MOTIVATION AND ORGANIZATIONAL CULTURE ON PERFORMANCE WITH SELF-EFFICACY MEDIATION

MODUS ◽  
2016 ◽  
Vol 28 (2) ◽  
pp. 221
Author(s):  
Tri Mardiana ◽  
Sucahyo Heriningsih
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Indirect Effect ◽  
Self Efficacy ◽  
Simple Linear Regression ◽  
Structured Interviews ◽  
Collection Method ◽  
Culture Performance ◽  
Strong Dynamic ◽  
Positive Motivation

The study aims to determine firstly the direct effect of motivation on performance,secondly the indirect effect of motivation on performance mediated by self efficacy, thirdlythe direct influence of organizational culture on the performance, and lastly the indirectinfluence of organizational culture on performance mediated by self-efficacy. The subjectsof this study are 60 women from the group of cashew producer. Hence, the samplingtechnique uses Census and the data collection method uses semi-structured interviews andquestionnaires. The data analysis uses Simple Linear Regression and Path Analysis. Basedon the data processing results, it shows: 1) the direct effect of motivation on the performanceare at 0,287; 2) the indirect effect of motivation on performance mediated by self efficacyare at 0.440; 3) the direct effect of organizational culture on the performance are at 0,260;and 4) the indirect influence organizational culture on performance mediated by selfefficacymediated are at 0.426.Therefore, it can be concluded that self-efficacy can help in overcoming the existingproblems in the organization, because self-efficacy encourage the efforts to improveperformance. Within strong, dynamic, and positive motivation and organizationalculture, one’s performance will definitely increase and shows good progress.Keywords: motivation, organizational culture, performance, self efficacy mediation.

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 Causal relationshipsamongperception of Life Stressful Events, Self-efficacy, Coping Strategies, Stress and Life Attributions among Higher Diploma Students at Assiut College of Education

2014 ◽  
Vol 8 (3) ◽  
pp. 502
Author(s):  
Afaf M. Geis ◽  
Mostafa A. Elhudaybi
Keyword(s):  
Coping Strategies ◽  
Life Events ◽  
Direct Effect ◽  
Indirect Effect ◽  
Self Efficacy ◽  
Stressful Life Events ◽  
Demographic Variables ◽  
Stressful Events ◽  
Stressful Life ◽  
And Coping

The study aimed to test a model of the relationship between perception of stressful life events and perceived self-efficacy as well as coping strategies with life attributions of higher diploma students at Assiut faculty of education by testing direct and indirect effects between perceiving stressful life events and the study variables. In addition, the study aimed to find out whether there are differences in perceived self-efficacy and coping strategies as well as attributionsbetween those with positive and negative perception of stressful life events.Also, differences in perceiving stressful life events were tested across classes of the demographic variables: gender, specialization, place of living, and marital status. The sample included 410 students. Results showed that there was a causal relationship in which perception of stressful life events was affected by perceived self-efficacy (direct effect is .631, indirect effect is .356), by coping strategies (direct effect is .676, indirect effect is .313), and life attributions (direct effect is .781, indirect effect is .211). There were significant differences in perceived self-efficacy, and coping strategies as well as the problem centered coping strategies in favor of those with positive perception of stressful life events. There were significant differences in the perception of stressful life events due to demographic variables including place of living and specialization in favor of humanities majors and those who lived in cities. 

scholarly journals PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA YANG BERDAMPAK PADA KINERJA DOSEN POLITEKNIK ATMI SURAKARTA

2020 ◽  
Vol 30 (01) ◽  
pp. 015-030
Author(s):  
Dewi Kartikasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Indirect Effect ◽  
Working Environment ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Test Results

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

scholarly journals ANALISIS PERBANDINGAN PENGARUH LANGSUNG DAN TAK LANGSUNG FAKTOR BUDAYA ORGANISASI DAN KOMITMEN TERHADAP KINERJA KARYAWAN PADA UPTD PARKIR KOTA SURABAYA

2017 ◽  
Vol 13 (2) ◽  
pp. 241
Author(s):  
Lilis Ardini
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Employee Commitment ◽  
Organization Culture ◽  
Direct Influence ◽  
Managerial Work ◽  
Indirect Influence

