APIP dalam Pelaksanaan Maturitas SPIP Government Internal Supervisory Apparatus in Implementing the Maturity of the Government Internal Control System

One of the problems that still occur in Indonesia today is the weakness of the Government Internal Control System (SPIP). This is indicated by the many findings of BPK's examination of weaknesses in the government's internal control system. In this case, there is a role for government internal auditors that are highly expected to create an effective and sustainable control system. This study aims to determine the effect of the role of APIP in implementing the Maturity of the SPIP at the Inspectorate Kab. South Solok. This research is a quantitative. The population and sample in this research were all government internal supervisory apparatus at the Inspectorate Kab. South Solok. Data collection technique used is through a questionnaire. The analysis technique used in this research is descriptive statistical analysis. The instrument were tested using validity test, reliability test, and normality test. Data analysis technique used is multiple linear regression analysis. The results showed that the role of leadership, internal supervisors, consultants, and catalysts had a positive effect on the implementation of the maturity of SPIP. While the role of quality assurance has a negative effect on the implementation of the maturity of SPIP.

The Moderating Role of Hr Practices on the Association of Employee Engagement and Job Performance

The purpose of the present research was to examine the relationship between employee engagement and job performance in the context of Private Sector Universities of Khyber-Pakhtunkhwa, Pakistan. It examines the moderating role of human resource practices for the purpose to test the strength of the relationship of employee engagement and job performance. The study specifically focuses upon three human resource practices as moderators. They include: employee’s perception about training, compensation and performance appraisal. Moreover, employee engagement was taken as independent variable, and job performance dimensions (contextual performance, task performance and counterproductive work behavior) were taken as dependent variables. The study followed a survey design and was conducted in the Private Sector Universities of Khyber-Pakhtunkhwa. Simple random sampling with a formula of finite population was used to select a sample size of 293 academic staff serving at ten Private Sector Universities. Both descriptive and inferential statistical techniques were applied to analyze the data. Findings suggest that employee engagement is vital to employees and indeed influence employees’ job performance of academic staff in the Private Sector Universities. Whereas, training, compensation and performance appraisal have a moderating effect on the relationship between employee engagement and job performance. To improve employee’s job performance in Private Sector Universities of Khyber-Pakhtunkhwa, it is recommended that the Universities must pay more attention to its employees’ engagement and human resources practices, so that they can achieve the individual as well as organizational strategic objectives.