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Journal articles on the topic 'Local commitment'

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Published: 10 December 2022
Last updated: 28 January 2023

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1

Nguyen, Phuong, Jörg Felfe, Insa Fooken, and Ho Thuy Ngoc. "Commitment to a parent company and a local operation." Evidence-based HRM: a Global Forum for Empirical Scholarship 3, no. 2 (August 3, 2015): 181–204. http://dx.doi.org/10.1108/ebhrm-05-2013-0013.

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Purpose – The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci. Design/methodology/approach – Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression. Findings – The results confirmed two distinct commitment foci and revealed that the commitment to the local operation was stronger than the commitment to the parent company for local employees. Remarkably, retention and absenteeism are more driven by local operation commitment than by parent company commitment for the local employees. In contrast, these outcomes are more driven by parent company commitment for the Western expatriates. Working conditions (job autonomy, job variety, transformational leadership and remuneration) positively predicted affective commitment to the local operation for both groups; particularly job variety and leadership were better predictors for local employees than for Western expatriates. Practical implications – The comparison shows effective and specific ways to sustain and reinforce the commitments of each employee group with regard to two foci. This information may help to reduce the rate of turnover intention and absenteeism in MNCs. Originality/value – By using a multifaceted approach, this study provided a comparison of dual organizational commitment for different categories of employees working in MNCs. Second, this study shows that the stronger commitment focus has a stronger influence on related outcomes (i.e. retention and absenteeism). If so, MNCs can focus on reinforcing the selected commitment focus in order to reduce the costs of management. Third, the study has initially pointed out that some work factors exert a specific influence on different commitment foci in the two groups. Controlling these work conditions is recommended to sustain and develop commitment levels of the two groups.
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2

Nguyen, Phuong, Jörg Felfe, and Insa Fooken. "Work conditions as moderators of the relationship between western expatriates’ commitment and retention in international assignments." Evidence-based HRM: a Global Forum for Empirical Scholarship 2, no. 2 (October 14, 2014): 145–63. http://dx.doi.org/10.1108/ebhrm-09-2012-0011.

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Purpose – The purpose of this paper is to first, examine the role of multi-dimensional commitments of western expatriates to a local operation in sustaining retention in international assignments. Second, the study also attempts to investigate the work conditions in which dimensions of local operation commitment are more effective in predicting retention. Design/methodology/approach – Data were collected by questionnaire from 471 western expatriates currently working for the subsidiaries of multinational companies in Vietnam, and from this, five hypotheses were formulated and tested using hierarchical regression, moderated regression analyses and plots of two-way interaction effects. Findings – The results indicated that all three components of local operation commitment (affective, normative, and continuance commitment) positively predicted retention. The findings also revealed that job autonomy, leader support, and remuneration were found as moderators, which increase the effects of the three components of local operation commitment on retention. Practical implications – By understanding and managing the multi-dimensional nature of expatriate commitment to a local operation as well as their working conditions (job autonomy, leader support, and remuneration), multinational companies can reduce the rate of premature return for western expatriates. It is the interaction between local operation commitment and these factors that most positively influences retention. Originality/value – The first contribution of this research is the identification of the important role of multi-dimensional commitments to a local operation in predicting retention. Second, the moderating effects of work conditions found in this study partially explain why the relationship between local operation commitment and retention is reported unstable in previous studies. Therefore, controlling work conditions is recommended to enhance the local commitment-retention relationship.
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3

Volker, Kees. "Local commitment for sustainable rural landscape development." Agriculture, Ecosystems & Environment 63, no. 2-3 (June 1997): 107–20. http://dx.doi.org/10.1016/s0167-8809(97)00006-6.

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4

Winters, Maike, and Helena Nordenstedt. "Ebola: global commitment for local engagement needed." European Journal of Public Health 29, no. 5 (September 26, 2019): 807. http://dx.doi.org/10.1093/eurpub/ckz158.

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5

BYRON, IAN, and ALLAN CURTIS. "Maintaining Volunteer Commitment to Local Watershed Initiatives." Environmental Management 30, no. 1 (July 1, 2002): 59–67. http://dx.doi.org/10.1007/s00267-002-2552-7.

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6

Akai, Nobuo, and Takahiro Watanabe. "Delegation of Taxation Authority and Multipolicy Commitment in a Decentralized Leadership Model." Public Finance Review 48, no. 4 (June 19, 2020): 505–37. http://dx.doi.org/10.1177/1091142120930389.

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This article examines to what extent taxation authority should be delegated to local or lower-level government. Delegation of taxation authority can be regarded as a commitment to the local tax rate ex ante in a decentralized leadership model, in which local governments set policies ex ante and the central government decides transfer policies ex post. Previous papers point out that ex post interregional transfers of the central government distort ex ante regional policies of local governments. However, Silva clarify the case where efficient expenditure by local governments is achieved. This article examines the delegation of taxation authority by extending Silva’s model to include commitment to taxation and generally derives the conditions when efficient public expenditure by local governments can be achieved in relation to the delegation of taxation authority. The model adopted in this article allows various levels of spillovers of local public goods and various types of multipolicy commitments of taxation and/or expenditure.
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7

Sulistyaningsih, Arin, and Rohmad Yuliantoro. "PENGARUH PARTISIPASI PENYUSUNAN ANGGARAN, BUDAYA ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP KINERJA APARAT PEMERINTAH DAERAH DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL PEMODERASI Studi pada Pemerintah Daerah Kabupaten Temanggung." Jurnal REKSA: Rekayasa Keuangan, Syariah dan Audit 4, no. 1 (July 4, 2018): 71. http://dx.doi.org/10.12928/j.reksa.v4i1.41.

