scholarly journals The Influence Of Organizational Culture, The Attitude Of The Lecturer Toward Women’s Leadership, And Job Satisfaction On Organizational Commitment In The ‘Aisyiyah University Yogyakarta

2020 ◽  
Vol 4 (1) ◽  
pp. 62-80
Author(s):  
Rufaida Setyawati ◽  
Ma'ruf Akbar ◽  
Muchlis R. Luddin
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Sampling Technique ◽  
Women's Leadership ◽  
Study Program ◽  
Positive Attitudes ◽  
Negative Effect ◽  
Positive Direct

The research is conduted to find the relationship between organizational culture, ob statistifaction, and the attitude of lecturers who were not serving in leadership, both structural and functional positions toward women’s leadership on organizational commitment in ‘Aisyiyah University (UNISA) Yogyakarta. The population of the research was 153 people, then the number of samples was determined by following the Slovin formula and obtained 111 respondents. Samples used as respondents from each faculty and study program were determined randomly. so the sampling technique is included in the category of random sampling. The research method uses a quantitative approach with survey data collection methods, and uses path analysis techniques. The findings of this research are 1) there is a positive direct effect of organizational culture on organizational commitment, 2) there is a direct negative effect on organizational culture on job satisfaction, 3) there is a positive direct effect of attitudes on women's leadership on job satisfaction, 4) there is a positive direct effect of organizational culture on organizational commitment, 5) there is a positive direct effect of attitudes on women's leadership on organizational commitment, 6) there is a direct positive direct effect on job satisfaction on organizational commitment, 7) there is an indirect direct negative effect on women's organizational culture on organizational commitment through job satisfaction, 8) there is a direct indirect effect of positive attitudes towards women's leadership on organizational commitment through job satisfaction.  

scholarly journals The Effect of Organizational Culture, Leader Behaviors, Job Satisfaction, and Justice On Organizational Commitment

2020 ◽  
Vol 2 (1) ◽  
pp. 37-42
Author(s):  
Muhamad Suhardi ◽  
Syafaat Ariful Huda ◽  
Didi Mulyadi ◽  
Nada Nazopah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
High Schools ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Junior High ◽  
Junior High Schools ◽  
Leader Behaviors ◽  
Positive Direct

The purpose of this research is to find out information about the effect of organizational culture, leader behaviors, job satisfaction, and justice on organizational commitment. In this study, school is considered as an organization. The study was carried out at Islamic Junior High Schools in the Mataram City, NTB. The data for this survey reseach were collected by using quesionnaires distributed to fifty-nine teachers as the samples. The data were analyzed statistically using path analysis.The results of the analyses shows that: (1) organizational culture has a positive direct effect on organizational commitment,  (2) leader behaviors have a positive direct effect on organizational commitment, (3) job satisfaction has a positive direct effect on organizational commitment, and (4) justice has a positive direct effect on organizational commitment.

The Effect of Organizational Culture, Job Satisfaction and Achievement Motivation on Teacher Work Commitments in Junior High School of Teladan Timur in Medan

2018 ◽  
pp. 196-209
Author(s):  
Rosmay Indah Sinaga ◽  
Paningkat Siburian ◽  
Wildansyah Lubis
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Achievement Motivation ◽  
Direct Effect ◽  
Research Method ◽  
Path Coefficient ◽  
Direct Influence ◽  
Positive Direct

This study aims to describe and know: (1) the influence of organizational culture on job satisfaction; (2) the influence of organizational culture on achievement motivation; (3) the influence of organizational culture to organizational commitment; (4) the influence of job satisfaction to organizational commitment; and (5) the influence of achievement motivation to the organizational commitment of SMP Negeri Teladan Timur subdistrict and City of Medan. The research method used is survey method that is exploratory. The research method used is quantitative method with path analysis model. The number of respondents as many as 143 people taken with Random Proportional Sampling. Research instrument in the form of questionnaire, is data analysis through path analysis and previously there is data normality test with Kolmogrof-Smirnov Test (Z), linearity test and regression significance with Variance Analysis at significance level α equal to 0,05. The results of this study were found: (1) there was a positive direct effect of organizational culture on job satisfaction with path coefficient ρ21 = 0,83, with influence of 69%; (2) there is a direct positive influence of organizational culture on achievement motivation with path coefficient ρ31 = 0,79 with influence of 62%; (3) there is a positive direct influence of organizational culture on organizational commitment with path coefficient ρ41 = 0,27 with influence 7%; (4) there is a positive direct effect of job satisfaction on organizational commitment with path coefficient ρ42 = 0,43 with its influence equal to 18%; (5) there is a positive direct influence of achievement motivation toward organizational commitment with path coefficient ρ43 = 0,24 with influence 5,8%. The higher the influence of organizational culture, job satisfaction, and achievement motivation of teachers, the higher also in affecting the commitment of teacher organization SMP Negeri Teladan Timur subdistrict Medan City

