Vision Of Organization Research Articles

Efektivitas Penetapan Harga Jual Produk dalam Meningkatkan Volume Penjualan Pada UMKM Pabrik Tahu Barokah

This study discusses the effectiveness of product selling price determination in increasing sales volume in Micro, Small and Medium Enterprises (UMKM) Barokah Tofu Factory in Bube Baru Village. The main objective of this study was to determine the level of effectiveness of setting the selling price on sales volume at the UMKM Barokah Tofu Factory in Bube Baru Village. The research method used is descriptive quantitative. Data is collected through observation and documentation. The results of this research show that setting effective selling prices can increase sales volume at the Barokah Tofu Factory UMKM. The analysis results show that raw material costs, labor costs and factory overhead costs play an important role in determining selling prices. In addition, the determination of gross profit must be effective so that it does not have an impact on setting selling prices that can be reached by consumers. In the context of the Barokah Tofu Factory UMKM, this research concludes that effective pricing can increase sales volume. The implications of this research provide guidance for similar UMKM in optimizing their selling price setting to achieve an increase in sales volume in achieving the organization's vision.

Analyzing the Causal Relationship among Performance Indicators in the Public Sector Balanced Scorecard: Empirical Evidence from the Directorate General of Taxes in Indonesia

This study examines causal relationships in the Public Sector Balanced Scorecard framework, using the Indonesia Directorate General of Taxes as a case study. Traditional financial measurements have been criticized for focusing on past activity, neglecting intangible assets, and lacking effective strategy testing (Kaplan & Norton 1992; Dearden 1987). To overcome these limitations, organizations have adopted strategic measurement tools like the Balanced Scorecard (Kaplan and Norton, 1996a). The Balanced Scorecard aligns an organization's vision, mission, and strategies with objectives and measures across four perspectives: financial, customer, internal process, and learning and growth (Kaplan and Norton 1992; 1996a). The presence of causal relationships across these perspectives, enabling non-financial measures to predict financial outcomes, has been a subject of scholarly debate (Nooreklit 2000,2003; Norreklit and Mitchell 2007). This study aims to contribute to the understanding of causal relationships in the PSBSC by investigating the implementation of the Balanced Scorecard in the DGT and its potential to improve organizational performance. Given Indonesia's fiscal deficit and below-average tax ratio performance, this research provides an alternative policy perspective for enhancing the institutional capacity of the DGT and achieving higher tax revenue and compliance rates. Keywords: Balanced Scorecard, Public Sector, Performance Management, Path Analysis

Consolidating the theoretical foundations of digital human resource management acceptance and use research: a meta-analytic validation of UTAUT

AbstractWith rapid technological progress, the adoption of digital technology in human resource management (HRM) has become a crucial step towards the vision of digital organizations. Over the last four decades, a substantial body of empirical research has been dedicated towards explaining the phenomenon of digital HRM. Moreover, research has applied a wide array of theories, constructs, and measures to explain the adoption of digital HRM in organizations. The results are fragmented theoretical foundations and inconsistent empirical evaluations. We provide a comprehensive overview of theories applied in digital HRM adoption research and propose an adjusted version of the unified theory of acceptance and use of technology as a consolidating theory to explain adoption across settings. We empirically validate this theory by combining evidence from 134 primary studies yielding 768 effect sizes via meta-analytic structural equation modelling. Moderator analyses assessing the influence of research setting and sample on effects show significant differences between private and public sector. Findings highlight research opportunities for future studies and implications for practitioners.

The Vision of Islam and Nationality of Islamic Religious Organizations in Indonesia: Study of Nahdlatul Wathan, Al-Irsyad and Al-Washliyyah

Purpose: This article elaborates the Islamic vision and nationality of Islamic organizations in Indonesia, particularly Hahdhatul Wathan, Al-Irsyad and Al-Wasliyyah.
 
 Theoretical framework: In the context above, this research will be designed and carried out, namely conducting an exploration of the Islamic vision and nationality of three Islamic organizations in Indonesia, namely: al-Washliyah, al-Irsyad, and Nahdhatul Wathan.
 
