Professional Governance Research Articles

Police Governance and Accountability in Scotland Following Reform: Revisiting the Policy Rationale for the Creation of the Scottish Police Authority

This article critically assesses the policy discourse for police reform in Scotland, specifically focusing on the rationale for the creation of the Scottish Police Authority (SPA). Through a chronological review of official policy reports and consultations that took place prior to the 2012 Act, and by drawing on a select number of interviews 1 conducted as part of the wider study (Malik, 2017a), I argue that while austerity became the catalyst for change, police reform in Scotland was strongly supported by concerns around weak police governance arrangements. The SPA was created to strengthen financial oversight, to provide enhanced focus on national policing requirements and to bring in professional governance competencies and expertise that the local police authorities lacked. In the five years since reform, the SPA has continued to struggle to address these weaknesses. Furthermore, the official reform agenda neglected the need for robust mechanisms for accountability of operational policing. This omission manifested in the most abrasive fashion following the 2012 Act as cases such as stop and search and armed policing highlighted the inadequacies of the new police governance arrangements. In order that the SPA can fulfil its intended purpose, it needs to enhance its capacity and focus on providing holistic mechanisms for police governance that incorporate financial oversight and robust accountability of operational policing.

British Columbia's One Nursing Regulator: A Critical Commentary on the Amalgamation Process.

Nursing organizations including regulatory colleges are undergoing transitions that fundamentally alter the face of Canadian nursing. As British Columbia regulatory and professional organizational transitions are held up as a potential model for the rest of Canada, we offer a critical commentary on a most recent transition to the One Nursing Regulator of all nursing role designations in the formation of the British Columbia College of Nursing Professionals in 2018. We draw attention to amalgamation processes - professional regulation and governance, the preservation of nursing history, allocation of nurses' fees and resources and the role distinctions and identities of registrant groups - Registered Nurses, Nurse Practitioners, Licensed Practical Nurses and Registered Psychiatric Nurses. We argue that nursing's collective engagement and nursing leadership in self-regulation and decision making related to professional practice is key to public safety and integral to the identity of Canadian nursing. In our critique we identify issues and raise questions for consideration in the coming years.

ISSUES AND CHALLENGES OF SHARIAH AUDITING IN ISLAMIC FINANCIAL INSTITUTION AND CORPORATE GOVERNANCE COMPLIANCE

The study examines the perspective of practitioners who are involved directly and/or indirectly with the process of shariah compliance/auditing from Islamic financial institutions (IFIs) on the issues of standards for shariah auditing, auditors qualifications, and independence. Auditing Islamic financial institutions (IFIs) covers a wider scope than legal financial statement auditing. External auditors of IFIs not only conduct financial audits but also conduct tests on the shariah compliance of IFIs, according to fatawa (religious opinions) and guidelines set by the Shariah Supervisory Board (SSB). Shariah review is unique to IFIs, due to the requirement to ensure that all business activities and operations of IFIs adhere to shariah precepts. The scarce resourceful auditors with both shariah and accounting/auditing qualifications and the issue of self-review threat to independence may affect the reputable image of Islamic financial institutions. This article is literature method. The findings reinforce the importance of auditors' qualification and independence as currently there is no mandatory regulated professional shariah auditor code to be in tandem with the drastic growth of the IFIs. The paper offers practical implication to regulators in providing a direction to revise the existing standards for shariah auditing practices and to formulate a mandatory professional governance structure for shariah auditors.

Realist evaluation of allied health management in Queensland: what works, in which contexts and why.

