scholarly journals PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL STRESS KERJA DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN KONTRAK PROYEK

2019 ◽  
Vol 9 (2) ◽  
pp. 341
Author(s):  
Rosalendro Eddy Nugroho
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Work Stress ◽  
Employee Performance ◽  
Organization Culture ◽  
Independent Variables ◽  
Service Companies ◽  
Contract Employees ◽  
Construction Services ◽  
Weak Influence

Companies engaged in the field of construction services usually get a job in the form of project implementation, an activity that produces something that is unique. This activity is temporary and very time-limited, and often not continuous. From this condition it can be understood if most (> 75%) employees in construction service companies are employees of inter-time contracts that will expire their contracts when the project is completed. This study aims to determine the Effect of Work Stress, Leadership Style, and Organizational Culture on Employee Performance Contract Project at PT. Jaya Construction MP.This study was conducted on employees of 98 contract employees in Jakarta project from the number of employees in Jakarta 686 employees. Furthermore, the analysis is done by multiple regression after previou test instruments and test data The results showed that simultaneously three independent variables have a controller of 35.1%, From the results of partial tests obtained the result that organizational culture has a weak influence, work stress moderate and force influence leadership strongly influenced it is suggested that the company more socialize the organization culture to all employees, especially employees of the project contract, the company must also have a way to reduce work stress

scholarly journals The Effect of Transactional Leadership and Organizational Culture to Employee Performance through Motivation of Employment

2018 ◽  
Vol 5 (7) ◽  
pp. 4837-4841
Author(s):  
Rudi Firmansah ◽  
Edy Supriyadi ◽  
Wirawan .
Keyword(s):  
Organizational Culture ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Organization Culture ◽  
Least Square ◽  
Equation Modeling ◽  
Transactional Leadership Style

Transactional Leadership, Organizational Culture and Work Motivation are useful in contributing to improving Employee Performance. This study aims to determine the Influence of Transactional Leadership, Organizational Culture and Work Motivation on Employee Performance at  Marta Teknik Tunggal Cop. This research was conducted in October 2017 until February 2018 with the number of respondents 125 people. To achieve the research objectives, the researcher uses quantitative  method with collecting data from library and field research, through observation, interview and questionnaire, while SEM (Structural Equation Modeling) data analysis method using PLS software version 2.0 (Patrial Least Square). Result obtained (1) There is Influence of Transactional Leadership to Work Motivation (2) There is Influence of Organization Culture to Work Motivation (3) There is no influence of Transactional Leadership Style to Employee Performance (4) There is Influence of Transactional Leadership Style to Employee Performance (5) There is Influence Transactional Leadership Style on Employee Performance.

scholarly journals Examining factors that affect staff performance in Lesotho Correctional Service

2021 ◽  
Vol 9 (3) ◽  
pp. 148-158
Author(s):  
Bernard Nkala ◽  
Phaello Olivia Malataliana
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Employee Participation ◽  
Team Work ◽  
Working Environment ◽  
Service Employees ◽  
Service Employee ◽  
Independent Variables ◽  
Staff Performance

Staff performance remains critical in every organization’s and indeed country’s’ performance hence factors critical for ensuring high performance must always be interrogated. Using conclusions from survey data from 700 Lesotho Correctional Service employees, the study sought to examine the factors that affect performance, assessing the extent to which variables; leadership style, employee participation, working environment, organizational culture and motivation impact on employee performance. The research sample consisted of Correctional Service employees picked from six departments/units out of 13 using a probability one’s stage cluster sampling design. The subjects were randomly selected from a target population of 1000 employees to understand the factors that affect employee performance. The sample included the civilian staff, senior management, middle management and subordinate level staff mainly to balance views. The use of questionnaires, semi structured interviews and researchers’ observations was utilized to collect research data for analysis. The study reviewed departmental policies and published literature on Correctional and Prison services staff performance, behavior and satisfaction as a theoretical base to endorse study independent variables. Data revealed that work environment was perceived to have the greatest influence on Lesotho Correctional Service employee performance (mean=4.88). Other factors include organizational culture (mean=4.77), employee participation (mean=4.22), leadership style (mean=3.51), employee empowerment (mean=3.67), employee motivation (mean=3.65) and employee training (mean =3.89) indicated as affecting employee performance. The study revealed that the style of management, low salaries and allowances, flawed legislation, lack of appropriate human resource policies, and limited development opportunities affect staff performance. Regression estimation using n450 responses between study dichotomous dependent variable (employee performance) and independent variables; leadership style, employee participation, working environment, organizational culture and motivation proved all the independent variables significant in explaining employee performance. The five independent variables studied explain 67.4% of the staff performance in the Lesotho Correctional Services as represented by the R2. The study recommended institutionalization of the performance reward system, incentivizing ethical conduct to enhance professional conduct amongst the officers, enhancement of team work, pioneering leadership training and revising and strengthening the current performance management system as amongst strategies that can enhance Lesotho Correctional Service employee performance.

