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The research focuses on the impact of transformational leadership on the decision to stay mediated by commitment after a court refusal regarding illegal extraordinary congress involving the outsiders of a political party in Indonesia (in this case, it is the Democratic Party currently led by Agus Harimurti Yudhoyono), where this phenomenon is classified as a crisis. Theories and the previous literature pointed out that transformational leadership would significantly affect an individual's decision to stay with the institution through commitment. Therefore, this research empirically analyzes the hypotheses using quantitative methods on 349 respondents who are central (DPP) and local (DPD and DPC) active committees of the Democratic Party. Respondents are collected using cluster random sampling. Referring to theories and the previous literature, the latent variables of this research are constructed using dimensions. Transformational leadership (TL) has four dimensions which are charisma (idealized influence), inspirational motivation, intellectual stimulation, and individual considerations. Commitment has three dimensions which are affective, normative, and sustainable commitments. The decision to stay has two dimensions, which are intrinsic and extrinsic motivations. By using Structural Equation Modeling–Partial Least Square (SEM–PLS), the research revealed that the direct effect shows that transformational leadership and commitment significantly influence the decision to stay. On the other hand, the indirect effect indicates that commitment significantly mediates the relationship between transformational leadership and the decision to stay. The result indicates strong transformational leadership performed by Agus Harimurti Yudhoyono as the chief of the Democratic Party in Indonesia. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the Organizational Citizenship Behavior (OCB) of correctional officers at the Super Maximum-Security Prison in Indonesia which is influenced by Transformational Leadership (TL) either directly or indirectly through Affective Organizational Commitment (AOC), Job Satisfaction (JS) and Job Self-Efficacy (JSE). This research was conducted on 224 prison officers as a sample size. Data was collected by means of a questionnaire distributed via Google Form. Robustness was built in two stages; the first stage was through a try out of research instruments and the second stage was through data collection which was done with the time lagged method. Furthermore, the data were analyzed using Structural Equation Modeling (SEM) with the help of AMOS 24 software. The results of this study indicate that triple mediation consisting of AOC, JS and JSE fully mediates the effect of TL on OCB. The novelty of this research lies in the role of triple mediation as the focuses of the study. Furthermore, the triple mediation has been proven to fully mediate the effect of TL on OCB thus may serve as empirical evidence that contribute to theoretical and practical developments in the fields of Human Resource Management and Organizational Behavior. [ABSTRACT FROM AUTHOR]

PT Pegadaian (Persero) is one of financial institution in the form of channeling funds to the public on the basis of the law of pawning. PT Pegadaian (Persero) Regional Office VII Denpasar in 2018 - 2020 has a low KPI value in the last 3 years compared to other regional offices throughout Indonesia. The decline in employee performance can be influenced by several factors, including leadership, innovative behavior and creative self-efficacy. This study was conducted to determine the role of creative self-efficacy in mediating the effect of transformational leadership and innovative behavior on employee performance. The sampling technique used was proportionate random sampling as many as 227 respondents were employees of PT Pegadaian (Persero) Regional Office VII Denpasar. Data were analyzed using Confirmatory Factor Analysis (CFA), Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results shows creative self-efficacy, transformational leadership and innovative behavior have a positive and significant effect on employee performance (t statistic > 1.96). The results of the mediation analysis showed that creative self-efficacy was not able to mediate transformational leadership on employee performance (18.3%) but was able to partially mediate the effect of innovative behavior on employee performance (41.7%). This research is expected to be empirical evidence for future research and to be able to enrich the theory of social exchange, transformational leadership, innovative behavior and creative self-efficacy. In addition, this research is expected to provide information as a leader in improving employee performance in the PT Pegadaian (Persero) Regional Office VII Denpasar. [ABSTRACT FROM AUTHOR]

Public sector organizations have been facing a dynamic environment and the shift in global economic pressure, while serving the public with new and/or better services under limited budgets. Organizational innovation is believed to be able to encourage increased organizational performance. Based on the Resource Based View, New Public Management theory, and Innovation System Theory, this study aims to analyze the antecedents and consequences of organizational innovation in the public sector. Data were collected from organization units of the Central Bureau of Statistics throughout Indonesia with 125 sample units by self-enumeration and the sampling technique was purposive sampling. The results showed that the internal control system and organizational culture had a significant effect on organizational innovation, and organizational innovation has a positive effect on organizational performance. This study cannot prove the effect of transformational leadership on organizational innovation. Besides that, the study also proves that organizational innovation is an intervening variable in the relationship between internal control systems and organizational culture on organizational performance. However, it cannot prove the mediating role of organizational innovation in the relationship between transformational leadership and organizational performance. [ABSTRACT FROM AUTHOR]