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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uNlvERsm [rrARA MALAYSIA

tcoct;ffii

Bandung, lndonesia

3rd

Proceedings
and lnformatics

lnternational Conference on

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".

ilru nran*1;
{with the aid
lnd stru ctures

*t'r"i,#
and business
innevaticns int

kum'pyooting.
neering science that studies
mputers) computable processes
RSI-Il P

-'o-tru pru'nu rship

n entrepreneuL which can be

innovations, finance
o undertalEes -':-*
transform
in
an
effort..to
U
ie goods"
.

Jointly Organised by:

@m#:rrr*rxc!E?!ffiggH6;

UUM College of Arts and Sciences

Qemput*mg & Im$erm*t*es

3d rnternationar

eonrel#ffH;t"'JlH-ng
(rceeEfir)

Bandung, lndonesia
June 8-9,2011

& rnformaries

20II

Editors
Zulikha Jamaft.rdin

Slamsd Bduh

ilrai*

7fl\n

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

proceedings.

or inaccuracy of the content in the

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.

I

COCI 20

1

1 U RL icoci. uum.edu. my

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.
2.

combihed Nearest Mean crassifiers For Murtipre Feature crassification
Abduilah and Ku Ruhana Ku-Mahamud ............-.........
Artificial Immune System Agent Model

Siti Mazura Che Doiand Noita Md.

3.

Norwawi......

lnteracted Multiple Ant Colonies Optimization Approach For The Single Machine Total Weighted
Tardiness Problem
Alaa Aljanaby and Ku Ruhana Ku-Mahamud

4.

.................14

.....

.................. 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

5.

6.

..............

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

7.

.................._.26

Din..................

.........37

Local Search Manoeuvres Recruitment ln The Bees Algorithm

Zaidi Muhamad, Massudi Mahmuddin, Mohammad Faidzul Nisrudin and Shahnohanun
Sahran .........................43

8.

Writer ldentification Based On Hyper Sausage Neuron
Samsuryadi, Siti Maiyam Shamsuddin and Norbahiah Ahmad

9.

.......

................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.

12. Reservoir Water Release Decision Modelling
Wan Hussain Wan lshak, Ku Ruhana Ku_Mahamud and Noita Md Norwawi

13'

..

................67

.......

......................24

Norwawi.....................

Solar Radiation Estimation With Neural NetworkApproach Using Meteorological
Data ln lndonesia
Meita Rumbayanand Ken

Nagasaka

......................._................._.-....
i

......... g0

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......................................................................._.....

18. The MFIBVP Real-Time Muttiplier
Y. Kerlooza, Sarwono Sutikno, yudi S. Gondokaryono and Agus

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

10S

........- 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

24.

...................

........ 141

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

27. challenges

.................

.......... 160

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

.

'...............,, '..... ...'..,........,,,........... 174

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

40. Pair Programming ln lnducing Knowledge Sharing
Mawarny Md. Rejab, Mami Omar, Mazida Ahmad and Khairul Bariah

........244

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

43'

.........

.......

..

......... 266

Developing An Extended Technology Acceptance Model: Doctors'Acceptance Of Electronic Medical
Records ln Jordan
Fauziah baharom, Ola T. KLhorma, Haslina Mohd and Mahmood G. Bashayreh

lll

.........

.............27g

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......_.................
47'

.........2g4

Enhancement of Adaptive FEC Mechanism
For Video Transmission over g02.1 1 *LANS
osman Ghazali and Nor Ziadah
... '.....
.............................. 300

Harun

...

48. Signar Detection Argorithm For cognitive Radio
using singurar Varue Decomposition
Mohd. Hasbuilah Omar,
Suhaidi Hassin, engeta

49'

The performance

of Dccp rcp-Like with

enpiiwan and Shahrudin Awang

306

rnitiar srow-start rhreshord Manipuration

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

50'

Nor ................._................_

Oiii.-.......

..

................_......313

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

55'

Uoniiiea

U.

Kadhum............

....................3M

RSA Argorithm performance,rr.s.lot Messaging
system Exchange Environment
Hatim Mohamad
Tahir, Tamer N. N. Madi, Mohd

tu
3tJ#;nJ"rT"tlock

ianiaiiusin

ana

uurni"r*

piii ....L.._.

......350

rraffic create Bv Anti censorship Software
tn LAN For smail And Medium

Baharudin Osman, Azjzi Abas and Kamal

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

57. Resilience And Survivability_ln Manet: Discipline,
lssue And Challenge
A.HAzni, RabiahAhmadandzulAzi..............l.....-..._..-......
58. Development Of A Single Honeypot System
lnterface
siti
Rohaidah Ahmad, eniivati enmLi,
Awang and Mustihah

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

wook............

..................366

Abd Hamid, Mohd shanr Ab Rajab,
Nor Fatimah

.......371

59. ABMMCcs: Application Based Murti-Level
Mobire cache consistency scheme
Doha Etshaief, Hamidah
lbrahim, Ali Mamat anO

.................35g

UonimeJ-Otnman...................

....._.............377

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
Zakinh Othman and Amran

Muhammad...................

........414

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

Botkii

Awang, NoorAlamshah
nasmaai............ 4g6

aiing

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
........