Objective Allied health structures and leadership positions vary throughout Australia and New Zealand in their design and implementation. It is not clear which organisational factors support allied health leaders and professionals to enhance clinical outcomes. The aim of this project was to identify key organisational contexts and corresponding mechanisms that influenced effective outcomes for allied health professionals. Methods A qualitative realist evaluation was chosen to describe key aspects of allied health organisational structures, identify positive outcomes and describe how context and processes are operationalised to influence outcomes for the allied health workforce and the populations they serve. Results A purposive sample of nine allied health leaders, five executives and 49 allied health professionals were interviewed individually and in focus groups, representing nine Queensland Health services. Marked differences exist in the title and focus of senior allied health leaders' roles. The use of a qualitative realist evaluation methodology enabled identification of the mechanisms that work to achieve effective and efficient outcomes, within specific contexts. Conclusions The initial middle range theory of allied health organisational structures in Queensland was supported and extended to better understand which contexts were important and which key mechanisms were activated to achieve effective outcomes. Executive allied health leadership roles enable allied health leaders to use their influence in organisational planning and decision-making to ensure allied health professionals deliver successful patient care services. Professional governance systems embed the management and support of the clinical workforce most efficiently within professional disciplines. With consistent data management systems, allied health professional staff can be integrated within clinical teams that provide high-quality care. Interprofessional learning opportunities can enhance collaborative teamwork and, when allied health professionals are supported to understand and use research, they can deliver positive patient and business outcomes for the health service. What is known about the topic? A collective allied health organisational structure encourages engagement of allied health professionals within healthcare organisations. Organisational structures commonly include management and leadership strategies and service delivery models. Allied health leaders in Queensland work across a range of senior management levels to ensure adequate resources for sufficient suitably skilled professional staff to meet patient needs. What does this paper add? Literature to date has described how allied health professionals operate within organisational structures. This paper examines key aspects of allied health management, governance and leadership, together with mechanisms that support allied health professionals to deliver effective clinical and business outcomes for their local community. What are the implications for practitioners? Health service executives and allied health leaders should consider supporting executive allied health leadership roles to influence strategic planning and decision-making, as well as to deliver outcomes that are important to the health service. When allied health leaders implement integrated professional and operational governance systems, executives described allied health professionals as influential in supporting team-based models of care that add value to the business and improve outcomes for patients. When allied health leaders use consistent data management, executives reinforced the benefit of aligning activity data with financial costs to monitor, recognise and reimburse appropriate clinical interventions for patients. When allied health leaders support allied health workforce capability through educational and research opportunities, clinicians can use research to inform their clinical practice.

Setting the agenda for nurse leadership in India: what is missing

BackgroundCurrent policy priorities to strengthen the nursing sector in India have focused on increasing the number of nurses in the health system. However, the nursing sector is afflicted by other, significant problems including the low status of nurses in the hierarchy of health care professionals, low salaries, and out-dated systems of professional governance, all affecting nurses’ leadership potential and ability to perform. Stronger nurse leadership has the potential to support the achievement of health system goals, especially for strengthening of primary health care, which has been recognised and addressed in several other country contexts. This research study explores the process of policy agenda-setting for nurse leadership in India, and aims to identify the structural and systemic constraints in setting the agenda for policy reforms on the issue.MethodsOur methods included policy document review and expert interviews. We identified policy reforms proposed by different government appointed committees on issues concerning nurses’ leadership and its progress. Experts’ accounts were used to understand lack of progress in several nursing reform proposals and analysed using deductive thematic analysis for ‘legitimacy’, ‘feasibility’ and ‘support’, in line with Hall’s agenda setting model.ResultsThe absence of quantifiable evidence on the nurse leadership crisis and treatment of nursing reforms as a ‘second class’ issue were found to negatively influence perceptions of the legitimacy of nurse leadership reform. Feasibility is affected by the lack of representation of nurses in key positions and the absence of a nurse-specific institution, which is seen as essential for creating visibility of the issues facing the profession, their processing and planning for policy solutions. Finally, participants noted the lack of strong support from nurses themselves for these policy reforms, which they attributed to social disempowerment, and lack of professional autonomy.ConclusionsThe study emphasises that the nursing empowerment needs institutional reforms to facilitate nurse’s distributed leadership across the health system and to enable their collective advocacy that questions the status quo and the structures that uphold it.

