The purpose of this study was to analyze the effect of work discipline on the performance of Ambon State Polytechnic education staff and analyze the effect of work discipline on performance through Total Quality Management (TQM) in Ambon State Polytechnic education staff. Respondents in this study were 100 Ambon State Polytechnic education staff. The analytical model used to determine the effect between variables is a structural model with the Partial Least Square (PLS) approach. The results show that work discipline directly affected the performance of educational staff by 20.6% and the indirect effect of work discipline affected the performance of the education staff through Total Quality Management of 38.7% which means that the practice of TQM is able to provide a considerable influence in improving the performance of educational staff. To improve the performance of educational staff, work discipline should be directed at the TQM process in advance so that the work process is more directed.

The research investigates the role of innovative behavior in mediating the effect of transfor-mational leadership and talent management on the lecturer’s performance of private higher education in Indonesia. Samples of this research are 230 lecturers selected by purposive sam-pling. Data were obtained by spreading questionnaires and analyzing with path analysis using supporting descriptive statistics. The results confirm that transformational leadership and in-novative behavior had significant direct effects on performance, transformational leadership and talent management had significant direct effects on innovative behavior, transformational leadership and talent management had significant indirect effects on performance mediating by innovative behavior, and talent management did not have any significant direct effect on performance. A fit research model has been achieved about the effects of transformational leadership and talent management performance by mediating innovative behavior but requires verification through further research, especially to verify the effect of talent management on performance.

The study aims to examine direct and indirect impacts of managers’ emotional intelligence on performance of firms through determinants of job satisfaction, trust and opportunistic behav-ior. Data are collected from 617 respondents as managers of firms in Vietnam. The results show that the managers’ emotional intelligent not only had a direct and positive impact on the firm performance but also indirectly affects through two intermediaries of their satisfaction and trust. In addition, the findings reveal the relationship between determinants such as satisfaction positively influencing their trust and negatively affecting opportunistic behavior. Opportunistic behavior has a negative impact on trust and firm performance in the context of emerging countries like Vietnam.

The objective of this paper is to assess the factors affecting the lawyers’ motivation in Vietnam through the Emotional Intelligence factor and the factors affecting Lawyer’s performance. To accomplish this goal, we conducted a survey for half a year and analyzed data on 960 lawyers, then used SPSS 22 and Smart PLS 3.0 software to analyze the data. The results show that all six factors positively impact Emotional Intelligence. Emotional Intelligence both positively and positively impact Lawyer’s Motivation and Lawyer’s Performance. At the same time Lawyer’s Motivation has a statistically significant positive impact on Lawyer’s Performance. Finally, the results of multi-group testing between male and female lawyers are statistically different. From the research results, we propose a few solutions to improve motivation and work efficiency for lawyers in Vietnam.

This study aims to determine the effect of leadership style, organizational culture and motivation partially on the performance of permanent lecturers at Universitas Maarif Hasyim Sidoarjo. The object of this research is associated with the development of the world of education, while the scope of research concentrates on the area of Ngelom, Megare Sepajang Taman, Indonesia. The type of research is descriptive with explanatory research. Sampling is conducted by proportional stratified random sampling method. The population of this study includes all lecturers at Maarif Hasyim Latif University. Data analysis uses multiple linear re-gression analysis. The results show that Leadership Style, Organizational Culture, and Motivation simultaneously influence on the Performance of Permanent Lecturers.

The emergence of New Public Management (NPM) phenomenon creates a new discourse that attracts the attention of human resource management experts around the world, especially in Indonesia. To address this issue, this study tries to focus on how the performance of local government employees is influenced by several factors; namely, intelligence, leadership, quality of human resources, and NPM itself. The population of this study is government employees in the city of Makassar, Indonesia, and given the huge number, the sampling technique uses purposive sampling. The amount determined referred to the variance-based (or Partial Least Square) Structural Equation Analysis tool and obtained by 100 local government employees. Primary data collected through a questionnaire is processed with the assistant of Smart PLS. The results show that intelligence, leadership, and HR quality had positive and significant ef-fects on NPM. The direct relationship also indicates the significance of constructs on performance, except intelligence, which directly has no significant impact on the performance of government employees. The NPM variable also significantly mediates the indirect effect between variables. This research is expected to enrich the treasury of knowledge in the field of human resource studies, and strategies for implementing the concept of NPM in the government environment.

The main objective of this study was to determine the main policies and procedures related to internal marketing applied at Prince Sattam bin Abdulaziz University and the degree of employees' satisfaction. The researcher relied on the descriptive analytical method in conducting this study. The study reached several conclusions. Most notably; most of the internal marketing policies and procedures applied at Prince Sattam bin Abdul Aziz University are conducted moderately. The results of the study also showed a statistically significant relationship between the level of the application of marketing policies and procedures at Prince Sattam bin Abdul Aziz University and the level of employees' satisfaction with the application of these policies and procedures. The study concluded to provide a set of recommendations necessary to activate the application of internal marketing policies and procedures at Prince Sattam bin Abdul Aziz University to achieve its employees' satisfaction.

This research was carried out in fourteen ministries and one national staff agency, which was the largest and most comprehensive study of government institutions that examined the importance of the recruitment, selection and organizational culture of employee performance which is still an important issue in developing coun-tries. The purpose of this study was to analyze the effect of recruitment, selection and organizational culture on the performance of civil servants, especially at the National Personnel Agency and 14 Ministries. This re-search was conducted in the Democratic Republic of Timor Leste (RDTL) with an area of 15,410 KM2. The total population is 1,261,072 people. The study began in September 2018 until February 2019, using quantitative (positivism) methods. The study was conducted using proportional random sampling, so that from each work unit a total of 1000 target populations and 286 samples were obtained using a questionnaire. This re-search used structural equation modeling (SEM) method with partial least square (SEM-PLS) approach. The results of the study found that well-programed recruitment was not able to provide significant results either directly or through organizational culture, but recruitment could have a significant effect on job performance through mediation selection. Moreover, well-programmed recruitment backed by selection quality could improve employee performance.

This paper examines the relationship between the presence of the foreign chief executive officer (CEO) as a director of a firm and firm performance in Saudi Arabia. Performance is measured in terms of a business’ profitability proxy, return on assets (ROA), and the market performance measure, Tobin’s Q. Herein, we use a sample of non-financial companies that have been listed in Saudi Arabia between 2005 and 2016. The results reveal that firms managed by a local CEO outperform firms helmed by their foreign counterparts. They also support the notion that the success of managing directors in emerging markets requires cultural and intercultural skills.

The aim of the study is to determine the effectiveness of corporate governance on corporate social responsibility (CSR) performance and financial reporting quality in Saudi Arabia's manufacturing sector. The data is collected through the database of Thomson Reuters from 30 manufacturing companies of Saudi Arabia over the period 2014-2020. Descriptive statistics and the generalized least square (GLS) model were applied. The dependent variable was calculated through residuals and was found as discretionary accruals (DA). The findings reveal that there was a positive influence of corporate governance on CSR performance and financial reporting quality. It was found that sample size was one of the biggest limitations because only data from 2014 to 2020 were collected and to make the study more reliable and authentic, larger data is required.