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN EFIKASI DIRI TERHADAP KEPUASAAN KERJA GURU

2017 ◽  
Vol 8 (2) ◽  
pp. 85
Author(s):  
Neti Karnati ◽  
Adjat Wiratma
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Direct Effect ◽  
Junior High School ◽  
Self Efficacy ◽  
Random Sampling ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
The Self ◽  
Positive Direct

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kepemimpinan transformasional dan efikasi diri terhadap kepuasan kerja guru di SMP Yayasan Budi Mulia Lourdes Jakarta. Metodologi penelitian adalah survei yang dipilih dengan teknik simple random sampling. Analisis dan interpretasi data menunjukkan bahwa (1) kepemimpinan transformasional berpengaruh positif langsung terhadap kepuasan kerja, (2) efikasi diri berpengaruh langsung positif terhadap kepuasan kerja, (3) kepemimpinan transformasional berpengaruh positif langsung terhadap efikasi diri.KATA KUNCI: efikasi diri, kepemimpinan transformasional, kepuasan kerja.  THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND SELF EFFICACY OF THE JOB SATISFACTION TEACHERABSTRACTThe purpose of this study is to determine the effect of transformational leadership and self efficacy of the job satisfaction teacher in Junior High School of Budi Mulia Lourdes Jakarta.The research methodology was survey which was selected by simple random sampling technique. Analysis and interpretation of the data indicates that (1) transformational leadership of a positive direct effect on job satisfaction, (2) self efficacy positive direct effect on job satisfaction, (3) transformational leadership positive direct effect on the self efficacy.

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 The Effect Of Organization Culture, Rewards, Job Satisfaction And Job Stress On Lecturer’s Performance At UIN Ar-Raniry anda Aceh

2021 ◽  
Vol 2 (3) ◽  
pp. 685-691
Author(s):  
Iis Marsithah ◽  
Benyamin ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Stress ◽  
Direct Effect ◽  
Indirect Effect ◽  
Performance Model ◽  
The Other ◽  
Causal Relationships ◽  
Positive Direct ◽  
Banda Aceh

The purpose of this study was to find out and examine: (1) the lecturer’s performance model built on associative causal relationships between exogenous variables and endogenous variables, (2) the effect of organizational culture to job satisfaction, (3) the effect of rewards to job satisfaction, (4) the effect of organizational culture to job stress, (5) the effect of rewards to job stress,(6) the effect of organizational culture to lecturer’s performance, (7) the effect of rewards to lecturer’s performance, (8) the effect of job satisfaction to lecturers performance, and, (9) the effect of job stress to lecturers performance. The population is all lecturer as many as 486 people. The research sample of 219 people was determined by the Slovin formula. Data collection is done by using a questionnaire with five answer choices. The sampling technique were used proportional random sampling. The instruments were used first tried out to respondent outside the sample to obtain validity and reliability instruments. Validity test uses Product Moment correlation, while to test its reliability with Alpha formula from Cronbach. Before testing the hypothesis, especially before the test is calculated, the requirements of the analysis include: normality data test and regression linearity test.The results showed (1) Obtained the lecturer’s performance model UIN Ar-Raniry Banda Aceh, (2) there is positive direct effect of organizational culture to job satisfaction 1,9%, (3) there is positive direct effect of rewards to job satisfaction 1,9%, (4) there is negative direct effect of organizational culture to job stres11,2%, (5) there is negative direct effect of rewards to job stress 2%, (6) there is positive direct effect of organizational culture to lecturer’s performance 7,9% include indirect effect through job satisfaction 0,6% and job stress 1,8%, (7) there is positive direct effect of rewards to lecturer’s performance 2,8%  include indirect effect through job satisfaction 0,4% and job stress 0,7%,(8) there is positive direct effect of job satisfaction to lecturer’s performance 1,5%, and (9) there is positive direct effect of job stress to lecturer’s performance 3%.Based on the acceptance of the research hypothesis, it is found a fixed model that describes the structure of causal relationships between organizational culture, rewards, job satisfaction, job stress and lecturer’s performance at UIN Ar-Raniry Banda Aceh. The organizational behavior has bigger influence than the other variable to lecturer’s performance. The next variable was job stress, rewards, and job satisfaction has lowest influence than the other variable to lecturer’s performance.

