Behavior of transformational leader, organization culture, and subordinate's working behavior toward working performance of small and medium enterprise : reconceptualization and modelling

f,ffi'EuUM

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tcoct;ffii

Bandung, lndonesia

3rd

lnternational

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Proceedings

and

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irensva*isn

INNOVATION

-'

inu'veyshun

The Latin

innovatia,

the

noun

of

acticn

from

innovsre.

The

Etymology Dictionary

further

explains

i*navare

as

dating

back

to

1540 and

stemming

from

th*!

iffi.Avatus,

pp.of

innovare

"to

renew or

E:flkr.-S\un-

"intc"

+ novus

"new".

kum'pyooting.

neering science

that

studies

mputers) computable

processes

RSI-Il

P

-'o-tru

pru'nu rship

n

entrepreneuL which

can

be

o

undertalEes

innovations,

finance

.

-':-*

U

in an

effort..to transform

and business

innevaticns int

ie

goods"

Jointly Organised by:

ilru

nran*1;

{with

the

aid

lnd

stru

ctures

*t'r"i,#

UUM

College of Arts and Sciences

Qemput*mg

&

Im$erm*t*es

3d rnternationar

eonrel#ffH;t"'JlH-ng

& rnformaries

20II

(rceeEfir)

Editors

Zulikha Jamaft.rdin

Slamsd

Bduh

7fl\n

ilrai*

CtE

Pa

Copyright @ 201 'l UUM College of Arts and Sciences. Ail Rights reserved. Published by Universiti Utara Malaysia Press, Sintok

This work is subjected to copyright. All right are reserved. Whether the whole or part of the material is concemed,

specifically the right of translating, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on

papes, electronics or any other way, and storage in data banks without either the prior wriften permission of the Publisher, or authorization through payment of the appropriate fees as charged by the Publisher. Due care has been taken to ensure that the infomation provided in this proceeding is conect. However, the publisher bears no

responsibility for any damage resulting from any inadvertent omission or inaccuracy of the content in the

proceedings.

This proceeding is also published in electronic format.

Library cataloging

-

publication data

Universiti Utara Malaysia, 2011

Proceedings of the 3d lntemational Conference on Computing and lnformatics 201 1/Universiti Utara Malaysia

1. Computing, 2.

lnformatics

3. Technopreneur 4. lnnovation and entrepreneurship

lsBN 978-983-2078494

Printed in Malaysia.

[image:4.491.52.445.30.533.2]

Table of Gontents

List of reviewers of lCOCl201l

lnternational Technical

Committee

_..."...viii Keynote address

lnnovative_Community-Based Computing For Entrepreneurship

Ahmad Zaki Abu 4akar...

COMPUTING

&

INFORMATICS

THEME: INTELLIGENT SYSTEMS

&

ROBOTTCS

1.

combihed Nearest Mean crassifiers For Murtipre Feature crassification

Abduilah and Ku Ruhana Ku-Mahamud ...-...

2.

Artificial Immune System Agent Model

Siti Mazura Che Doiand Noita Md.

Norwawi...

_...14

lnteracted _{Multiple Ant Colonies Optimization Approach For The Single Machine Total Weighted} Tardiness Problem

Alaa Aljanaby and Ku Ruhana Ku-Mahamud

...

_{... 19}

Nano-Satellite Attitude control system Based on Adaptive Neuro-controller

S.M. Sharun, M.Y.Mashor, W N. Hadani, M.N. Nohayati and S. yaacob

...

_{..._.26}

lmproved Web Page Recommender System Based On Web Usage Mining

Yahya AlMufiadha, Md. Nasir Sulaiman, Norwati Mustapha and Nur lzun Udzh _{....-..._... 32}

Grid Load Balancing Using Enhanced Ant Colony Optimization

Ku Ruhana Ku-Mahamud, Husna Jamat Abdut Nasir and Aniza Mohamed

Din...

_...37

Local Search Manoeuvres Recruitment ln The Bees Algorithm

Zaidi Muhamad, Massudi Mahmuddin, Mohammad Faidzul Nisrudin and Shahnohanun Sahran ...43 Writer _{ldentification Based On Hyper Sausage Neuron}

Samsuryadi, Siti Maiyam Shamsuddin and Norbahiah Ahmad

...

_...49

Automated classification of Blasts ln Acute Leukemia Blood samples using HMLP Network

N. H. Harun, M.Y.Mashor, A.S. Abdul Nasir and H.Ros|ine...:..._..._..._... _Ss

THEME: DECISION SUPPORT SYSTEMS

&

EXPERT SYSTEMS

L0. Measuring The Tangibres And rntangibres Varue of An ERp rnvestment

Ferdinand Mumi H, Satiyo Wibowo and Rahmat

8udiarfo...

_{... 61}

11. ETL Processes specifications _{Generation Through Goar-ontorogy Approach}

Azman Ta'a,Mohd. Syazrlan Abdullah and Norita Md. Norwawi...

..

...67

12. Reservoir Water Release Decision Modelling

Wan Hussain Wan lshak, Ku Ruhana Ku_Mahamud and Noita Md Norwawi

...

...24

13' Solar Radiation Estimation With Neural NetworkApproach _{Using Meteorological Data ln lndonesia}

Meita Rumbayanand Ken

Nagasaka

..._..._.-....

... g0

i

3.

4.

5.

6.

7.

8.

THEME: HYBRID LEARNING

sysrEM

&

opilMIzATroN

ALGORTTHMS

14. Towards An lslamic Lifelong Learning lnfomation _{System: A Visionary Model Of An lslamic Leaming}

Community

Muhammad Shakiin Shaai and Zulikha Jamaludin... ..._.... g6

15. Speeding Up lndex Construction With GpU For DNA Data Sequences

Rahmaddiansyah and Nureini Abdul

Rashrd...

_...g2

16. _{Study Of Noise Robustness Of First Formant Bandwidth (FI BW) Method}

Shahrul Azmi M.Y, Fadzilah Siraj, S.yaacob, paulraj M.pand Ahmad

Nam

... gg

17. lmproving Accuracy Metric With Precision And _{Recall Metrics For Optimizing Stochastic Classifier}

Hossin M., Sulaiman M.N., Mustpaha N. and Rahmat R.W..._... 10S

18. The MFIBVP Real-Time Muttiplier

Y. Kerlooza, Sarwono Sutikno, yudi S. Gondokaryono and Agus

Mulyana...-.-..-...