 Design/methodology/approach: The research uses descriptive-qualitative methods, and is included in field research. In obtaining the data, the instruments that the researcher used were in-depth interviews, observations, and studies of related documents.
 
 Findings: From the research conducted, it can be seen that First, Nahdlatul Wathan is one of the Islamic organizations that has a very nationalist vision and perspective of nationalism. However, the nationalism (wathaniyah) of Nahdlatul Wathan does not necessarily follow the trend developed by secular Western-European countries.
 
 Research, Practical & Social implications: In many ways, Nahdlatul Wathan's national and Islamic vision is very similar to that of Nahdlatul Ulama. Both of them accepted Pancasila as the principle of organization, believed in Ahlussunnah wal Jama'ah, and highly valued Islamic culture as a link in the chain of Islamic scholarship.
 
 Originality/value: This research contributes to the development of Islamic discourse in Indonesia. The nationalism that Nahdlatul Wathan guides is Religious-Nationalism, namely nationalism that does not come out of religious principles and teachings, nationalism that is built on religious values, and nationalism that synergizes with religion because it is part of religious teachings.

Compliance of modern laws of Ukraine with international legal values: slogan or reality

The article analyzes international legal sources: the UN Charter, Declarations on the principles of international law, friendly relations and cooperation between states in accordance with the UN Charter, the Statute of the Council of Europe, the Lisbon Agreement in the context of the reality of the system of universally recognized values recorded in them, as well as sources the rights of Ukraine: the Declaration on State Sovereignty of Ukraine, the Constitution of Ukraine, codes and other laws of Ukraine regarding the state (which is stable) of the implementation of universally recognized values into the laws of Ukraine; the problems of their implementation in modern conditions are identified and possible ways of their solution are proposed The purpose of the article is to reveal the realities of the system of universally recognized values fixed in international legal documents and the state of their implementation in the laws of Ukraine; to propose ways of transforming such a system of values in order to ensure their effectiveness in the laws of Ukraine and compliance with modern requirements. There are significant violations of the principles of international law, which embody universally recognized values; inadequate response of the international community to such violations; replacement of legal means by other means («political will», agreements, negotiations, «expression of concern», etc.). This turns the prescriptions of international documents into declarative provisions (declaration of ideas, opinions, statements), and the system of international legal values into a «catalogue of wishes» or slogans, since there is no system of legal means and a mechanism for their implementation. The system of universally recognized values enshrined in the sources of international law was based on the idea of coexistence and cooperation of states and was really effective until the end of the 20th century. In connection with modern changes, it is important to form a new conceptual vision of international organizations, their role, significance, form and place in the new world order; creation of an effective institutional and functional mechanism for solving global problems; revision and updating of the system of generally recognized values regarding the interaction of member states within international organizations, as well as their external interaction. The existing system of universally recognized values should be transformed into a system of legal ideas, which are fixed in the basic principles of international law, and their violation should be interpreted as illegal actions. The mechanism for ensuring them should consist exclusively of effective legal means that cause direct (and not conditional) legal responsibility for their violation. All this will make it possible to form new international and legal forms of interaction between the participating states, which will be able to effectively respond to globalization changes and provide appropriate conditions for the further development of humanity. Key words: international law, principles of international law, universally recognized values, laws of Ukraine.

The Influence of Tourist Attraction Type on Product Price Perception and Neural Mechanism in Tourism Consumption: An ERP Study.

Tourism consumption is a topic with heated debates in tourism research, and pricing tourism products is a crucial task for tourism managers. Different types of tourist attractions offer different experiences to tourists, which affect their price perceptions and purchase decisions. This study combined questionnaires and event-related potentials (ERPs) measures to explore the magnitude of psychological conflict and the degree of emotional arousal that consumers experience when faced with different prices of goods in different scenic types. The questionnaire results showed that attraction type influenced consumers' price perceptions and that consumers were willing to pay higher prices for products in attractions. The ERP results implied that in the early stage of cognition, attraction type did not affect consumers' perceptual processing, while price information attracted consumers' cognitive attention. In the late stage of cognition, attraction type, and price information jointly influenced consumers' decision-making, and consumers tended to accept high prices of products in entertainment attractions and cultural attractions, but consumers were more sensitive to the price of products in cultural attractions and less tolerant to price increases. The study elucidated how price information influenced consumers' purchase decisions of tourism products at different stages of the dual-process theory, which can assist tourism managers in devising different pricing strategies and positioning strategies based on the attributes of attractions, to enhance product sales and revenues. This would further the vision of the World Tourism Organization (UNWTO) of "tourism fostering economic development".