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This research is aimed to examine the effect of budget arragement participation, organization culture and leadership style toward local goverment officials performance, with organization commitment as moderating variable on local government of Temanggung. Budget is an effective short tem arrangement, high scale of budget arragement participation,organization culture and leadership style toward local goverment officials performance, and organization commitmen can support budget run well. Populations in this research are local government officials in SKPD Temanggung. Object in this research are head of division, division head, sub-division head and section head, data collection methode in this research with survei and questionaire. Data analysis technique used in this research are double linier regression and moderated regression analysis. The results of this research show that budget arrangement participation and leadership style influence the local government performance, organization commitment can moderate organization culture effect and leadership style toward local government performance, but it can not moderate budget arrangement participation effect toward local government officials performance.
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8

Sharkawi, Nasrudin, Mohamad Sufian Hasim, Hamimah Adnan, Hikmah Kamarudin, and Rostam Yaman. "The Commitment of Local Authority Offices toward Sustainable Energy Practices." IOP Conference Series: Earth and Environmental Science 1067, no. 1 (October 1, 2022): 012025. http://dx.doi.org/10.1088/1755-1315/1067/1/012025.

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Abstract Globally, there is a strong trend among local authority offices towards focusing on energy sustainability. This movement is vital as they faced challenges in managing their assets due to financial constraints and declining resources. This study aims to investigate the commitments of the local authority offices in Malaysia towards sustainable energy practices. The objective of this study was to identify the sustainable energy initiatives implemented within the selected local authorities in Malaysia as a case study. For this research context, ‘the commitment’ refers to the extent of information found concerning sustainable energy initiatives undertaken to manage their assets. Eight (8) semi-structured interviews with FM practitioners representing the eight local authorities from the City Hall and Municipal Council categories were conducted. Generally, the commitment of the local authority offices in Malaysia towards sustainable energy implementation was still at an initial stage, with seven (7) related initiatives identified. However, the introduction of energy-saving techniques, energy-saving technology, energy-saving equipment, and encouraging the involvement of officers and staff in energy-saving was the most significant initiatives identified. Therefore, given this perspective, the proactive role of local authorities is needed towards sustainable energy implementation. Indeed, this organisation have to take the lead in achieving sustainability goal.
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9

Bond, Edward U. "Antecedents of Member Commitment to the Local Church." Journal of Ministry Marketing & Management 7, no. 2 (August 2002): 35–49. http://dx.doi.org/10.1300/j093v07n02_03.

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10

Dougherty, Kevin D., and Mark T. Mulder. "Worshipping Local? Congregation Proximity, Attendance, and Neighborhood Commitment." Review of Religious Research 62, no. 1 (September 27, 2019): 27–44. http://dx.doi.org/10.1007/s13644-019-00387-w.

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11

Puspita Sari, Monica. "The Effect Of Local Government Commitment And Audit Opinion On Disclosure Of Local Government Financial Reports In Indonesia." Journal of Social Science (JoSS) 1, no. 4 (December 15, 2022): 183–93. http://dx.doi.org/10.57185/joss.v1i4.44.

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In this study, the authors are interested in examining how the influence of heads of local government commitment and audit opinions on the disclosure of local government financial statements in Indonesia with the level of public education as a moderating variable. This study used a population of all provinces in Indonesia from 2019 to 2021, totaling 34 samples, according to the criteria needed in this study. This study uses logistic regression analysis with the results of the study that heads of local government commitment has a positive effect on local government financial statement disclosures, and audit opinions have a positive effect on local government financial statement disclosures. The level of education moderation variable can only strengthen the positive influence of heads of local government commitment on local government financial statement disclosures and weaken the positive effect of audit opinions on local government financial statement disclosures.
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12

Sarawati Johar, Siti, Rosman Md. Yusoff, and Fadillah Ismail. "Self-Esteem Impact on Organizational Affective and Normative Commitment." International Journal of Engineering & Technology 7, no. 4.15 (October 7, 2018): 502. http://dx.doi.org/10.14419/ijet.v7i4.15.25764.

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Employees’ commitment cannot be denied contributing to organizational impactiveness. However, commitment can be affected if no emphasis is placed on psychological factors such as self-esteem. This study aims to investigate how self-esteem factor can influence the commitment by testing the impact of self-esteem on employee commitment to the organization. 196 of civil servants serving the Local Authority (PBT) in the southern zone of Peninsular Malaysia were chosen as respondents. Measuring tools used in this study were Rosenberg Self-Esteem Scale (RSES) and Employee Commitment Survey Revised Version (ECS-R). The data was then analyzed using a simple regression analysis in SPSS. The results of the analysis showed that the self-esteem had a significant impact on affective and normative commitment. From the findings, it also shows that there is an influence relevant self-esteem on the two commitments to the organization namely affective and normative commitment. Hence, organizations need to realize that self-esteem is one of the basic toward formation of attitudes, behavior, personality and psychological reactions in the organization. In conclusion, efforts to help reinforce positive self-esteem among employees need to be addressed in the organization..
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13

Sembiring, Lenny Dermawan, Acai Sudirman, and Hery Pandapotan Silitonga. "Dampak Kejelasan Sasaran Anggaran dan Komitmen Organisasi dalam Meningkatkan Kinerja Aparat Pemerintah Daerah Kota Pematangsiantar." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 3, no. 2 (June 19, 2020): 436–45. http://dx.doi.org/10.36778/jesya.v3i2.225.