Medical revalidation as professional regulatory reform: Challenging the power of enforceable trust in the United Kingdom

For more than two decades, international healthcare crises and ensuing political debates have led to increasing professional governance and regulatory policy reform. Governance and policy reforms, commonly representing a shift from embodied trust in professionals to state enforceable trust, have challenged professional power and self-regulatory privileges. However, controversy remains as to whether such policies do actually shift the balance of power and what the resulting effects of policy introduction would be. This paper explores the roll-out and operationalisation of revalidation as medical regulatory reform within a United Kingdom National Health Service hospital from 2012 to 2013, and its impact upon professional power. Revalidation policy was subject to the existing governance and management structures of the organisation, resulting in the formal policy process being shaped at the local level. This paper explores how the disorganised nature of the organisation hindered rather than facilitated robust processes of professional governance and regulation, fostering formalistic rather than genuine professional engagement with the policy process. Formalistic engagement seemingly assisted the medical profession in retaining self-regulatory privileges whilst maintaining professional power over the policy process. The paper concludes by challenging the concept of state enforceable trust and the theorisation that professional groups are effectively regulated and controlled by means of national and organisational objectives, such as revalidation.

Professional Governance Scale: Instrument Development and Content Validity Testing.

Instrument development and content validity testing resulted in a new instrument to measure the relatively new concept of professional governance. Professional governance is defined as the accountability, professional obligation, collateral relationships and decision making of a professional, foundational to autonomous practice and achievement of exemplary empirical outcomes. Fourteen experts with subject matter expertise either in measurement development or in creating professional practice environments assessed the validity of the proposed items and the instrument. The resulting Professional Governance Scale consisted of 75 items that adequately covered all attributes and their characteristics and had a Relevancy Mean Individual Content Validity Index of 95.

The trainee leadership blueprint: opportunities, benefits, and a call to action

Objective: Leadership experiences are vital not only to individual long-term career success but also the development, direction, and operation of higher spheres including professional organizations and the field of clinical neuropsychology itself. Method: The present paper presents a blueprint guide for neuropsychology trainees on available opportunities and resources for increasing their involvement in professional governance and developing leadership skills. First, we present a discussion of the benefits of leadership and professional service, including the acquisition of interpersonal skills and new professional competencies, the prospect of recognition and advancement, and the opportunity to participate in advocacy efforts. Then, we present an overview of existing opportunities for involvement, followed by the provision of specific, actionable items for trainees, mentors and leadership committees, and for neuropsychology organizations to ensure continued trainee engagement. Conclusions: These resources can serve as a guide for trainees and early career neuropsychologists seeking to acquire leadership proficiencies, and the recommendations aspire to promote advancement for trainees, professionals, and organizations alike.

Leadership skills in primary multipurpose cooperative societies in Ethiopia

Cooperatives are considered as an important institution for uplifting the socioeconomic conditions of their members and local communities. To be successful, the cooperatives need to have dedicated and vibrant leaders. This paper analyses leadership skills of the board of directors of the selected multipurpose cooperatives in Ethiopia. The findings show that majority of the directors have basic leadership skills in project management, information technology, and application of cooperative principles. Most of them are good in professional behaviour, interpersonal relations, governance and motivation. Regression results indicate that skill levels are positively associated with education, experience, training, motivation, participation in social activities, and participation in cooperative management.