...- 1j

j

19. Artificial _{Neural Network Learning Enhancement Using Artificial Fish Swarm Algorithm}

Shafaatunnur Hasan, Tan Swee Quo, Siti Mariyam Shamsuddin and Roselina

Sailehuddin

...117

20. Prediction Of Physical Pioperties Of Oil _{Palm Biomass Reinforced polyethylene: Linear Regression}

Approach

syamsiahAbuBakar,RosmaMohdDom,AjabBai _{AkbanilyandwanHasamudinwanHassan...123}

21. _{Detection a design pattem through merge static and dynamic analysis using altova and lambdes tools}

Hamed J. Al-Fawareh -...-. _{...-..-.-...- 12g}

THEME: SOFTWARE DESIGN

&

DEVELoPMENT

22. Design Of Accounting lnformation System Sales

Dony Watuya

Fidaus...

_{... 13S}

23. An _{lxD Support Model With Affective Characteristics For Dyslexic Children's Reading Application}

Zulikha Jamaludin, Husniza Husni and Fakhrul Anuar Aziz

...

_{... 141}

24. Agile software Development practices That lnfluence software euality: A Review

Shafinah Farvin Packeer Mohamed, Fauziah Baharom, Aziz Deraman and Jamaiah

yahya

... 147

25. E-Learning System For Autistic Children

Ban Salman Shukur, Mohamed Adet Kadum alshaher, Asam Hamed Abbas and Adib M.Monzer Habbat ... 154

26. lntelligent Software euality Model: The Theoretical Framework

Jamaiah Yahaya, Aziz Deraman, Siti Sakira Kamaruddin and Ruzita Ahmad

...

... 160

27. challenges rn _{E-Learning: From Requirements Engineering perspective}

Nooihan Abdul Rahman and Shamsul

Sahibuddin...

_...161

28. _lhe Design Of f-CMS: A _{Flexible Conference Management System}

Mohamad Farhan Mohamad Mohsin, Mohamad Helmy aold _{wanao, Anifin Abdul Mutalib, Azman yasin and}

Herdawatie Abdul

Kadir

. _'...,,

THEME: DATA

&

KNOWLEDGE ENGINEERING

29. Graduate Entrepreneur Analytical Reports (GEAR) Using Data Warehouse Model: A Case Study At

CEDI, Universiti Utara Malaysia (UUM).

Muhamad Shahbani Abu Bakarand HayderNaserKhraibet.

..."

...181

30. lntelligent Profile Analysis Graduate Entrepreneur (iPAGE) System Using Business lntelligence Technology

MuhamadShahbani,AzmanTa'a,MohdAzlanandNorshuhadaShiratuddin... ... 188

31. A Fractional Number Based Labeling Scheme For Dynamic XML Updating

Meghdad Mirabi, Hamidah lbrahim, Leila Fathi,Ali Mamat and Nur lzura lJdzir

...

...194

32. Skyline Queries Over lncomplete Multidimensional Database

Ali A.Alwan,Hamidahlbrahim,NurlzuraUdzirandFatimah

Sd,...

...201

33. Domain-Based Distributed Mediation System For Large-Scale Data lntegration

Ghada Hassan, Hamidah lbrahim and Nazatul Naquiah Ahba Abdul

Hamid...

...207

34. Collaborative Mind Map Tool To Facilitate Requirement Elicitation

Juliana Jaafar, Mislina Atan and Nazatul Naquiah Ahba Abdul Hamid

._.

...2j4

THEME: FORMAL METHODS, VALIDATION & VERIFIGATION

35. A Preliminary Study On Teaching Programmng At Malaysian School

Azizah Suliman, Rozita Hawani and Marini

Othman..

...220

35. An lmproved Algorithm ln Test Case Generation From UML Activity Diagram Using Activity Path

Nor Laily Hashim and Yasir D. Salman

...

...226

37. Validation Of mGBL Engineering Model Using Group Treatment Experimental Study

Syamsul Bahrin Zaibon and Norshuhada

Shiratuddin...

...232

38. Exploring Factors That lnfluence Teleworkers ln The Search For Work-Family Balance

Nafishah Ahman, Huda lbrahim, Wan Rozaini Sheik Osman, Shafiz Affendi Mohd yuiof and

Yussalita Md

Yussop...

..

_....239

THEME: MANAGEMENT

&

ENGINEERING OF IT ENABLED SERVICE 39. A Dynamic Replica Creation: Which File To Replicate?

Mohammed Madi, Yuhanis Yusof and Suhaidi

Hassan

...244

40. Pair Programming ln lnducing Knowledge Sharing

Mawarny Md. Rejab, Mami Omar, Mazida Ahmad and Khairul Bariah

Ahmad...

..._...251

41. Open Source Software lnnovaiion: An Alien Environment ForWomen?

Musyrifah Mahmod and Zulkhairi Md

Dahatin....

_{... 259}

42. Critical Success Factors (CSFS) Of The Pre-Adoption And Pre-lmplementation Plan Of Customer Relationship Management (CRM) System

Haslina Mohd, Khalid Rababah and Huda Hj. lbrahim

...

_...

. .

_{... 266}

43' Developing An Extended Technology Acceptance Model: Doctors'Acceptance Of Electronic Medical Records ln Jordan

TICE: mruTER

SYSTEM

&

NETWORKTNG

*

:xffJ,:X.Y'i:':;;*"*0,

o'a

sensor Networks For Heatthcare Apptications: Sisnat processing, Data

Khalid Abu Al_Saud, Amr Mohamed and Massudi Mahmuddin

...

_...27g

45' _{Regurarry Expected Reference-Time As A Metric}

of web cache Repracement poricy

46'

"sAPS', lnnovative system For The Aerial Altitude platform sky Mesh Network ln Rural & Disaster

SateaHikmatAlnajjarandMohdFareqAbd.Malek..._...