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The purpose of this research was (1) to test and analyze the influence of the clarity of the budget targets on the performance of local government. (2) to test and analyze the influence of organizational commitment on the performance of local government. (3) to test and analyze the influence clarity of the budget targets and organizational commitment on the performance of local government. Data were obtained from local government Kota Pematangsiantar. The sample used in this study were 46 local government Kota Pematangsiantar, with respondents of 46 head of department in local government Kota Pematangsiantar. The data were gathered using questionnaires and methods used in this research were multiple linear regression analyses. The results showed that (1) clarity of the budget targets has an influence on the performance of local government Kota Pematangsiantar. (2) organization commitment has an influence on the performance of local government Kota Pematangsiantar. (3) clarity of the budget targets and organizational commitment has an influence on performance local government Kota Pematangsiantar.
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14

Sonoda, Shigeto. "Three types of commitment to local activities and the scope for “local initiative”." International Review of Sociology 5, no. 2-3 (July 1994): 132–42. http://dx.doi.org/10.1080/03906701.1994.9971177.

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15

NASIH, MOH. "Pengaruh Komitmen Organisasional terhadap Resistance to Change di Organisasi Sektor Publik." BISMA (Bisnis dan Manajemen) 5, no. 1 (June 4, 2018): 25. http://dx.doi.org/10.26740/bisma.v5n1.p25-32.

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Changes in the organizational environment sometimes is needed and even inevitable. Local government as one of the public sector organizations also deal with the changes. One of the changes faced by the public sector is a change from the cash basis accounting system into accrual basis. This study examines the effect of organizational commitment on resistance to change of local civil servants. The total sample of this study used a total of 77 respondents from one local government in East Java. This study found that higher normative commitment of local government employees, level of resistance to change will be lower. This study didn’t found any effect of afective commitment and continuance commitment to the resistance to change
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16

Whitney, David J., and Michael K. Lindell. "Member Commitment and Participation in Local Emergency Planning Committees." Policy Studies Journal 28, no. 3 (August 2000): 467–84. http://dx.doi.org/10.1111/j.1541-0072.2000.tb02043.x.

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17

Olonade, Zaccheaus O., Kolawole Sunday Ajibola, and Oluwatobi O. Omotoye. "Antecedents of Perceived Job Commitment among Employees of Local Government in Ilesha Metropolis." Quest Journal of Management and Social Sciences 2, no. 2 (December 15, 2020): 225–39. http://dx.doi.org/10.3126/qjmss.v2i2.33272.

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Background: Employee commitment primarily focuses on strong bonds between the organization and its employees. It has massive positive effects on organizations. Investigating the combined influence of the assorted psychological factors like work-family conflict, job stress and self-concept on perceived job commitment among employees of Local Government authority is helpful. Objective: The study investigates the antecedents of perceived job commitment among employees of Local Government in Ilesha Metropolis. Methods: Antecedents of perceived job commitment in this study are work-family conflict, job stress, and self-concept. The study has adopted survey method within a descriptive research design. The objective of the study was to determine the influence of work-family conflict, job stress and self-concept on perceived job commitment. Primary data were used. Data were collected using a structured questionnaire that had five scales in likert scale including personal data. 238 respondents, randomly selected across the three local government areas in Ilesha Metropolis, were used for the study. Only 189 questionnaires were returned, out of which 124 were found to be useful for the study. Results: Three hypotheses were tested and they revealed that self-concept, work-family conflict and job stress jointly have a positive and significant impact on perceived job performance. Furthermore, work-family conflict (β = 0.173; t = 9.119; p<.05), job stress (β = 1.170; t = 7.458; p<.05), and self-concept (β = 0.064; t = 2.444; p<.05) independently predicted perceived job commitment to be at 5% level. Conclusions: The study has found that factors, like work-family conflict, job stress and self-concept, significantly predict the perceived job commitment among employees of local government in Ilesha Metropolis. The finding of the study implies that the antecedents of employee's job commitment are important variables. Governments, employers of labour, human resource practitioners and psychologists need to give more attention to these variables, especially among local government employees and related workforce, for the increase in employee commitment. The study recommends that governments should adopt welfare approaches in tackling issues around work-family conflict, job stress and self-concept to improve employee job commitment. Originality: This article is original and there is no potential conflict of interest.
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Meliana, Meliana. "Utilization of Information Technology and Organizational Commitment to the Reliability of Financial Statements with Internal Control Moderation." Bongaya Journal for Research in Accounting (BJRA) 4, no. 1 (May 7, 2021): 38–44. http://dx.doi.org/10.37888/bjra.v4i1.262.

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This study aims to provide empirical evidence of the influence of Information Technology Utilization on the Reliability of Local Government Financial Reports; the effect of Organizational Commitment on the Reliability of Regional Financial Reports; the moderating effect of Internal Control on the Relationship between Organizational Commitment and the Reliability of Local Government Financial Reports; the moderating effect of Internal Control on the relationship between the Utilization of Information Technology and the Reliability of Local Government Financial Reports. The sample of this research is financial administration officials at SKPD in North Maluku Province and consists of 39 respondents. Hypothesis testing using Partial Least Square (PLS) Program. The study results found that information technology did not affect the reliability of local government financial statements. Meanwhile, Organizational Commitment affects the Reliability of Local Government Financial Reports. Internal Control cannot moderate the effect of the Utilization of Information Technology on the Reliability of Local Government Financial Reports. Internal Control is also unable to moderate the effect of Organizational Commitment on the Reliability of Local Government Financial Reports.
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Anggraini, Sinta, Hermanto Hermanto, and Siti Aisyah Hidayati. "Determinan Akuntabilitas Pengelolaan Keuangan Daerah dengan Sistem Pengendalian Intern sebagai Variabel Moderasi." E-Jurnal Akuntansi 31, no. 8 (August 26, 2021): 1881. http://dx.doi.org/10.24843/eja.2021.v31.i08.p01.