The Implementation Strategies of Good Corporate Governance for Zakat Institutions in Indonesia

Zakat institutions are aimed to contribute to poverty alleviation in a country. In order to ensure that the Zakat institutions can perform well, it is urgently needed to have professional good governance. This research is aimed to find the best strategies to improve the management quality of the Zakat institutions in Indonesia. The research method used in this study comprises both qualitative and quantitative approach using Analytic Network Process. The research results show that to enhance the quality of good governance in Zakat institutions, following are the key elements. The top three main priorities in transparency principles are financial report standardization, followed by Zakat distributions transparency, and the knowledge about decision making. The top three main priorities in responsibilities principles are working compliance with SOPs, followed by prudential principles, and Shari'ah compliance. The top three main priorities in accountability principles are the effectiveness of internal control, followed by performance measurement, and competencies compliance with job descriptions. The top three main priorities in fairness principles are giving priority to the common interest, followed by equal treatment for all stakeholders, and prudential principles in asset management. To achieve all these priorities, the main strategy which should be prioritized is independent human management system, followed by having Shari’ah board and audit committee and the computerized Zakat system.
 Keywords: Zakat institutions, Good Governance, Analytic Network Process JEL Classification: L31, G34

Centres of Excellence and Capacity Building: from Strategy to Impact

This article reports on a Small-N study of Centre of Excellence (CoE) schemes that cover a wide variety of such schemes. The purpose is to map the ways in which strategic aims of CoE schemes relate to impacts and capacity development, and the role played by institutional arrangements such as selection, funding, evaluation, and governance in translating strategy into capacity development and other impacts. Altogether 12 CoE schemes from six countries were analysed in terms of strategy, governance, and impact or capacity building. Findings suggest that while CoE schemes tend to focus on capacity outcomes viz. network stimulation, skills development, and transfer of expertise, the most important outcome is the 'meta-capacity' involved in formulating and carrying out policy and research in new ways, developing professionalization in the academic workforce and enabling organizations such as universities to set their own priorities and engage in professional research governance. (Less)

Assessment of professional nursing governance and hospital magnet components at Alexandria Medical Research Institute, Egypt

Background and objective: In the context of a rapidly evolving health care system, health care institutions strive to set a path towards an excellent professional practice environment. Since improving clinical nurse work environments is a major issue faced by nurse executives and administrators, they become challenged to establish nursing governance models, and leadership practices so that clinical nurses can engage in the work processes and relationships that are empirically linked to quality patient outcomes. The main aim of this study was to assess the current status of professional nursing governance and hospital magnet components at Alexandria Medical Research Institute, Egypt.Methods: A descriptive research design was conducted at Alexandria Medical Research Institute hospital, using a convenience sample (N = 220) that composed of two groups including; all hospital medical administrators (n = 10) and hospital nursing workforce (n = 210). Index of Professional Nursing Governance Questionnaire (IPNGQ) and Magnet Hospital Forces Interview were proved valid and reliable to measure study variables.Results: The overall mean score of professional nursing governance was (187.59 ± 63.74) reflected that staff nurses practice the first level of nursing shared governance (primarily nursing management who take the decision with some staff input). In addition, both medical administrators and nursing staff identified the hospital has a good structure, nursing leadership practices that support shared governance and magnet recognition. Structural equation model and correlation analysis revealed a positive association between overall professional nursing governance and hospital magnet components (p < .05).Conclusions and recommendations: The study emphasized the hospital administrators’ important role for providing supportive organizational structures and leadership practices for increasing participation of nursing staff in work design, problem-solving, conflict resolution, committees and organizational decision-making as “key ingredients to a successful organization” in turn, lead to a healthy and magnet-like work environment. Training programs for nurses’ professional development are recommended which enhance and increases their autonomy and empowerment.