...2g4

47' Enhancement _{of Adaptive FEC Mechanism For Video Transmission}

over g02.1 1 *LANS

osman Ghazali and Nor Ziadah

Harun

... _'...

...

... 300

48. _{Signar Detection Argorithm For cognitive Radio using}

singurar Varue Decomposition

Mohd. Hasbuilah Omar, Suhaidi Hassin, engeta enpiiwan and Shahrudin Awang Nor ..._..._ 306

49' The performance _{of Dccp rcp-Like with}

rnitiar _{srow-start rhreshord Manipuration}

Shahrudin Awang Nor,.suhaidi Hassan, Osman Gha)ati and Mona. Hasbullah

Oiii.-...

..

_{..._...313}

50' rMSr-Based _{care of-Address creation For Fast Binding}

update rn MrpV6

Armanda Caesaio _{Comelis, Rahmat Budiafto ana eAwin}

purwaAensi...

...321

5L. Honey Bee Based Trust _{Management System For Cloud Computing}

Mohamed Firdhous, osman Ghazali, suhaidi Hassan, Nor ziadah Harun and Azizi Abas

THEME: SYSTEM, NETWORK

SECUR|TY& pRtVACy

52' _{Policy lnconsistency Detection Based on RBAC Model}

ln cross-organizational collaboration

Poh Kuang Teo, Hamidah tbrahim,Fatimah Sidiand Nur tzura udzir ...1..._..._...333

53. _{lndonesia Telecommunication Universal Service}

Access Fund

lhwanaAs'ad,MohdKhairudinKasirananaNortadiiyu;..

.. ..

..

_...33g

54. Mobile Ad _{Hoc Networks Under Wormhole Attack: A Simulation} Study

Nadher M. A. At_Safwani, Suhaidi Hassan ana Uoniiiea U.

Kadhum...

_...3M

55' RSA Argorithm performance,rr.s.lot _Messaging

system Exchange Environment

Hatim Mohamad Tahir, Tamer N. N. Madi, Mohd ianiaiiusin ana uurni"r*

piii ....L.._.

_...350

tu

3tJ#;nJ"rT"tlock rraffic create Bv Anti censorship Software tn LAN For smail And Medium

Baharudin Osman, Azjzi Abas and Kamal

Harmoni....--...-...-

...35g

57. _{Resilience And Survivability_ln Manet: Discipline, lssue And Challenge}

A.HAzni,

RabiahAhmadandzulAzi...l...-..._..-...

...366

58. _{Development Of A Single Honeypot System lnterface}

siti Rohaidah Ahmad, eniivati enmLi,

N;;;i';i";;;i;;;;ba

_Abd

Hamid, Mohd shanr Ab Rajab, Nor Fatimah Awang and Mustihah

wook...

...371 59. _{ABMMCcs: Application Based Murti-Level Mobire}

cache consistency scheme

Doha Etshaief, Hamidah lbrahim, Ali Mamat anO

UonimeJ-Otnman...

50. New lmprovement ln Digital Forensic Standard Operating procedure (SOp)

Sundresan Perumal and Norrta Md

Norwawi...

_...3g3

51. A Study On Privacy Concerns ln Social Networking Sites (SNS) Among Malaysian Students

Lau Keng Yew, Ma Meng , Makwai Hong and Nasriah

Zakaia

...3gg

62. Students'Awareness ln lnformation Security And Ethical Use Of ICT ln Malaysian Smart School

Maslin Masrom and Nor 'Afifah Sabri

...

_{. . ... 3g4}

THEME: MULTIMEDIA SUPPORT & APPLICATIONS

63. The Effects Of lnteractive Versus Passive Digital Media On Museum Leaming

Juliana Aida Abu Bakar, Puteri Shireen Jahn Kassim and Mumi

Mahmud

...400

64. Digital Persuader@PMlE : An lnnovation To Society

Sobihatun NurA. S- and Wan Ahmad

Jaafarw.y...

...407

THEME: e-GOMMERCE, e-BUSINESS, e-GOVERNMENT

&

m-GOMMERCE

55. E-Commerce (B2C) Evaluation Practices: A Pilot Study On Jordanian Consumers' Perspectives

Faudziah Ahmad, Jamaiah Yahaya, Omar Tarawneh, Fauziah Baharom and Alawiyah Abd Wahab ...413

56. lssuesAnd Challenges For Mobile Learning ln Jordanian Universities

Malek Zakarya ALKsasbeh, Huda Bt Hj. lbrahim,Wan Rozaini Bt Sheik Osman and

Abdulhameed Rakan

Nenezi....

_...419

67. Developing An _{Eze-Commerce Transaction System From Open Source Using Triz Methodology}

lsmail Abdullah and Nor lzati Lokman

...

_...425

58. Diffusion Of E-Procurement Among Suppliers ln Malaysia

Marhaiza lbrahim and Mohamad Hisyam

9elamat...

...451

59. A Comparative Study On The Best E-Business Solution For Small Companies

Seit Cheng Lai, Wahidah Husain, Nasiah Zakaia and Nursakirah Ab.Rahman Muton ...437

70. A Study On Methods For Creating perceived _{Customer Trust ln E-Business}

Lam Ying Dih, Wahidah Husain, Nodia Mustaffa and Faten Damanhoori

...

... ...445 71. Establishing Potential Area of Research ln E-waste Management ln Malaysia

Vignesh Kumar Nagarasan, Marini Othman and Azizah

9uliman...

_"....-452

ENTREPRENEURSHIP

&

INNOVANON

72. _{E-Catalog: Business Process Re-Engineering Of Direct Selling Product Catalog Distribution process}

Siti FatimahYusof

andzulkhaiiMdDahalin...

_...45g

73. _{Behavior Of Transformational Leader, Organization Culture, And Subordinates's Working Behavior}

Toward Working Performance Of Small And Medium Enterprise: Reconceptualization AriO Modelling

Eddy Soeryanto Soegoto

...

_...464

74. Leaming Prototype As A Tool To promote Sustainability Awareness

75- Tlend _{CSeryi:e oiented Arcrritectrre (SoA) Adoption on}

Heterogeneous lnformation systems ln

llircnil*s'Enironment

f*rlW

lhrun, Antan yasin and Huda

tbrahim...