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This study aims to analyze the effect of financial statement presentation, financial statement accessibility, and commitment to financial management accountability moderated by internal control system. The population of this research is 32 OPD, 40 DPRD members, and 20 Mataram City government NGOs. The results show that the internal control system strengthens the presentation of financial statements and commitments, but weakens the accessibility to financial accountability. The implication of this research can provide input for local government to make further policies related to regional financial management. Keywords: Presentation of Financial Statements; Accessibility of Financial Statements; Organizational Commitment; Accountability of Regional Financial Management; Internal Control System.
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20

AKPOLO Rowland Bodiseowei and ODIRI, Vincent, I.O. "Employee Engagement and Organisational Commitment in Nigeria: Does it Matters for Local Government Service Commission?" Journal of Business and Management Studies 5, no. 1 (January 1, 2023): 01–09. http://dx.doi.org/10.32996/jbms.2023.5.1.1.

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In the human resource literature, employee engagement and organisational commitment are very vital elements that propel organizational commitment, hence the need to empirically investigate if employee engagement matters for the organizational commitment of the local government service commission in Nigeria. The study was built on the social exchange and job demand-resources theories. A cross-sectional survey design and a sample size of three hundred and ninety-six (396) employees of the local government service commission were employed. The study used four (4) dimensions of employee engagement such as organizational learning, communication, leadership and job empowerment. Data obtained were analysed using simple percentages, frequency counts and Pearson correlation. The Pearson correlation results indicated that all four (4) dimensions of employee engagement employed in the study had a strong positive and significant relationship with organizational commitment. Impliedly, we contended that employee engagement matters for the organizational commitment of the local government service commission in Nigeria. Among others, it was recommended that the local government service commission should promote an effective learning environment, communication culture, and leadership and empower employees’ in-order to improve staff commitment to the council.
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21

Phillips, Janet F., and Pamela J. Strickland. "Initial Evidence on the Association between Local Government Fiscal Distress and Environmental Protection Programs." Issues In Social And Environmental Accounting 10, no. 3 (September 30, 2016): 45. http://dx.doi.org/10.22164/isea.v10i3.165.

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The purpose of this study is to explore the commitment of local governments to environmental programs when fiscal distress is predicted. We hypothesize that commitment to environmental programs diminishes when the local government is experiencing fiscal distress. The regression model results indicate that local governments with high levels of debt were less likely to I mplement environmental programs and that a larger population and higher revenue are factors directly related to the commitment of local government to environmental programs. Communities that are more populous and less fiscally stressed are more likely to benefit from a local government that implements and sustains environmental programs. These results have implications for the stakeholders of local communities and broader implications for the global effort toward environmental protection and sustainable communities.
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22

Jimenez, Jessica B., Nuevas T. Montes, Jose D. Velez, and Mila Mae A. Caballero. "Organizational Communication in Relation to the Organizational Commitment among Local Government Employees, Panglao, Bohol." University of Bohol Multidisciplinary Research Journal 9, no. 1 (September 15, 2021): 30–56. http://dx.doi.org/10.15631/ubmrj.v9i1.132.

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This study intended to find out the relationship between the level of communication effectiveness and the three dimensions of organizational commitment among the employees of the Local Government of Panglao, Province of Bohol. The research engagement utilized the quantitative method, using a descriptive-normative survey in gathering the data. The inclusion criteria in this particular study were the randomly selected 17respondents of the 30 top management and the 161 of the 370 rank-and-file and job order employees of the Local Government Unit (LGU) of Panglao at 95% confidence level and 5% degree of error. It underwent an ethics review to ensure that the “do-no-harm” was observed in the study’s entire conduct. The result shows that respondents often used the unmediated or interpersonal method in communicating with the higher-ups. The unmediated method of face-to-face is moderately effective. In lateral communication, the unmediated face-to-face and mediated methods of SMS/text messaging are very effective. Furthermore, respondents in all groups have moderate affective, continuance, and normative commitment levels. A significant correlation is found between the level of communication effectiveness on both affective and continuance organizational commitment. However, an inverse correlation between the level of communication effectiveness and normative organizational commitment was found. Although proven repeatedly in research, communication effectiveness and organizational commitment are directly correlated but not always directly correlated. In the context of the study, that term limit affects such. Of the three dimensions of organizational commitment, only the affective and continuance commitment reveals a significant direct correlation with communication effectiveness.
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23

Cafaro, Philip. "Place and Personal Commitment In Teaching Environmental Ethics." Worldviews: Global Religions, Culture, and Ecology 8, no. 2-3 (2004): 366–76. http://dx.doi.org/10.1163/1568535042690727.

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AbstractThis essay, a personal account of teaching environmental ethics, advances two main points. First, focusing on local environmental issues makes for better classes. Teachers can take advantage of local environmental expertise at their institutions and in the wider community; local focus provides a good balance given philosophy's tendency to abstractness; students tend to feel more engaged and excited about the class. Second, environmental ethics classes should spend more time helping students articulate their own ethical positions and showing them how to act upon them. In this way, our classes will better prepare and inspire students to do right by nature.
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24

Kehoe, Robert. "Local initiatives in clinical effectiveness." Advances in Psychiatric Treatment 6, no. 5 (September 2000): 373–79. http://dx.doi.org/10.1192/apt.6.5.373.

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With the arrival of clinical governance, psychiatrists working for the National Health Service (NHS) can no longer work in isolation, and commitment to both clinical effectiveness and continuing professional development (CPD) is expected and likely to become mandatory. Clinical governance gives clinical effectiveness a high priority within NHS organisations, both at primary and secondary care levels, together with clearer lines of accountability.
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25

Still, Wendy S. "A Practitioner’s Perspective on Realignment." ANNALS of the American Academy of Political and Social Science 664, no. 1 (February 18, 2016): 221–35. http://dx.doi.org/10.1177/0002716215606676.