scholarly journals Pengaruh Gaya Kepemimpinan, Komitmen Organisasi, Budaya Organisasi terhadap Kepuasan Kerja dan Kinerja Karyawan Pemasaran (pada Dealer Motor PT Suzuki Cabang Madiun dan Ngawi)

2019 ◽  
Vol 7 (2) ◽  
pp. 112-124
Author(s):  
Robby Sandhi Dessyarti
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Organization Culture ◽  
Equation Modeling ◽  
Validity And Reliability

The aim of this research is to describe and examine the influence of leadership style, organizational commitment, organizational culture on job satisfaction and employee performance, the influence of job satisfaction on employee performance. While examining the influence of indirect leadership style, organizational commitment, organization culture on employee performance through job satisfaction in PT Suzuki, Madiun and Ngawi branches motor dealer. The population used is the entire marketing employees as much as 136 people, total sampling or the census technique conducted. The questionnaire with five dimensions likert scale data, with SPSS assistance and Structural Equation Modeling AMOS analyzing method. The validity and reliability of the data tested by covergent validity and construct reliability next to the Goodness of Fit evaluation criteria. The results of the data analysis concluded that leadership style, organizational commitment, organizational culture do have positive and significant impact on job satisfaction and employee performance, while job satisfaction do have positive and significant impact on the employees performance. Job satisfaction does not mediating between leadership styles, organizational commitment and organizational culture on employee performance in PT Suzuki, Madiun and Ngawi branches motor dealer.

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 Pengaruh Gaya Kepemimpinan dan Budaya Organisasi Terhadap Kinerja Karyawan

2021 ◽  
Vol 1 (1) ◽  
pp. 1-10
Author(s):  
Inna Nisawati Mardiani ◽  
Yon Darwis Sepdiana
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Leadership Style ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Validity And Reliability ◽  
Independent Variables ◽  
Positive Effect

Salah satu keberhasilan perusahaan tergantung pada karyawannya. Untuk dapat meningkatkan produktivitas perusahaan, perlu diketahui pengaruh gaya kepemimpinan dan budaya organisasi terhadap kinerja karyawan. Penelitian ini dilakukan terhadap 77 karyawan di PT Asno Horie Indonesia. gaya kepemimpinan dan budaya organisasi merupakan variabel bebas dan kinerja karyawan sebagai variabel terikat. Penelitian ini menggunakan metode kepustakaan, kuesioner, observasi dan dokumentasi sebagai alat pengumpulan data utama. Validitas dan reliabilitas pertanyaan diuji setiap variabel. Kemudian, variabel gaya kepemimpinan dan budaya organisasi di regresi terhadap variabel kinerja karyawan. Hasil penelitian menunjukkan bahwa variabel gaya kepemimpinan tidak berpengaruh signifikan terhadap kinerja karyawan, serta budaya organisasi memiliki pengaruh positif signifikan terhadap kinerja karyawan PT Asno Horie Indonesia. One of the company's successes depends on its employees. To achieve this prosperity, it is necessary to know the effect of leadership style and organizational culture on employee performance. This research was conducted on 77 employees at PT Asno Horie Indonesia. Leadership style and organizational culture are independent variables and employee performance is the dependent variable. This study uses literature, questionnaire, observation, and documentation as the main data collection tools. The validity and reliability of the questions were tested for each variable. Then, the independent variables are regressed on a dependent variable. The results showed that the leadership style variable did not significantly influence employee performance, and organizational culture had a significant positive effect on the performance of PT Asno Horie Indonesia's employees.

