Modeling and Optimizing Lecturer Professional Commitment: A Culturally Rooted Approach Using the POP-SDM Framework

Local wisdom plays a pivotal role in the internationalisation strategies of Islamic Higher Education Institutions (IHEIs) in Indonesia, offering a unique approach to integrating global standards while preserving cultural and religious identity. This article explores how Indonesian IHEIs leverage local values, traditions, and practices to design and implement effective internationalisation frameworks. Using a qualitative research approach, this study analyses case studies, interviews, and document analysis from selected IHEIs. The findings reveal that local wisdom fosters inclusivity, adaptability, and distinctive identity, contributing to Indonesia’s sustainable internationalisation of Islamic higher education. It concludes that the strategic incorporation of local wisdom strengthens the institutional identities of IHEIs and contributes to a more diverse and inclusive global academic community.

The challenge of Higher Education Institutions (HEIs) in Indonesia plays a crucial role and requires enhancement. The pivotal role of HEIs in Indonesia is multifaceted. These institutions play a crucial part in shaping the country's cultural and religious identity, while also providing education that aligns with contemporary demands. This study explored the performance and soft skills among lecturers and administration staff in Islamic HEIs. The study emphasizes performance and soft skills based on managerial effectiveness in Islamic HEIs in Indonesia. The performance and soft skills explored from critical analyses of global literature. The study was conducted in Lombok, Indonesia, among 3 Islamic HEIs. Methods used were literature review, observation, and in-depth interviews. The software used was NVIVO 14 with the relative thematic analysis of the study. Findings on the HEIs model soft skills proposed to address enhancing administration staff performance and lecturer performance. By nurturing these soft skills, organizations thrive when they cultivate alignment, creativity, adaptability, and effective management and avoid mushroom management. Mushroom management in the context of organizational management and leadership styles represents a management style that is characterized by secrecy, lack of transparency, and limited employee involvement in decision-making processes. The results proposed the model to address enhancing administration staff performance through alignment value, change management, and Islamic leadership. The model addresses enhancing lecturer performance through alignment value, change management, Islamic leadership, and divergent thinking. By nurturing these soft skills, organizations thrive when they cultivate alignment, creativity, adaptability, and effective performance management. Administration staff performance impacts the lecturer’s performance besides the lecturer’s performance itself. Research suggests that organizations can benefit greatly from nurturing soft skills and adopting more transparent and inclusive leadership practices to avoid mushroom management. The practical implication of this research proposed model for enhancing administration staff and lecturer performance in Islamic higher education institutions (HEIs) includes administration staff performance enhancement through aligning individual roles with organizational objectives, implementing change management strategies, monitoring performance through key indicators, and applying Islamic leadership principles. Lecturer Performance enhancement through aligning course objectives with institutional goals encouraging research alignment, promoting pedagogical innovations, and fostering visionary leadership.

The purpose of this study was to determine the impact of three factors, leadhersip role modeling, work-life balance, and a spirit of collaboration on lecturers' professional commitment. To achieve this objective, a descriptive survey was conducted, using Cresswell's (2018) descriptive survey theory. Data were collected through a questionnaire, and the results are presented as percentages to provide a clear and straightforward depiction of the findings. This approach allowed for a systematic understanding of the factors influencing professional commitment within the context of higher education. The study was conducted with a sample of 15 permanent lecturers, representing six faculties at Pancasila University. The research was carried out during January 2024, providing a snapshot of the current perceptions of faculty members. These subjects were selected to provide insight into the specific dynamics at Pancasila University, which may reflect broader trends in academic institutions. By focusing on a relatively small sample, this study aimed to provide in-depth, detailed insights into the personal and professional factors influencing lecturers’ commitment to their work. The data analysis began by determining the ideal score for each variable and measuring the level of lecturers' perceptions using a percentage formula. This method helped to quantify the perceived impact of leadership, work-life balance, and collaboration on lecturers' professional commitment. The results indicated that exemplary leadership and a collaborative environment had the most significant influence on lecturers' motivation, job satisfaction, and commitment to the institution. Work-life balance was also found to positively affect professional commitment, but to a lesser extent compared to leadership and collaboration. In conclusion, this study emphasizes the importance of leadership, work-life balance, and a spirit of togetherness in strengthening lecturers' professional commitment. The findings suggest that universities should invest in leadership development, foster a collaborative academic environment, and support work-life balance initiatives to enhance faculty engagement and retention. Future research could expand the sample size and examine additional factors that may contribute to professional commitment in higher education settings.