The Impact of Transformational Leadership on Service Employees in the Hotel Industry.

Transformational leadership is important to the hotel industry where employees play a critical role in delivering the service. Transformational leadership is a leadership style that causes changes in employees by sharing the organization's vision and goals, providing necessary resources, promoting intellectual stimulation, and expecting high performance. This study uses four dimensions of transformational leadership to investigate how the dimensions influence employees' organizational identification, creativity, and task performance. In order to test the proposed model, data were gathered from employees of six hotels in South Korea. The data were analyzed with SmartPLS 4.0 program. The finding shows that four dimensions of transformational leadership have different effects on organizational identification and creativity. While core transformational leadership and supportive leader behavior enhance employees' organizational identification, which affects creativity and task performance, intellectual stimulation has an impact on creativity, which influences task performance. The post hoc analysis shows that organizational identification fully mediates the relationship between two dimensions of transformational leadership and creativity. This study contributes to the existing literatures of leadership theory and social identification theory by expanding the knowledge on the role of transformational leadership on employees. Some theoretical and practical implications are offered.

Design Toolkits for Enhancing Team Engagement: ‘Oden’ and ‘Donburi’: Food-inspired approaches to organisational transformation in Japan

How can an organisation be designed so that individual motivation and ability links with team goals and organisational vision? Achieving this has a significant impact on the performance of the organisation. Can we create tools to help with this goal with a service design approach?

Role demands and turnover intention among Covid-19 frontline nurses: The mediating and moderating roles of compassion fatigue and spiritual leadership.

The working conditions created by the Covid-19 pandemic have been proven to amplify frontline nurses' desire to leave their profession in recent years; thus, exploring new causing variables is vital. This cross-sectional study examined role demands' direct and indirect effects on turnover intention through compassion fatigue and tested the various dimensions of spiritual leadership as moderators on the relationship between compassion fatigue and turnover intention. A total of 527 valid responses were collected from frontline nurses working in designated hospitals across Zhejiang province in China using a survey questionnaire. The outcomes from the hierarchical regression analysis indicated that role demands positively and significantly impacted turnover intention and compassion fatigue. Besides, compassion fatigue significantly and positively affected turnover intention and mediated its relationship with role demands. However, vision and altruistic love moderated the relationship between compassion fatigue and turnover intention, which was not true for the dimension hope/faith. This study's findings are a steppingstone for medical firms' managers and policymakers in demonstrating the likelihood of frontline nurses developing turnover thoughts arising from ambiguous and conflicting roles and the emotional strain from patients' burdens. Furthermore, an exemplary implementation of spiritual leadership could help enhance nurses' sense of calling and membership, essential in embracing the organization's vision and achieving its goals.