scholarly journals PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DI PATRA SEMARANG HOTEL & CONVENTION

2020 ◽  
Vol 13 (2) ◽  
pp. 161-171
Author(s):  
Mudrik Mudrik ◽  
Andhi supriyadi ◽  
Dyah Palupiningtyas ◽  
Heru Yulianto ◽  
Krisna Tri Argo
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Quantitative Methods ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Validity And Reliability ◽  
Independent Variables ◽  
Positive Effect ◽  
Dominant Influence

This research was conducted at Patra Semarang Hotel & Convention which aims to analyze and explain the influence of leadership style and organizational culture on employee performance, and to find out which variables are most influential on tourist satisfaction.This research uses quantitative methods with 55 respondents. The validity and reliability test techniques, multiple regression analysis, hypothesis testing through the f test, t test, coefficient of determination and beta coefficient.The results showed that the level of testing was significant and positively influenced by the regression equation, Y = -0.005 X1 + 0.971 X2 and it was proven that the organizational culture variable had the most dominant influence on employee performance with a regression coefficient of 0.971. The conclusion from this study that of the two independent variables, organizational culture is a variable that has a positive effect on employee performance at Patra Semarang Hotel & Convention.

scholarly journals PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI KERJA, DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN (Studi Pada PT. BPR Arta Utama Pekalongan)

2016 ◽  
Vol 13 (2) ◽  
pp. 161 ◽  
Author(s):  
Robertus Gita ◽  
Ahyar Yuniawan
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Data Analysis ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Central Office ◽  
Employee Motivation ◽  
Independent Variables ◽  
Transformational Leadership Style

The purpose of this research is to analyze further the effect of transformational leadership style,employee motivation, and organizational culture on employee performance. In this study, theresearcher uses of transformational leadership style, work motivation, and organizational cultureas an independent variables and employee performance as the dependent variable.Methods of data collection in the research that is used is a questionnaire with a sample of 57permanent employees of PT. BPR Arta Utama Pekalongan (consisting of a central office and fourbranch offices), in which the research is using a sample of census or using the entire population ofemployees of PT. BPR Arta Utama. Methods of data analysis used in this research is multiplelinear regression analysis.Based on the multiple linear regression that is performed to produce transformational leadershipstyle, it has a positive and significant impacts on employee performance. Meanwhile, workmotivation and organizational culture do not affect the performance of employee.Keywords : Transformational leadership style, work motivation, organizationalculture, and employee performance.

scholarly journals PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI PADA KANTOR CAMAT PANGKALAN JAMBU KABUPATEN MERANGIN

2019 ◽  
Vol 1 (1) ◽  
pp. 26
Author(s):  
Hendriyaldi Hendriyaldi
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Research Method ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
District Office ◽  
Independent Variables ◽  
Independent Variable ◽  
Vital Component ◽  
Positive Effect