_{.. ...}

...4g0

76. ICT Knowledgj Transfer Training program At Malaysian Universities

tbthaziah tuld salleh, Khairuddin A6. uaiia, snanin sahio, snamsut sanituddin, Khalil Awang, NoorAlamshah

Bo'hassa4 sulaiman sa*awi, Azmar Hisham Mohd Basri and Awang Hafifudin _Botkii

aiing

_{nasmaai... 4g6}

77' critical Factors _{of Hospitals Perception on cRM system: lnnovation,}

organizational And Environmental Perspectives

Huda Hj. lbnhim, Khalid Rababah and Haslina Mohd _{... 492}

78' Redefine Entrepreneurship rn The contact of Higher Leaming rnstitution

Abdul Aziz Ab Latff, Mohd Atran _{yahya and Mohd ArifAdenan ...}

...499

*

Iffffff:Hreless

Technologv among Businesses in the Northem states of peninsutar Mataysia:

Nor ladah Yusop, Zahuin Mat Aji, Mohd Khairudin Kasiran, Huda tbnhim, Zulkhaii _{Md Dahati, and Norizan Abdul}

80' Effects _{Java, lndonesia}of Networking, Environment And lnnovation Adoption on successful Entrepreneurs ln central

Sri Mumi Setyawati, Mohd Noor _{Mohd Shafifr and Mohammad Basir}

}aud...

... S0g

List of Roviewerc of

ICQGI

2011

Ali AmerAlwan

Abdul Jaleel Kehinde Shittu

Adib M. Monzer Habbal

Alfi Khairiansyah Machfud Ariffin Abdul Mutalib

Asma'Binti yusoff AzidaZainol

Azizah Suliman

Azman Taa Azman Yasin

Azni Halizan Ab Halim Faaizah Shahbodin Faudziah Ahmad Fauziah Baharom Hadzariah lsmail Haslina Mohd Hatim Mohamad Tahir

Husniza Husni Jamaiah Haji Yahaya

Jasni Ahmad

Ku Ruhana Ku Mahamud Maslin Masrom Massudi Mahmuddin Mazida Ahmad

Mohamad Farhan Mohamad Mohsin Mohamad Lutfi Dolhalit

Mohd Helmy Abd Wahab Mohd Nizam Omar

Mohd Syazwan Abdullah Nasriah Zakaria

Nazatul Naquiah Ahba Abd Hamid Noraziah Che Pa

Norlia Mustaffa Nor Farzana Abd Ghani Nor ladah Yusop Nor Laily Hashim Norita Md Norwawi

Nu/Aini Abdul Rashid

Nur Azzah Abu Bakar Nurulhuda lbrahim Rahmah Lob Yussof

Roziyah Darus Osman Ghazali Sahadah Haji Abdullah Shahrudin Awang Nor Shahrul Azmi Mohd Yusof

Siti Maryam Sharun Sobihatun Nur Abdul Salam Subachini Subramanian Suliman Mohamed Ahmed Gaber Suhaimi Ab Rahman

Stephanie Ann James Suzana Basaruddin Syahida Hassan Syamsul Bahrin Zaibon

Tee Sim Hui

Teo Poh Kuang Wahidah Husain

Wan Abdul Rahim Wan Mohd lsa

Wan Hussain Wan lshak

Zulikha Jamaludin

Zulkefli Mansor

Zunaidi lbrahim

Internatienal Teehnieal Committee

Ali Al Mazari, Al-Faisal Universfu, PSCJ, SAUDT API/'BIA Aumnat Tongkaw, Songkhla Rajabhat l.lnivers$, THAILAND Ayad Ali Keshlaf, Newcast/e lJniversity, UNTTED KINGDOM Bayu Adhi fama, University of Sriwijaya, INDONESIA

Johan Oscar Ong, Hanpan Bangsa lnstitute of Technotogy, INDONESLA Johanna Maksimainen, Universw of Jweskyte, HNLAND

Kamarul Faizal Hashim, Auckland University of Technotogy, NEW ZEALAND Mery Citra Sondari, Universitas Padjacljaran, INDONESIA

Mohammad Mahdi Dehshibi, lslamic Azad l.lniveres$, IRAN Nani Sri Handayani, university of Sydney, A:STMLIA

Norliza Katuk, Massey UniveNty, NEW ZEALAND

Nur Haryani Zakaia, Newcastle University, UNITED KNGDOM

Paul Wallace, Appalachian State University, USA

Ria Ratna Ariawati, tndonesia Computer lJniversity, INDONESIA

Sasalik Tongkaw, Songkhta Rajabhat tJniversity, THAILAND

Shukor Sanim Mohd Fauzi, Univercity of New South Wales, ATJSTRALTA

Suwannit Chareen Chit, Murdoch University, AUSTRALIA

Keynete Addnes*

INNOVATIVE COMMUNIW.BASED

COMPUTING FOR

ENTREPRENEURSHIP

Ahmad Zaki

Abu Bakar

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og ndo1

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:i"uo*ri1r1pi"

zfiliiiq

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Proceedingsof

.h"t,0,",,*,,,*93;;fif

r"_ill,?iii,",,,irffirffi

structur, space, and served market charcateristic. While, factors

in

srpp[

ri&

supply both of quality and quantity, managerial

skill,

informatiorL techotoErl

quality

of

raw

material, ethos, and

working

disciplines, and other rqFcm

entrepreneurship. The government's policy only makes the influence

ofeacl

bigger or smaller. The difference of consumption taste and pattern in the

similar goods is also determine the size of industrial market.

The decreasing or increasing

of

small and medium enterprises

globa[

in

bandung region especially, indicates the

lack

of

goverment's

allignm n

economy

that

is

based

on

small

medium enterprises industrial.

