This research is aimed at examining the effect of the implementation of ABAS and BR on GFP with FDM as mediation. Respondent of research is 100 civil servants at the Directorate General of Population and Civil Registration of the Ministry of Home Affairs for the Republic of Indonesia. Data analysis is done with WarpPLS. Result of research shows that the implementation of ABAS has direct and indirect effects on GFP, and the indirect effect involves the mediation of FDM. Other result indicate that the making of proper financial decisions will help improving GFP. The effectiveness of financial decisions are able to mediate the implementation of ABAS in improve GFP. Meanwhile, BR does not affect GFP, either directly or indirectly through FDM. BR seems oriented more toward improving public service and people’s welfare. This research suggests that the next research should examine whether the implementation of BR can improve governmental organizational performance in delivering public service. This research has proven that the implementation of ABAS has helped in improving the quality of FDM, while the other benefit is that this system improves GFP. Moreover, this research also gives confirmation that accounting information in good quality will be very useful in FDM.

The study aims to identify the role of transformational leadership toward work performance through intrinsic motivation in pharmaceutical field by a survey of 220 pharmacists in Vietnam. The pharmaceutical industry in Vietnam is experiencing rapid growth, accompanied by the need for a change in leadership for managers. The transformational leadership creates a proactive, positive attitude, passion, interest or an increase in intrinsic motivation of employees, thereby affecting work performance. This study performed reliable verification by Cronbach’s Alpha coefficient, then the factors are analyzed by EFA before conducting multivariate regression analysis. The results showed that the transformational leadership style includes such factors as: idealized influence (attributed and behavior), inspirational motivation, intellectual stimulation, individualized consideration have a positive impact on intrinsic motivation and thereby positively affecting work performance. It confirms that employees will have a higher intrinsic motivation level when working under transformational leadership from their leaders. It makes employees work more efficiently. According to the research results, the pharmacist has an intrinsic motivation to work hard on tasks that contribute to the group overall goal of. That requires managers to have a task assignment strategy to connect the goals of the members together as well as of the members to the group.

Purpose: This study investigated the mediating roles of mindfulness as a coping strategy in the relationships between cognitive appraisals and effort/persistence in university dance classes. Methods: The participants were 428 undergraduates (78 males, 350 females) ranging in age from 18 to 27 (M=20.18, SD= 1.62). Data were analyzed via structural equation modeling using IBM SPSS Statistic 21 and AMOS 21. Results: Structural equation modelling analysis revealed that challenge appraisal predicted mindfulness, which, in turn, linked to students effort and persistence. In contrast, threat appraisal was unrelated to mindfulness, which, in turn, was not predictive of students' effort and persistence. Conclusion: The results of the study suggest that mindfulness partially mediated the relation between challenge appraisal to stressful events and effort/persistence in dance classes. Implications for the role of mindfulness in stress are discussed.

이 연구에서는 수석교사에 대한 역할기대와 수석교사의 역할수행에 대하여 교사들의 지각에는 어떠한 차이가 있으며, 그 원인은 무엇인가를 밝히는 데 목적이 있다. 연구목적을 달성하기 위한 연구문제는 첫째, 수석교사의 역할에 대한 기대와 역할수행에 대하여 교사들의 인식에는 차이가 있는가, 둘째, 수석교사에 대한 역할기대와 역할수행 상의 차이의 원인은 무엇인가로 설정하였다. 연구문제에 대한 결과를 요약하면 다음과 같다. 첫째, 수석교사에 대한 역할기대와 수석교사의 역할수행 간에는 유의한 차이가 있는 것으로 나타났다. 즉, 교사들은 수석교사에 대한 역할기대와 역할수행이 일치하지 않는다고 인식하였다. 반면, 교사들의 배경변인에 따른 역할기대에는 인식의 차이가 없었고, 역할수행 역시 유의한 차이가 없는 것으로 나타났다. 둘째, 수석교사에 대한 역할기대와 수석교사의 역할수행 상의 차이의 원인은 크게 세 가지 측면에서 나타났다. 첫 번째 원인은 교사들이 수석교사에 대한 기대수준이 높아 실제 역할수행이 이에 미치지 못한 경우에 발생하였다. 두 번째 원인은 수석교사의 역량에 대한 불신에서 비롯되었다. 세 번째 원인은 수석교사의 역량 발휘의 여건이 미흡하여 역할기대와 역할 수행 간의 차이가 있는 것으로 나타났다.