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MATRIX OF 5 JOURNALS ANALYSIS AND THE SUMMARIES

MULTICULTURAL LEADERSHIP
ARTICLE 1 1 2 3 4 5 6
Tittle and Author Tittle : Leadership emergence in Tittle : Theoretical Considerations on An Assessment of the Levels of Job Academic job satisfaction and motivation: The Influence of Competence, Motivation, Effect of Job Satisfaction and Motivation Trickle-Down Effects of Positive and
multicultural teams: The power of global Motivation at the Work Place, Job Motivation and Satisfaction as Predictors findings from a and Organisational Culture towards Employee’s Negative Supervisor Behaviors on Service
characteristics Satisfaction and Individual Performance of Job Performance of Library Personnel in nationwide study in Portuguese higher to High School Teacher Job Satisfaction and Performance in XYZ Shipping Company Performance: TheRoles of Employee
Nigerian Universities education Performance Emotional Labor and PerceivedSupervisor
Power

Author : Alon Lisak and Miriam Erez Author : Raluca GÎLMEANU (MANEA) Katamba Abubakar Saka dan Abdulsalam Maria de Lourdes Machado-Taylor, Virgílio H. Muhammad Arifin Ramona Octaviannand, Nurmala K. Nai-Wen Chi, Yen-Chun Chen, Tun-Chun
Abiodun Salman Meira Soares, Rui Brites, José Brites Pandjaitan, dan Sadikin Kuswanto Huang & Shih-Feng Chen
Ferreira, Minoo Farhangmehr, Odília Maria
Rocha Gouveia, dan Marvin Peterson

Variable and Variabel Independent : Cultural Variabel Independent : Motivation; Motivation; job satisfation; job performance teaching climate, management of the competence and organizational culture; job Job Satisfaction; Dissatisfaction; Motivation Employee
Hypothess Intelligence; Global Identity ; Openness to Satisfaction; Performance institution/department/unit, colleagues, motivation; teacher performance Emotional Labor; Perceived Supervisor
cultural diversity; physical work environment, nonacademic Power
staff
(administrative staff, technical, and
laboratorial staff), conditions of
employment, personal and professional
development, institutional culture and
values, institution: prestige, research

Variabel Dependent :Leadership Variabel Dependent: Individual Intrinsic and Ekstrinsik Motivation, Motivation of the academic; satisfaction job satisfaction Employee Performance and Managerial service performance
emergence in multicultural teams Performance and Effectiveness Commitment, Skill Implication
Organization
Hypothesis 1a. Cultural intelligence will be Hypothesis 1. Interaction between job 1. Level of motivation of library personnel 1. The Influence of Competence to Job H1: Transformational leadership will
related to leadership satisfaction and motivation at work Satisfaction increase subordinates’ proactive customer
emergence in multicultural teams. service
Emergent global leaders will performance.
have a higher level of cultural intelligence
than other multicultural
team members

Hypothesis 1b. Global identity will be Hypothesis 2. The relationship between job 2. Level of job satisfaction of library 2. The Influence of Motivation to Job H2: Abusive supervision will increase
related to leadership emergence in satisfaction and individual performance personnel Satisfaction subordinates’ service sabotage.
multicultural teams. Emergent leaders will
have a higher level of global identity than
other multicultural team members

Hypothesis 1c. Openness to cultural Hypothesis 3. The interaction between 3. Level of job performance of library 3. The Influence of Organizational Culture H3: Transformational leadership will
diversity will be related to leadership individual motivation and performance at personnel. to Job Satisfaction increase subordinates’ deep acting toward
emergence in multicultural teams. work customers, which in
Emergent global leaders will have a higher turn increases proactive customer service
level of openness to cultural diversity than performance.
other multicultural team members.

4. The Influence of Competence to H4: Abusive supervision will increase


Performance subordinates’ surface acting toward
customers, which in turn increases service
sabotage.