This

fu

apprehensive. The more higher competition level is between small

medirn

more it's create positive challenge for small medium enterprises to

irymre

The

organization continuance depends

on

owned resources and

chomr

empowering its internal resources to respond threaten and external

campbell, 1997:26). The

ability to

gain opportunity and winning

coryeru

supported

by

organization culture that able

to

direct organization

$rf,€L

vision. Moreover, organization culture is convinced become one of the

fm

directs behavior

of

organization management. According

to

kotler dau

}gslatl

most of organization culture researcher agrees about the existence of an

impact

to its

long-term working performance. The organization cultrne rs

@

behavior determinant

in

organization, besides of structur, planning slseuL

md

policies: leadership, and competitive environment. Therefore, organiznioo impact toward organization effectivity and efficiency that become real mes&

existence of certain working behavior that is showed by organization

mffi,

organization culture has been related

with

the leadership and

subordirc

other side, organization culture. . ..

Small and medium enterprises as an organization needs innovatim

uf

management.

This far,

small

medium enterprises

is

considered

as

fu ril

organization

in

operational

running.

This

is

means small medium emelFlrm

organization innovation. Small medium enterprises that has high

innoratin

be able to compete by raising of new things that is not owned by other

errcp.

ability, the enterprises can gain bigger selling portion and

finally influilclC3

performance

of

the enterprises. According to neely et.al (2001:114)

&n

1mr

conducts continue organization innovation

will

survive in the

competitim-IL

Relationship Modeling of behavior of transformational leader.

working behavior of subordinate, and company's working

performare

Tr a nsfo r m atio nal Le uder s hip

Theory of transformational leadership, for the first time was said b;-is built above earliaer ideas that was said by Burns (Yulk, 1994:

Paxa

d

Burns

(in

Pawar dan Eastman, 1997), dehnes transformational

leaderili

r

reach collective goal, united mutually beneficial motives that

is

ouaod fu'

his/her sub ordinate in order to reach desired changes. While

Green@

rr

defines transformational leadership as a leadership behavior by u'hich a

lafu

charisma to transforms and revitalize

organization.

According

to tfl

original formation of transformational leadership theory which *'as said t'1

Proceedings of the 3rd lntemational Conference on Computing @td lr{ardil.

ICOCI 201 1,8-9 June, 2011 Bondmg- fuv,

structur, space, and served market charcateristic. While, factors

in

suppl;"

si&

-supply both

of

quality and quantity, managerial

skill,

information,

technolog,--quality

of

raw

material, ethos, and

working

disciplines, and other aspedt entrepreneurship. The govemment's policy only makes the influence of each

bigger or smaller. The difference of consumption taste and pattern in the

corrmt'

similar goods is also determine the size of industrial market.

The decreasing or increasing

of

small and medium enterprises globally

in

bandung region especially, indicates the

lack

of

goverment's allignmens economy

that

is

based

on

small

medium enterprises industrial.

This

is

m

cra

apprehensive. The more higher competition level is between small medium

more it's create positive challenge for small medium enterprises to improve

fteir

qrft"

The

organization continuance depends

on

owned resources and choosen ,

empowering its intemal resources to respond threaten and extemal opporflmities campbell, 1997:26). The ability

to

gain opporhrnity and winning competition

Ed

supported

by

organization culture that able

to

direct organization strategy,

dsfuh

vision. Moreover, organization culture is convinced become one of the factors

\*

directs behavior

of

organization management. According

to

kotler dan hesket most of organization culture researcher agrees about the existence of an organizanir

impact

to its

long-term working performance. The organizalion culture

is

one

of

behavior determinant in organization, besides of structur, planning system, and

ofu

policies: leadership, and competitive environment. Therefore, organization

culuc

impact toward organizattot effectivity and efficiency that become real result

becre

existence of certain working behavior that is showed by organization members. C organization culture has been related

with

the leadership and subordinate

beharir'

other side, organization culture....

Small and medium enterprises as an organization needs innovation

of

management.

This far,

small

medium enterprises

is

considered

as the

mo6[

organization

in

operational

running.

This

is

means small medium enterprises

hr

a organization innovation. Small medium enterprises that has high innovation

be able to compete by raising ofnew things that is not owned by other enterprises-

S

ability. the enterprises can gain bigger selling

po(ion

and

finally

influencing the

performance

of

the enterprises. According to neely et.al (2001:114) that

"organiab

conducts continue organization innovation

will

survive in the competition"

II.

Relationship Modeling of behavior of transformational leader, organizatior working behavior of subordinate, and company's working performance

Tr ansformati o nal Le ade r s h ip

Theory of transformational leadership, for the first time was said by Bernard M. is built above earliaer ideas that was said by Bums (Yulk, 1994: Pawar and Eastnsn Burns

(in

Pawar dan Eastman, 1997), defines transformational leadership as a

reach collective goal, united mutually beneficial motives that

is

owned

by

the

lr.l-his/her sub ordinate

in

order to reach desired changes. While Greenberg and Baron defines transformational leadership as a leadership behavior by which a leader usmg

5

charisma to transforms and revitalize

organization.

According

to

Yulk

(l99ll"

original formation of transformational leadership theory which was said by Bernard

Proceedings of the 3rd Intemational Confermce on Computing and Infomatics, ICOCI 201 1,8-9 June, 201 I Bandung, Indonesia

Paper No. 108

is covering three main components: charisma, intellectual stimulation, and attention that is

individual oriented. Charisma

is

defined as a process

in

which

a

leader influences their followers by raising strong emotion and identification to him/her. Intelectual simulation is a

process where main role

of

a leader is to improve the awareness

of

their followers to the problems around them and influence the followers to views those problems from a new point

of view. Individual oriented attention including give the support to encourage and share the experiences about selfdevelopment to their followers.

So, transformational leadership theory is characterized with a condition where the leaders

motivate their followers by:

1.

Make them realize about the importance of a working result;

2.

Promoting them

to

put the importance

of

group

or

organization (team) above the

personal importance;

3.

