Ethical climate of the operating room from the perspective of the surgical team and its relationship with organizational culture and organizational commitment

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja, & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

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Relationship among Organizational Culture, Job Stress and Organizational Commitment in Airport Security Officers

Korean Journal of Security Convergence Management ◽

10.24826/kosscom.4.2.9 ◽

2014 ◽

Vol 4 (2) ◽

pp. 151-170

Author(s):

Jin Ho Chung ◽

Hee Young Kim

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Job Stress ◽

Airport Security ◽

Security Officers

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The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment

Restaurant Business ◽

10.26643/rb.v118i2.7264 ◽

2019 ◽

Vol 118 (2) ◽

pp. 43-50

Author(s):

Jae-Won Choi ◽

Keo-Young Song ◽

Seok-Kee Lee

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Organizational Performance ◽

Active Population ◽

Corporate Organization ◽

Wage Earners ◽

Socioeconomic Problems

Background/Objectives: According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」, the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types of organizational culture that affect the job satisfaction and organizational commitment of irregular workers to help establish a desirable organizational culture, mitigate negative conflicts within the organization and improve organizational performance.

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Pengarug Gaya Kepemimpinan, Budaya Organisasi, dan Kepercayaan Pegawai terhadap Komitmen Organisasi pada Suku Dinas Pendidikan Dasar Kota Administrasi Jakarta Barat

Formatif Jurnal Ilmiah Pendidikan MIPA ◽

10.30998/formatif.v3i3.131 ◽

2015 ◽

Vol 3 (3) ◽

Author(s):

Soeparlan Kasyadi

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Strategic Planning ◽

Human Resources ◽

Path Analysis ◽

Leadership Style ◽

Basic Education ◽

Human Resources Development ◽

Resources Development ◽

Unit Analysis

This research is aimed at obtaining information related to the affect of the leadership style, organizational culture, and employees’ trust on organizational commitment. Research has been implemented using path analysis after all variables put into a matrix of correlation. In this research, employees had been chosen as a unit analysis and 65 samples selected randomly. The results of research found out that: (1) there is direct affect of leadership style on employees’ trust; (2) there is direct affect of organizational culture on employees’ trust; (3) there is direct affect of leadership style on organizational commitment; (4) there is direct affect of organizational culture on organizational commitment; and (5) there is direct affect of employees’ trust on organizational commitment. Based on those findings it could be concluded that any changing or variation which occurred to the organizational commitment of Basic Education Office in West Jakarta had been effected by leadership style, organizational culture, and trust to employees. Therefore, leadership style, organizational culture, and employees’ trust should be put into strategic planning of human resources development in increasing the organizational commitment of Basic Education Office in West Jakarta, however other variables are necessary to be taken into account properly.

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