scholarly journals Etos Kerja dalam Budaya Organisasi di Kantor Kementerian Agama Kabupaten Gresik

2020 ◽  
Vol 2 (1) ◽  
pp. 1-16
Author(s):  
Indah Nur Faizah ◽  
Linda Lisma Lestari ◽  
Syahrul Hidayat ◽  
Ali Mustofa
Keyword(s):  
Organizational Culture ◽  
Strategic Planning ◽  
Cultural Values ◽  
Religious Education ◽  
Qualitative Method ◽  
Work Ethic ◽  
Employee Performance ◽  
Good Work ◽  
Work Ethics

ABSTRAK Salah satu keberhasilan suatu organisasi adalah terwujudnya sasaran, tujuan, visi dan misi organisasi sesuai dengan perencanaan strategi organisasi. Kinerja yang baik akan terlihat pada hasil yang berkualitas. Budaya organisasi yang sesuai dan etos kerja yang baik akan sangat membantu dalam meningkatkan kualitas kinerja menjadi lebih baik. Penelitian ini dilaksanakan pada pegawai di Pendidikan Agama Islam (PAIS) dengan tujuan untuk mengetahui pendorong etos kerja pegawai  serta budaya organisasi tanpa kehadiran pemimpin tetap. Metode yang digunakan dalam penelitian ini adalah metode kualitatif deskriptif. Hasil dari penelitian ini adalah meskipun pada seksi PAIS tidak memiliki pimpinan tetap, namun  pelayanan dapat berjalan dengan baik tanpa ada hambatan. Etos kerja dan budaya organisasi menjadi salah satu pendorong dalam meningkatkan kualitas kinerja pegawai. Etos kerja dalam seksi Pendidikan Agama Islam Kemenag Kabupaten Gresik ini adalah bekerja secara maksimal, melaksanakan tugas dan tanggung jawabnya sebagai pekerja yang mampu memberikan kontribusi serta melakukan pekerjaan dengan sepenuh hati dan menjauhi tindakan tercela. Faktor yang mempengaruhi etos kerja di PAIS diantaranya ialah adanya budaya organisasi. Pada seksi Pendidikan Agama Islam (PAIS) berpijak pada lima nilai budaya kerja yang ada di kementerian agama, yaitu (1)Integritas, (2)Profesionalitas, (3)Inovasi, (4) Tanggung jawab, (5)Keteladanan. Kata Kunci : Etos Kerja, Budaya Organisasi   ABSTRACT One of the successes of an organization is the realization of the goals, objectives, vision and mission of the organization in accordance with the organization's strategic planning. Good performance will be seen in quality results. An appropriate organizational culture and good work ethic will greatly help in improving the quality of performance for the better. This research was conducted on employees at Islamic Religious Education (PAIS) with the aim of knowing the drivers of employee work ethics and organizational culture without the presence of permanent leaders. The method used in this research is descriptive qualitative method. The result of this research is that although the PAIS section does not have permanent leadership, the service can run well without any obstacles. Work ethic and organizational culture are one of the drivers in improving the quality of employee performance. The work ethic in the Islamic Religious Education section of the Ministry of Religion of Gresik Regency is to work optimally, carry out their duties and responsibilities as workers who are able to contribute and do work wholeheartedly and avoid despicable actions. The factors that influence work ethic at PAIS include the presence of organizational culture. The Islamic Religious Education (PAIS) section is based on five cultural values ​​in the ministry of religion, namely (1) Integrity, (2) Professionalism, (3) Innovation, (4) Responsibility, (5) Exemplary. Keywords: Work Ethic, Organizational Culture

scholarly journals Organizational culture development in improving employee performance at PT. Welling Tapioka Jaya

2020 ◽  
Vol 9 (12) ◽  
pp. e24491211002
Author(s):  
Cindy Cindy ◽  
Efendy Pakpahan
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Cultural Values ◽  
Qualitative Method ◽  
Employee Performance ◽  
Research Data ◽  
Structured Interviews ◽  
Data Presentation ◽  
Data Collection Technique ◽  
Culture Development