Activating their need at the higher level. Organization Culture

Organization culture has been conceptualized into several construct on the organizational researchgs. One

of

them

is

Schein model (Budiharjo,2003) that

is

defined culture as

:

a

pattern of basic assumptions

-

invented, discovered,

or

developed by a given group

as

its learns to cope

with

its problems

of

external aaptions and internal integration

-

that has

worked well enough to be considered valid and, therefore, to be taught to be members as the

correct way to perceive, think, andfeel in relation to those problens. Schein (Hatch _, 1993) is

assumed that culture exists simultaneously in three level : [n the surface is artifacts, below the

artifacts

is

values, and inside

is

basic assumptions. Artifacts,

is

the outermost element

of

organization culture that has concrete and visible characteization. The part of artifacts are :

material object, building design, language technology, myth story, ritual, heroes, and syrnbol. Values is a basic element of organization that directs to behavior, that is related to morale, ethics because its has role to determine what should be done by organization mernbers. This element is also related to the faith that

is

adopted together

by

organization mernber. Basic assumptions is the deepest part that is underlie value, attitude, and faith of the organization members that have 5 main dimension : relations between human and nature, characteristic

of

the truth, natural characteristic of human being, natural characteristic of human's activities,

natwal

characteristic

of

relations between human being.

If

an

orgatization has basic assumption that trust as a foundation of relation between human beings, so value consequence

that

is

adopted

by

orgarization members

is

honest norm, and desired

norms

are honest,

transparency, and trust norm _{@udiha{o, 2003).}

This

model

is

firtther

deve\oped

by

Hatctr (1993), become Ttre Dinamys Nlodel

of

OrganiZatiOn Culture. Two basic ctranges ttlat is conducted 1Dy Bateh (1993) ane-. frrst, by

ad-cling new element, and second the fourt of those elements makes become centralized so the relations between several organization culture elements become focal. Afterward, Hofstede

(2004) defines organization culture as:

the

collective programming

of

the

mind

which distinguishes

of

iembers

of

one organization

from

another. Culture

in

Hofstede's view almosi similar with trvo previous mentioned models that is consisted of four main elements:

symbols, heroes, ritual, arrd values.

Organization culture is formed through long process, where the role ofleader very strong in thelrocess. The norms and basic assumptions that is owned by the leader have a big role

in

an org;nization forming. The norms, values, and basic assumptions that is owned by a leader

will

influence leadership behavior and leadership style that

is

implemented

by

himiher.

466

I

Proceedingsof

the3rdtnternationatConk;;5::ri:{rT,;:#ir;!;#f

:::;

Paper No.

108

Behavior that is _{showed by the leader}

will

_{directly form organization strategic policies.}

Th

policy is one of the elements _{that directs to where an organization}

will

be aimed.

lltorki ng s atisfuction

In working, social, and family tife, someone

will

be involved with emotional feeling, both

of

negative and positive.

posiiive

_{emotional side}

that

i,

tJt

ty

suioramate has beea

conceptualized into several.construct _{by the researcher. The most-[et}

attJntion construct is

working satisfaction.

working

satisfactlon is one of the

subordin#,.

t"t

_{uuio. fom that is}

defined

as

something pleasure

or

positive _emotional

vision

of

*o*iig

_assessment

(r

someone's

ygrkins

exp,erience

(Locle,

_{dalam vandenbrg dan Lance,-}

lisszll.

someone,s

working satisfaction is determined by differentiatio,

b.t*J",

,rr

,rrirgj

[ii

ur"wished

wirt

all things that are felt from ajob or ali thngs that is actually accepted.

According

to

witt

dan Nyee

(lgg2),

the most part

of

research based

on two

basic assumption' First, working assump-tion is an potential determinant

i"

p*di.,

presence

levd

rotatio-n, _{working performance, and extra role behavior.}

Second, that the main antecedents

of

subordinate's working _{attitude can be influenced}

by ability ihat

r,

"r^.0

by

compan/s

management' The empirical proves presents tlie conclution trrut p".ronul

*o.ting

satisfactia

influences organizational commitmentin a positive

_way. (clugston, 2000; Levy and

wiliu,

1998; Lum et

al.,

199g;^R..ss and

McNeily,

1995; Vanderberg andlance, 1992), absencc

(golberg dan waldman,

?000),

living

satisfaction (Judge dan watanabe

,

rgg3),motivarim.

(Igalens dan Roussel, r99g), and roJation aesire

1cn[st".,

_zooo;

c"iterg

_{and wardrnm,} 2000; Russ and McNelly,

1995).

\ ----o--v'r'

rvvv'

vvruvri

Personal working satisfaction is determined by differentiation between all things

rr|I

are wished

with

all

things that are fert from a job -or

all

thd;

ili

J.rutty

_accepod.

working

satisfaction is fourd _{become intervening variable in relations between environrr,.r}

and _{personal characteristic with organizational coi-rmitment}

lrum

et

ai.,-;),

and is belierrd

as one of the _{main determinant of subordinate,s rotation in}

orgrnrruu;;'raooo.,

ar., 1996)_

Personal working satisfaction tends

to

influence her/his commitment level

toual

organization where he/she _{works. But, there are difference of}

conclution-thai resutted by

fu

researchers about the influence ofworking satisfactionrowr.d

".;;;i;;ilrui"o-pon"rt"

rl-is presented bv Allen _{and.Meyer (r990). Lrugrton lzooo; conctrioes}

lrrr,-r".tirg

satisfactia

influences effective, continue, and

normativJ.o--rt-."t

i"; p;tir.

;uy.

n",

_Hackeu

a

al' (1994) found that working _{satisfaction lnttuences continue commitment}

in

a norrnatirc way and _{its related to effective and normative commitment}

i;

;ilrtti"";;;.'

lVorking Motivation

working

motivation

is

defined as a process

in

_{which personal working performance fo} energized, directed, and survived

in

a

work

and organizition tiuing

lii-e8

and proter-

L

leonard et al' _{[2003]). The empiricar researchs ,uout trrir,}

.o."

ro.,rr"on-rort

irrf#;#

resources (Leonard

et

al.

_{20093. personal working}

performance can

be

sourced

frr

individual

itself

_{(intemal motivation) and}

cu,

r"

,o.,i."a

from

outside

fr.ffii;;;

motivation). The role of curture to _{maintain una}

io.,,

_{sub ordinate,}

,

*o*ing

_motivatim

b

very _{strong. The strong culture, generally, able to}

raise

enthusia.-

urrJ _-otruation

of

th

members to _{gain the organization-'s goar-through dury}

"rJj;b;;;;lj.t-.r,

in

a benrr

way.