*

Iffffff:Hreless

.....499

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 of Networking, Environment And lnnovation
Adoption on successful Entrepreneurs ln central
Java, lndonesia
Sri Mumi Setyawati, Mohd Noor Mohd Shafifr and
Mohammad Basir

vl

}aud.......

....................... S0g

List of Roviewerc of ICQGI 2011
Ali AmerAlwan
Abdul Jaleel Kehinde Shittu
Adib M. Monzer Habbal
Alfi Khairiansyah Machfud
Ariffin Abdul Mutalib

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

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

vll

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

ult

Keynete Addnes*

INNOVATIVE COMMUNIW.BASED COMPUTING FOR
ENTREPRENEURSHIP
Ahmad Zaki Abu Bakar

lx

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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
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

d

465

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 m
economy that is based on small medium enterprises industrial. This is
apprehensive. The more higher competition level is between small medium
more it's create positive challenge for small medium enterprises to improve fteir qrft"

cra

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
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
supported

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
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....

ofu

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.lhis/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 ilt-

46s

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.
2.

Make them realize about the importance of a working result;
Promoting them to put the importance of group or organization (team) above the

3.

personal importance;
Activating their need at the higher level.

Organization Culture

i

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
The norms and basic assumptions that is owned by the leader have a big role in
thelrocess.
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

Proceedingsof

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

Paper No.

:::;

108

Behavior that is showed by the leader will
directly form organization strategic policies.
policy is one of the elements that directs to
where an organization will be aimed.

Th

lltorki ng s atisfuction

of

In working, social, and family tife, someone
will be involved with emotional feeling, both
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.
defined as something pleasure or positive emotional
vision

of

fom that is

*o*iig

someone's ygrkins exp,erience (Locle, dalam
vandenbrg dan Lance,working satisfaction is determined by differentiatio,
b.t*J", ,rr ,rrirgj
all things that are felt from ajob or ali thngs that is
actually

assessment (r
lisszll. someone,s

[ii

ur"wished wirt

accepted.

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
According to

subordinate's working attitude can be influenced
by ability ihat

r,

by compan/s
management' The empirical proves presents tlie
conclution trrut p".ronul"r^.0
*o.ting satisfactia
influences organizational commitmentin a positive
(clugston, 2000; Levy and
_way.
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".,
rvvv' c"iterg
vvruvri and wardrnm,
\ ----o--v'r' zooo;
2000; Russ and McNelly,

wiliu,

,

1995).

Personal working satisfaction is determined
by differentiation between all things
are wished with all things that are fert from job -or
a
all thd;

ili

I

J.rutty

rr|I

accepod.

working satisfaction is fourd become intervening variable
in relations between environrr,.r

and personal characteristic with organizational
coi-rmitment
as one of the main determinant of subordinate,s

rotation in

lrum et ai.,-;), and is belierrd
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
researchers about the influence ofworking
satisfactionrowr.d
is presented bv Allen and.Meyer (r990). Lrugrton
".;;;i;;ilrui"o-pon"rt"
lrrr,-r".tirg satisfactia
lzooo; conctrioes
influences effective, continue, and normativJ.o--rt-."t
;uy. n", Hackeu
al' (1994) found that working satisfaction lnttuences
continue commitment in a norrnatirc
way and its related to effective and normative
commitment i;

fu
rl-

i"; p;tir.

a

;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 proterleonard et al' [2003]). The empiricar researchs

L

,uout trrir, .o." ro.,rr"on-rort irrf#;#
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
in a benrr
resources (Leonard

et al. 20093.

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

way.

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Proceedings of the 3rd International Conference on Computing and Informatics,
ICOCI 201 1,8-9 June, 201 I Bandung, Indonesia

O rg anizatio

nal

c om

Paper No.
108

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.

2.

Micro Enterprise, is UKM which has craftsmen identity but doesn't
entrepreneurship identity.

}i)

have

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

3.
4.

P.z-s

qr

Small Dynamic Enterprise, is UKM which has entreprenewship soul and can e:-vafi
sub-contract job and export.
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:

with:

P: E x A x R
P: Perfotmance,E:

Effort,

A:Ability,R:

Rule Perception.

The above understanding indicates about the imporlance of working perfcmreort
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
measurement

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

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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.

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Proceedings of the 3rd Intemational Conference on Computing mcl lffirmatics,
ICOCI 201 l,g_9 June, 201 I Bandung, Indonesia

Paper No108

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 Result, Subordinate vs Job,
Parochial vs Professional, Open vs Closed, Loos vs Tight, and
Normative vs
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

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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.
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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.
Collis, David J. dan Cynthia A. Montgomery, 1998, Corporate Strategt: A Resource-Based Approach,

Irwin McGraw-Hill, Boston.
Cravens, W, David, Niegel, R., Piercy, 2003, Marketing Strategic, Sevenn Edition, Irwin Mc Grew

-

Hill, New York.

Hitt, Michael A., R. Duane Ireland dan Robert E. Hoskisson, 1999, Manajemen
Menyongsong Era Persaingan don Globahsasi, Alih Bahasa oleh Armand
Erlangga, Jakarta.

Joreskog,K.G., & Sorbom, D., 1996, "LISREL
International, Inc., Chicago.

8:

lJser's Reference Guide, Scientifrc Sofirare

Kaplan, Robert S., David P. Norton.2000. Menerapkan Strategi Menjadi Al