UPTD  Public Parking DISHUB Surabaya intends  to run its working durability which one of them is caused by customer’s high loyalty. Service and post-service are factors that are important to create organizational culture towards managerial work and commitment. Therefore, we should examine the role of service variable to commitment variable as intervening variable.Respondents of this study are 87 samples by using purposive sampling method. Questionnaire consists of 3 variables, those are organizational culture with 26 indicators, then commitment with 15 indicators, and managerial work  with 10 indicators .Suitable method to answer above problem is Path Analysis. The result is that path analysis shows that managerial work  may have direct influence to commitment  and have indirect influence that is from organizational culture to commitment as a new intervening to managerial work. Direct influence of organizational culture  to managerial work  that is  is 0,232. Indirect influence of organizational culture  to commitment  that is 0,810, meanwhile from commitment to managerial work, that is 0,617. Therefore, indirect influence, that (0,810)*(0,617)=0,4997.Hypothesis stating that assumption of organization culture direct effect on performance be higher than organization culture indirect effect via employee performance commitment in UPTD Parkir of Surabaya City are refused. Cause organization culture indirect effect through employee performance are 0,49977 while organization culture direct effect on employee performance are 0,232. This result proving that Organization Culture which created the company as conducive will emerging Employee Commitment. Through this Employee Commitment. Will be effected on Employee Performance then furthermore effecting Organization Performance. Based on those results, it can be suggested that a company should give more emphasize to organizational culture  and commitment  because there is evidence that it may cause customer’s managerial work because organizational culture is a very important factor in guaranteeing UPTD  Public Parking DISHUB Surabaya.

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DI POLITEKNIK LP3I JAKARTA

2018 ◽  
Vol 7 (2) ◽  
pp. 1
Author(s):  
Agung Edi Rustanto
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Linear Regression ◽  
Quantitative Method ◽  
Employee Performance ◽  
Organization Performance ◽  
Simple Linear Regression ◽  
Research Instrument ◽  
Culture Performance

<p><em><strong>Abstract </strong></em></p><p class="Style4"><em>Changes in employee performance can always change and fluctuate, but the fundamental changes are changes caused by culture in an organization. Performance that has been affected by organizational culture will be more firmly embedded in employees. Basically there are several things that can influence fundamentally on employee performance but organizational culture factors can be called very interesting factors to be discussed in more depth. This study aims to analyze the influence of organizational culture on employee performance at the Polytechnic LP3I Jakarta. Through the results of this study it can be seen that how much organizational culture influences employee performance, as well as the influence of other factors outside the organizational culture. The results of this study can show how important organizational culture is in its role in employee performance. The method used in this research is descriptive quantitative method. Data analysis was carried out through simple linear regression. The research instrument used was a questionnaire. The result of this study is that organizational culture has a significant effect on employee performance at the Polytechnic LP3I Jakarta. Organizational culture has an effect of 0.5% on employee performance at the Polytechnic LP3I Jakarta.</em></p><p class="Style4"><em><br /></em></p><strong><em>Keywords: </em></strong><em>organizational culture, performance, employee.</em>

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 PENGARUH SELF EFFICACY, MOTIVASI BERPRESTASI, DAN STUDY HABITS TERHADAP LITERASI SAINS SISWA

2020 ◽  
Vol 8 (2) ◽  
pp. 110
Author(s):  
I Gede Sandi Wiarsana
Keyword(s):  
Achievement Motivation ◽  
Direct Effect ◽  
Indirect Effect ◽  
Self Efficacy ◽  
Science Literacy ◽  
Study Habits ◽  
Ex Post ◽  
Path Analyses ◽  
Ex Post Facto ◽  
Selection Of

This study aimed to describe effect of self-efficacy, achievement motivation, and study habits to science literacy. This type of study is an ex-post facto design. The population of this study were 3880 students. The selection of school samples is determined by regional sample techniques, 410 students were selected. Data collection using questionnaires and tests. The data was analysed by descriptive analyses and hypotheses was tested by path analyses. The results showed that there were direct effect of self efficacy on science literacy was 0.345. Indirect effect of self efficacy through achievement motivation on science literacy was 0,130. Indirect effect of self efficacy through study habits on science literacy was 0,286. Indirect effect of self efficacy through achievement motivation and study habits on science literacy was 0.139. Direct effect of achievement motivation on science literacy was 0.165. Direct effect of study habits on science literacy was 0.489.

scholarly journals Effect Of Organizational Culture On Organizational Commitment And Nurse Involvement As Intervening Variable: Study at Maternity Hospital Business in Pekanbaru City, Indonesia

