A methodology for maintaining trust in virtual environments

The increasing interest in carrying out business in virtual environments has resulted in much research and discussion of trust establishment between the entities involved. Researchers over the years have acknowledged that the success of any transaction or interaction via the virtual medium is determined by the trust level between trusting agent and trusted agent. Numerous publications have attempted to address the various challenges of assigning a trust level and building trust in an interacting party. However, the building and allocating a value of trust is neither easy nor quick. It involves high cost and effort. Hence, the ensuing research challenge is how to maintain the trust that has been established and assigned. Due to the dynamic nature of trust, the trust evolution, and the fragility of trust in virtual environments, one of the most pressing challenges facing the research community is how trust can be maintained over time. This thesis is an effort in that direction. Specifically, the objective of this thesis is to propose a methodology for trust maintenance in virtual environments which we term “Trust Maintenance Methodology” (TMM). The methodology comprises five frameworks that can be used to achieve the objective of trust maintenance.In order to achieve the aforesaid objective, this thesis proposes a: (a) Framework for third party agent selection, (b) Framework for Formalization and Negotiation of service requirements, (c) Framework for Proactive Continuous Performance Monitoring, (d) Framework for Incentive Mechanism, and (e) Framework for Trust Re-calibration.The framework for third party agent selection is used for choosing and selecting a neutral agent who will supervise the interaction between two parties. This is the first step of our methodology. The neutral agent is involved throughout the course of the interaction between two parties and takes a proactive-corrective role in continuous performance monitoring. Once both parties have chosen a neutral agent, they carry out a formalization and negotiation process of their service requirements using our proposed framework. This is in order to create an SLA which will guide the interaction between two parties. The framework for proactive continuous performance monitoring then can be used to evaluate the performance of both parties in delivering their service based on the SLA. If a performance gap occurs during the course of transaction, the third party agent will take action to help both parties close the performance gap in a timely manner. A key salient feature of our continuous performance monitoring is that it is proactive-corrective. Additionally, we design a framework for providing an incentive during the course of interaction to motivate both parties to perform as closely as possible to the terms of the mutual agreement or SLA. By the end of the interaction time space, both parties will be able to re-assess or re-calibrate their trust level using our proposed framework for trust re-calibration.Finally, in order to validate our proposed methodology, we engineered a multi-agent system to simulate the validity of the TMM. Numerous case studies are presented to elucidate the workings of our proposed methodology. Moreover, we run several experiments under various testing conditions including boundary conditions. The results of experiments show that our methodology is effective in assisting the parties to maintain their trust level in virtual environments

A QUALITATIVE STUDY OF CREATIVE LEADERSHIP AND SCHOOL PERFORMANCE

The success of school performance is influenced by teachers and staff performance, whereas teacher and staff accomplishment is affected by principals’ leadership styles. This paper aims to observe principals’ ideal  leadership  styles  and  their  impacts  on  school  performance and staff performance. This study used qualitative method with phenomenological approach. The object of the study was principals’ leadership styles which were perceived by administration staff and teachers. 30 interviewees were involved in this study which consisted of 5 principals, 20 teachers, and 5 school staffs. Based from the data, this study found that creative leadership was perceived as the best style to manage good relationship within school staffs. Morever, there were five basic foundations of leadership behaviours that could be used to intervene leadership styles. The principal encouraged staff creativities through reflection of principal behaviors such as, being role models, commitment building, striving to accomplish vision and mission together .Keywords: Creative leadership, school performance, teacher and administration staf

