Organizational Culture as a Predictor of Managerial Motivation in Indian Public Enterprises

2009 ◽  
Vol 34 (4) ◽  
pp. 451-470
Author(s):  
V. N. Srivastava
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Public Sector ◽  
Research Study ◽  
Strong Predictor ◽  
Employee Motivation ◽  
Public Enterprises ◽  
Independent Variables ◽  
Several Variables ◽  
Policies And Practices

Organizational culture has become a widely researched topic and efforts to understand the phenomena surrounding managerial motivation have been even more widespread. The most important reason for this is that employee motivation continues to be a big problem and organizational culture plays an important role in determining employee motivation. Organizational Culture is a deeply rooted phenomena, which is the end — product of several variables, most of them being the offshoots of HR policies and practices. The present research study attempts to find out the predictors of managerial motivation in Indian Public Enterprises with the help of some newly constructed scales of organizational commitment and organizational culture. Organizational commitment is treated as dependent variable and 11 dimensions of organizational culture are used as independent variables. The study is carried out on a sample of 72 managers from two well-known public enterprises. The major finding of the study is that two completely different sets of predictors are at work in different organizations in the two public sector enterprises. Even though organizational culture is found to be a strong predictor of managerial motivation in each organization, the particular dimension of culture that influence motivation is found to be organization specific.

scholarly journals PENGARUH BUDAYA ORGANISASI, GAYA KEPEMIMPINAN TRANSFORMASIONAL, DAN MOTIVASI KARYAWAN TERHADAP KOMITMEN ORGANISASIONAL PT. GED DENPASAR

2018 ◽  
Vol 8 (3) ◽  
pp. 1543
Author(s):  
Sri Purnamasari ◽  
Anak Agung Ayu Sriathi
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Linear Regression Analysis ◽  
Target Population ◽  
Employee Motivation ◽  
Multiple Linear Regression Analysis ◽  
Organizational Goals ◽  
Transformational Leadership Style

The purpose of this research is to know the influence of organizational culture, transformational leadership style and employee motivation toward organizational commitment. This research was conducted at PT. Ganesha Emas Dwipa Denpasar Branch. The number of target population of this study as much as 33 respondents Data collection is done through observation, interviews and questionnaires. This study uses instrument test by using multiple linear regression analysis technique. Based on the analysis results found that organizational culture, transformational leadership style, and employee motivation simultaneously have a positive and significant impact on organizational commitment. Partially organizational culture has a positive and significant effect on organizational commitment. Transformational leadership style partially positive and significant impact on organizational commitment, while employee motivation partially have a positive and significant impact on organizational commitment. Commitment can be achieved if individuals in the organization are aware of their rights and obligations in the organization regardless of position and position of each individual, because the achievement of organizational goals is the result of the work of all members of the organization that are collective.

scholarly journals ORGANIZATIONAL CULTURE, ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION IN HOSPITAL EMPLOYEES IN WEST SULAWESI

2019 ◽  
Vol 18 (2) ◽  
pp. 133
Author(s):  
Budiman Imran
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Primary Data ◽  
Independent Variables ◽  
Hospital Employees ◽  
Descriptive Research ◽  
Dependent Variables

<p>The background of this research is the facts at that the last decade has been so many literature and research about job satisfaction. Eventually organizational culture, and organizational commitment has the most important role in creating a job satisfaction in the Swasta hospital at Provinsi Sulawesi Barat.</p><p>The design of this research applies descriptive research and correlation research with  organizational culture as independent variables and organizational commitment and job satisfaction as dependent variables. The primary data is taken from respondents which are employees of the Swasta hospital at Provinsi Sulawesi Barat. As conclusion, the are has influence positive and significance of organizational culture  toward organizational commitment, the are has influence positive and significance of organizational culture toward job satisfaction, the are has influence positive and significance of organizational commitment toward job satisfaction, the are has influence positive and significance of organizational culture  toward job satisfaction with organizational commitment as mediating variable.</p>

scholarly journals PENGARUH KESESUAIAN KOMPENSASI, KOMITMEN ORGANISASI DAN BUDAYA ORGANISASI TERHADAP KEADILAN DISTRIBUTIF DI DINAS KABUPATEN BANYUMAS