The intense competition among higher education institutions (HEIs) in Indonesia requires them to have a robust performance management system. This study aims to identify general performance management practices at HEIs in Indonesia, specifically at Widyatama University (UTama). This study is a qualitative study. Data credibility was tested using method triangulation. Data analysis employed content analysis and direct interpretation. The research data sources were scientific articles, secondary data, and primary data. The scientific articles were sourced from national and international journals. Secondary data consisted of strategic planning documents, quality manuals, and other related documents from several top universities in Indonesia. Primary data were collected through interviews with leaders and experts at UTama. The results of the study indicate that HEI in Indonesia and UTama already have a structured performance management system. Leaders and experts at HEI in general, and at UTama in particular, tend to choose or use the TWOS Matrix and the Balanced Scorecard (BSC) as part of their performance management system. The research results suggest that HEIs in Indonesia and UTama can create a combined performance management system using TWOS, BSC, Performance Prism, and Key Performance Indicators (KPIs) that meet both national and international criteria.

The study aims to see the role of organizational culture and lecturer performance in improving university organizational performance. We use the inferential verification technique, which is a strategy used by researchers to assess the validity of the hypotheses presented by collecting actual data from several higher education administrators. Two hundred samples from higher education institutions in Indonesia were deliberately selected as respondents. We used Structural Equation Modeling (SEM) analysis to test the hypotheses, aided by Smart-PLS software. Based on the research findings, it can be concluded that organizational culture has a significant positive effect on the performance of higher education organizations, lecturer performance has a significant positive effect on higher education organizational performance, and organizational culture has a significant positive effect on the performance of college lecturers. The limitation of this research is that the survey only focuses on universities in Indonesia and the tactical management level of an organization. Practical implications: According to research findings, improving lecturer performance and organizational culture can improve the organizational performance of tertiary institutions in Indonesia. The lecturer performance variable is proven to be a mediating or intervening variable for organizational culture influencing the performance of higher education organizations in Indonesia. Based on the 1945 Constitution, education, including higher education in Indonesia, is one of the indicators of advancing science and technology, higher education must be the driving force of national development, and higher education solves the nation's problems.

The aim of this study has been to examine the degree to which it is possible to predict job satisfaction in hospital nurses based on core self-evaluation and the nurses' professional commitment. Psychological constructs of nurses' professional commitment could predict a level of job satisfaction. A cross-sectional design was applied. Data was collected from 584 nurses of the University Hospital Osijek between April and November 2016. Core Self-Evaluation Scale (CSES), Job Satisfaction Survey (JSS) and Nurses' Professional Commitment Scale (NPCS) were administrated to the study participants. Confirmatory factor analyses were conducted to test the validity of each questionnaire. Structural equation modeling was used for testing the prediction of nurses' professional commitment and core self-evaluation of job satisfaction. Nurses' professional commitment is variable, which functions as a mediator between predictor (core selfevaluation - CSE) and criterion variable (job satisfaction - JS). As a mediator, it explains what the effect is, provided that correlations among all variables are significant. The correlation analyses reveal significant positive correlations between job satisfaction and core self-evaluation (r = 0.441, p > 0.001) as well as between job satisfaction and nurses' professional commitment (r = 0.464, p > 0.001). Furthermore, core self-evaluation significantly and positively correlates with nurses' professional commitment (r = 0.402, p > 0.001). The results have shown that nurses' professional commitment mediates the relationship between core self-evaluation and job satisfaction. The bootstrap analysis showed that core self-evaluation partially mediated the relationship between nurses' professional commitment and job satisfaction (β = 0.78, p < 0.001**). The indirect effects of core self-evaluation on job satisfaction through nurses' professional commitment was also significant (β = 0.17, p < 0.001**). Nurses who are more committed to their work, regardless of the structure of personality, have greater satisfaction in their work. Int J Occup Med Environ Health 2018;31(5):649-658.

