly impact employee performance. In addition, this study investigates work engagement as a mediating variable. The result showed that work engagement mediates the relationship of compensation with employee performance. Work engagement also significantly mediates the connection between transformational leadership and work performance. This study provides the managerial practice regarding improving employee performance through leadership, compensation and work engagement. Primarily, we recommend that SME leaders be more open and maintain employee development. Besides, compensation as a motivation strategy should be evaluated regarding the impact on employee work engagement.

show abstract

“…Psychological safety provides employees with the flexibility to communicate in the workplace. When employees feel psychologically safe, they can express their creativity, personal opinions, and thoughts related to their work to increase their involvement (Kepramareni & Pradnyawati, 2021). In addition to this involvement, it will encourage high levels of interaction between employees.…”

Section: Psychological Safety and Workplace Friendshipmentioning

confidence: 99%

The Effect of Transformational Leadership on Innovative Work Behavior in SMEs: Test of a Mediating Model

Helmy

Azizah

Purnomo

et al. 2023

JICP

View full text Add to dashboard Cite

In today's advancing small-business competition, SME leaders are forced to build superior and innovative employees to sustain competitive advantages. This study scrutinizes the link between transformational leadership and innovative work behavior by developing a mediating research model. The samples used in this study are 235 employees who work in the SME creative industries in Kebumen. Most of the respondents are working in the design and production divisions in the food, craft and fashion businesses. The analysis model used is the structural equation model (SEM) with Smart PLS software analysis. This study found that transformational leadership significantly affects innovative work behavior. Psychological safety and friendship at work significantly mediate the connection between transformational leadership and innovative work behavior. In addition, this research revealed that psychological safety shares a positive influence on friendship at work. This study provides insight for the transformational leader in the small business context to improve employees' innovative work behavior

show abstract

The Effect of Accountability, Responsibility, Independence, and Fairness on the Performance of Klungkung LPDs

Cited by 8 publications

References 1 publication

Analysis of Balanced Scorecard Implementation as Performance Management System at Deputy for Law Enforcement – Indonesian FDA

Analysis of Balanced Scorecard Implementation as Performance Management System at Deputy for Law Enforcement – Indonesian FDA

Linking Transformational Leadership, Compensation, and Employee Performance: The Mediating Role of Work Engagement

The Effect of Transformational Leadership on Innovative Work Behavior in SMEs: Test of a Mediating Model

Contact Info

Product

Resources

About