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This article offers a practitioner’s perspective on California’s criminal justice Realignment. Drawing on my direct experience implementing Realignment as the chief probation officer in the city and county of San Francisco, I argue that the San Francisco case illustrates how decarceration can occur without compromising public safety, and I offer a set of lessons for practitioners and policy-makers about how to achieve decarceration despite local political, organizational, and cultural barriers. Specifically, I identify interagency collaboration, investment in community corrections and a commitment to alternatives to incarceration and community engagement with the families of both victims and offenders as key facilitators of decarceration at the local level. I urge observers not to dismiss these lessons as idiosyncratic to San Francisco’s unique locale. Rather, my experience has been that even San Francisco’s exceptionally hospitable local culture is not enough to successfully implement reform; structural arrangements that institutionalize the practical implementation of cultural commitments to reduce reliance on incarceration are required.
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Alimin Azis, Nur, and Rahayu Indriasari. "REVEALING AND BUILDING THE PROFESSIONAL COMMITMENT OF AUDITOR THROUGH LOCAL WISDOM PERSPECTIVE OF THE KAILI COMMUNITY." SEIKO : Journal of Management & Business 3, no. 2 (May 6, 2020): 22. http://dx.doi.org/10.37531/sejaman.v3i2.578.

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This study aims to reveal the professional commitment of auditor in local wisdom perspective of the Kaili ethnic community. Qualitative approaches through data reduction and interpretation are used as data analysis. Source triangulation through the case which related to auditor professional commitment was implemented to get a total comprehension. The elaboration result of auditor professional commitment with the local wisdom of Kaili ethnic indicates that auditor professional commitment will be faded by the individual behaviour which are nevadai, nenavusaka, and nebagiu. In contrary, the auditor professional commitment can be maintained if the auditor adheres to the Kaili’s cultural values of local wisdom in doing good that relates to daily life, namely ane mamate rai nembali, pakadoli gau nemo mabali (to always doing good in life, do not bother it with wickedness), ane raja madago, maria rasi (good favor brings many benefits), belo raporia belo rakava (good deeds will be rewarded with good deeds).
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Gunawan, Hendra, Murdifin Haming, Junaiddin Zakaria, and Asdar Djamareng. "Effect of Organizational Commitment, Competence and Good Governance on Employees Performance and Quality Asset Management." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 8, no. 1 (July 27, 2017): 17. http://dx.doi.org/10.21013/jmss.v8.n1.p3.

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<p>This research aims to examine and analyze the influence of organizational commitment, competence and governance to employee performance and quality asset management at the regional Work Units (SKPD) of The Makassar city government. This research is an explanatory research, by observing cross-section a on the 203 civil servants who work in the 64 Regional Work Units (SKPD SKPD) Government of Makassar, using total sampling as sampling technique. Analysis of Structural Equation Model (SEM) through Analysis of Moment Structures (AMOS) Ver. 18 is used as a data analysis tool. </p>Hypothesis testing results provide evidence that organizational commitment, competence and good governance has a positive and significant effect on employee performance. Organizational commitments have a negative and significant effect on the quality of asset management. The different results shown on the competence, good governance and employee performance are positive and significant effect on the Quality asset management for local Governments. Organizational commitment and competence indirectly significant effect on the quality asset management for local Governments: The mediating role of employee performance. On the other mediator variable testing, good governance indirectly has a significant effect on the quality of asset management: The mediating role of employee performance.
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ODERINDE, Michael Adekunle. "INFLUENCE OF WORKPLACE SPIRITUALITY ON EMPLOYEES’ JOB COMMITMENT: A STUDY OF LAGOS ISLAND LOCAL GOVERNMENT." LASU Journal of Employment Relations and Human Resource Management 3, no. 1 (January 30, 2022): 72–84. http://dx.doi.org/10.36108/ljerhrm/2202.03.0160.

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This study investigated the relationship between workplace spirituality and employees’ job commitment in Lagos Island local government. The study used the descriptive survey research design to select 192 respondents using purposive sampling method. Three hypotheses were tested at 0.05 level of significance using Pearson Product Moment Correlation with the aid of SPSS version 20. Results indicated a strong and statistically significant relationship between the three components of workplace spirituality (meaningful work, inner life, and sense of connection) and three components of employees’ commitment (affective, continuance and normative commitment). Arising from the findings, it was recommended among other things, that Lagos Island local government management should create forums for open discussion on spirituality, values, and rights of employees, and integrate organizational goals and personal goals to increase employees’ commitment. Also, there is need for Lagos Island local government management to put in place policies and procedures towards spiritual freedom which will assist employees develop their true potential and personality. Finally, Lagos Island local government management should indoctrinate workplace spiritual programmes towards organizational commitment into the workforce. By so doing, this will compel workers to be more loyal and committed, thereby rendering more positive services to the third tier of government.
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Baimel, Adam, Coren Apicella, Quentin Atkinson, Alex Bolyanatz, Emma Cohen, Carla Handley, Joseph Henrich, et al. "Material insecurity predicts greater commitment to moralistic and less commitment to local deities: a cross-cultural investigation." Religion, Brain & Behavior 12, no. 1-2 (April 3, 2022): 4–17. http://dx.doi.org/10.1080/2153599x.2021.2006287.

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Dunn, Delmer D., Frank K. Gibson, and Joseph W. Whorton. "University Commitment to Public Service for State and Local Governments." Public Administration Review 45, no. 4 (July 1985): 503. http://dx.doi.org/10.2307/3110035.