2019 ◽  
Vol 20 (1) ◽  
pp. 1-12
Author(s):  
NANDA PUTRI ◽  
Eliada Herwiyanti ◽  
Warsidi Warsidi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Distributive Justice ◽  
Quantitative Research ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Research Data ◽  
Independent Variables ◽  
Influential Variable

This research is a quantitative research that was conducted in Banyumas Regency. The purpose of this research is to determine the effect of compensation suitability, organizational commitment and organizational culture to distributive justice. Hypothesis testing in this research using the method of multiple linear regression analysis. The population in this research are all Financial Officer in Banyumas Regency. Samples were taken using purposive sampling technique and Slovin Formula to determining the sample size, thus there are 52 samples in this research. Data was collected trough questionnaires to all of the respondents. Based on the results, it shown that the compensation suitability, organizational commitment, and organizational culture have a positive coefficient on distributive justice. All three independent variables simultaneously influenced to distributive justice, whereas the most influential variable is compensation suitability. It can be conclude that the higher level of compensation suitability, organizational commitment, and organizational culture, the higher level of distributive justice.

scholarly journals Understanding Organizational Commitments in the Public Sector: A Case Study of Commissioners and Investigators at The Business Competition Supervisory Commission (KPPU)

2019 ◽  
Vol 3 (3) ◽  
pp. 208
Author(s):  
Yogi Sumarsana Wibowo ◽  
Muchlis R. Luddin ◽  
Eliana Sari
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Law Enforcement ◽  
Public Sector ◽  
Public Service ◽  
Design Study ◽  
Qualitative Design ◽  
The Public ◽  
Internal Function

Considering that KPPU is the only institution that handles law enforcement in the field of business competition, it is necessary to have high employee commitment and organizational strength. This study aims to explore the commitment of KPPU’s commissioner and investigator organizations. This research is a qualitative design study of a case study. The data were collected from interviews with six commissioners and twenty-one investigators. This study found that the commitment of commissioners and investigators to achieving the vision and mission in the field of law enforcement has been indicated by the emotional ties and involvement with the organization through the egalitarian principles instilled by the previous commissioners. The commitment of the commissioners and investigator is built on the agreement that the place of dedication realize ideas and contributions to the state in improving people’s welfare that is appropriate. By considering these findings, KPPU needs to strengthen its internal function of supervision to maintain high organizational ethics, integrity, and independence in performing its tasks. Considering the organizational culture, KPPU needs to build a higher levels of public service motivation to get a greater organizational commitment.

scholarly journals Pengaruh komitmen organisasi dan budaya organisasi terhadap kinerja Organisasi Perangkat Daerah Kota Tidore Kepulauan

2020 ◽  
Vol 2 (2) ◽  
pp. 196
Author(s):  
Fadli Dahlan
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Local Government ◽  
Government Performance ◽  
The Public ◽  
Several Variables ◽  
Performance Accountability ◽  
The Relationship ◽  
The City ◽  
Linear Regressions

An implementation of local government performance accountability is an accountability that begins from the planning, preparation, and implementation of the government's duties and functions in realizing the vision, mission, and objectives that have been set so that they can be accounted for to the public. This study aims to analyze and understand the influence of organizational commitment and organizational culture on the performance of Regional Instrument Work Unit of Local Government (or called OPD) of the City of Tidore Islands. This study will explain the relationship between several variables through hypothesis testing or explanatory research. The population for this study is 32 OPD which gives 160 respondents as the sample after applies the probability sampling. The result of multiple linear regressions shows that the organizational commitment has positive and significant effect on the OPD’s performance which means that with organizational commitment then the employees of OPD are able to give positive contributions to the OPD’s performance. This study also finds that the organizational culture has positive and significant effect on the OPD’s performance which means that the organizational culture has the ability to improve the OPD’s performance.

scholarly journals THE EFFECTS OF ORGANIZATION CULTURE, LEADERSHIP AND JOB MOTIVATION UPON THE EMPLOYEES PERFORMANCE (Study at PT. PLN Educational and Training Center at Pasar Minggu, Jakarta Selatan)

2018 ◽  
Vol 2 (01) ◽  
pp. 12
Author(s):  
Sumardjono Jono
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Organization Culture ◽  
Performance Study ◽  
Independent Variables ◽  
Job Motivation ◽  
And Training

