Management by Objectives (MBO) Development Model and Knowledge Quality in Efforts to Improve Human Resource Performance at Muhammadiyah Lazis (Lazismu) Central Java
DOI:
https://doi.org/10.30659/jrbi.v23i2.52822Keywords:
Ambidexterity, Knowledge, Quality, Variables.Abstract
Abstract. A finding shows that ambidexterity causally triggers the activity of connecting knowledge sources inside and outside the organization, thereby increasing the quality of content circulating within the organization that substantively enriches the dimensions of accuracy, completeness, and relevance of knowledge that are the core definition of knowledge quality in knowledge management literature, especially when organizations rely on connectivity and social networks to balance exploration and exploitation. This research is an explanatory research. This design was chosen to test the causal relationship between latent variables that have been formulated in the framework of thought, namely Management by Objectives (MBO) and Ambidexterity as exogenous variables, Knowledge Quality as a mediating variable, and HR Performance as an endogenous variable. Management by Objectives does not have a significant effect on Human Resource Performance at Lazismu throughout Central Java. This is indicated by the path coefficient value of 0.053, t-statistics of 0.316, and p-value of 0.752. This finding indicates that the implementation of good Management by Objectives has not been able to directly improve human resource performance in the Lazismu environment. In other words, clarity of objectives, participation in goal setting, linking individual goals to organizational objectives, assessment standards, and objective evaluation have not directly led to increased productivity, work quality, timeliness, and achievement of zakat, infaq, alms, and social and religious fund collection targets at Lazismu Central Java. Management by Objectives has a positive and significant effect on Knowledge Quality at Lazismu throughout Central Java. This is evidenced by a path coefficient of 0.385, a t-statistic of 2.448, and a p-value of 0.015.
References
Alfatih, A. (2021). Cara Mudah Kerjakan Penelitian Metode Kuantitatif Eksplanatif (Confirmatory) 2 Variable : X Dan Y. 1. https://repository.unsri.ac.id/101568/1/seting buku Konfirmatori2021.pdf
Amponsah-Tawiah, K., Opata, J. L., & Tetteh, S. D. (2018). Time management: presenteeism versus management-by-objectives. International Journal of Law and Management, 60(6), 1470–1484. https://doi.org/10.1108/IJLMA-01-2018-0010
Ashfaq, M. (2018). Managing by Objectives (MBO) and Government Agencies : A Critical Review. European Journal of Business and Management, 10(28), 49–53.
Asif, M., & de Vries, H. J. (2015). Creating ambidexterity through quality management. Total Quality Management and Business Excellence, 26(11–12), 1226–1241. https://doi.org/10.1080/14783363.2014.926609
Cao, T. H. V., Chai, D. S., Nguyen, L. P., Nguyen, H. T. H., Han, C. S. hyun, & Park, S. (2024). Learning organization and employee performance: the mediating role of job satisfaction in the Vietnamese context. Learning Organization, 32(7), 53–73. https://doi.org/10.1108/TLO-09-2023-0177
Claes Fornell, D. F. L. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. 18(1), 39–50.
Diamantopoulos, A., & Siguaw, J. A. (2006). Formative Versus Reflective Indicators in Organizational Measure Development : A Comparison and Empirical Illustration. 17, 263–282. https://doi.org/10.1111/j.1467-8551.2006.00500.x
Dzenopoljac, A., Dzenopoljac, V., Muhammed, S., Abidi, O., & Kraus, S. (2024). Intra-organizational knowledge sharing, ambidexterity and firm performance: evaluating the role of knowledge quality. Journal of Knowledge Management, 28(11), 132–155. https://doi.org/10.1108/JKM-06-2023-0533
Ghannam, M. (2025). An analysis of the issue and challenges in the practices of HR-performance appraisal activities in the 21st century. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-12-2024-5081
Hyde et al. (2013). High performance HRM: Nhs employee perspectives. Journal of Health Organization and Management, 27(3), 296–311. https://doi.org/10.1108/JHOM-10-2012-0206
Jiangnan, Q., Wang, Q., Wang, X., Li, Y., Zuo, M., & Wang, J. (2025). Unpacking determinants of knowledge quality in an online knowledge community: group heterogeneity, interactive processes, and feedback effect. Information Technology and People, 72074044. https://doi.org/10.1108/ITP-11-2023-1099
Joseph F. Hair Jr. • G. Tomas M. Hult, Sarstedt, C. M. R. • M., & Ray, N. P. D. • S. (2021). Partial Least Squares Structural Equation Modeling ( PLS-SEM ) Using R. Springer Nature.
Joseph, J., Firmin, S., Oseni, T., & Stranieri, A. (2023). Decoding Employee ambidexterity: Understanding drivers, constraints, and performance implications for thriving in the evolving work landscapes - A scoping review. Heliyon, 9(12), e22493. https://doi.org/10.1016/j.heliyon.2023.e22493
Joshi, A., Kale, S., Chandel, S., & Pal, D. K. (2015). Likert Scale : Explored and Explained. 7(4), 396–403. https://doi.org/10.9734/BJAST/2015/14975
Kristopher J. Preacher, A. F. H. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879–891. https://doi.org/10.3758/BRM.40.3.879
Latan, H., & Noonan, R. (2017). Partial Least Squares Path Modeling. Springer Nature.
Mio, C., Venturelli, A., & Leopizzi, R. (2015). Management by objectives and corporate social responsibility disclosure: First results from Italy. Accounting, Auditing and Accountability Journal, 28(3), 325–364. https://doi.org/10.1108/AAAJ-09-2013-1480
Sugiono. (2013). Metode Penelitian Kuantitatif, Kualitatif Dan R & D (19th ed.). ALFABETA, CV.
Waty, E., Anggraeni, A. F., Mukti, U. W., & Nursanti, T. D. (2023). Metodologi Penelitian Bisnis (Teori & Panduan Praktis dalam Penelitian Bisnis) (Issue November). PT. Sonpedia Publishing Indonesia.
Yoo, D. K., Vonderembse, M. A., & Ragu-Nathan, T. S. (2011). Knowledge quality: Antecedents and consequence in project teams. Journal of Knowledge Management, 15(2), 329–343.
Downloads
Published
Issue
Section
License
Authors who publish with this journal agree to the following terms:
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