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Rahmayanti, K. P. "Local Government Commitment to the Smoke-Free Policy in Indonesia." KnE Life Sciences 4, no. 10 (February 28, 2019): 330. http://dx.doi.org/10.18502/kls.v4i10.3736.

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Norton, Richard K. "Local Commitment to State-Mandated Planning in Coastal North Carolina." Journal of Planning Education and Research 25, no. 2 (December 2005): 149–71. http://dx.doi.org/10.1177/0739456x05278984.

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Dalton, Linda C., and Raymond J. Burby. "Mandates, Plans, and Planners: Building Local Commitment to Development Management." Journal of the American Planning Association 60, no. 4 (December 31, 1994): 444–61. http://dx.doi.org/10.1080/01944369408975604.

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JATMIKO, Bambang, Titi LARAS, and Azidatur ROHMAWATI. "Budgetary Participation, Organizational Commitment, and Performance of Local Government Apparatuses." Journal of Asian Finance, Economics and Business 7, no. 7 (July 31, 2020): 379–90. http://dx.doi.org/10.13106/jafeb.2020.vol7.no7.379.

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Ismail, Ali A., and Ali N. Hussain. "Unit commitment problem solution using Local Attracting Quantum PSO algorithm." IOP Conference Series: Materials Science and Engineering 745 (March 21, 2020): 012008. http://dx.doi.org/10.1088/1757-899x/745/1/012008.

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Bennett, Hadyn. "Employee commitment: the key to absence management in local government?" Leadership & Organization Development Journal 23, no. 8 (December 2002): 430–41. http://dx.doi.org/10.1108/01437730210449320.

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Zahran, Sammy, Samuel D. Brody, Arnold Vedlitz, Himanshu Grover, and Caitlyn Miller. "Vulnerability and Capacity: Explaining Local Commitment to Climate-Change Policy." Environment and Planning C: Government and Policy 26, no. 3 (June 2008): 544–62. http://dx.doi.org/10.1068/c2g.

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Pugel, Kimberly, Amy Javernick-Will, Muhammed Mussa, Lemessa Mekonta, Desta Dimtse, Martin Watsisi, Angela Huston, and Karl Linden. "Pathways for securing government commitment for activities of collaborative approaches." Journal of Water, Sanitation and Hygiene for Development 12, no. 3 (February 9, 2022): 258–70. http://dx.doi.org/10.2166/washdev.2022.183.

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Abstract Decentralization in many African countries makes local governments responsible for water, sanitation, and hygiene (WASH) service provision. Yet service provision is complex and requires concerted inputs from many actors, thus local governments are increasingly collaborating with internal and external stakeholders. These ‘collaborative approaches’, which bring together diverse stakeholders to solve complex problems facing service delivery, have been found to strengthen service provision when they obtain support and commitment from local government decision makers. However, the ways to obtain this commitment remain understudied. This cross-case comparative study investigated how collaborative approaches in Ethiopia and Uganda obtained government commitment for their activities. Results draw upon experiences of 13 cases where sufficient commitment either was or was not gained. Deep case knowledge of the research team, aided by Qualitative Comparative Analysis, revealed that the collaborative must (a) be seen as legitimate and credible, (b) align activities within government mandates, and (c) demonstrate the value of the activities to decision-makers. Together this strategy provides a reliable way for collaborative approaches to secure government commitment for their activities. Notably, the results also show that commitment can be obtained even amidst turnover and political dynamics.
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Jacobsen, Rebecca, Rachel White, and Sarah Reckhow. "Cultivating political powerhouses: TFA corps members experiences that shape local political engagement." education policy analysis archives 24 (February 7, 2016): 18. http://dx.doi.org/10.14507/epaa.24.1924.

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In recent years, Teach for America (TFA) has invested in developing corps members as leaders. Although TFA asks corps members for a two-year commitment, TFA celebrates the achievements of alumni who have gone on to careers in politics, public policy, and advocacy. Thus, many community leaders see the arrival of TFA corps members as having a greater impact than just inside the classroom. While expectations for corps members are often high both from TFA and from the communities they serve, we seek to understand whether and how corps members become actively engaged in the broader political life of their placement city. Do corps members find the city fertile with opportunities to solve problems and engage in civic and political life? Or will these corps members leave their placements, viewing the political and educational challenges as intractable due to larger city politics? Using data from a panel study of 2012 corps members in four mid-sized city TFA placement sites, this study examines how attitudes towards and engagement with local politics shift as a result corps members’ experiences. Our research indicates that commitments to local politics shift significantly. While some corps members report an increased commitment to local politics, a sizable group actually becomes less enthusiastic and involved. These shifts appear to be related to the perceived openness of the local political arena to newcomers, one’s teaching placement and the local actions of TFA spin-off organization Leadership for Educational Equity (LEE).
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Kuiken, Andrea, Robert Wentrup, and Roger Schweizer. "Attitudinal commitment in firms’ de-internationalization processes." Multinational Business Review 28, no. 4 (August 13, 2020): 567–88. http://dx.doi.org/10.1108/mbr-11-2019-0154.

