International Journal of Research In Commerce and Management Studies ( ISSN : 2582-2292) https://ijrcms.com/index.php/ijrcms <p><strong> <a href="http://www.israjif.org/single.php?did=2582-2292" target="_blank" rel="noopener noreferrer" data-saferedirecturl="https://www.google.com/url?q=http://www.israjif.org/single.php?did%3D2582-2292&amp;source=gmail&amp;ust=1595055595836000&amp;usg=AFQjCNF-ZKaVq-TLil_ni2LxuWu0f9loUg">(Impact Factor : 0.915)</a></strong></p> <p>International Journal of Research In Commerce and Management Studies is an open access peer review bi-monthly research journal that publishes articles in the field commerce &amp; management. The journal serves as a bridge between worldwide scholars and commerce and management studies researchers. The journal publishes research articles and papers in all areas of commerce and management. The journal aims to provide the most complete and reliable source of information on recent developments in business studies. Each issue brings you critical perspectives and cogent analyses, serving as an outlet for the best theoretical and research work in the field. The purpose of the journal is to further the understanding of the theory and practice of business studies by publishing articles of interest to practitioners and scholars. The Journal is published in English. The e-journal provides free and open access to all of its content on our website.</p> <p> </p> en-US International Journal of Research In Commerce and Management Studies ( ISSN : 2582-2292) 2582-2292 EFFECT OF WORK MOTIVATION, COMPETENCE AND DISCIPLINE OF PERFORMANCE THROUGH TEACHER SATISFACTION https://ijrcms.com/index.php/ijrcms/article/view/65 <p>This study aims to determine the effect of Motivation, competence, work discipline, and satisfaction on SMP N teachers' performance in Karimun Regency. This study population consisted of N Middle School Teachers in Karimun District, which amounted to 100 ASN teachers. The type of data used is primary data, quantitative methods, and data analysis with (Partial Lest square) PLS. The results obtained by the direct influence of motivation variables on performance variables have a path coefficient of 0.250 (positive), with a P-Values value of 0.038 &lt;0, 05, motivation for performance is significant. The direct effect of motivation variables on job satisfaction variables has a path coefficient of -0.015 (negative). An increase does not follow an increase in the value of motivation variables in performance satisfaction. With a P-Values value of 0.685&gt;0, 05, motivation for job satisfaction is not significant. The direct effect of competency variables on performance variables has a path coefficient of 0.042 (positive). An increase will follow an increase in the value of competency variables in performance variables. With a P-Values value of 0.778&gt; 0.05, competence for performance is not significant. The direct effect of the competency variable on job satisfaction has a path coefficient of 0.391 (positive). An increase will follow an increase in the value of the competency variable in the job satisfaction variable. With a P-Values value of 0,000</p> Sapri Chablullah Wibisono Indrayani Sri Yanti Copyright (c) 2020 2020-07-15 2020-07-15 2 4 01 12 EXAMINING STUDENTS’ INCIVILITY IMPACT ON ENGAGEMENT: THE MEDIATION ROLE OF SATISFACTION https://ijrcms.com/index.php/ijrcms/article/view/76 <p><strong>Purpose:</strong> The study into incivility in higher education provides opportunity to seek ways to reduce classroom uncivil behaviour thereby improving students’ engagement to academic institutions. Previous studies found different forms of incivility and its impacts on organisations largely due to differences in norms of politeness and cultures. This study investigates the growing dynamics of incivility in the classroom context and clarifies its impact on students’ engagement to academic institutions and how satisfaction provides mediation role.</p> <p><strong>Methods:</strong> The survey method was utilised and convenience sampling technique was used to contact students at their campuses. The questionnaire used has items on students’ experiences on incivility, engagement and satisfaction in higher education institutions. The study was conducted on 441 useable responses and explanatory research design was used. The authors performed statistical analysis to examine for size adequacy and sufficiency in the data.</p> <p><strong>Results:</strong> The research finds that incivility exists in higher education institutions. The empirical findings indicate that incivility has negative association with engagement but personal affairs dimension of incivility has positive and significant effect on engagement. Incivility has positive association with satisfaction but satisfaction partially mediates the relationship between incivility and engagement.