The Development Guidelines for Organizational Excellence of Anti-Money Laundering Office

Abstract

        This research was aimed to: 1) study the level of demographic and new public management factors on the development of organizational excellence, 2) examine the influence of these factors on the achievement of development excellence, and 3) propose guidelines for organizational development towards excellence for the Anti-Money Laundering Office. The quantitative methodology was employed, with questionnaires utilized as the primary tool for data collection. The study population comprised of civil servants, government employees, and temporary staff members of the Anti-Money Laundering Office, totaling of 768 individuals. A sample of 270 participants was selected by using the Krejcie & Morgan formula. Descriptive statistics were used to analyze the frequency, percentage, mean, and standard deviation distributions. Inferential statistics were tested utilizing t-tests, F-tests, one-way ANOVA, and multiple regression analysis.

         The results showed that the sample held their opinions regarding the level of demographic factors and new public management factors on the development of organizational excellence at a high level. Additionally, the Anti-Money Laundering Office's success level in achieving organizational excellence varied among different personnel types. To enhance the Anti-Money Laundering Office's performance towards excellence, organizational leaders should prioritize active listening to the perspectives of their officials and uphold morals or principles rather than favoring individuals or patronage systems. The specialist-level position should be available to employees for career advancement opportunities. Besides, the Anti-Money Laundering Office's performance evaluation should be monitored monthly and quarterly to assess its overall performance, identify any issues or obstacles, and present this information to supervisors for further analysis and problem resolution.