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Purpose This paper aims to examine the de-internationalization process to determine how different forms of attitudinal commitment influence the de-internationalization process. Design/methodology/approach Because of the exploratory nature of the study, a case study design is used. Two cases of Swedish companies, which de-internationalize from the French market, are studied. Findings Different commitment profiles influence the de-internationalization process. In particular, a general commitment profile, in which affective, normative, instrumental and continuance commitment play a role, influences the timing of de-internationalization, while the effort directed toward the execution of de-internationalization is mainly influenced by normative commitment and the extent of de-internationalization mainly by instrumental commitment. Research limitations/implications By offering three propositions regarding the four types of commitment and the effects of these commitment types on the process of de-internationalization, the authors contribute to the literature on de-internationalization and the commitment literature. Practical implications The findings suggest that there is a risk that managers continue to commit resources to a market for a longer period without clear benefits because of affective and continuance commitment. As local employees persist in committing to the local market because of continuance commitment, offering viable alternatives reduces commitment to the foreign operations. Originality/value Distinguishing between different types of commitment, the paper builds on a more fine-grained typology of commitment than previous internationalization literature. Thereby, the paper opens up for new insights in the de-internationalization process.
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Almi, Fadlina, Erlina dan, and Khaira Amalia. "Analysis of Factor Affecting Budget Absorption of the Local Government Organizations in Asahan Regency." International Journal of Research and Review 9, no. 8 (August 18, 2022): 371–82. http://dx.doi.org/10.52403/ijrr.20220829.

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This study aims to evaluate and analyze whether budget planning, budget execution, quality of human resources, organizational commitment, the process of procurement of goods/services, and bureaucratic reform affect budget absorption. The population of this study were 31 Regional Apparatus Organizations (OPD) in Asahan Regency. The sampling technique used is purposive sampling, namely the Head of Regional Apparatus Organizations as budget managers, Head of Sub-Division of Finance and Commitment Making Officers in Regional Apparatus Organizations as many as 93 (ninety-three) respondents. This study uses primary data. The data analysis method used is multiple linear regression analysis using Statistical Product and Service Solution (SPSS) software. The results showed that budget planning, the quality of human resources, organizational commitment, and the procurement process of goods/services had a positive and significant effect on budget absorption. Budget implementation does not affect budget absorption, and bureaucratic reform negatively and significantly affects budget absorption. Other results of budget planning, budget execution, quality of human resources, organizational commitment, the procurement process of goods/services and bureaucratic reform simultaneously have a positive and significant effect on budget absorption. Keywords: Budget Planning, Budget Execution, Quality of Human Resources, Organizational Commitment, Goods/Services Procurement Process, Bureaucratic Reform, Budget Absorption
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Ciaramitaro, Bridget, and Shirley Fiske. "MSAPA, A Local Practitioner Organization." Practicing Anthropology 13, no. 3 (June 1, 1991): 3–5. http://dx.doi.org/10.17730/praa.13.3.00250kn8n18157u7.

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This collection of articles from a local practitioner organization (LPO) results from a commitment by the Society for Applied Anthropology to encourage the viability and visibility of LPOs. SfAA and LPOs felt that Practicing Anthropology was an appropriate vehicle for exposure, and invitations were extended in 1989 to all LPOs to write about their organization, their members, and their work in order to share information and ideas with other practitioners and applied anthropologists.
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Enaifoghe, Andrew Osehi, and Cotties Toyin Adetiba. "Understanding Dynamic Engagement of Community in Local Governance, Enhancing Grassroots Development in South Africa." Journal of Social and Development Sciences 10, no. 1(S) (April 23, 2019): 22–32. http://dx.doi.org/10.22610/jsds.v10i1(s).2808.

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The discourse on "Community engagement and commitment” is a critical subject that requires the interest of individuals within communities to fully participate in activities that address community needs. A meaningful citizen engagement reaches out beyond physical inclusion to incorporate the generation of thoughts and deliberations. In addition, it includes the commitments to leadership process in decision-making and the involvement of community members in the administrative responsibility. Among the elements that propel individuals to take an interest to participate in local governance need to assume a functioning role in bettering their very own lives, satisfying social or religious commitments feeling a need for a sense of community, and other quantifiable benefits. This study conceptualizes what community engagement, models, and frameworks is about and that can be used as a guide, to inspire communities in meeting various challenges relating to their interest in participation and cooperation. The study does not claim to cover all the accessible and significant human sociology on public cooperation literature. Qualitatively, the study gave an outline of the basic ideas that shed light on community participation, cooperation and commitment to duty and responsibility. As the study adopted a qualitative approach, mostly secondary source was consulted to address the research question. The findings show that the instrumental way to deal with citizens’ concerns, with attention to results and adequacy is considerably more far-reaching than the more transformative method. Furthermore, people ought to review challenges related with gathering politicization of improvement and participatory structures, the absence of responsibility towards organizing community interest, the absence of limit capacity among partners, poor access to data or information, and inability to perceive and work intimately with community-based associations. It was then recommended that the community and different partners take part in the discussions that prompted the last record, as this is required by the South African Municipal Structures Act.
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Laila, Rabina, and Ermawati. "Performance Measurement in Local Government: Institutional Factors." Journal of Social and Development Sciences 12, no. 2(S) (October 29, 2021): 35–44. http://dx.doi.org/10.22610/jsds.v12i2(s).3208.

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The purpose of this research is to give empirical evidence of the impact of management commitment, resources, legislative mandate, management innovation, and reward/incentive on performance measurement. This research data was collected through a Google Form, in which 64 questionnaires were sent to the Head of the Planning Subdivision and their staff in each of the Regional Apparatus Organizations in the South Tangerang City Government. With the technique used, census sampling, this study took a quantitative approach employing non-probability sampling. Structural Equation Modeling (SEM) using PLS version 3.0 was used to evaluate the data. Management commitment and legislative mandate have a considerable impact on performance measurement. Meanwhile, resources, management innovation, and reward/incentive do not. This study has implications for local governments in terms of describing how performance measurement is carried out based on institutional factors, as well as making recommendations for improving local government performance measurements in the future to make them more reliable, effective, and efficient.
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Istikhoroh, Siti, and Yuni Sukamdani. "Optimize the Role of Commitment of Employees in Improving Accountability Office Report on Local Government Budget." International Journal of Economics and Finance 9, no. 12 (November 13, 2017): 116. http://dx.doi.org/10.5539/ijef.v9n12p116.