<p><em>Human resource is central factor and vital component for the organization for the activity in the organization to run effectively and efficiently so that the organization is able to achieve the expected goal. The purposes of study are to determine the effect of leadership style on employee performance, organizational culture on employee performance and leadership style and organizational culture on on employee performance at the Sub-District Office of Pangakalan Jambu of Merangin Regency. This research method is quantitative and using multiple linear regression. The independent variable is leadership style (X1) and organizational culture (X2), the dependent variable is performance (Y). Populations and samples are employees, amounted to 30 people. The results of this study that the partial leadership style does not have a significant positive effect on employee performance and organizational culture have a significant positive effect on employee performance. While simultaneously that leadership style and organizational culture have a significant positive effect on employee performance. For R2 values obtained 0.428 or 42.8% variation of the dependent variable in this case the performance can be explained by independent variables of leadership style and organizational culture.</em></p><p>Sumber daya manusia merupakan faktor sentral dan komponen vital bagi organisasi agar aktivitas di organisasi bisa berjalan secara efektif dan efesien sehingga organisasi mampu mencapai tujuan yang diharapkan. Tujuan penelitian adalah untuk mengetahui pengaruh gaya kepemimpinan terhadap kinerja pegawai, budaya organisasi terhadap kinerja pegawai serta untuk mengetahui pengaruh gaya kepemimpinan dan budaya organisasi terhadap kinerja pegawai pada Kantor Camat Pangakalan Jambu Kabupaten Merangin. Metode penelitian bersifat kuantitatif dan menggunakan model regresi linear berganda. Variabel bebas adalah gaya kepemimpinan (X<sub>1</sub>) dan budaya organisasi (X<sub>2</sub>), variabel terikat adalah kinerja (Y). Populasi dan sampel merupakan pegawai pada Kantor Camat Pangkalan Jambu berjumlah 30 orang. Hasil penelitian menunjukkan secara parsial gaya kepemimpinan tidak berpengaruh positif signifikan terhadap kinerja pegawai dan budaya organisasi berpengaruh positif signifikan terhadap kinerja pegawai. Sedangkan secara simultan bahwa gaya kepemimpinan dan budaya organisasi berpengaruh positif signifikan terhadap kinerja pegawai. Untuk nilai R<sup>2 </sup>diperoleh 0.428 atau 42.8% variasi variabel dependen dalam hal ini kinerja dapat dijelaskan oleh variabel independen gaya kepemimpinan dan budaya organisasi.</p>

scholarly journals ANALISIS KINERJA KARYAWAN BANK PANIN KCU KOTA SURAKARTA

2020 ◽  
Vol 4 (02) ◽  
Author(s):  
Windy Helena ◽  
Sudarwati Sudarwati ◽  
Istiqomah Istiqomah
Keyword(s):  
Organizational Culture ◽  
Work Stress ◽  
Sampling Method ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Job Rotation ◽  
Purposive Sampling ◽  
Independent Variables ◽  
Culture Work

This study aims to determine whether there is an influence of organizational culture, work stress, and work rotation on employee performance. The population in this study were all employees of Bank Panin KCU Surakarta. The sampling technique uses purposive sampling method. Based on the purposive sampling method, a sample of 78 employees was obtained. Data analysis method used in this study is to use multiple linear regression analysis. Based on the results of simultaneous testing (F test) shows that the independent variables (organizational culture, work stress, and job rotation) have a positive and significant effect on the dependent variable (employee performance). Based on partial testing (t test) shows that organizational culture variables, work stress, and job rotation have a positive and significant effect on employee performance. Based on the coefficient of determination test (R2) obtained 78.2%, these results indicate that the dependent variable (employee performance) can be explained by the independent variables (organizational culture, work stress, and job rotation), while the remaining 21.8% is influenced by variables in outside this research. Keywords: Organizational Culture, Job Stress, Work Rotation, Employee Performance

scholarly journals Pengaruh gaya kepemimpinan dan stres kerja terhadap kinerja karyawan RSU. Queen Latifa Yogyakarta

2021 ◽  
Vol 2 (2) ◽  
pp. 73-79
Author(s):  
Tien Suhartini ◽  
Rifqi Andika Ramadhan
Keyword(s):  
General Hospital ◽  
Leadership Style ◽  
Work Stress ◽  
Quantitative Research ◽  
Employee Performance ◽  
Significance Test ◽  
Coefficient Of Determination ◽  
F Test ◽  
Contract Employees ◽  
Front Office

The purpose of this study was to empirically examine the effect of leadership style and work stress on employee performance at Queen Latifa General Hospital Yogyakarta. This type of research is quantitative research with causal associative design. The population of this study were permanent and contract employees at the front office of Queen Latifa General Hospital Yogyakarta. The number of samples in this study were 35 respondents. The data analysis method used is Multiple Regression Analysis, T Test (Partial), F Test (Simultaneous Significance Test), Coefficient of Determination Test (R2). The results of this study indicate that leadership style has a positive and significant effect on employee performance, while job stress has no effect on employee performance. The results of the F test obtained a calculated F value of 4.609 with a sig value of 0.017, which means that the independent variables have a simultaneous effect, although not significant. R Square value of 0.224 which means that employee performance is influenced by leadership style and work stress by 22.4%, while the remaining 77.6% is explained by other variables not examined in this study.

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