Proceedings of the 3rd International Conference on Computing and Informatics,

ICOCI 201 1,8-9 June, 201 I Bandung, Indonesia

Paper No. 108

O rg anizatio nal c om mitment

According to Meyer et al. (1993), organizational conrmitment is defined as how far the

involvement

of

someone

in

an organization and the strength

to

identifu something

of

an

organization. The researches which use organizational commitment as one of the variable can

be grouped

in

two

perspectives:, the

first

is

unidimensional research and second

is

the researches which make the organizational commitment to construct the multidimensional one.

Commitment as construct the dimensional one, divide organizational commitment into

three

commitment

forms, which are:

affective

organizational commitment (AOC), Continuance organizational commitment (COC), and normative Organizational commitment

(NOC) (meyer et

al.,

1998). Affective component refer to how far someone has emotional bond, identifu him/herself and feel involve inside an organization. Continuance refer to commitment which is based on the cost arising as helshe leaves the organization. Normative refer to the moral obligation which is felt by the subordinates to stay inside the organization (Dunham et al.,1994). Furthermore, Shore et a1., (1995) explain that an subordinate who has

high affective commitment

will

stay inside the organization because they want to, in the other

hand, subordinate

with

high

continuance commitment

will

stay inside

the

organization because they need

it,

and the subordinate who has high normative commitment

will

stay

inside the organization because they feel morally and based on their trust that they have to

stay.

Work satisfaction which is felt by someone tends to influence the level of the commitment

to the organization where he/she have worked for. But, there are

still

different conclusions which are made by the researchers about the work satisfaction influence to the organizational commitment components which are presented

by Allen

and Meyer (1990). Clugston (200) found that work satisfaction influence the affective commitment, continuance and normative

in positive way. But, Hackett et al (1994) found that subordinate work satisfaction influence the continuance commitment negatively and inlluence the affective and normative positively. Organizational Citizenship Behavior

Subordinate behavior in the workplace can be grouped into two kind:behavior related to

official

workings (in-role-behavior) and behavior outside the

official

working (extra-role behavior). Extra-role behavior

is

very important

to

the effectivity

of

organization, which affect performance in long-term, directly affect the continuity

ofthe

organization, especially

in

the business environment which are volatile these days. Organ define OCB as individual behavior which is free (discretionary), indirectly, and explicitly get a reward from the formal reward system, and overall encourage the effectivity ofthe organizational functions.

It

is sree

and voluntary, because

that

behavior

is

required

by

the

role

requirement

or

position description, which clearly required based on contract

with

the organization, not as a choice (Podsakoff, et all (2000)

Company Performance

In the development prespective, UKM can be classified into 4 (four) groups:

l.

Livelihood Activities,

is UKM

which

is

used as working chance

to

get a living,

commonly known as informal sector. For example: cadger.

Micro

Enterprise,

is

UKM

which has

craftsmen

identity

but

doesn't

have

entrepreneurship identity.

2.

Proceedings oJ the 3rd Intenationsl Conference on Computing and Infomatics. ICOCI 20 I I,8-9 June, 201 I Bandung, Indonesia

P.z-s qr

3.

Small Dynamic Enterprise, is

UKM

which has entreprenewship soul and can e:-vafi sub-contract job and export.

4.

Fast Moving Enterprise, is UKM which has entrepreneurship soul and u.ill

rrmsi,lm

into Bih Bussiness. Or Usaha Besar (UB)

The definition

of

operational aspect performance as described by Karst and Rosmrrery

(2002,507), covers all the organization purposes. For low level managers, performan!-E Hi e

target which helps

all

of

the mission's accomplishment.

For

every organization

uo::

fu

management working

is to

achieve the performance which

is

measured

by

the rcLrl,--m

criterias. For the company, economy performance is measured with sales value, marlietseum"

profit, retum of investment and active gowth. Besides that, the targets like product qulr-qr mr

customer satisfaction

is

one

of

the manager focuses. The working

of

a manger cor,*s

fu

company social responsibility

for

issues

like

consumer protection, education,

heala

mdi positive actions in environment preservation. They also show that manager performaa.E :@, every unit is determined by the status in the organization, working coverage and

authori-The

compatibility between

effin

arrd

direct

boss

view

about

rule

percepncr*

w

matemathic model of working performance acc_ording to Lawler

&

Porter is:

P:

E

x

A x

R

with:

P:

Perfotmance,E: Effort,

A:Ability,R:

Rule Perception.

The

above understanding indicates about

the

imporlance

of

working

perfcmreort

measurement for organization as a key factor to ensure that organization implementaricr mwl

strategy is working. The description above

is

meaned that unproper working peri-cllr@rs measurements

is

an obstacle

for

organization development because working perl-crmBlE

measurements has an important role

to

improve quality and productivity

in

organimrnrr provide visibility in monitoring working performace level of each subordinate. Small

\iaiurm

Enterprises that has

high

innovation performance

will

always create suitable

protu:

m

service with the change of need and costumer's interest. This thing

will

bring an impacl

- fu

increasing of consumer's demand, finally

will

improve company's market share. As

pramcd

by Yamin (in Ross et.al _{,2007:879) in} a research at a manufacture company

in

Austratrra rnm

obtain result there are a relations between innovation

of

duty behavior with the corrrmrn I

working performace

Based

on

the

description

of

relation between above variable, can

be

drasn

rni,dhs

expectation on the below diagram.

Diagram 2'1. Model Expectation of Transformational Behavior Leader toward Subordinrte'r Working Behavior and Company,s Working Performance

Proceedings ofthe 3rd Intemational Conference on Computing and Informatics, ICOCI 201 1,8-9 June, 201 I Bandung, Indonuia

Paper No 108

Afterward the writter also expecting organization culture effect, Subordinate's Working Behavior and Company's Working Performance can be seen onDiagram2.2.

Digram 2.2 Modet Expectation of Organization Culture toward Subordinate's Working Behavior

and Company's Working Performance

Based on the description of the above literature, can be describe research hypothesis as

follows :

(l)

The behavior of transformational leader behavior toward organization culture

(2)The

behavior

of

transformational leader

behavior arrd

organization culture influences sub ordinate's working behavior

(3)The

behavior

of

transformational leader

behavior

and

organization culture influences company's working performance

(4) sub ordinate's working behavior influences company's working perfornance

(5)The

behavior

of

transformational leader

behavior

and

orgarizalion culture influences sub ordinate's working behavior

III.