The research consists of several steps that must be met in order to achieve results that meet the rules o fscientific research.Results of this study is expected to get ideas of the effect of the employee's performance by organizational culture, leadership and motivation to work at PT.PLN (Persero) Education and Training Centre.The method used is quantitative method which examines four variables: three independent variables and one dependent variabel.The hypothesis testing at the 0.05 level with a population of more than 115 employees, the operational level.The result is that there is a direct effect of organizational culture on the performance of β41 = 0,459 with value tcalculate = 5,354 and ttable (α = 0,05) = 1,663 that mean is tcalculate > ttable (5,354 > 1,663). H0 is rejcted and H1 is accepted, which means the effect is significant.There is a direct effect of leadership on the performance of β42 = -0,007 with mean tcalculate = -0,080. and ttable (α = 0,05) = 1,663 wich mean tcalculate < ttable (-0,080 < 1,663), so that H0 is accepted and H1 is rejected, which means the effect is not significant.There is a direct effect of organizational culture on the performance of β43 = 0,456 which mean tcalculate = 4,807. And ttable (α = 0,05) = 1,663 that mean tcalculate > ttable (4,807 > 1,663), this H0 is rejected and H1 is accepted, which means the effect is significant.There is a direct effect of organizational culture on employee motivation at β31 = 0,474 which mean tcalculate = 5,508. and ttable (α = 0,05) = 1,663 yang berarti tcalculate > ttable (5,508 > 1,663), So that mean H0 is rejected and H1 is accepted, which means the effect is significant.There is a direct effect of leadership on job motivation for β32 = 0,389 which mean tcalculate = 4,520. and ttable (α = 0,05) = 1,663 that means tcalculate > ttable (4,520 > 1,663), so that mean H0 is rejected and H1 is accepted, which means the effect is significant.Based on the above it can be concluded that employee performance can be improved through organizational culture and work motivation .

scholarly journals MOTIVATION OF WORK, ORGANIZATIONAL CULTURE, AND ORGANIZATIONAL COMMITMENT TOWARDS WORK PRODUCTIVITY LECTURERS AND EMPLOYEES OF ECONOMICS COLLEGE AAS SURAKARTA (STIE AAS SURAKARTA)

2019 ◽  
Vol 7 (5) ◽  
pp. 226-236 ◽  
Author(s):  
Budiyono
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Work Motivation ◽  
Work Productivity ◽  
Survey Method ◽  
Work Culture ◽  
Independent Variables ◽  
The Impact

Purpose: The current study intent to determine the impact of work motivation, organizational commitment, organizational culture partially or instantaneously on productivity of employees and Lecturers at the College of Economics AAS Surakarta (STIE AAS) and to find out how much influence of work motivation, work culture, organizational commitment gradually towards work productivity of employees and Lecturers at the STIE AAS. Methodology: This research was conducted by questionnaire survey method to lecturer and employee of STIE AAS. The method of analysis using multiple regression analysis. Main Findings: Results show that work motivation possesses a significant effect on work productivity of employees and lecturers of STIE AAS. Organizational culture did not show significant effect on work productivity of lecturers and employees STIE AAS and organizational commitment have significant influence to work productivity of lecturer and employee of STIE AAS. Results of F test show that there exist significant effect simultaneously between independent variables to work productivity of lecturers and employees of STIE AAS. Implications/Applications: The implications need steps that can be taken to increase commitment that is: a) Provide understanding to lecturers and employees that the success of the institution is as a joint success that is between individual employees and institutions, b) Involve lecturers and employees in activities undertaken by institutions outside of formal activities, c) Providing trust to lecturers and employees by assigning tasks in accordance with their abilities.

scholarly journals PENGARUH ATRIBUT BUDAYA ORGANISASI TERHADAP KEPERCAYAAN ORGANISASI DAN KINERJA KARYAWAN DI HOTEL INNA GARUDA YOGYAKARTA

2016 ◽  
Vol 3 (1) ◽  
pp. 17
Author(s):  
Teguh Suripto
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Leadership ◽  
Significant Influence ◽  
Employee Performance ◽  
Organizational Trust ◽  
Positive Influence ◽  
Organizational Characteristics ◽  
Independent Variables ◽  
Success Criteria

