Vol. 12 No. 1(I) (2020)

Different styles of leadership have emerged within different studies and have been proven in different ways throughout the years. Consequently, the aim of this study was to identify the effect of leadership styles towards employee centricity within the Hospitality Industry in United Arab Emirates (UAE). The study’s conceptualization was derived from Burns (1978) theory on circulating the influences, inspirations, motivations, encouragements and consideration where behaviors such empathy, optimism, enthusiasm and openness are nurtured. Multiple regression analysis was applied to understand the influence of the analytical variables and target variable (employee centricity). In total, 172 responses from different hotels within United Arab Emirate (UAE) was collected using survey questionnaires assigned to employees and 8 Managers were put through an hour interview guide questioning. Mixed method then was used to validate attributes from different parties to provide deeper insights of the given problem. Findings, based on the research data and as validated by the regression results, therefore revealed that employees, centricity greatly influenced the level of the employee satisfaction and motivation within the industry of study. Lack of trust, respect, engagement and motivation soars the big picture. Due to different aspect of responsibilities leaders and managers are entitled with, not every employee is given the proper attention and leniency over their issues. The research concluded that managers and leaders are great influence to employees which builds employee centricity as a whole. This study, therefore contributes to existing knowledge through the validation of the construed theoretical and conceptual frameworks. Consequently, employee centricity has to consider a bigger factor reclined from different characteristics of a manager’s responsibilities, relationship and provisions. This is found out to incorporate different factors, like purpose and autonomy, rewards, recognition, development and growth that may encourage employees to work effectively and efficiently.

This study begins with the problem of auditor performance on the Big Four Public Accounting Firm and requires an improvement in audit quality due to a decreased audit quality assessment on the Big Four Public Accounting Firm. Problem related to audit quality is also experienced by government internal auditors. This is due to several factors such as the minimum standards set by the Financial and Development Supervisory Agency (FDSA) that have not been met by government internal auditors, auditor staff with accounting education backgrounds are still very few, auditors have not applied the Government Internal Oversight Apparatus (GIOE) code of ethics and so forth. The aims of this study to determine the extent of the audit quality produced by the government's internal auditors at the FDSA of Java island Representatives. Through the theory of behaviorism, this study has four objectives is to find out the implementation of professional accounting ethics, auditor competence, integrity, professional commitment on audit quality. Therefore, this study contributes to FDSA of Java Provinces to carry out the functions and duties of government internal auditor based on the GIOE codes and ethics and standards.

This study investigates the nexus between career commitment, adaptability and motivation, and the mediation role of career adaptability on the relationships between career commitment and motivation. Data were collected randomly from marketers working in the telecommunication sector in the Kurdistan region of Iraq through online questionnaires. There were 121 out of 285 forms received and analyzed using the structural equation modeling approach. The findings indicate that both career commitment and adaptability have direct effects on career motivation. Furthermore, a mediation effect of career adaptability was identified in the relationship between career commitment and motivation. The findings of the study contribute to the career motivation literature by investigating the effects of individual factors, namely career commitment and career adaptability, on career motivation in the context of developing countries. The study also points out the compound effect of these factors on career motivation.

This study begins with the problem of the many Indonesia’s local governments that have not been able to compile a Government Agency Performance Accountability Report or LAKIP. This is because there are still many local governments that have not been able to measure performance with applicable standards. And therefore, many local governments still get poor grades in preparing their LAKIP. This due to several factors such as the commitment of management which is still questionable, the lack resources used to measure performance and so forth. This study aims to find out how far have local government efforts are taken to measure performance according to organizational factors of local government in Indonesia specifically in Bekasi. Through the institutional theory, this study has three objectives, to find out the effects of technical knowledge, management commitment, and resources on performance measurement. Therefore, this study contributes to provide a picture for the local government in measuring performance based on organizational factors.

Engagements and commitments of many expatriates are often determined by several socioeconomic, demographic, cultural, environmental and organizational factors. These issues faced by employees in duty stations like United Nations Mission in Darfur (UNAMID) often have telling effects on their work. Consequently, the broad objective of this study was to assess the influence of the working environment on foreign job commitment in UNAMID. The study applied "a mixed-method research approach", utilizing both "qualitative and quantitative research" strategies, with a sample size of 100 respondents from the United Nations Peace Keeping Mission in Darfur, Northern Sudan. Specifically, questionnaires and in-depth Interview were the main instruments. Findings from the quantitative studies showed no significant relationship between employee disengagement, work terrain, job stress, communication, socio-cultural factors and expatriate’s job commitment in UNAMID. While for the qualitative analysis, it was reported that there are both negative and positive effects of working in another country. The study, therefore, concludes that employee disengagement, job stress, working terrain, communication and socio-cultural factors are not associated, with expatriate's job commitment in UNAMID. It is therefore recommended that organizations should develop organizational peculiar plans and programs that would help cushion the physical and psychological effect of new working terrain on expatriates for them to be able to be effective, productive and be able to eventually achieve the ultimate goal of their deployment to the new work station.