scholarly journals Teacher Work Productivity in Senior High School

2021 ◽  
Vol 14 (1) ◽  
pp. 599-614
Author(s):  
Purwani Puji Utami ◽  
◽  
Niken Vioreza ◽  
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
Correlation Coefficient ◽  
Direct Effect ◽  
Work Productivity ◽  
Sampling Technique ◽  
Survey Method ◽  
Path Coefficient ◽  
Teacher Work ◽  
Positive Direct

Work productivity of teachers shall determine the advancement of education quality as their direct encounter with students to equip them with skill and competencies. This study was conducted to see the direct effect of job satisfaction and absenteeism on high school teachers’ work productivity in Bekasi region. Survey method with path analysis approach was applied. Questionnaire as the study instrument was distributed to 198 teachers who were chosen based on simple random sampling technique. The study revealed that, first, job satisfaction has a positive direct effect on teacher work productivity. The correlation coefficient value is 0.431, while the path coefficient value is 0.228. It infers that when job satisfaction is fulfilled, work productivity shall increase as well. Second, absenteeism shows a negative direct influence on work productivity. The correlation coefficient value is - 0.427 and the path coefficient value is -0.250. This further implies that productivity and progress of organization are impeded by the absence of teacher. This leads to a notion that teacher lower level of absenteeism will increase their productivity. Third, job satisfaction gives a negative direct impact on absenteeism. The correlation coefficient value is -0.341 and the path coefficient value is -0.207. The result leads to a conclusion that once teachers feel contented with their work, they will rarely perform absenteeism

THE INFLUENCE OF ORGANIZATIONAL CULTURE, JOB SATISFACTION, AND PROFESSIONAL COMMITMENT ON INNOVATIVE BEHAVIOR OF FLIGHT INSTRUCTORS AT THE CIVIL FLIGHT SCHOOL IN INDONESIA

WARTA ARDHIA ◽  
2020 ◽  
Vol 46 (1) ◽  
pp. 1
Author(s):  
Afen Sena
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Direct Effect ◽  
Simple Random Sampling ◽  
Survey Method ◽  
Professional Commitment ◽  
Innovative Behavior ◽  
Strategic Factor ◽  
Flight Instructors ◽  
Positive Direct

Abstract—In a dynamic and rapidly changing environment, innovation is the crucial factor for organizational success. Innovations that are needed primarily are innovations at the individual level or innovative behavior, which is a source of innovation at the organization level. This study aims to investigate the factors that influence the flight instructor's innovative behavior at flight schools in Indonesia, mainly based on organizational culture, job satisfaction, and professional commitment. The study used a quantitative approach with a survey method with a sample of 98 flight instructors taken through simple random sampling. Data collection is using a questionnaire with a five-point Likert scale and data analysis using path analysis. The findings in the study indicate that organizational culture, job satisfaction, and professional commitment have a positive direct effect on innovative behavior. Organizational culture is also indicating to have a positive direct effect on job satisfaction and professional commitment. Other findings show that job satisfaction does not directly effect on professional commitment. Based on the results of this study, the factors of organizational culture, job satisfaction, and professional commitment must be positioned as a strategic factor in the process of organizational management at flight schools in order to obtain sufficient attention. These three factors must also be continuously improved to strengthen innovative behavior among flight instructors.

scholarly journals Theoretical Model of Language Faculty Lecturer Performance Improvement and Unimed Arts (Study of the Influence of Organizational Culture, Work Motivation, and Job Satisfaction on Lecturer Performance FBS Unimed)

2020 ◽  
Vol 3 (4) ◽  
pp. 2153-2168
Author(s):  
Syamsul Arif ◽  
Azhar Umar ◽  
TR Pangaribuan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Theoretical Model ◽  
Path Analysis ◽  
Performance Improvement ◽  
Direct Effect ◽  
Work Motivation ◽  
Endogenous Variables ◽  
Positive Direct ◽  
Positive Effect