The background of this research is the desire of researchers to find out how the development of organizational culture in improving the performance of employees of PT. Welling Tapioka Jaya. The purpose of this study is to understand and analyze the development of organizational culture in improving employee performance at PT. Welling Tapioka Jaya. The method used in this research is qualitative method. The author uses semi-structured interviews as a data collection technique. The author interviewed 9 people. The research data were analyzed using the Miles and Huberman model consisting of data reduction, data presentation and conclusions. Test the credibility of the data that I use is triangulation of sources. The results showed that the organizational culture adopted at PT. Welling Tapioka Jaya is quite good, this can be seen from employees who work by harmonizing the cultural values ​​of the organization that is in it regardless of whether they like it or not and the employees at PT. Welling Tapioka Jaya respects and values ​​the culture of the organization by following and adapting to the culture within it.

scholarly journals The effect of organizational culture and work ethics on job satisfaction and employees performance

2018 ◽  
Author(s):  
Jamaluddin Bijaang ◽  
H. Basri Modding ◽  
Ahmad Gani ◽  
Syamsu Nujum
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Ethic ◽  
Employee Performance ◽  
Equation Modeling ◽  
Work Ethics ◽  
Employee Job Satisfaction ◽  
Performance Results ◽  
Work Done

This study explores the behavior of employees work done by testing and analyzing the influence organizational culture, work ethic and employee’s performance with job satisfaction as a mediating variable. The population in this study was all employees who work in local government of Pinrang in South Sulawesi Province. There are 357 employees as a sample. We used Structural equation modeling (SEM) as research equipment. The result of this study provides evidence that the organizational culture and work ethic is proven to increase the perceived of employee job satisfaction. Good organizational culture and perceived of employee job satisfaction proven to improve employee performance. Results are shown in different work ethic in practice has not been able to improve the performance of employees. Perceived of employees job satisfaction proved able to act as a mediating variable in explaining the effect of organizational culture and work ethics on employee performance

scholarly journals Characteristic of Islamic Organizational Culture as An Effort to Improve Performance at University of Muhammadiyah Malang

2021 ◽  
Vol 5 (1) ◽  
pp. 79-88
Author(s):  
Sri Budi Cantika Yuli
Keyword(s):  
Organizational Culture ◽  
Qualitative Method ◽  
Management Practices ◽  
Employee Performance ◽  
Conscious Experience ◽  
Organization Culture ◽  
Research Subjects ◽  
Improve Performance ◽  
Technical Leadership ◽  
Personal Capital

This study aims to reveal the characteristics of Islamic organizational culture at University of Muhammadiyah Malang as an effort to improve employee performance. This study uses qualitative method by applying phenomenology approach. It is conducted by examining the experience realized by the informant (conscious experience) and the instruments of data collection are interviews, observation, and documentation so that researchers can obtain more complete data about the characteristics of Islamic organization culture at University of Muhammadiyah Malang. The research subjects are: (1) university board; (2) deans; (3) employees. Moreover, the qualitative data analysis techniques in this study uses 3 (three) analyzes, namely: data reduction, data presentation, and conclusion. The results of this study indicate that perceptions of Islamic organizational culture can be seen from the perception of university board, lecturers and employees on the value of leadership, norms and management practices, stories and figures, traditions and rituals, as well as perceptions on symbols. It can be concluded that the characteristics of Islamic organizational culture include: (1) Shiddiq (truthfulness) to achieve personal excellence that is honest, transparent, and accountable, (2) Amanah (trustworthiness) to achieve inter-personal capital that is unprejudiced and commitment, (3) Tabligh (advocacy) to achieve visionary and communicative leadership that is communicative and open, (4) Fathonah (wisdom) to achieve professionalism and technical leadership that is smart, competent, and innovative.

scholarly journals Implementasi Regulasi Tentang Surveyor Kadaster Berlisensi dalam Percepatan Pendaftaran Tanah di Kantor Wilayah Badan Pertanahan Provinsi Sumatera Utara

2018 ◽  
Vol 3 (2) ◽  
pp. 217
Author(s):  
Eko Budi Wahyono
Keyword(s):  
Spatial Planning ◽  
Qualitative Method ◽  
Work Ethic ◽  
Financial Capability ◽  
Regional Office ◽  
Land Registration ◽  
The North ◽  
Physical Data