Abstract This study will analyze the subject matter Is there a positive influence between organizational characteristics , organizational leadership , organizational commitment , employee management, success criteria partially on Organizational Trust , Is there a positive influence between organizational characteristics , organizational leadership , organizational commitment , management employee , partial success criteria partially employee performance , Is there a positive influence between organizational characteristics , organizational leadership , organizational commitment , employee management, with the same success criteria of the Trust organization , Is there a positive influence between organizational characteristics , organizational leadership , organizational commitment , employee management, with the same success criteria partially employee performance. The analysis used is regression analysis on two stages , the first stage is to test the independent variable on the dependent variable Organizational Trust , and the second phase to test the independent variables through organizational confidence variables to variable employee performance . After analysis of test results obtained by the first stage of the five independent variables are organizational Character , Leadership , Organizational Commitment , Employee Management , and success criteria , the dependent variable organizational trust , which has a significant effect only two variables: organizational commitment , and success criteria . While in the second stage of testing , the independent variables were tested through the organization of trust on employee performance result that only the commitment of the organization, which has significant influence over the organization of trust on employee performance. From the results of the test conducted discussion , that the variable attributes of organizational culture that directly affect or significantly affect the confidence of the organization, only organizational commitment and success criteria . While the attributes of organizational culture that has significant influence through trust organization to employee performance , organizational commitment only . For the organization of trust significantly affect the performance of employees Keywords : Attributes of Organizational Culture , Faith Organizations , Employee Performance

scholarly journals Hubungan antara Gaya Kepemimpinan Kepala Sekolah dan Budaya Organisasi Sekolah dengan Motivasi Kerja Guru Madrasah Aliyah Swasta Se Kabupaten Lombok Tengah

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Muhajirin Muhajirin ◽  
Wildan Wildan ◽  
Sukardi Sukardi
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Random Sampling ◽  
Sampling Technique ◽  
Employee Motivation ◽  
Stratified Random Sampling ◽  
Independent Variables ◽  
Correlation Techniques ◽  
Random Draw ◽  
The Relationship

Tujuan  penelitian  ini  adalah  untuk mengetahui  hubungan antara  gaya kepemimpinan kepala sekolah dan budaya organisasi sekolah, baik secara sendiri sendiri maupun secara bersama-sama dengan motivasi kerja guru MA sw asta se- Kabupaten  Lombok  Tengah.  Sampel  penelitian  sebanyak  97  guru  dari  3062 populasi yang ditentukan melalui teknik stratified proportional random sampling. Strata yang   dimaksud   adalah   guru  yang  sudah  sertifikasi  dan  belum.  Sedangkan proportional yang dimaksud  adalah dengan persentase dan untuk random dilakukan dengan  pengundian.  Variabel  bebas  dalam  penelitian ini adalah gaya kepemimpinan kepala sekolah (X1) dan budaya organisasi sekolah (X2), sedangkan variabel   terikatnya    adalah   motivasi   kerja   guru   (Y).   Data   dikumpulkan menggunakan angket motivasi kerja guru untuk variabel (Y), angket gaya kepemimpinan  untuk  variabel (X1) dan angket budaya organisasi untuk variabel (X2) dengan skala Likert. Pengujian hipotesis menggunakan teknik analisis regresi dan korelasi. Berdasarkan hasil temuan penelitian ini, disimpulkan bahw a terdapat korelasi yang positif dan signifikan antara gaya kepemimpinan kepala sekolah dan budaya  organisasi  sekolah,  baik  secara  sendiri-sendiri  maupun secara  bersama- sama dengan motivasi kerja guru MA sw asta sekabupaten Lombok Tengah.  AbstractThe purpose of this study w as to investigate the relationship betw een leadership style and organizational culture headmaster of the school, both individually and jointly  w ith private  MA teacher w ork motivation throughout Central Lombok regency. The research sample as many as 97 teachers from the 3062 population is determined through proportional stratified random sampling technique. Strata is a teacher w ho has been certified and has not. While the question is proportional to the percentage and to do w ith the random draw . The independent variables in this study is the principal's leadership style (X1) and school organizational culture (X2), w hile the dependent variable is a teacher w ork motivation (Y). Data w ere collected using a questionnaire for the teacher w ork motivation variable (Y), leadership style questionnaire for the variable (X1) and organizational culture questionnaire for the variable  (X2) w ith Likert scale.  Hypothesis  testing  using  regression analysis and correlation techniques. Based on these results it can be concluded that there is a positive  and  significant  correlation  betw een leadership  style and  organizational culture  headmaster of the school, either individually or jointly w ith private MA teacher w ork motivation Central Lombok Sekabupaten. Keywords : Organizational Culture , Leadership Style , Employee Motivation

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