Motivation and Organizational Culture on Performance with Self-efficacy Mediation

The study aims to determine firstly the direct effect of motivation on performance,secondly the indirect effect of motivation on performance mediated by self efficacy, thirdlythe direct influence of organizational culture on the performance, and lastly the indirectinfluence of organizational culture on performance mediated by self-efficacy. The subjectsof this study are 60 women from the group of cashew producer. Hence, the samplingtechnique uses Census and the data collection method uses semi-structured interviews andquestionnaires. The data analysis uses Simple Linear Regression and Path Analysis. Basedon the data processing results, it shows: 1) the direct effect of motivation on the performanceare at 0,287; 2) the indirect effect of motivation on performance mediated by self efficacyare at 0.440; 3) the direct effect of organizational culture on the performance are at 0,260;and 4) the indirect influence organizational culture on performance mediated by selfefficacymediated are at 0.426.Therefore, it can be concluded that self-efficacy can help in overcoming the existingproblems in the organization, because self-efficacy encourage the efforts to improveperformance. Within strong, dynamic, and positive motivation and organizationalculture, one's performance will definitely increase and shows good progress

Politicians’ Motivation, Political Culture, and Electoral Competition

We study electoral competition among politicians who are heterogeneous both in competence and in how much they care about (what they perceive as) the public interest relative to the private rents from being in office. We show that politicians’ incentives to behave opportunistically increase with politicians’ pay and with polarization of policy preferences. Moreover, politicians may have stronger incentives to behave opportunistically if other politicians are more likely to behave opportunistically. A political culture may therefore be selfreinforcing and multiple equilibria may arise. Lastly, we show that the mere probability that politicians care about the public interest enables opportunistic politicians to damage the reputation of their competitors. Consequently, efficient policies may be reversed.politicians’ motivation, politicians’ pay, political culture, electoral competition, coalition governments, reputation bashing

Study on Employee Motivation in Indonesia: Does culture really matter?

The objective of the study is to investigate and analyze the influence of culture on motivation. The research is expected to answer the importance question: Are motivations influenced by national culture? It is generally accepted that motivation is considered to be universal until Hofstede (1980:42) published the seminal work: Culture’s Consequences: International Differences in Work Related Value in 1980. Hofstede’s work is the most popular in cross culture management studies so that his framework in national culture will be used in this research. The study is completed by using survey method. The respondents are 108 managers of HRM from the listed companies of Indonesia Stock Exchange (IDX) 2008/2009. Modified Value Survey Module (VSM) 1994 developed by Hofstede is used to analyze the new scores of culture’ dimension comparing the scores done by Hofstede almost 30 years ago. The results indicate that the national culture dimensions tend higher for masculinity (74), lower for power distance (66), lower for collectivism (27) and low on uncertainty avoidance. When the results are compared to Hofstede’s findings in 1983, they indicate those two dimensions i.e. collectivism and power distance is relatively unchanged (stable). However, masculinity-feminity and uncertainty avoidance dimension tend to change toward higher score. By using the new scores of dimension of national culture, some proposition on motivation is developed

Musical Motivation: Towards a model synthesising the research

This article explores motivation to participate in music making activities. It examines historical and current theories of motivation and sets out a model describing the way that the characteristics of the individual including, personality, self-concept and personal goals interact with the environment to influence motivation and subsequent behaviour. The environment may include culture and sub-cultures, society, time, place, institutions, family and peers and the rewards and punishments that these offer. The article then explores research relating to motivation to actively participate in music. This supports the notion that musical motivation is determined by complex interactions between the individual and the environment within which they find themselves. The article concludes with a consideration of directions for future research

Employee motivation and organizational impact of innovation on employee satisfaction

Work motivation, like all motivational processes, is also subject to change as a function of the external forces that comprise an individual’s world. Recent advances in work motivation offer a plethora of opportunities for scientists and organizational practitioners interested in the understanding, prediction, and remediation of issues pertaining to how, why, and when individuals engage and invest attention, energy, time, and other personal resources in their work. The future of many businesses depends upon their ability to innovate. The company culture and leadership are the two prominent barriers to innovation. If a company's culture isn't set-up to accept new ideas and creative contributions from its staff then inventions will be unable to break through to the marketplace. The organization may be structured so that the development of an innovation is more challenging than at another business. This confining structure can be physical or, alternatively, systemic in terms of the company's culture. Motivation and commitment of workers, professionals and managers are being increasingly realized as critical factors for the company success.Employee motivation, innovations, management systems