TRIPLE PSYCHO-ORGANIZATIONAL SUPPORTS FOR CHANGE MANAGEMENT PROCESS

Abstract: In this ever-changing era, organizations are required to be able to answer new challenges that will emerge such as globalization, rapid flow of information and rapid technological developments, resulting in increasing demand for quality employees. This forced the organization to be able to manage existing human resources properly and effectively in order to be able to keep up with the flow of change. Therefore, every organization will try to increase the commitment of its employees, especially the commitment to change. Employees are required to have a high commitment in dealing with change and have behaviors that support change, so that they are in accordance with the changing times and demands of the community, so that the organization can still exist and not be abandoned by its users. This study aims to develop a model to find out how to encourage individual behavior support to change by increasing individual commitment to change within an organization. Change oriented leadership, employee adaptability and the internalization of organizational values which we termed as three psycho-organizational supports are indicated as important antecedents to commitment to change, which in turn will encourage individual behavior to support to change. Research Methods: Data was collected from 116 respondents as employees in Statistical Bureau Province, Indonesia. The analytical method uses SEM (Structural Equational Modeling) to test the hypotheses. Sobel Test is used to test the effect of mediating variables in the model. Finding: Behavior to support change is strongly influenced by individual commitment to change, the higher the individual's commitment to change, the more they will encourage the individual to have behaviors that support change. While individual commitment to change is influenced by several factors such as change-oriented leadership, employee adaptability and organizational values. These three factors have a positive and significant influence on individual commitment to change. Keywords: Change-oriented leadership; employee adaptability; organizational values; commitment to change; behavior to support to change

A MODEL FOR SUSTAINABLE COMPETITIVE ADVANTAGE IMPROVEMENT OF BATIK SMEs AT CENTRAL JAVA PROVINCE AND DIY (SPECIAL REGION OF YOGYAKARTA)

The availablity of Information technology in IR 4.0 demands the ability of SMEs to build a culture to foster competitiveness. This study aims to test a model to improve Sustainability Competitive Advantage based on Innovation Culture, Adaptation Capability and IT Adoption. This type of research uses explanatory research, to test the proposed hypothesis. Data was collected from 106 Batik SMEs owner of Central Java and Yogyakarta through a questionnaire and analysis using SmartPLS. The results shows that SMEs need to strive for the development of an Innovation Culture, in the form of creating new product and services and finding new market opportunities for running their business. Innovation Culture is useful for fostering adaptability in the form of creating change, focusing on services, and developing knowledge. The Innovation Culture that has been formed also has an impact on the ability to apply information technology, namely relative advantage, adaptability, and practicality. Adaptation Capability and Technology Information Adoption that has been formed in SMEs, can help to increase Competitive Advantage so that it continues, marked by increased cost reduction, differentiation and quality. Keywords: sustainable competitive advantage, innovation culture, adaptation capability, technology information adoptio

The effectiveness of directing optional activities as capital for small and medium enterprises based on digitalization in the crisis

Purpose: This study aims to increase and direct the capital owned by SMEs so that they are able to survive in crisis conditions.   Theoretical framework:  During the covid-19 crisis, companies sought innovative ways to survive. They must utilize inter-business networks, select productive activities, and adjust their marketing strategies. Agents of artificial intelligence have been utilized as a "creative class" (public knowledge). All SMEs are unprepared for the first time in economic history to adapt to the COVID-19 pandemic crisis. Therefore, SME managers must learn from COVID-19.   Design/methodology/approach: Qualitative descriptive approach was used aims to direct choice activities with individual performance in groups, data collection techniques with surveys.  The research is focused on 300 small and medium-sized enterprises (SMEs) in five industrial areas in Central Java (Semarang, Pekalongan, Tegal, and Brebes) that are directly affected by the COVID-19 pandemic crisis.   Findings: The findings prove that the social aspects of the company, innovation and training are significant and positive sustainability factors. So far, there have been no fundamental changes made by SME owners to manage their business. still with the old concept with dogma that has been inherited from its predecessors by looking at what has been done in the past.   Research, Practical & Social implications: Further research needs to be studied more deeply about the dimensions of Directing Creativity choice in the micro and large sectors, the impact of leadership needs to be studied if this variable is included in further research.   Originality/value:  The results of the study indicate that the first creative SMEs are able to survive the crisis, the second SMEs have sustainable programs and the third are innovative SMEs

Human Value Development of Salesteam: An Effort to Strengthen Shari’a Insurance Institution

This study aims to build a sales team value improvement model through customer engagement value and jama’ah-oriented leadership in Sharia Insurance.  A total of 187 respondents were involved in this study. Data were collected through a questionnaire and analyzed by using SmartPLS. The results showed that jama’ah-oriented leadership strengthened the influence of customer engagement value on human value development, both values of asking and helping others.  This study's results have implications for applying social capital theory as the root of relational capital. The results of this study are expected to strengthen human resources quality in sharia insurance as part of the Islamic Financial Institution. The sales team is important in delivering the product or service’s value to customers. A salesperson with an orientation to building customer engagement and peer engagement will consider customers and colleagues as brothers in Islam. With this value, the salesperson will strive to advance themselves, give well to consumers and give the spirit to do the best for their colleagues so that further, the organization will have the best impact on the community