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This study aims to analyze the factors that affect employee commitment so that its role in improving the accountability of budget reporting can be optimized. The study was conducted on 20 units of East Java Provincial Government Office in 2016. Data were collected by giving questionnaires to 268 respondents and analyzed using multiple linear regression method. Researchers establish organizational learning and locus of control as a variable that affects the commitment of employees. The results of the analysis prove that employee commitment can be optimized through organizational learning process with indicators in the form of thinking systems, mentality, personal skills, teamwork, and understanding of the vision of the organization. Meanwhile, locus of control measured by internal control and external control proved unable to increase employee commitment.
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Berg, Brennan K., Michael Hutchinson, and Carol C. Irwin. "Prioritizing Local Sport Activities: Determining Organizational Commitment to an Innovative Swimming Program." Case Studies in Sport Management 5, no. 1 (2016): 53–63. http://dx.doi.org/10.1123/cssm.2015-0066.

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This case study illustrates the complexity of decision making in public organizations, specifically highlighting the public health concern of drowning disparities in the United States. Using escalation of commitment theory, students must consider various factors in evaluating the overextended commitments of a local government in a complicated sociopolitical environment and with vital public needs that must be addressed through a local parks and recreation department. Facing a reduction in allocated resources, the department director, Claire Meeks, is tasked with determining which programs will receive higher priority despite the varied feedback from the management staff. To ensure students are provided a realistic scenario, this case offers a combination of fictional and real-life events from Splash Mid-South, an innovative swimming program in Memphis, Tennessee. Students must critically evaluate not only the merits of the swimming program, but the other sport, recreation, and parks programs that also merit an equitable share of the limited resources. Therefore, students are placed in a decision-making role that is common to managers of both public and private organizations. This case study is appropriate for both undergraduate and graduate sport management courses, with specific application to strategic management, organizational behavior, and recreation or leisure topics.
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Smith, Garry, and Ingo Koernicke. "Local Environmental Risk Assessment as a Sustainability Education Tool." Australian Journal of Environmental Education 20, no. 1 (2004): 129–36. http://dx.doi.org/10.1017/s0814062600002366.

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AbstractExperience in Australia has demonstrated that problems arise when sustainability requirements appear to conflict with individual development rights or local lifestyles. Community partnering between government and the public is therefore of fundamental importance in working towards sustainable development. Unfortunately genuine partnering is only rarely achieved today, and consultation is a poor working alternative.Research at Sutherland Shire Council has concluded that citizens are prepared to undertake genuine partnering, including personal involvement in understanding and initiating lifestyle changes. However such willingness is subject to being provided with adequate information and with a genuine government commitment to take action.The paper describes a local environmental risk assessment procedure which successfully informs citizens about local risks and which demonstrates government commitment to openness and facts-based sustainability planning.
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Plac, Klaudia. "Climate as an area of strategic intervention in urban development." Biblioteka Regionalisty 2020, no. 20 (2020): 109–23. http://dx.doi.org/10.15611/br.2020.1.09.

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EU policies currently place significant emphasis on the commitment to ensure climate neutrality. A substantial role in these efforts is to be played by cities and local communities. This paper seeks to fill the gap in the research on the strategic commitment in Polish cities regarding the climate issue. This study has two purposes. It aims to highlight the key fields of local authorities’ climate commitment and also ascertain the extent to which climate is approached as an area of strategic intervention in major Polish cities. The research shows that the matter of climate is viewed in a very narrow sense, with the local authorities’ commitment usually being dedicated to a few areas of intervention. The analysis points to three generations of strategic documents and shows that cities are more likely to address climate issues if they are significantly exposed to climate and climate-induced risks and extreme weather events. It is evident that urban development strategies in Polish cities follow EU policies and their commitment rarely surpass the scope of intervention detailed in these policies or mainstream concepts of urban governance and urban planning
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Sunaryo, Sinto, Hunik Sri Runing Sawitri, Joko Suyono, Lilik Wahyudi, and Sarwoto. "Flexible work arrangement and work-related outcomes during the Covid-19 pandemic: Evidence from local governments in Indonesia." Problems and Perspectives in Management 20, no. 3 (September 22, 2022): 411–24. http://dx.doi.org/10.21511/ppm.20(3).2022.33.

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The Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.
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Afifah, Nur, and Ilzar Daud. "Strategic Leadership Style and Commitment to Service Quality on Services Innovation in Local Enterprise Water Services." GATR Journal of Management and Marketing Review (JMMR) Vol. 3 (3) Jul-Sep 2018 3, no. 3 (September 29, 2018): 143–48. http://dx.doi.org/10.35609/jmmr.2018.3.3(6).

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Objective - This study explores and examines the theoretical framework regarding the influence of strategic leadership styles that include transformational leadership style and transactional leadership styles as well as their influence on commitment to service quality and how leadership style influences service innovation in local enterprise water services. Methodology/Technique - The number of respondents in this study were 120 employees who were selected using a purposive sampling method and were represented by each section relating to the task of serving customers. Structural Equation Modeling (SEM) is used to analyze the research data. Findings - The results show that transformational leadership style has an influence on commitment to services quality and service innovation. Novelty - Likewise, the transactional leadership style affects commitment to services quality, but it does not affect service innovation. Type of Paper: Empirical. Keywords: Transformational and Transactional Leadership Style; Commitment to Service Quality (CSQ); Service Innovation (SI). JEL Classification: M10. M11. M19
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