Theoretical frameworks used in studying professions

Abstract: This article outlines some of the main theoretical perspectives used as a basis for providing an analytical framework for understanding how different professions have developed their identity. The focus is upon the delivery of health, social care and education services and a principal consideration is to examine in whose interests professionals work - themselves, their clients, the general public, the State, patriarchy? Also what role does power play in their operations. For example the Neo-Durkheimian framework emphasises ‘disinterestedness’, ‘bringing cohesion’ and implies commitment for instance to welfare state values or particular altruistic codes of behaviour. A Neo-Weberian framework emphasises ‘social closure’ and ‘professional dominance’ and introduces the notion of professionals seeking to exercise power over others. This is developed further in an analysis of Neo-Marxist and Post-Structuralist frameworks which draw out the nexus of power relations that underpin professional relationships including that which a profession holds with the state, specifically with regard to the latter’s capacity as an employing authority. A fourth main perspective, Managerialism, is singled out as a feature of modern times as its characteristics of professional governance have become embedded gradually throughout professional practices to scope demands for increased efficiency, accountability and achieving greater responsiveness to client groups. Linked to this is a separate framework of Democratic or Collaborative professionalism which extends the role of accountability to widen the range of stakeholders. This raises questions about the conduct of professional practice, either directly or indirectly, in terms of upwards, downwards, inwards and outwards accountability processes and techniques. Finally some ideas underpinning the concept of a ‘professional project’ are floated illustrating for example how there is a starting point, overall objectives and sub-goals set and steps outlined towards a monopolization of professional knowledge. A fault line may emerge when one of the eventual outcomes of professions simulating a competing standards narrative leads to a notion of ‘de-professionalisation‘, arising for example from a breakdown in public services and failure to achieve high quality standards resonant of the situation characteristic of parts of the UK today. Keywords: sociology of professions; theoretical perspectives and professional practice; social closure; power structures; specialist knowledge and expertise; professionalisation and the professional project

The incomparability of cause of death statistics under \u201cone country, two systems\u201d: Shanghai versus Hong Kong

BackgroundValid and comparable cause of death (COD) statistics are crucial for health policy analyses. Variations in COD assignment across geographical areas are well-documented while socio-institutional factors may affect the process of COD and underlying cause of death (UCD) determination. This study examines the comparability of UCD statistics in Hong Kong and Shanghai, having two political systems within one country, and assesses how socio-institutional factors influence UCD comparability.MethodsA mixed method was used. Quantitative analyses involved anonymized official mortality records. Mortality rates were analyzed by location of death. To analyze the odds ratio of being assigned to a particular UCD, logistic regressions were performed. Qualitative analyses involved literature reviews and semi-structural interviews with key stakeholders in death registration practices. Thematic analysis was used.ResultsAge-standardized death rates from certain immediate conditions (e.g., septicemia, pneumonia, and renal failure) were higher in Hong Kong. Variations in UCD determination may be attributed to preference of location of death, procedures of registering deaths outside hospital, perceptions on the causal chain of COD, implications of the selected UCD for doctors’ professional performance, and governance and processes of data quality review.ConclusionsVariations in socio-institutional factors were related to the process of certifying and registering COD in Hong Kong and Shanghai. To improve regional data comparability, health authorities should develop standard procedures for registering deaths outside hospital, provide guidelines and regular training for doctors, develop a unified automated coding system, consolidate a standard procedure for data review and validity checks, and disseminate information concerning both UCD and multiple causes of death.

Corporate Governance, Professional Education, and Employee Bonus in High-Tech Industry- Evidence from Taiwan

High-tech industry plays the role of motivator in the economic development in Taiwan, revealing that high-tech industry is not simply the most important breadwinner in Taiwan, but also the powerful backing of national competitive advantage under the globally competitive system. High-tech industry requires the engagement of excellent talents, but the staff turnover rate is commonly high. A lot of businesses therefore apply employee bonus and the high development of high-tech industry as the incentives to recruit and retain talents. In this case, it is important for high-tech industry understanding the factor in employee bonus and further discussing the relationship among current corporate governance mechanism, professional education, and employee bonus for the sustainable development. Taking domestic listed high-tech companies as the research objects, the database of Taiwan Economic Journal and Taiwan Patent Gazette are the data sources to collect the companies’ financial statement, patent, and stock price data for the empirical research. The research results conclude the significantly positive correlations between 1) corporate governance and employee bonus, 2) professional education and corporate governance, and 3) professional education and employee bonus. Finally, conclusion and suggestions are proposed, expecting to assist high-tech businesses in promoting the employee bonus system.

