scholarly journals An empirical study of leadership, organizational culture, conflict, and work ethic in determining work performance in Indonesia’s education authority

Heliyon ◽  
2021 ◽  
pp. e07698
Author(s):  
Kiki Farida Ferine ◽  
Reza Aditia ◽  
Muhammad Fitri Rahmadana ◽  
Indri
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Work Performance ◽  
Work Ethic ◽  
Culture Conflict ◽  
Education Authority

scholarly journals The association between values and performance in a mining corporation. Empirical study and insights for Managing by Values (MBV) model

2017 ◽  
Vol 33 (2) ◽  
pp. 145-164
Author(s):  
Anita Zbieg ◽  
Jan Kudełko ◽  
Agata Juzyk ◽  
Leszek Zaremba
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Work Performance ◽  
Statistical Significance ◽  
Work Satisfaction ◽  
Mining Industry ◽  
Assessment Instrument ◽  
Research Results ◽  
General Management ◽  
And Performance

Abstract The paper presents result of an empirical study in which presence of values among workers of two mining squads characterized by different level of work performance has been compared. Values have been measured by two scales: Mining Values Scale (MVS) and Organizational Culture Assessment Instrument (OCAI). The squad with higher performance had significantly higher level of five out of nine values measured by (MVS); while none of the values measured by OCAI have been differentiating the squads with a statistical significance. The results suggest that Managing by Values (MBV) model for a mining corporation should rather be based on values specific for the mining industry rather than general management value set proposed by OCAI. Research results suggest also an association between presence of certain values and work satisfaction among workers.

scholarly journals THE EFFECT OF ORGANIZATIONAL CULTURE AND ISLAMIC WORK ETHIC ON PERMANENT LECTURERS’ JOB SATISFACTION, ORGANIZATIONAL COMMITMENT AND WORK PERFORMANCE

2018 ◽  
Author(s):  
Jufrizen Jufrizen
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Work Performance ◽  
Work Ethic ◽  
Private Universities ◽  
Assistant Professor ◽  
Associate Professor ◽  
Islamic Work Ethic ◽  
The City

The present study seeks to provide an empirical elaboration on the effects of organizational culture and Islamic work ethic on permanent lecturers’ job satisfaction, organizational commitment and work performance (a survey at private Islamic Universities in the City of Medan). The population in the present study are all permanent lecturers at Private Universities under Yayasan Islam (an Islamic Organization) totalling 485 lecturers with respective functional titles of Instructor, Assistant Professor, Associate Professor. Slovin’s formula was adopted in order to determine the number of samples and it generated a total of 219 people. The findings of the study indicated that organizational culture and Islamic work ethic directly impacts on permanent lecturers’ job satisfaction, organizational commitment among lecturers and their performance, job satisfaction has an effect on organizational commitment among lecturers , job satisfaction has an effect on lecturers’ performance, organizational commitment among lecturers has an effect on lecturers’ performance, organizational commitment among lecturers together with Islamic work ethic have effects on organizational commitment among lecturers through lecturers’ job satisfaction , organizational commitment among lecturers and Islamic work ethic have positive and significant effects on lecturers’ performance through lecturer’s job satisfaction, organizational culture and Islamic work ethic have positive and significant effects on lecturerss performance through organizational commitment among lecturers and job satisfaction has a positive and significant effect on lecturers’ performance through organizational commitment among lecturers.

The Image of the Accountant in a German Context

2004 ◽  
Vol 4 (1) ◽  
pp. 62-89 ◽  
Author(s):  
Andreas Hoffjan
Keyword(s):  
Content Analysis ◽  
Empirical Study ◽  
Cost Reduction ◽  
Maximum Degree ◽  
Work Ethic ◽  
Personal Characteristics ◽  
Management Accountant ◽  
The Subject ◽  
Professional Context

This study introduces content analysis as a method of examining the accountant's role. The empirical study is based on 73 advertisements, which are directed primarily at employees who are affected by the management accountant's work. The findings of the study indicate that the subject of accountancy is used particularly in connection with promises of “cost reduction.” Consequently, the majority of advertisements use the accountant stereotype of “savings personified.” In a professional context, the work ethic of the management accountant is given particular emphasis in the advertisements. He/she identifies him/herself with his/her task to the maximum degree, is regarded as loyal to his/her company and, for the most part, is well organized in his/her work. However, the characterization of the management accountant as a well disciplined company-person conflicts with the negative portrayal of his/her professional qualities. In advertisements, the management accountant is portrayed as a rather inflexible, passive, and uncreative specialist who, as a result of these qualities, often demotivates others. The personal characteristics of the management accountant are shown in a negative light. This gives him/her the unappealing image of a humorless, envious, dissociated, and ascetic corporate-person.

scholarly journals An empirical study of organizational culture dimensions impacting employee’s performance in IT industry, Tamilna-du

2017 ◽  
Vol 7 (1.3) ◽  
pp. 133
Author(s):  
Karthik M ◽  
A Vasumathi
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Cultural Dimensions ◽  
It Industry ◽  
Human Resource Department ◽  
Culture Dimensions ◽  
The Impact

Every company has their own unique culture. Organizational culture is a set of norms, values, beliefs and vision that define how employees and managers intermingle within an organization. Irrespective of whether a preset list of company values present or not, an organization develops its own culture. However, organizations haven’t been paying as much attention to organizational culture until now. A 2015 study by Deloitte University Press found that 87% of the organizations surveyed now cite culture and employee engagement as their top challenges. Thus the current study aims at analyzing the impact of cultural dimensions on performance management in IT organizations. Analysis, conclusion and recommendations were drawn out based on the research and findings. The study found a significant association between experience of the respondents and their responses towards often getting reminder and warning to complete their tasks. The study has also found a significance variance between age of the respondents and the practices of Human Resource Department. The study has also found an association between variety of tasks being handled and employees’ performance. 