5. The Influence of Motivation to H5: Perceived supervisor power moderates


Performance the positive indirect effects of
transformational leadership on proactive
customer service performance through
employee deep acting: When perceived
supervisor power is high, the positive
indirect effects will be strengthened; these
positive indirect effects will be attenuated
when perceived supervisor power is low.
6. The Influence of Organizational Culture H6: Perceived supervisor power moderates
to Performance the positive indirect effects of abusive
supervision on
service sabotage through employee surface
acting: When perceived supervisor power is
high,
the positive indirect effects will be
strengthened; these positive indirect effects
will be attenuated
when perceived supervisor power is low.

7. The Influence of Job Satisfaction to


Employee Performance

Population Sample Population :Representing 32 nationalities, Population : The study covers six states, namely Population : all university faculty members, Population : teacher in Jayapura City, XYZ Shipping Company located in Kuningan,
and Instruments the participants included 317 Benue, Kogi, Kwara, Nasarawa, Niger, Plateau including all subgroups (professor, Papua, Indonesia South Jakarta
MBA and graduate students from ten States and Federal Capital Territory (FCT) researcher, part-time, full-time, etc.), of all
universities in eight countries Abuja. types of Portuguese HEIs (public–private
(USA [3], England, Hong-Kong, Germany, and university–polytechnic)
Israel, Italy, Spain and
Switzerland) who were part of a
multicultural team project in
2009

Sample : the participants, 47% were Sample : consisted of librarians and library Sample : 4529 Sample : 117 respondents of 346 teachers respondents in the study was limited to The participants were first-line service
European (13% from Italy and 11% officers in fully-operational universities in academics only 70 people from the marketing workers from diverse industries in Taiwan,
from Germany), 21% were from the Far North-Central Nigeria department, customer including
East (13% Chinese), 18% service, logistics, documentation, cashiers, financial services (39%), telecom services
were North American, 12% were Israeli and financial and port agency services (41%), educational services (10%), and
2% were from other types of
miscellaneous areas (e.g., Latin America and service industries (10%)
central Asia). The
average age was 26.2 years (S.D. = 4.95) and
53% were men.
Instrument : Instrument : Two sets of modified Instrument : questionnaire Instrument : questionnaire Instrument : questionnaire
instruments: Motivational Factors Job
Satisfaction Questionnaire (MFJSQ) and Job
Performance Questionnaire (JPQ)
Method Quantitative Method Qualitative Method Quantitative Method Quantitative Method Quantitative Method Quantitative & Qualitative Method Qualitative Method

Regression Deductive based on Literatur and Reference Structural Equation Modeling (SEM) Multiple Linear Regression Analysis Structural Equation Modeling (SEM)
Descriptive statistics of mean and
Theories Analysis Analysis
Statistic Techniques standard deviation ANOVA dan GAMMES-HOWELL
Summary 1.) Bertujuan untuk mengidentifikasi alasan-alasan yang mengarah pada stimulasi individu untuk mencapai kinerja individu yang tinggi sesuai standar organisasi. Aspek yang disajikan mengarah pada kesimpulan bahwa dalam proses kerja relasi antara kepuasan-kinerja, motivasi-kepuasan tidak konstan dan harus disesuaikan dengan perkembangan kondisi

2.) Berdasarkan hasil penelitian dapat disimpulkan: 1. Dengan tingkat pengangguran yang tinggi di Nigeria, personil perpustakaan memiliki komitmen yang baik terhadap pekerjaan mereka meskipun tingkat motivasi masih rendah 2. Dengan tingkat kepuasaan kerja pegawai perpustakaan yang sedang, ada kecenderungan bahwa motivasi intrinsik dan
ekstrinsik berada pada tingkat rendah atau ditawarkan sembarangan. Implikasi pemberian motivasi yang sembarangan adalah bahwa personil perpustakaan termotivasi secara ekstrinsik dibanding intrinsik 3. Perolehan pengetahuan, keterampilan, dan kompetensi tugas dan arus informasi yang bebas menyebabkan tingginya tingkat kinerja pegawai
perpustakaan

3.) Temuan dari penelitian ini menunjukan akademisi Portugis memiliki kepuasan dan motivasi yang tidak terlalu tinggi. Hasil ini harus diperiksa secara seksama oleh pemimpin kelembagaan dan pembuat keputusan di Portugal untuk meningkatkan kepuasan dalam lingkungan akademisi terutama kondisi kerja dan penelitian. secara khusus perlu diperhatikan
akademisi yang berusia 40-60an.