2021 ◽  
Vol 2 (5) ◽  
pp. 1848-1865
Author(s):  
Kasmiruddin ◽  
Meyzi Heriyanto ◽  
Hernimawarti
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Indirect Effect ◽  
Maternity Hospital ◽  
Quantitative Approach ◽  
Primary Data ◽  
Processing Data ◽  
Data Collecting

This study aims to prove the indirect effect of organizational culture on organizational commitment through the involvement of nurses in the Maternity Hospital, and whether the effect is greater than the direct effect. This study uses a quantitative approach with explanatory and primary data. Collecting data using a questionnaire with a research sample of 67 nurses. This study uses PLS-SEM with Smart-PLS software in analyzing and processing data. The results showed that organizational culture had a direct effect on organizational commitment, organizational culture had an effect on nurse involvement in hospitals, and nurse involvement had an effect on organizational commitment. However, it was found that organizational culture was not proven to have an effect on commitment through the nurse involvement variable, based on indirect testing. Therefore, the nurse’s involvement variable has not shown its contribution in improving organizational culture and commitment while working at the hospital.

scholarly journals PENGARUH KONSEP DIRI, KOMUNIKASI INTERPERSONAL, DAN EFIKASI DIRI (SELF EFFICACY) TERHADAP KINERJA PUSTAKAWAN DI ERA GLOBALISASI

2010 ◽  
Vol 1 (1) ◽  
pp. 47 ◽  
Author(s):  
Gardjito Gardjito
Keyword(s):  
Interpersonal Communication ◽  
Direct Effect ◽  
Indirect Effect ◽  
Self Efficacy ◽  
Practical Implication ◽  
Theoretical Implication ◽  
Self Concept ◽  
Survey Method ◽  
National Library ◽  
Research Implication

The objective of this causal research is to obtain information concerning the influence of self concept, interpersonal communication, and self efficacy on librarian performance at the National Library of Indonesia. The research was conducted by using a survey method with path analysis applied in testing hypothesis. In this research, librarian performance has been chosen as a unit analysis and 60 samples of librarian were selected randomly. The results of the research are as follows: (1) There is a direct effect of self concept on librarian performance; (2) There is a direct effect of self concept on self efficacy; (3) There is a direct effect of interpersonal communication on librarian performance; (4) There is a direct effect of interpersonal communication on self efficacy; (5) There is a direct effect of self efficacy on librarian performance; (6) There is an indirect effect of self concept on librarian performance through self efficacy; (7) There is an indirect effect of interpersonal communication on librarian performance through self efficacy. Based on those findings, there are some implications such as research implication, theoretical implication, policy implication and practical implication that could be taken into consideration in developing and empowering librarian performance at the National Library of Indonesia.

scholarly journals Pengaruh Budaya Organisasi, Tim Kerja dan Motivasi Intrinsik terhadap Komitmen Normatif Guru Sekolah Dasar Negeri di Batang Kuis

2018 ◽  
Vol 4 (2) ◽  
pp. 127
Author(s):  
Rapika Kesatriani Damanik ◽  
Selna Aprilia Sidauruk ◽  
Septiana G.A.N ◽  
M.Hilmi Irawan Tarigan
Keyword(s):  
Organizational Culture ◽  
Intrinsic Motivation ◽  
Direct Effect ◽  
Indirect Effect ◽  
Work Team ◽  
Normative Commitment ◽  
Significance Level ◽  
Culture Work

<h1>This study aimed to determine (1) the effect of organizational culture to intrinsic motivation, (2) the effect of work team to intrinsic motivation, (3) the effect of organizational culture to normative commitment, (4) the effect of work team to normative commitment (5) the effect of intrinsic motivation to normative commitment and (6) the undirect effect who organizational culture and work team to normative commitment weather intrinsic motivation. The result showed that: (1) There is a significant direct possitive of effect between organizational culture and work team, individually to intrinsic motivation with significance level of 0,399 and 0,414. (2) There is a significant direct possitive of effect between organizational culture, work team and intrinsic motivation, individually to normative commitment with significance level of 0,324, 0,181 and 0,169. (3) There is a indirect effect between organizational culture and work team, individually to normative commitment with the significance level of 0,210 and 0,229 weather intrinsic motivation. The study concluded: (1) Organizational culture and work team has a direct effect, individually to intrinsic motivation by 16% and 17%. (2) Organizational culture, work team and intrinsic motivation, individually has a direct effect to normative commitment by 10%, 3,3% and 2,8%. Thus suggested to improve the normative commitment should be increased organizational culture, work team and intrinsic motivation of teacher.</h1>

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