THE ROLE OF TRANSFORMATIONAL LEADERSHIP IN EMPLOYEE PERFORMANCE: A SYSTEMATIC LITERATURE REVIEW AT XYZ UNIVERSITY

Transformational leadership has become an important subject of research in the field of management and organizational psychology, due to its powerful influence on individual and group performance. The method used in this study is the search for scientific articles in leading academic databases. Inclusion criteria were established to select articles relevant to this research topic, i.e. research explaining the relationship between transformational leadership and employee performance at XYZ University. After passing the selection process, articles that meet the inclusion criteria are taken as research samples. The results of this systematic literature review show that transformational leadership has a significant positive impact on employee performance at XYZ University. Several studies have found that transformational leadership is positively associated with productivity, work quality, job satisfaction, and employee organizational commitment. Previous research has shown that transformational leadership affects employee performance through several mechanisms. First, transformational leadership encourages employees to adopt a strong organizational vision, which provides clear goals and direction. Second, transformational leadership creates a work environment that supports employees' personal and professional development, which increases their motivation and commitment to the organization. Third, transformational leadership builds strong interpersonal relationships between leaders and employees, which improves trust, communication, and collaboration. In addition, this literature review also identified several contextual factors that can moderate the relationship between transformational leadership and employee performance. These factors include organizational culture, organizational structure, and individual characteristics of employees. In an organizational culture that supports innovation and participation, transformational leadership can have a stronger impact on employee performance. Similarly, flexible and empowering organizational structures can enhance the effects of transformational leadership on employee performance. In addition, individual characteristics such as motivation and personality can also influence the relationship between transformational leadership and employee performance. The findings of this study show that transformational leadership has an important role in improving employee performance. Organizations need to understand the importance of transformational leadership and apply it in their context to improve employee productivity and success. However, more research is needed to understand more deeply the mechanisms and contextual factors that influence these relationships, as well as test their effects in different organizational contexts.

The Moderating Role of Innovation on Organizational Culture and Employee Motivation

The purpose of the study was to examine the influence of innovation in moderating organizational culture and employee motivation. The specific objectives were to: determine the relationship between organizational norms and employee commitment, examine the relationship between organizational vision and employee retention, investigate the relationship between organizational values and employee morale, assess how innovation moderate the influence of organizational culture and employee motivation. Survey research design was employed in the study. Primary data was collected through the use of structured questionnaire instrument. The study employed Pearson Product Moment Correlation analysis to test the hypotheses formulated. Based on the analysis of the results, the major findings were summarized as follows: there was a significant relationship between organizational norms and employee work commitment, there was a significant relationship between organizational vision and employee retention, and there was a significant relationship between organizational values and employee morale. In line with the findings of this study, the study recommended thus; organizations should implement policies that will make employees conduct themselves in an organized way by conforming to regularities of perception and behavior. Organizational values are so important, ant it’s clear that organizational values must be closely linked to overall organizational success. To achieve its objectives, an organization must establish its values.

Communicating the Big Picture With Employees: The Impacts of CEO Vision Communication on Employee Engagement

Communicating an organizational vision with employees can be critical to help employees internalize the vision, which might in turn increase their willingness to get engaged with the work and subsequently achieve higher goals. The aim of this study is to examine whether and how CEO vision communication could influence employee engagement. This study also proposed employees’ perceptions of work meaningfulness and organizational identification as the potential underlying mechanism that mediates the relationship between CEO vision communication and employee engagement. An online survey was conducted with employees across various industries in the U.S.

Learn from the best hospitals: a comparison of the mission, vision and values

BackgroundThe hospital’s mission, vision, and values are the core of the hospital’s culture and the most profound expression of the hospital’s culture. Although there have been many comparative studies on the mission, vision and values of organizations in the past, there have been few studies on the mission, vision and values of hospitals in the healthcare field. The purpose is to understand how the world’s top hospitals develop the use of mission, vision and values in their “day-to-day management” and this may help other hospitals to develop their mission, vision and value effectively.MethodsThis paper collects and discusses the approaches of the world’s top five hospitals in mission, vision and value through a qualitative analysis method. Documents for the study were collected from the publicly available information of the five hospitals, including their websites, annual reports, and relevant academic literature published in English on Google Scholar, PubMed, Medline, and Web of Science.ResultsThese five hospitals have similarities and differences in the development of their missions, visions and values, which are worthy of study by other hospitals. The setting of a mission is a useful reflection of the hospital’s focus and direction showing the social responsibility and sustainability of the hospital. The development of a vision has a guiding role in the equity and development of patients and employees and can improve the efficiency and effectiveness of hospital management and ensure the quality of services. The elaboration of values can greatly help hospitals to develop strategic plans and improve daily management.ConclusionThe top five hospitals in the world have several common valuable cultures in their missions, visions, and values, regardless of the properties of the hospitals or their management models. In addition, each hospital also has some enlightening descriptions that reflect their particularities.