4.) Motivasi mempengaruhi kinerja guru secara positif dan tidak signifikan. Kepuasan mempengaruhi kinerja guru yang positif dan signifikan. Sehingga jika kepuasan kerja ditingkatkan maka akan mendorong guru untuk melakukan peningkatan kinerjanya.

5.) Hasil penelitian menunjukaan variabel kepuasan keja dan motivasi secara simultan mempengaruhi kinerja pegawai di perusahaan pelayaran XYZ. Jika motivasi dan kepuasan kerja meningkat maka kinerja karyawan dapat ditingkatkan. Salah satunya manajemen memberikan batasan kerja yang jelas kepada karyawan.

6.) Temuan penelitian ini memiliki implikasi untuk organisasi pelayanan. 1) Pengawasan yang kejam merugikan kepentingan eksternal (pelanggan) dengan meningkatnya tindakan karyawan dan sabotase pelanggan. Sehingga, organisasi pelayanan harus mencegah perilaku kasar atasan melalui berbagai hal sumberdaya manusia yang praktis 2) Organisasi dapat
mencoba memfasilitasi kepemimpinan transformasional utnuk mempromosikan ekspresi emosional karyawan dan perilaku pelayanan proaktif terhadap pelanggan. 3)Organisasi dapat merancang pelatihan kepemimpnan yang memasukan role-paling, case-stufy, dan simulasi skenario untuk mengembangkan keterampilan atasan untuk perilaku kepemimpinan
transformasional

7.) Implikasi utama penelitian ini adalah bahwa perusahaan tidak boleh mengabaikan peran pelengkap baik inovasi manajerial dan teknologi dalam meningkatkan semua
dimensi kinerja di pabrik. Konsistensi dari cumulative capability yang menunjukkan bahwa trade-off dalam dimensi kinerja kompetitif mungkin tidak relevan dalam lingkungan yang dicirikan oleh persaingan global dan teknologi manufaktur tingkat lanjut. Dalam lingkungan seperti itu, sebuah pabrik memiliki tekanan untuk meningkatkan semua dimensi kinerja
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Investigating the effects of managerial and


technological innovations on operational
performance and customer satisfaction of
manufacturing companies
Ayman Bahjat Abdallah, Anh Chi Phan,
Yoshiki Matsui

technological innovation; operational


performance

customer satisfaction

H1. Managerial innovation will be directly


and positively related to:
a operational performance
b cost performance
c quality performance
d delivery performance
e flexibility performance
f innovative performance.
H2. Managerial innovation will be directly
and positively related to customer
satisfaction.

H3. Managerial innovation will be indirectly


and positively related to customer
satisfaction through operational
performance.

H4. Technological innovation will be directly


and positively related to:
a operational performance
b cost performance
c quality performance
d delivery performance
e flexibility performance
f innovative performance.
H5. Technological innovation will be directly
and positively related to customer
satisfaction.
H6. Technological innovation will be
indirectly and positively related to
customer satisfaction through operational
performance.

Population :

Sample : 214 manufacturing plants in seven


countries and three industries

Instrument : questionnaire

Qualitative Method

Regression

dak konstan dan harus disesuaikan dengan perkembangan kondisi

ng sedang, ada kecenderungan bahwa motivasi intrinsik dan


yang bebas menyebabkan tingginya tingkat kinerja pegawai

utama kondisi kerja dan penelitian. secara khusus perlu diperhatikan

a yang jelas kepada karyawan.

ui berbagai hal sumberdaya manusia yang praktis 2) Organisasi dapat


mengembangkan keterampilan atasan untuk perilaku kepemimpinan

h pabrik memiliki tekanan untuk meningkatkan semua dimensi kinerja