Abstract:  This research aim to understand the implementation of the regulation of licensed cadaster surveyor in The Regional Office of National Land Agency of the North Sumatera Province on the acceleration of land registration. The research using qualitative method by describing the results of observation, interview and data of the implementation of accelerated land registration, specifically on the collectors of physical data (PULDASIK – Pengumpul Data Fisik) of the licensed cadastral surveyor, referring to the Regulation of The Minister of Agrarian Affairs and Spatial Planning/Head of National Land Agency Republic of Indonesia Nr. 33 year 2016 and the Regulation of The Minister of Agrarian Affairs and Spatial Planning/Head of National Land Agency Nr. 11 year 2017. The results show that: the implementation of the regulation of Licensed Cadastral Surveyor has not been fully implemented, caused by the limitation of:  the number of KJSKB and SKB;  ASK graduated from D1 PPK-STPN prefer to do apprenticeship so they did not interested in joining KJSKB, and the limitation of financial capability of the KJSKB/SKB. The implementation of the regulation of Licensed Cadastral Surveyor also inhibited by the requirements mentioned on the regulation itself. Moreover, the competency and quality of the SKB is noticed as above the standard, and have unprofessional work ethic. It is recommended to increase the acceptance of Licensed Cadastral Surveyor, and those who already passed the test should forming KJSKB and improve their professionalism by acquiring certificate of competence when they follow the examination to obtain the license. Intisari: Penelitian ini bertujuan untuk mengetahui implementasi regulasi tentang Surveyor Kadaster Berlisensi di Kantor Wilayah Badan Pertanahan Nasional Provinsi Sumatera Utara dalam percepatan pendaftaran tanah. Metode penelitian menggunakan metode kualitatif dengan dideskriptifkan berdasarkan pengamatan, interview, dan data pelaksanaan percepatan pendaftaran tanah khusus pengumpul data fisik (PULDASIK) Surveyor Kadaster Berlisensi dengan berpedoman pada Peraturan Menteri Agraria dan Tata Ruang/Kepala Badan Pertanahan Nasional Republik Indonesia  Nomor 33 Tahun 2016 dan Peraturan Menteri Agraria dan Tata Ruang/Kepala Badan Pertanahan Nasional Republik Indonesia Nomor 11 Tahun 2017. Diperoleh hasil bahwa implementasi regulasi tentang Surveyor Kadaster Berlisensi belum dijalankan sepenuhnya. Hal ini disebabkan oleh keterbatasan jumlah KJSKB dan SKB, ASK lulusan D1 PPK-STPN lebih menyukai magang sehingga tidak mau bergabung dengan KJSKB dan keterbatasan modal keuangan yang dimiliki KJSKB/SKB. Pelaksanakan regulasi Surveyor Kadaster Berlisensi juga terhambat oleh persyaratan yang ada di dalam regulasi Surveyor Kadaster Berlisensi, kualitas kompetensi SKB rendah, serta sikap kerja tidak profesional. Maka untuk itu direkomendasikan meningkatkan jumlah penerimaan Surveyor Kadaster Berlisensi dan yang telah lulus ujian lisensi untuk segera membentuk KJSKB dan meningkatkan profesionalisme Surveyor Kadaster Berlisensi dengan melengkapi sertipikat kompetensi saat ujian memperoleh lisensi.

scholarly journals RELATIONSHIP LEADERSHIP QUALITY AND CULTURE ORGANIZATION WITH THE PERFORMANCE OF SMAN 28 TANGERANG DISTRICT

2019 ◽  
Vol 1 (2) ◽  
pp. 134-142
Author(s):  
Anggih Perian Guswan Putra
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Survey Method ◽  
Sample Population ◽  
Leadership Quality ◽  
Quality Of Leadership ◽  
The Relationship

This research was conducted to determine the relationship between the quality of the Principal's leadership and organizational culture with the performance of SMAN 28 Tangerang District employees. The study uses a quantitative approach with a descriptive correlational survey method, using correlation theory which is about product moment. Research data collection techniques from respondents carried out through questionnaires or questionnaires. The sample population was 103 employees in each section of SMAN 28 Tangerang, with simple random sampling technique. The magnitude of the effect of leadership quality and organizational culture together on employee performance by 87.2% This shows the higher the quality of leadership and organizational culture, the better the performance of employees, and vice versa the lower the quality of leadership and organizational culture will have an impact for employee 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.

scholarly journals Hubungan Kausalitas Workplace Spirituality Dan Kinerja Karyawan: Perspektif Mediasi Etika Kerja Islam

2018 ◽  
Vol 5 (1) ◽  
pp. 23
Author(s):  
Moh Rifqi Khairul Umam ◽  
Zakky Fahma Auliya
Keyword(s):  
Human Resource ◽  
Significant Influence ◽  
Work Ethic ◽  
Employee Performance ◽  
Workplace Spirituality ◽  
Organizational Goals ◽  
Islamic Work Ethic