Plagiarism governance in nurse education; dispositions, dimensions and tensions.

The reality of managing plagiarism in nurse education is indicative of multilayered and cumulative governance processes, which exist to fit with the needs of both the higher education institution and that of the Professional Statutory and Regulatory Body. However, the relationship between these entities is diffuse, particularly when this involves major plagiarism by post-qualified learners. This study sought to explore the strategic governance of plagiarism in Scottish higher education institutions offering nurse education and its articulation with the professional requirements of nurse education. The design involved a retrospective quantitative documentary analysis of plagiarism policies within 11 Scottish higher education institutions and a national on-line survey involving nurse educators with an active teaching role (n=187). The documentary analysis demonstrated deficits and variations in how Scottish higher education institutions communicated the dimensions of plagiarism, and its subsequent management. Statistically significant findings from the on-line survey provided a clear mandate for educational providers to make visible the connectivity between organisational and professional governance processes to support responsive and proportional approaches to managing plagiarism by nurse learners. Significant findings also confirmed role implications and responsibilities, which nurse educators in this study, viewed as primarily pedagogical but crucially remain professionally centric.

Implementation and evaluation of a peer review process for advanced practice nurses in a university hospital setting.

Over the past decade, implementation of the peer review process for the development of the advanced practice nurse (APN) has been emphasized. However, little exists in the literature regarding APN peer review. The peer review process is intended to help demonstrate competency of care, enhance quality improvement measures, and foster the professional growth of the APN. APNs serving on a professional governance council within a university teaching hospital developed a model of peer review for APNs. Nine months after the tool was implemented, an anonymous follow-up survey was conducted. A follow-up request was sent 4 weeks later to increase the number of respondents. Likert scales were used to elicit subjective data regarding the process. Of 81 APNs who participated in the survey, more than half (52%) felt that the process would directly improve their professional practice. Survey results show that the peer review process affected APN professional practice positively. Additional research might include pathways for remediation and education of staff, evaluation of alternate methods to improve application to clinical practice, and collection of outcome data. The models presented provide a foundation for future refinement to accommodate different APN practice settings.

Evidence Into Practice: Integration Within an Organizational Infrastructure

OPERATIONALIZING A SHARED GOVERNANCE structure creates important improvements in professional practice. Having a shared governance structure is certainly not new; the University of Iowa Hospitals and Clinics has had nursing shared governance since 1975. Effective governance structures are essential for clinician-led organizational improvements and are key to structural empowerment. 1 Clavelle J.T. Porter O'Grady T. Weston M.J. Verran J.A. Evolution of structural empowerment: Moving from shared to professional governance. J Nurs Adm. 2016; 46: 308-312 Crossref PubMed Scopus (4) Google Scholar Building evidence-based practice (EBP) into a governance structure is one strategy for promoting an organizational culture valuing and expecting evidence-based care. 2 Cullen L. Greiner J. Greiner J. Bombei C. Comried L. Excellence in evidence-based practice: Organizational and unit exemplars. Crit Care Nurs Clin North Am. 2005; 17 (x): 127-142 Abstract Full Text Full Text PDF PubMed Scopus (31) Google Scholar , 3 Everett L.Q. Sitterding M.C. Transformational leadership required to design and sustain evidence-based practice: A system exemplar. West J Nurs Res. 2011; 33: 398-426 Crossref PubMed Scopus (28) Google Scholar , 4 Ott J. Ross C. The journey toward shared governance: The lived experience of nurse managers and staff nurses. J Nurs Manag. 2014; 22: 761-768 Crossref PubMed Scopus (20) Google Scholar , 5 Parkosewich J.A. An infrastructure to advance the scholarly work of staff nurses. Yale J Biol Med. 2013; 86: 63-77 PubMed Google Scholar , 6 Stetler C.B. Ritchie J.A. Rycroft-Malone J. Charns M.P. Leadership for evidence-based practice: Strategic and functional behaviors for institutionalizing EBP. Worldviews Evid Based Nurs. 2014; 11: 219-226 Crossref PubMed Scopus (77) Google Scholar Laura Cullen, DNP, RN, FAAN, Office of Nursing Research, Evidence-Based Practice & Quality, Department of Nursing Services and Patient Care, University of Iowa Hospitals and Clinics, Iowa City, IA Michele Wagner, MSN, RN, CNRN, Intensive and Specialty Services, Department of Nursing Services and Patient Care, University of Iowa Hospitals and Clinics, Iowa City, IA Grace Matthews, MSN, RN-BC, Medical Surgical Services, Department of Nursing Services and Patient Care, University of Iowa Hospitals and Clinics, Iowa City, IA Michele Farrington, BSN, RN, CPHON, Office of Nursing Research, Evidence-Based Practice & Quality and Ambulatory Nursing, Department of Nursing Services and Patient Care, University of Iowa Hospitals and Clinics, Iowa City, IA