This study aims to identify and analyze how local wisdom values and organizational culture impact employee productivity at PT. Efarina Group. The research seeks to provide practical insights for companies on enhancing productivity through the adoption of local values and the development of a positive organizational culture. The study employs a quantitative approach to analyze the influence of local wisdom values and organizational culture on employee productivity. A stratified random sampling technique was used to select a sample of 300 respondents. Statistical analyses, including t-tests, ANOVA, and linear regression, were conducted to test the hypotheses. The regression analysis results indicated that local wisdom values and organizational culture significantly impact employee productivity. The R-value of 0.760 shows a strong relationship between the independent variables (local wisdom values and organizational culture) and the dependent variable (employee productivity), with an R Square value of 0.577 indicating that 57.7% of the variation in employee productivity can be explained by these two factors. The study concludes that local wisdom values and organizational culture significantly enhance employee productivity at PT. Efarina Group. These findings suggest that integrating local values into the organizational culture creates a supportive and productive work environment. Companies should focus on effective implementation strategies to maximize employee potential and overall organizational performance. This research provides valuable insights for companies aiming to develop and strengthen their organizational culture by incorporating positive local values, ultimately achieving long-term sustainability and success.

Abstract—In a dynamic and rapidly changing environment, innovation is the crucial factor for organizational success. Innovations that are needed primarily are innovations at the individual level or innovative behavior, which is a source of innovation at the organization level. This study aims to investigate the factors that influence the flight instructor's innovative behavior at flight schools in Indonesia, mainly based on organizational culture, job satisfaction, and professional commitment. &#x0D; The study used a quantitative approach with a survey method with a sample of 98 flight instructors taken through simple random sampling. Data collection is using a questionnaire with a five-point Likert scale and data analysis using path analysis. &#x0D; The findings in the study indicate that organizational culture, job satisfaction, and professional commitment have a positive direct effect on innovative behavior. Organizational culture is also indicating to have a positive direct effect on job satisfaction and professional commitment. Other findings show that job satisfaction does not directly effect on professional commitment. &#x0D; Based on the results of this study, the factors of organizational culture, job satisfaction, and professional commitment must be positioned as a strategic factor in the process of organizational management at flight schools in order to obtain sufficient attention. These three factors must also be continuously improved to strengthen innovative behavior among flight instructors.

The objective of this paper is to investigate the effect of the ethical climate on the organizational commitment, professional commitment and job satisfaction of Malaysian auditors. Using a survey questionnaire comprising instruments about the ethical climate, organizational commitment, professional commitment and job satisfaction, 263 usable responses were received. To achieve the objectives, mean scores, standard deviations, correlations and multiple regressions were performed. The study revealed that a significant positive influence of a caring ethical climate on professional and organizational commitment as well as job satisfaction existed. There was also a positive significant association between the law and code ethical climate and professional commitment. On the other hand, the study discovered that the instrumental ethical climate type had a significant negative relationship with organizational commitment and job satisfaction. A significant negative relationship was also revealed between the independent ethical climate type and organizational and professional commitment. A significant negative relationship between the rules ethical climate and job satisfaction was also discovered.

Purpose : The purpose of this study is to analyze the effect of the disclosure of Sustainability Reports (SR) on the Sustainability Performance (SP) of Educational Institutions in Indonesia. By focusing on a sample of 138 higher education institutions (HEIs) registered with UI Green Metric, the research seeks to determine which aspects of sustainability reporting are significant predictors of sustainability performance within these institutions. Methods/approaches: This study uses quantitative techniques to test hypotheses, with descriptive statistical analysis as the first step in the data analysis process. Results: The results showed that only the aggregate disclosure of sustainability reports, the disclosure of general dimensions and the disclosure of environmental dimensions affected the sustainability performance of HEIs, while the disclosure of the economic dimension, and the disclosure of the social dimension did not affect the sustainability performance of HEIs. Practical and Theoretical/Originality Contributions: This research provides insights to improve the transparency and accountability of higher education institutions in Indonesia through sustainability reporting, as well as applying legitimacy theory to explain under-researched reporting models. These findings enrich the academic literature and provide guidance for policy in higher education institutions. Research Limitations: The limitations of this study include the use of a sample that covers only 138 universities in Indonesia, which may limit the generalization of results for other higher education institutions outside this context. In addition, this study only considers the disclosure dimension of sustainability reports and does not consider external factors or other internal policies that may affect sustainability performance.