RESEARCH METHOD

The types of this research is an descriptive survey and explanation research. Sample in the

research are 120 enterpreneurs from 412 enterpreneurs/knitting industry

in

Bandung City, generally certralized in Binong Jati, Batununggal Regency, while"others are spreaded around of Bandung City as analisys unit based on sampling iterative.

Beside quantitatively atalized,, data

of

this research also analized

by

using Structural Equation Mode-SEMI). SEM is an technique that analized indicator variable, fix variable, and

measurement

error

(Joreskog

&

Sorbom, 1996). SEM is used to analize relations between

one

fix

variable

with

others that

is

known as (structural equation) that together involves measurement error. Besides

of

that, this equation structure model can be used

to

arralize

(reciprocal relationship. Data processing

in

this research is using LISREL program (Linier

Structural Relationship) that is an statistical program package for Structural Equation Model (SEM). Afterward on the diagram 3.1 is a model of relation structur between variable.

Proceedings of the 3rd Intemational Conference on Computing mcl lffirmatics,

ICOCI 201 l,g_9 June, 201 I Bandung, Indonesia

Paper No-108

Diagram 3.I Relationship structure of Transformational Leader Behavior, Organizatioanl culture, Subordinate _{Working Behavior, and Company} performance

Legend:

(

:

Transformational Leader Behavior

nl :

Organizational Culture

112

:

Subordinate Working Behavior

n3 :

Company Performance

IV. FINDING

Descriptive Analysis Result

1) Transformational

Leader Behavior

which include

Inspirational Motivation, Intelectual Stimulation, Individul _{Attention, Ideal Influence, Foster the group goai}

acceptance, and charisma

ofthe

knitting entrepreneur in Bandung in categorized as

FAIR.

2)

Organizatioanl Culture

which

include process _vs Parochial

vs

Professional, Open

vs

Closed, Loos Pragmative is still LOW.

3)

Subordinate Working Behavior

which

includes:

work

Satisfaction, Motivation, Organizational Commitment, and OCB is categoraized as FAIR.

4)

company

performance

which

_includes:

piofitability

_{performance, Liquidity,}

solvability, and

Acyivity in

average

is

FAIR, but

for

Solvability and Activity

performance is LOW. Hypothesis Test Result

1)

_{Analysis result proves that (a) Transformational Leader Behavior}

(O

_{affect positively}

b

the organizational culture (11),

with

influence

of

0.43gg;

6;

_{rransrormational Leader} Behavior

(O

and Organizational Culture affect positively

to

the Subordinate Working

Behavior. From

both

variables,

the

biggest one

which affect

Subordinate

worki{

Behavior

is

Transformational Leader Behavior, which

is

0.414, a*d cutture which fo

Result, Subordinate

vs

Job,

vs Tight,

and Normative vs

Proceedings of the 3rd International Conference on Computing and Infomatics, ICOCI 201 1,8-9 June, 201 1 Bandung, Indonaia

Paper No. 108

0.3152.;(c) Transformational Leader Behavior

([),

Organizational Culture

(ql),

and

Subordinate

Working

Behavior

have

significant positive influence

to

Company Performance.

From the

three

variables,

the

biggest

one which affect

Company Performance

is

Subordinate Working Behavior which

is

0.4l57.Total influence

of

the

three variables is 58.37%. The rest 41.63% is influenced by other variables outside these

three observed variables.

This

can

be

interpreted that the company performance for Knitting industry

in

Bandung can be achieved

with

the consideration

to

accommodate

transformational leader behavior, organizational culture, and subordinate working behavior

so work innovation can be created and directly affect the company perfornance. REFERDNCES

Ahmad Bachrudin dan Harapan

L.

Tobing. 2003. Analisis Data untuk Penelitian Sarvar, Jurusan Statistika FMIPA-UNPAD, Bandung.

Campbell, Andrew dan Kathleen Sommers Luchs, 1997, Core Competency-Based Strategl, International Thomson Business Press, London.

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I

COC

l##1,

j,",

committee

PATRON

Prof. Dato' Dr. Mohamed Mustafa lshak

Vice Choncelor of lJnive5iti l|toru Mqtdysio (uuM) Dr. lr. Eddy Soeryanto Soegoto

Redor of Univeqitos Komputet (IJNIKOM)

CONFERENCECHAIR

Prof. Dr. Ku Ruhana Ku Mahamud

V'CECHAIR

Assoc. Prof. Dr. Huda Hj. lbrahim

Prof. Dr. Hj. Ria Ratna Ariawati

SPONSORSHIP Dr. Sahadah Abdullah

Prof. Dr. Ku Ruhana Ku Mahamud

Dr. Mohd Azlan Yahya Prof. Dr. Hj. Aelina Surya Prof. Dr. Hj. Umi Narimawati

PROGEEDINGS

Assoc. Prof. Dr. Zulikha Jamaluddin

Syamsul Bahrin Zaibon

Noraziah Che Pa

Prof. Dr. Hj. Umi Narimawati

LOGISIICS, TRANSPORTATION, ACCOMMODATION _& FNB

Mohd Khairi Jaafar

Assoc. Prof. Dr. Huda Hj. lbrahim

Faizah Hashim Dadang Munandar

CONFERENCE CO-CHAIRS Dr. Mohd Azlan Yahya Prof. Dr. Hassan Ali

Prof. Dr. Hj. Aelina Surya

TREASURER Aniza Mohamed Din

SECRETAR,,AT Nor ladah Yusop

Mohd KhairiJaafar

Atiyah Yaakob Dr. Mazida Ahmad

Andreas Damayadi

PROMONON & PUBLICITY Dr. Massudi Mahmuddin

Syamsul Bahrin Zpibon Mohd. Hanizan Zalazilah Prof. Dr. Hj. Aelina Surya

publirhed by Uciversiti Utara Malaysta

.oyer derign by Zulikha & Syamlut

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