Culturally and Linguistically Appropriate Pain Management (CLAP-M)

The Joint Commission's recommendation for organizations to diversify a homogenous workforce to mirror their patient population has been instrumental in shaping diversity, equity, and inclusion (DEI) efforts in healthcare [1]. These initiatives strive to counteract forces, such as implicit bias and microaggressions, that perpetuate stereotypes and disparities in the diagnosis, management, and treatment of medical conditions. Pain management is a subset of healthcare that is notably impacted by disparate patient approach, consideration, and treatment. To ensure culturally competent, individualized, and effective pain management, healthcare organizations must actively pursue care pathways to increase cultural responsiveness, organizational diversity, and inclusive cultures. Efforts must be systemic, infiltrating and underlying the organization's mission, vision, and values; a model being introduced in this paper, Culturally and Linguistically Appropriate Pain Management (CLAP-M).

“This brings meaning and purpose to the lessons:”

School garden programs (SGPs) offer students opportunities to experience and participate in the processes of nature and agriculture through hands-on learning in a wide variety of outdoor settings. Although the value of school gardens has been well documented, there is little-to-no concrete support for these programs within the public-school system itself, either at the local or the provincial level. Most programs operate through the vision and dedication of community members and organizations and/or the efforts of individual educators.
 The purpose of this study is to investigate how school garden programs are implemented in a variety of educational settings, and to identify the challenges and opportunities that exist within them. Ten semi-structured, open-ended qualitative interviews were conducted in person or by video platform with teachers and community members who acted as school garden program facilitators in south eastern Ontario. Data analysis shows that SGP facilitators had 4 key motivations for implementing SGPs. These include promoting a connection to nature, fostering values of environmental awareness and stewardship, increasing food literacy skills, and introducing students to broader food system issues of inequity and social justice. The major challenges and opportunities included funding, administrative and operational supports (or lack of), partnerships, and long-term visions. The results point to the need for consistent policies, sustained and reliable funding, and other supports from the Ministry of Education.

Talent Management Development on Government Institutions Regional Civil Service Agency Semarang

The organization's talent needs for the next five years are a translation of the strategy, and a reflection of the organization's vision and mission, taking into account internal demands as well as external demands. Quality aspects included in determining talent needs include knowledge and skills obtained from experience, competence, and personality in terms of organizational culture, it is clearly stated that institutional capacity development has indicators in institutionalizing a productive and positive organizational work culture based on the noble values of the nation's culture. According to the results of research at the Regional Civil Service Agency, Semarang Regency has implemented a value system that is the basis of ethics at work. It can be in the form of politeness, hospitality, communication that shows a noble value of the nation. Thus, from participatory and democratic comes the existence of work motivation that is always growing. By strengthening the value of employee discipline, the development of institutional capacity at the Semarang Regency Regional Civil Service Agency is maximized, this is strengthened by the enactment of PP No. 53 of 2010 concerning Employee Discipline, so that supervision is stricter and punishment is more firm and severe. In the institutional capacity building program at the Regional Civil Service Agency of Semarang Regency, a budget allocation is needed to support the implementation of all organizational activities. In accordance with World Bank theory which emphasizes the attention of talent management to the focus of the organizational environment which leads to financial and budgetary support in realizing all activities and needs of the organization. This type of research is Descriptive research. The approach used is a qualitative approach and a conceptual approach. The data source used is secondary data. Data analysis was carried out in a qualitative descriptive manner. Drawing conclusions is carried out by the deductive method, which is to draw conclusions from general to specific, especially those related to the research topic, namely the development of management talent towards government institutions. Capacity building takes a long time and requires long-term commitment and all parties involved. In the development of talent management of an organization both public and private sectors, Collective Commitments are the basic capital that must be continuously developed and maintained properly. This talent management commitment is not only for power holders, but covers all components in the organization. The influence of mutual commitment is very large, because this factor is the basis of the entire design of activities and goals to be achieved together. It is expected to strengthen and strengthen the budget allocation method in accordance with the vision, mission and objectives of governance as well as the development of regional revenue sources.