scholarly journals The Effect Of Self-Efficacy, Organizational Culture, Work Ethic And Job Satisfaction On The Teacher’s Performance Of Public Madrasah Aliyah In North Sumatra, Indonesia

2021 ◽  
Vol 2 (3) ◽  
pp. 1051-1057
Author(s):  
Muksin Batubara ◽  
Zainuddin ◽  
Yasaratado Wau ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Direct Effect ◽  
Self Efficacy ◽  
Work Ethic ◽  
Teacher Performance ◽  
Performance Model ◽  
Work Ethics ◽  
Positive Direct ◽  
North Sumatra

The purpose of this study was to determine and study the teacher performance model of Madrasah Aliyah Negeri (MAN) which was built based on the associative causal relationship between exogenous variables and endogenous variables: (1) the effect of self-efficacy on teacher work ethics, (2) the influence of organizational culture on work ethics. , (3) the influence of self-efficacy on job satisfaction, (4) the influence of organizational culture on job satisfaction, (5) the effect of self-efficacy on teacher performance, (6) the influence of organizational culture on performance, (7) the effect of work ethic on performance, and (8) the effect of job satisfaction on teacher performance. The methods used to achieve the objectives of this study are survey, sampling and quantitative methods. The population of this research is MAN teachers in North Sumatra Province, amounting to 1177 teachers (sampling frame) and involving 298 respondents (proportional random sampling). This research is also classified as an explanatory study which explains that to determine the magnitude of the influence of a variable with other variables, both direct and indirect effects can be used path analysis. The results of this study are (1) self-efficacy has a positive direct effect on work ethic, (2) organizational culture has a positive direct effect on work ethic, (3) self-efficacy has a positive direct effect on job satisfaction, (4) organizational culture has a positive direct effect on satisfaction. work, (5) self-efficacy has a positive direct effect on teacher performance, (6) organizational culture has a positive direct effect on performance, (7) work ethic has a positive direct effect on performance, and (8) job satisfaction has a positive direct effect on the performance of MAN teachers in North Sumatra. Overall, the perfect fit model has been tested, a model of MAN teacher performance improvement which is proportionally influenced directly and indirectly by job satisfaction, work ethic, self-efficacy, and MAN organizational culture.

Motivasi Memoderasi, Kompetensi dan Etos Kerja terhadap Prestasi Kerja PT Sapta Sentosa Jaya Abadi Muko-Muko

2022 ◽  
Vol 4 (3) ◽  
pp. 880-894
Author(s):  
Ana Marfuah ◽  
Kusuma Chandra Kirana ◽  
Didik Subiyanto
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Multiple Regression Analysis ◽  
Quantitative Research ◽  
Work Performance ◽  
Work Ethic ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Research Data ◽  
Analysis Techniques

This research aims to determine the effect of competence and work ethic on work performance with motivation as a moderating variable. In this study using a population of all employees of PT. Sapta Sentosa Jaya Abadi Muko-Muko with a total of 70 respondents, the sampling technique used saturated sampling with questionnaires which were distributed to all employees of PT. Sapta Sentosa Jaya Abadi Muko-Muko. This research is a quantitative research. Data analysis techniques used in this research are descriptive analysis, multiple regression analysis, and Moderate Regression Analysis (MRA). The results of this study indicate that the competence variable has a positive and significant effect on work performance, the work ethic variable has a positive and significant effect on work performance, the motivation variable has a positive and significant effect on work performance, the motivation variable can moderate competence on work performance, The motivation variable cannot moderate work ethic on work performance Keywords: Motivation, Competence, Work Ethic, Work Performance

Organizational culture and socio-psychological age of female personnel of medical institutions

2020 ◽  
Author(s):  
I. S. Leonova ◽  
L. N. Zakharova ◽  
A. I. Makhalin
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Hierarchical Model ◽  
Gender Stereotypes ◽  
Market Development ◽  
Chronological Age ◽  
Work Process ◽  
Successful Management ◽  
Medical Institutions ◽  
High Level

The results of an empirical study of the socio-psychological age of female doctors of clinics that have successfully entered into the innovative format of development and clinics experiencing many years of difficulty in introducing innovations are presented. It is shown that the organizational culture of innovative clinics is characterized by a pronounced adhocratic component, and a clan-hierarchical model dominates in problematic clinics, therefore, the introduction of innovations is carried out by inconsistent administrative methods typical of this model. As a result, the personnel experiences a high level of stress, which makes them feel unwell, tired, it rejects innovations and strives to maximize the clan component of the organizational culture as a means of protection against the stress of innovative changes. The results are an «older» socio-psychological age and a low level of labour involvement, which, in general, shows the correspondence of the characteristics of the female personnel of problematic clinics to gender stereotypes. In innovative clinics, female personnel feel more alert, healthy and younger, shares, regardless of the chronological age, innovative values traditionally associated with younger ages, is personally involved in the work process and does not fall under the characteristics of gender stereotypes. It is shown that the socio-psychological age of female personnel and the value of readiness for innovation depend on the type of organizational culture. In the future, female doctors are oriented towards an innovative way of market development of their clinics, but not in the managerial paradigm that is currently being implemented by management. Successful management of the socio-psychological age and the introduction of innovation involve the abandonment of administrative methods, the prevention of the stress of organizational change and the establishment of innovative values as the basis of a new organizational culture.

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