This study aims to find: (1) a theoretical model of performance improvement Lecturer at the Faculty of Arts, Unimedwhich is built based on the associative causal relationship between endogenous variables and exogenous variables, (2) knowing the positive direct effects: (a) organizational culture on work motivationLecturer at FBS Unimed. (b) organizational culture on job satisfaction of Unimed FBS lecturers, (c) organizational culture on the performance of FBS Unimed lecturers (d) work motivation on the performance of Unimed FBS lecturers; (e) job satisfaction on the performance of Unimed FBS lecturers. The study population was 174 FBS Unimed lecturers, a sample of 100 people selected by means of proportional random sampling. The research instrument was a closed questionnaire with four scales. The research data were processed and analyzed using descriptive statistics and differential statistics, namely path analysis. Path analysis begins with a test requirements analysis including normality test and linearity test.X1) has a positive direct effect of 50.69% on Work Motivation (X2) lecturers of FBS Unimed as well as Organizational Culture (X1) a positive direct effect of 28.83% on Job Satisfaction (X3) lecturer at FBS Unimed, Organizational Culture (X1) also has a positive effect of 22.02% on lecturer performance (X4) FBS Unimed, and Work Motivation (X2) Has a positive direct effect of 26.22% on lecturer performance (X4) FBS Unimed and Job Satisfaction (X3) Directly positive effect of 17.75% on lecturer performance (X4) FBS Unimed.

scholarly journals THE EFFECT OF JOB SATISFACTION, MOTIVATION AND ORGANIZATIONAL COMMITMENT TO THE PERFORMANCE OF THE PROCUREMENT EXPERTS IN THE INDONESIAN HOUSE OF REPRESETATIVE

2017 ◽  
Vol 1 (01) ◽  
pp. 16-22
Author(s):  
Zahera Mega Utama
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Research Finding ◽  
Work Motivation ◽  
Organization Commitment ◽  
Staff Members ◽  
Staff Performance ◽  
Members Of Parliament ◽  
Positive Direct

The objective of this research has to study the effect of job satisfaction, motivation and organizational commitment on performance or the board of expert staff members of parliament, The research was conducted in Jakarta, and The data had been analyzed using path analysis. The population of this research were 91 person of expert staffs in the Parliament. The questionares of this research had been testing on the 40 expert staff. Therefore by simple randomly. The research finding more as follows : 1. There was positive direct effect of job satisfaction onexpert staffs performance, 2, there was a positive direct effect of motivation on performance of expert staff 3. There was a positive direct effect of organization commitment of expert staff. 4. There was a positive direct effect of organization commitment on performance, 5. There was a positive direct effect of job satisfaction on motivation of expert staff and 6. There was a positive direct effect job satisfaction on organizational commitment Keywords: Expert Staff Performance, Job Satisfaction, work motivation, Organizatinal commitment

scholarly journals MEDIATING JOB SATISFACTION IN REDUCING TURNOVER INTENTION OF NURSE AT RSUD dr. SOEKARDJO TASIKMALAYA

2021 ◽  
Vol 23 (1) ◽  
pp. 12
Author(s):  
Peni Cahyati
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
General Hospital ◽  
Turnover Intention ◽  
Sampling Technique ◽  
Hospital Services ◽  
Analysis Techniques ◽  
Material Development ◽  
Negative Effect ◽  
Intention To Move

The aim of this study was to determine the influence of organizational culture and compensation on job satisfaction and its implications on the intention to move the nurse at the Regional General Hospital dr. Soekardjo Tasikmalaya. The results of this study can be useful practically and theoretically, i.e. as material development management of human resources, especially nurses in order to improve the quality and productivity of hospital services as well as lowering the intention of migration of nurses. The research method uses a quantitative approach, with the nature of this research was descriptive and verification. How to capture data through interviews and questionnaire with the techniques of observation and field Study, with the sampling technique of sampling is simple. The collection of Data in the field is done in 2019. Statistical analysis techniques to test hypotheses using Path Analysis. Based on the results of the analysis, it can be seen that the culture of the organization, compensation, job satisfaction and intentions to move in general is pretty good. There is the influence of organizational culture and compensation as well as job satisfaction simultaneously on work satisfaction, as well as have a negative effect on the intention to move from the nurses in the Regional General Hospital dr. Soekardjo Tasikmalaya.

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