Exploring Culture-Specific Learning Styles in Accounting Education

Purpose – The purpose of this paper is to review whether culture affects accounting students’ learning processes to identify practical guidance for accounting educators facing a culturally diverse classroom. In spite of a significant literature thread in accounting education on student learning, relatively, little emphasis has been placed on culture-specific learning differences. The literature gap is particularly acute with respect to practical culture-specific guidance for accounting educators. This paper is organized along three primary inquiries into the role of culture in accounting education: first, do we know if culture impacts learning? Second, how much do we know about culture-specific learning styles in the accounting field? Third, what implications do culture-specific learning styles carry for accounting educators? Design/methodology/approach – Initially, the author surveys culture-specific learning styles literature, after which a more in-depth analysis of accounting-specific literature is conducted. The author then provides a synthesis of the literature followed by a discussion of the implications for accounting educators. Findings – Culture-specific learning styles carry several implications for educators such as problems associated with overloading short-term memory, the importance of prior experience and the role of visual prompts and motivation among students and educators. Research limitations/implications – It is an opportunity for accounting educators to explore practical teaching techniques that address differences in learning styles that result from culture. Practical implications – Culture-specific learning styles carry several implications for educators. Problems with culture may ultimately be associated with overloading short-term memory. Likewise, prior experience is an important aspect of culture-specific learning and should be recognized by accounting educators. Last, not all motivation need be sourced from the student, and instructors may explore the role of visual prompts when teaching international students. Originality/value – This paper highlights the importance of culture-specific learning styles research in accounting education and the need for accounting educators to carefully consider cultural implications, as international accounting education standards are pursued. The dearth of research into culture-specific learning styles in accounting education is addressed

Strategies for promoting autonomous reading motivation: a multiple case study research in primary education

It is important to reveal strategies which foster students’ reading motivation in order to break through the declining trend in reading motivation throughout children’s educational careers. Consequently, the present study advances an underexposed field in reading motivation research by studying and identifying the strategies of teachers excellent in promoting fifth-grade students’ volitional or autonomous reading motivation through multiple case study analysis. Data on these excellent teachers were gathered from multiple sources (interviews with teachers, SEN coordinators, and school leaders; classroom observations; teacher and student questionnaires) and analysed. The results point to the teaching dimensions of autonomy support, structure, and involvement – as indicated by self-determination theory – as well as to reading aloud as critical strategies to promote students’ autonomous reading motivation in the classroom. A school culture supporting students’ and teachers’ interest in reading is also an essential part of reading promotion. The theoretical and practical significance of the study is discussed

410 Romanian Managers’ Opinion Regarding the Place and Role of the Organizational culture in the Sustainable Development Management

In the sustainable development management, the following important elements are present and operate: rules of conduct, values, aspirations and expectations, beliefs, specific myths, learned behavior patterns, habits, visible symbols of the company, motivation / reward systems, rights and obligations, components of the organizational culture. These generate the way the activities of sustainable development are structured. The organizational culture influences the sustainable development at the economic, social and environmental level. It contains sustainable values for change, oriented towards the sustainable development management.organizational culture; sustainable development management; the determinants of the organizational culture; human capital; organizational culture dimensions.

PENGARUH KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP MOTIVASI KERJA DAN DAMPAKNYA PADA KINERJA PANITIA PENGADAAN BARANG DAN JASA DI RUMAH SAKIT PARU Dr.H.A.ROTINSULU

The study was backed by the low budget and there is a realisation of procurement through auctions that are not fulfilled due to time. The purpose of this research is to know how competence, organizational culture, motivation and work performance as well as how much influence motivation towards work competencies, the influence of organizational culture on work motivation, competence and influence organizational culture with respect to the motivation of working as well as the influence the motivation of working against the performance of the Committee for the procurement of goods and services in the Hospital of pulmonary dr.H.A.Rotinsulu. Type of this research is descriptive research method in combination with the verifikatif model of concurrent embedeed, where menggambungkan quantitative methods and qualitative methods as primary as a secondary method. The collection of quantitative data using questionnaires to respondents with a total sample of 30 people.While qualitative data with interviews on the Committee which has been training and working in the procurement of more than one (1) year. The analysis begins by conducting test validity and reliability to then proceed with path analysis. Variables examined is competence, organizational culture, motivation and work performance. The results showed that the responses of the respondents about the competencies of 53% and categorized quite well, organizational culture 55,56% and categorized quite well, work motivation of 56,62% and categorized quite well as well as the performance of 56% and categorized quite well. Competence significantly influence on motivation of 34.76%. Organizational culture significantly affect the Motivation of% 23,24. Competence and organizational culture impact significantly on the motivation of 58%. Significantly influential work motivation on performance of 51.4% and 48.6% are affected by other variables. Key words: Competences, organizational culture, motivation and Work performance