Human resource is a very important element in achieving organizational goals. If the organization has a good quality of resources, the organization will be more effective. While the effectiveness of the organization is reflected from the employee performance. The purpose of this study is to examine the effect of workplace spirituality on Islamic work ethic, Islamic work ethic on employee performance, workplace spirituality on employee performance, and the influence of Islamic work ethic as an intervening variable on the relation between workplace spirituality and employee performance, with samples from PKU Muhammadiyah Surakarta Hospital, and IPHI Pedan Hospital, Klaten. The result of the research shows that workplace spirituality has significant effect on Islamic work ethic with, Islamic work ethic has no significant effect to employee performance, workplace spirituality has no significant effect to employee performance, and Islamic work ethic as mediation variable on relation between workplace spirituality (STK) to employee performance has no significant influence.

scholarly journals The Effect of Situational Leadership and Work Ethics on Employee Performance through Organizational Climate as Intervening Variables at Gowa Agricultural Development Polytechnic

2019 ◽  
Vol 1 (4) ◽  
pp. 43-50
Author(s):  
Delia Esiana Tangdigling ◽  
Idayanti Nursyamsi ◽  
Ria Mardinana Yusuf
Keyword(s):  
Organizational Climate ◽  
Agricultural Development ◽  
Work Ethic ◽  
Sampling Method ◽  
Employee Performance ◽  
Situational Leadership ◽  
Sampling Technique ◽  
Work Ethics ◽  
Qualitative And Quantitative ◽  
Intervening Variables

This study aims to determine the effect of Situational Leadership and Work Ethics on Employee Performance through Organizational Climate as an Intervening Variable in Gowa Agricultural Development Polytechnic. The type of data used in this study is divided into two, namely qualitative and quantitative data. The population in this study were all State Civil Apparatus at the Gowa Agricultural Development Polytechnic, which until 2018 totaled 98 people. A sample of 98 employees based on the population. The sampling technique used is the nonprobability sampling method. Data collection techniques used were observation, interviews, questionnaires, and documentation. Data were analyzed using path analysis. The results of this study indicate that situational leadership has a positive and significant effect on organizational climate. The better the leader applies situational leadership, the better the climate for the organization will be and conducive. Good situational leadership will create a good organizational climate so that it will have an impact on increasing employee performance. Work ethic has a positive and significant effect on organizational climate. The better the work ethic that is owned by employees, it will support the creation of a good organizational climate. The better the work ethic that is owned by an employee it will lead to a good organizational climate, which has an impact on increasing employee performance.

scholarly journals Pengembangan Budaya Organisasi Dalam Mewujudkan Lembaga Pendidikan Islam Unggulan

2020 ◽  
Vol 31 (1) ◽  
pp. 35-48
Author(s):  
Roni Harsoyo ◽  
Sulistyorini ◽  
Samsudin
Keyword(s):  
Organizational Culture ◽  
Cultural Values ◽  
Field Research ◽  
Educational Institutions ◽  
Quality Of Education ◽  
Institutional Level ◽  
Positive Attitudes ◽  
Leading Schools ◽  
Educational Staff

The context of this research is the biggest challenge of schools/’madrasah’ in carrying out the mandate related to the quality of education which is a measure of the success of the implementation of education, one of which is to shape the character/personality of students through inheritance of cultural values. In educational institutions, organizational culture (values, habits, and positive attitudes) will be a strong non-material capital strength for the realization of excellent educational institutions. This study aims to describe the organizational culture developed by SDIT Darul Falah Sukorejo Ponorogo which makes it one of the leading schools in Ponorogo Regency. This type of research is descriptive qualitative research based on field research. The results showed that the organizational culture developed by SDIT Darul Falah included: 1) at the institutional level which included weekly meetings, field meetings, routine recitals every Ahad Wage, One Day One Information (ODOI), educational visits and flag ceremonies every Monday; 2) at the level of educators and educational staff which includes bina nafsiyah, tahsin al-Qur'an, professional development; and 3) at the student level which includes bina nafsiyah, reading the Koran with the Ummi Method, congregational prayers, manners, queuing, independent, disciplined, One Day One Thousand (ODOT), skilled, healthy living, clean and beautiful.

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