</p> <p><strong>Implications</strong>: Researchers and managers of higher education institutions should appreciate that incivility has both positive and negative effects in the learning environment. The study has some aspects of incivility in the classroom that promotes satisfaction and engagement. Therefore, the theoretical perspective on incivility should be understood in context. Notwithstanding, managers of higher education institutions should create classroom environment without incivility.</p> Stephen Banahene Mr. Edward Okyere Mr. Adu Adjei Mensah Copyright (c) 2020 International Journal of Research In Commerce and Management Studies ( ISSN : 2582-2292) 2020-08-14 2020-08-14 2 4 DETERMINATION OF EMPLOYMENT PLACEMENT, WORK ENVIRONMENT AND COMPETENCY OF EMPLOYEE PERFORMANCE THROUGH WORK MOTIVATION IN EMPLOYEE OPD KB WORKERS IN DISTRICT AND CITY IN RIAU ISLANDS PROVINCE https://ijrcms.com/index.php/ijrcms/article/view/66 <p>This research was conducted at the District and City KB Regional Organization (OPD) in Riau Islands Province. Based on the phenomenon that occurs, there are still employees who have low performance are often found in several indicators, including delays in proposing budget activity plans. The number of samples in this study was as many as the population or called the saturated sample in which all populations were sampled as many as 78. As for the respondents, the OPD KB employees in each regency/city in 7 Riau Islands Province. By the hypotheses that have been formulated, in this study, inferential statistical data analysis is measured using Smart PLS (Partial Least Square) software starting from measurement models (outer models), structure models (inner models), and hypothesis testing. Determination Coefficient (R Square) Work Placement, Work Environment, Work Competence, and Motivation explains the Employee Performance variable 73.1%, and the remaining 26.9% is influenced or explained by other factors. Next is the Job Placement, Work Environment and Competence explains the Work Motivation variable by 71.5%. The remaining 28.5% is influenced or explained by other factors or variables not examined in this research model. To improve the performance of KB family planning staff, it can be done by motivating employees to work and be creative in their work.</p> Humala Lubis Chablullah Wibisono Bambang Satriawan Copyright (c) 2020 2020-07-15 2020-07-15 2 4 13 28 DETERMINATION OF TRANSFORMATIONAL LEADERSHIP STYLES, ORGANIZATIONAL CULTURE AND COMPETENCY OF EMPLOYEE PERFORMANCE THROUGH WORK EFFECTIVENESS IN BNN RIAU ISLAND PROVINCE https://ijrcms.com/index.php/ijrcms/article/view/67 <p>This study aims to determine the determination of transformational leadership style, organizational culture, and competence on employee performance through work effectiveness as an intervening variable in BNN Riau Islands Province. The method used in this research is descriptive quantitative with a questionnaire data collection technique. The population used in this study was 110 respondents at the staff level using saturated sampling techniques. Hypothesis testing used is the normality test, the CFA analysis test, and the Amos 24 Structural Equation Modeling (SEM). The results showed that the determination of the Transformational Leadership Style on Work Effectiveness was significantly affirmative. Determination of Organizational Culture on Work Effectiveness is positive and not significant. Determination of Competence for Work Effectiveness is significantly affirmative. Determination of the Transformational Leadership Style on Employee Performance is significantly affirmative. Determination of Organizational Culture on Employee Performance is negative and significant. Determination of Competency on Employee Performance is significantly affirmative. Determination of Work Effectiveness of Employee Performance is negative and insignificant</p> Lisa Mardianti Chablullah Wibisono Indrayani Sri Yanti Copyright (c) 2020 2020-07-15 2020-07-15 2 4 29 46 DETERMINATION OF POSITIVE AND NEGATIVE MOTIVATION, WORK DISCIPLINE AND TRAINING ON PERFORMANCE THROUGH WORK SATISFACTION AS VARIABLE INTERVENING IN EMPLOYEES PT. YELLOW BATAM FLEX https://ijrcms.com/index.php/ijrcms/article/view/68 <p>This study aims to determine 1. To find out positive and negative motivations directly affect job satisfaction, 2.to find out work discipline has a direct effect on job satisfaction 3. To find out which training has a direct effect on job satisfaction 4. To find out positive and negative motivations directly affect performance 5. To find out work discipline directly influences performance 6. To find out which training has a direct effect on performance 7. To find out job satisfaction has a direct effect on performance in P.T. Batam Yellow Face Flex. The research