This study was conducted in order to find the role of professional commitment as a mediator in relationship between job satisfaction and organisational commitment among lecturers in higher-education institutions. There were 328 lecturers from 11 higher-education institutions in Jakarta, Tangerang, Denpasar, Jimbaran, and Padang who answered Organisational Commitment Scale, Job Satisfaction Survey, and Professional Commitment Scale. A simple mediation analysis was conducted using PROCESS macro. The results indicate positive significant effects of job satisfaction on professional commitment, professional commitment on organisational commitment, and job satisfaction on organisational commitment. This study also found that professional commitment is a partial mediator in the relationship between job satisfaction and organisational commitment among lecturers in higher-education institutions. The implication is that higher-education institutions can enhance lecturers’ professional and organisational commitment by creating a more satisfying working environment.

This study aims to understand the characteristics of organizational culture based on local wisdom in an early childhood education institution in Probolinggo Regency, East Java. The research method used is a qualitative case study type. In order to get an overview of the characteristics of the local wisdom-based organizational culture, the researchers conducted direct observations and documented activities at the institution. Interviews were conducted with principals, teachers, and guardians of students. The results showed that the characteristics of local wisdom-based organizational culture developed in schools include; child-friendly school-based women's leadership, the dual role of a teacher, strong work ethic, and religion. This study implies that developing organizational culture characteristics based on local wisdom can give complete trust to the community in these organizational institutions.

Bribery cases in Indonesian higher education institutions have raised serious public concern. University leaders must address this issue because bribery undermines institutional integrity and may compromise organizational performance. This study examines potential factors influencing organizational performance by focusing on the role of bribery prevention and organizational culture. It also investigates the empirical relationship between organizational culture and bribery prevention. Additionally, this current study discovers the influence of organizational culture on organizational performance through the variable of bribery prevention. The research employs quantitative research design, utilizing survey-structured questionnaires to collect data. Respondents consisted of 111 structural officials, including top-level and mid-level managers from private universities, and state universities with legal entity status, located in ten provinces across Indonesia. Data analysis employed Structural Equation Modeling through the Smart PLS. The results indicate that organizational culture has a positive impact on bribery prevention, and organizational performance. However, bribery prevention does not have a significant effect on organizational performance. Indeed, this study reveals that bribery prevention is not proven to mediate the relationship between organizational culture and organizational performance. These findings highlight the necessity of cultivating a strong organizational culture to enhance both bribery prevention measures and performance in higher education institutions.

Academic reform and sustainability of Islamic higher education in Indonesia

Early childhood education is an important foundation for a child's future development. For this reason, when learning at the early childhood education level, teachers are needed who have professional commitment in carry-ing out their duties. Teachers who have professional commitment will be able to display optimal performance for early childhood learning. There are many factors that influence professional commitment, one of which is job satisfaction. Job satisfaction factors are the topic of study in this research. This research aims to determine the relationship between job satisfaction and professional commitment in early childhood education teachers. This research was conducted using quantitative methods. The sampling technique for this research uses convenience. The number of research subjects was 120 Early Childhood Education teachers. Data were collected using a psy-chological scale developed by the research team. The psychological scale consists of a job satisfaction scale and a professional commitment scale. Data analysis was carried out using the Pearson Correlation analysis tech-nique. The research results show that there is a significant positive relationship between job satisfaction and professional commitment in early childhood education teachers. The results of the correlation analysis show that the higher the job satisfaction, the higher the professional commitment. The novelty of this research is that there is still limited research regarding the relationship between job satisfaction and professional commitment among early childhood teachers. Several previous studies discussing job satisfaction and professional commitment used research subjects, such as nurses, auditor, employees and teachers at higher education levels.