Human Resources Development: Women Role Optimization in the Local Government Bureaucracy in Central Sulawesi, Indonesia

Research on gender roles in relation to government bureaucratic structures is still minimal. This study aims to find answers to the main problem, namely how the role of women in the local government bureaucracy seen from human resource development aspect in Central Sulawesi Province. This research is a qualitative descriptive study which aims to create a picture of the gender presentation in the bureaucratic staffing and the role of women. The subjects of this study were women who hold echelons. The data collection technique used in this study was literature review. For the validity of the data, the cross check technique was used. The data analysis technique used is the inductive analysis technique. The results showed that the role of women in the local government bureaucracy in Central Sulawesi was still not fully implemented. The echelon holder ratio is still dominated by men. However, it is possible that this ratio will change over time.

Determinants and Outcomes of Knowledge Workers? Commitment to the Organization

Medical Specialists, attributed as knowledge worker in this study, are considered to be an asset for the organizations they are serving not only because of their knowledge but also due to huge investment Govt. of Pakistan is spending annually on their medical education. The current study is set out to explore and examine the antecedents and consequences of organizational commitment of knowledge workers serving as medical specialists in public and private hospitals of Lahore region of Pakistan.The organizational commitment of knowledge workers is not ignorable because generally, the commitment level of knowledge workers is high towards their profession as compare to the organization where they are serving. Due to this reason, it is very critical to know the source(s) of commitment of knowledge workers towards their organizations. For this reason, researcher was motivated to conduct the current study to know what could be done to keep them committed so that they continue to serve within country rather than going abroad or frequently switch their organizations. A quantitative questionnaire based survey was launched and about 350 randomly selected medical specialists/surgeons/dental doctors of Lahore city were contacted to find determinants and outcomes of their commitment to the organizations. The respondents were either serving in different medical colleges as teaching faculty or they are general practitioners in different public/private hospitals. This research contributes the empirical evidence of the organizational commitment of the knowledge workers, their determinants and outcomes. The research results endorsed the fact that perceived organizational support and organizational justice are the determinants of organizational commitment as both are positively related with organizational commitment. As a consequence, current study also supports that a committed knowledge worker not only has least intention to leave the organization but is also willing to share his/her knowledge with peers and organizations. It is because that organizational commitment is negatively related with turnover intention and positively related with knowledge sharing intentions. The results of this research are also worthwhile for management of public and private hospitals to determine how they can retain knowledge workers by addressing key factors necessary to keep their commitment level high.