Advanced practice nursing–Promoting organisation clarity and connectedness: A mixed methods approach

BackgroundWorkshops conducted in 2011 with Advanced Practice Nurses identified a lack of consistency and clarity regarding titles, role definition, reporting systems and access to professional development. These findings were consistent with published literature. AimsTo make transparent Advanced Practice Nurses’ scope of practice using a validated tool in order to:•Align the workforce to organisational goals•Standardise position descriptions and classifications•Promote professional governance•Foster organisational connectedness MethodsThis was a two-phase mixed methods exploratory study. Phase One employed a validated survey tool to determine the scope of practice for Advanced Practice Nurses (April 2012). Workshops were conducted in Phase two to develop a clear understanding of Advanced Practice Nurses’ perspectives of role titling, reporting and professional engagement (June 2012). FindingsThe survey achieved a 77.8% response and identified 23 different titles were used by Advanced Practice Nurses in the organisation. There were very few title-differentiating responses to the 41 activities listed against the five domains of advanced nursing practice. The workshops identified four themes: role clarity, creating links, professional development and reporting. DiscussionThe stakeholder engagement presented within this study identified a ‘future state’ for the advanced practice nursing workforce and confirmed organisational structure, titling, appointment, credentialing and visibility of this vital element of our nursing workforce. ConclusionsThe unique contribution of Advanced Practice Nurses to the organisation can be supported through improved nursing governance, connectedness and organisational visibility.

Analisis Peran Remunerasi dan Budaya Organisasi Terhadap Kompetensi Pegawai Guna Meningkatkan Kinerja Pegawai di Lembaga Penerbangan dan Antariksa Nasional

Ideally the performance of a Government employees (PNS) aretheir service to the community in living and meeting their daily needs. The final goal of the PNS none other than to improve the welfare of society. Government Remuneration is an integral part of bureaucratic reform policy. Base on the bureaucracy awareness and also the government commitment to create a clean and good governmance. The purpose of bureaucratic reformation is to build a public trust (public trust building) and eliminate the negative image of government bureaucracy. The bureaucratic reformation vision is the establishment of the State apparatus professional and good governance. The mission is to change the pattern of bureaucratic reform mindset, cultural set, and the system of governance. Implementation of remuneration applied at LAPAN on July 2013 granted in accordance with the competences of the employees, work performance of the employees, and work discipline. The objective of this analysis is to analyze the relationship with remuneration and organizational culture, and the influence of remuneration to the employee competencies, organizational culture on employee competencies, employee competence to employee performance, remuneration to employee performance and the influence of organizational culture on employee performance. Analysis of the data used in this research is Structural Equation Modeling (SEM). The results of Study in simultaneously and partially are known to constructs remuneration, organizational culture, and employee competence positive effect on the performance of employees at every level positions and there is a correlation relationship between Construct Remunerasi and Cultural Organization to all employees and the level of structural positions and Special and strong correlation relationships at the level of the General Functional