method used was a questionnaire with a sample of 150 employees. The data analysis method used is Structural Equation Modeling (SEM). The results showed that 1—the positive and negative motivation for positive and not significant direct effects on job satisfaction 2. Work discipline has a positive significant direct effect on job satisfaction 3. Positive and significant training has a direct effect on job satisfaction 4. Positive and negative motivations positive and not significant directly affect performance 5. Positive and insignificant work discipline has a direct effect on performance 6. Training positive and significant directly Affect performance 7. Positive and significant job satisfaction directly Affects performance 8—changes in job satisfaction by positive and negative motivation, work discipline, and training 31.9%. In contrast, changes in employee performance are influenced by positive and negative motivation, work discipline, training, and job satisfaction by 41.9%</p> Aries Budi Riyanto Chablullah Wibisono Indrayani Sri Yanti Copyright (c) 2020 2020-07-15 2020-07-15 2 4 47 57 DETERMINATION OF TRANSFORMATIONAL LEADERSHIP, ACHIEVING MOTIVATION AND RESISTANCE TO TEACHER PERFORMANCE THROUGH WORK SATISFACTION AS AN INTERVENING VARIABLE https://ijrcms.com/index.php/ijrcms/article/view/69 <p>One factor that influences good performance is job satisfaction; teachers who have good job satisfaction can improve performance. The population of this study was the teachers at State High Schools in Batam City. There are 26 public high schools. The number of state high schools used in this study was taken by judgment sampling, namely by using various considerations or criteria for state high schools to be used as samples. The number of samples in this study were as many as the population or called the saturated sample in which all populations were sampled totaling 138 out of 3 State High Schools, namely State 3 High Schools with a total of 64, 20 High Schools with a total of 34 and 12 High Schools with a total of 40 respondents are teachers who are active in the teaching process at each school in the city of Batam. Job Satisfaction is influenced by Transformational Leadership, Achievement Motivation, and Unmanagement 67. 10% and the rest are influenced by other factors not examined by 32.9%. For Performance R2 = 0.898, the effect size = 0.898 x 100% = 89.80%. Thus, it can be stated that the change in Effectiveness is influenced by Transformational Leadership, Achievement Motivation, Unfortunate, and Job Satisfaction. The remaining 89.80% is influenced by other factors not examined by 10.20%. To improve teacher performance in high schools in Batam, it is necessary to increase/develop activities that can motivate teacher performance improvement.</p> Santi Siburian Chablullah Wibisono Indrayani Bambang Satriawan Copyright (c) 2020 2020-07-15 2020-07-15 2 4 58 73 THE EFFECT OF EXPERIENCE, TRAINING, AND CULTURE OF AUDITEE ORGANIZATIONS ON THE MATERIALITY CONSIDERATION WITH AUDITOR'S PROFESSIONALISM AS INTERVENING VARIABLES IN BATAM CITY KAP https://ijrcms.com/index.php/ijrcms/article/view/72 <p>This comparative causal study aims to find out 1) the effect of experience on materiality level considerations, (2) the effect of training on materiality level considerations, (3) the influence of auditee organization culture on materiality level considerations, (4) the effect of experience, training, and Auditee organizational culture on consideration of materiality level with auditor professionalism as an intervening variable. The place of this research was conducted at a public accounting firm in Batam City. The population of this research is the auditor who works at the Public Accounting Firm in Batam City. The sample used in this study was an auditor who numbered 60 respondents in 7 Public Accountant Officers in Batam. Data collection techniques were carried out using a questionnaire or questionnaire. To analyze this research data with path analysis techniques using SmartPLS software. The results showed that the auditor's experience and professionalism significantly influenced the consideration of the materiality level. However, the auditee organization's training and culture did not have a significant effect on the consideration of the materiality level. Auditor professionalism is an intervening variable for auditee organizational training and culture significantly but not for experience variables. the influence of experience, training, professional commitment and auditor professionalism on consideration of materiality level is 85.9%, and the remaining 14.10% is influenced or explained by other factors or variables not examined in the research model</p> Riki Halim Bambang Satriawan Nolla Puspita Dewi Chablullah Wibisono Copyright (c) 2020 2020-07-16 2020-07-16 2 4 74 89