A “toxic culture”: the experiences of underrepresented ticket sales employees across professional sport

PurposeThe purpose of this exploratory study was to examine the workplace experiences of current and former underrepresented ticket sales employees.Design/methodology/approachThe study utilized survey methodology to answer the research questions. Purposive sampling was used to identify potential respondents: individuals who were either currently employed as sport ticket sales employees or had been previously. The researchers examined online media guides from North American major league sports teams and identified ticket sales representatives who were compiled into a database and then cross-referenced through social media platform LinkedIn. Individuals were located via LinkedIn profiles and sent an anonymous, electronic survey which included a combination of Likert scale and open-ended questions regarding respondent experiences working in ticket sales departments.FindingsSurvey responses from 511 ticket salespeople revealed negative experiences related to management and career advancement opportunities, as well as significant differences in negative experiences for underrepresented populations regarding mentorship and culture.Originality/valueSport sales managers desire to expand employee diversity (Wells et al., 2019) and improve overall retention rates, but if a clear understanding of organizational vision toward diversification is not established within sports teams, managers are less likely to embrace diversity initiatives. Thus, it is imperative to understand the lived experiences of underrepresented ticket salespeople in order to improve workplace culture and effectiveness.

호텔직원이 지각한 조직비전, 조직신뢰, 직무만족 및 경력지속의도 간의 구조적 관계

This study examines the structural relationship of organizational vision on organizational trust, job satisfaction, and intention to continue careers for employees of the food and beverage department in the hotel industry. For this purpose, five research hypotheses were postulated, and the data was obtained from 226 employees in the food and beverage departments at four- and five-star hotels. The SPSS 26.0 & AMOS 26.0 statistical packages were employed for the statistical analysis. Frequency analysis, reliability analysis, confirmation factor analysis, correlation analysis, and structural model analysis were conducted for the analysis. The results of the hypothesis test are as follows. First, it was found that organizational vision had a positive effect on organizational trust. Second, it was found that organizational vision had a positive effect on job satisfaction. Third, organizational trust was found to have a positive effect on job satisfaction. Fourth, organizational trust was found to have a positive effect on the intention to continue careers. Fifth, job satisfaction was found to have a positive effect on the intention to continue careers. This research model can be meaningful as an internal marketing management model at the level of organizational vision and intention to continue careers in the hotel food and beverage department.

Human Capital and State Civil Apparatus Development

This research focuses on the role of human capital in supporting the achievement of the vision and mission of public organizations. This focus is based on the assumption that organizations tend to be more rigid than private organizations, which tend to be more dynamic in dealing with change. The type of research used in this study is qualitative research. Observations are used to cross-check the data. Observations were made with the aim of exploring concrete manifestations of the results of human capital in improving ASN performance. Based on the research results, the human capital dimension is an important key to improving the performance and career development of ASNs in government organizations. Law No. 14 of 2014 concerning State Civil Apparatus Article 12 ASN states that employees who act as planners, executors, and supervisors of the implementation of general government and national development tasks through implementing policies. The human capital dimension is internal to ASN itself and does not depend on the organizational culture or existing regulations related to ASN.

Digital transformation of organizations and their organizational cultures. A case study in a national defense industry

Digital transformation has become vital for organizations in order for them to differentiate from competitors providing a competitive advantage in the fast-changing environment they operate. Digital transformation is considered as a radical transformation affecting organization’s products, services, people and processes while improving performance. It is a risky and tremendous challenge for most organizations. Based on a dissertation with the current paper an approach on digital transformation, in a national defense company is attempted. Products and services provided are characterized through high quality standards and a strong culture. Those characteristics are considered a fruitable ground for providing a framework to transform an organization into a digital one. Taking into consideration the above, literature research on digital transformation of organizations and their benefits are provided. The digitalization process is analyzed in order to show the building blocks of transforming the organization into a digital one. However, in order to start such a process, the organization has to have an adaptive high performance organization culture. This is considered as the base to start the digitalization process. In order for the organization to have such a culture, current situation has to be assessed and certain actions to be taken. An assessment of above-mentioned company is presented and actions proposed. It is obvious that organizational digital transformation is inextricably linked with an organizational culture change. The benefits and barriers from such a transformation are shown and finally proposals presented regarding a digital strategy implementation as well as a vision and mission statement for the company.
 EL Classifications: M14.
 Key words: Digital transformation, digitalization process, digital strategy, organizational culture change, vision and mission statement