ENCOURAGING BEHAVIOR SUPPORT TO CHANGE: THE ROLE OF INDIVIDUAL READINESS TO CHANGE AND COMMITMENT TO CHANGE

Every organization that wants to survive in today's competitive world must be aware of the external demands of the environment. Organizations are required to be able to respond the new challenges that will emerge such as globalization, the rapid flow o information and the fast of technological change, causes the need of qualified employees are increasing. This forces the organization to try to manage existing human resources to have adaptive and supportive behavior towards change. This study aims to examine the role of individuals’ readiness to change, change-oriented leadership, and commitment to change toward behavior support to change. Data were collected from 116 respondents and analyzed using Structural Equation Modeling (SEM) and Sobel Test. The results show that to encourage behavior that supports change, commitment to change is required as a result of individuals’ readiness to change and support from the leader especially leaders who have a change-oriented leadership. Keywords: change-oriented leadership; individual readiness to change; commitment to change; behavior support to chang

Akurasi, Reaksi Dan Persepsi Kegunaan Balikan Penilaian Pada Mekanisme Evaluasi Kinerja 360 Derajat = 360 Degree Feedback: Accuracy, Reactions and Perceptions of Usefulness

The purpose of this research is to examine how 360 degree feedback and self-other rating discrepancies related to reactions to feedback, perceptions of feedback accuracy, and perceived usefulness of the feedback. This study investigates an individual-differences variable, goal orientation, which we believe would moderate the relationship between feedback and self-other discrepanciens with reactions and accuracy. The method of data collecting was done through questionnares, which consists of 115 respondents using purposive sampling. Rating sources are self, boss, and peers. Regressions model was used to test the hypothesis. The result of this research indicated that less favorable ratings were related to beliefs that feedback was less accurate and to negative reactions. Negative reactions and perceptions that feedback was less accurate were related to beliefs that the feedback was less useful. Goal orientation did not moderate the relationship between feedback and self-other discrepancies with perceptions of accuracy or reactions to feedback. Key words: 360 degree feedback, acct trac-y, reactions, and perceptions of usefillnes

OPTIMIZINg INTERNAL HUMAN RELATION OF LEADER IN IMPROVINg ORgANIZATIONAL PERFORMANCE

This study aimed to figure out and analyzes the factors that support and impede the internal human relations of school principals in improving organizational performance; the effort of principals to overcome obstacles of internal human relations in improving organizational performance; and design an optimization model of internal human relations done by principal in improving organizational performance. This study was conducted on three SMA Negeri (State Senior High School) in Jepara. This research used purposive sampling technique. Data collection techniques was done by interview techniques. Data analysis technique was done by using credibility test with triangulation model. Data analysis was by using thematic data analysis. The results showed that the factors that support organizational performance are factors of internal human relations quality in the form of openness, supportiveness and mutual trust, dyadic and small group relationship and the use of communication tools to facilitate communication if it cannot meet face to face directly. To optimize Internal human relations, it can be done through improving openness, mutual support (supportiveness) and the sense of equality between the leaders and members. In improving the performance of the organization, it can also be done through direct and indirect communication. Direct communication is done persuasively. While indirect communication is communication by using communication tool. Internal human relation is also can be done through dyadic communications, regular communications and small group relationship in the form of briefing.Keywords: internal human relations, interpersonal communication, principal, organizational performanc

State of the art Review for Trust Maintenance in Organizations

The nature of trust is dynamic rather than static. It has a life cycle or evolutionary phases. This pattern of evolutionary phase is building, maintaining and destroying. Building trust is a hard effort in every relationship. Once trust is established, it is highly need to maintain. Trust maintenance is defined as aneffort to maximizing the benefit of such trust relationship and to avoid the level of trust drop into destroying phase. In this paper, we make a general survey of the current situation of trust maintenance research. We make a brief review based on some theoretical approaches that have been used for maintain trust. Based on that review, we draw a brief conclusion to the existing status of trust maintenance research and make some suggestions for further research in this field