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

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.

Download Full-text

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

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2009.v13.i2.296 ◽

2018 ◽

Vol 13 (2) ◽

pp. 238-258

Author(s):

Lilis Ardini

Keyword(s):

Organizational Culture ◽

Sampling Method ◽

Employee Performance ◽

Organization Culture ◽

Direct Influence ◽

Managerial Work ◽

Indirect Influence ◽

Culture Effects ◽

A Company

This study examines 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 . The result of this study 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 effects the performance higher than organization culture in UPTD Surabaya Parking are refused. Organization culture that effects employee performance is. 0,49977; while organization culture effects on employee’s performance is 0,232. This result may provide a conducive company, then, emerge employee commitment. 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.

Download Full-text

Effect of organizational culture and leadership style on employee performance through work motivation at pt. Kereta commuter Indonesia

International Journal of Multidisciplinary Research and Growth Evaluation ◽

10.54660/anfo.2021.3.1.1 ◽

2021 ◽

pp. 7-10

Author(s):

Ugi Triyanto ◽

Wagiarto Hoesin ◽

Iwan Kurniawan Subagja

Keyword(s):

Organizational Culture ◽

Data Analysis ◽

Direct Effect ◽

Leadership Style ◽

Indirect Effect ◽

Work Motivation ◽

Employee Performance ◽

Work Culture ◽

Direct Influence ◽

Organizational Work

This study aims to determine the effect of organizational culture on employee performance, leadership style on employee performance, work motivation on employee performance, organizational culture on work motivation, leadership style on work motivation, organizational culture on employee performance through work motivation and determine the effect of leadership style and organizational culture on employee performance through work motivation. The research was conducted at PT. Kereta Commuter Indonesia involves 122 employees of the company. Data analysis using path analysis. The results showed that organizational culture variables affect employee performance, leadership style affects employee performance, motivation affects employee performance, organizational culture affects motivation, leadership style affects motivation. Organizational culture on employee performance is 0.564. The influence of organizational culture on performance through motivation is 0.697 x 0.865 = 0.603. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening. The direct influence of organizational work culture on employee performance is 0.657. In contrast, the influence of work organizational culture on employee performance through motivation is 0.782 x 0.865 = 0.676. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

Download Full-text

PENGARUH MOTIVASI, KEDISIPLINAN, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA, KOMITMEN ORGANISASI SERTA KINERJA PEGAWAI (STUDI DI DINAS PERDAGANGAN TENAGA KERJA KOPERASI USAHA KECIL DAN MENENGAH KABUPATEN KARANGANYAR)

EXCELLENT ◽

10.36587/exc.v5i1.282 ◽

2018 ◽

Vol 5 (1) ◽

pp. 66-83

Author(s):

Eny Widyastuti

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Path Analysis ◽

Significant Influence ◽

Indirect Effect ◽

Employee Performance ◽

Hypothesis Test ◽

Direct Influence ◽

Linearity Test

The purpose of this study was to find out empirically influences of motivation, discipline, leadership, organizational culture to job satisfaction and organizational commitment, and influences of motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The technique of sampling that used in this study was sampling method.The sample that used in this research was 51 respondents. The data collecting technique used observation and questionnaire. The data analytical technique used instrument research test such as validity and reliability tests; linearity test; hypothesis test such as path analysis, t test, F test, coefficient determination and coefficient correlation tests. The instrument test result showed that all of instruments were valid and reliable. The hypothesis result of this study showed that: Motivation had positive and significant influence on job satisfaction, while discipline, leadership and organizational culture had positive but insignificant influence on job satisfaction. Motivation and organizational culture had positive and significant influence on organizational commitment, while leadership had positive but insignificant influence on organizational commitment, and discipline had negative but insignificant influence on organizational commitment. Motivation, leadership, organizational culture and job satisfaction had positive and significant influence on performance, while discipline and organizational commitment had positive but insignificant influence on performance. Motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment simultaneously are significant influence to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The result of path analysis showed that the direct influence of motivation to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of discipline to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of leadership to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of organizational culture to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. Job satisfaction as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. Organizational commitment as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. The direct influence of leadership to performance was the most dominant path which affected performance. The total effect of leadership to performance through job satisfaction was the most dominant total influence that affected performance.Keywords: Motivation, discipline, leadership, organizational culture, job satisfaction, organizational commitment and performance.

Download Full-text

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

Media Akuntansi ◽

10.47202/mak.v30i01.56 ◽

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.

Download Full-text

The Influence of Profitability on Firm Value with Capital Structure as The Mediator

Jurnal Economia ◽

10.21831/economia.v16i2.30405 ◽

2020 ◽

Vol 16 (2) ◽

pp. 184-199

Author(s):

Novi Mubyarto

Keyword(s):

Panel Data ◽

Capital Structure ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Firm Value ◽

Direct Influence ◽

Analysis Method ◽

The Relationship ◽

Significant Direct Effect

Abstract: The purpose of this research was to determine the direct and indirect effect of profitability on firm value using capital structure as a mediator. This involves using panel data from 44 companies listed on LQ45 as of 31st December 2015-2018 and analyzed using the path analysis method including Sobel Test and Bootstrapping technique. The results showed a positive and significant direct effect of profitability on firm value while the indirect effect using capital structure as a mediator between the two variables was found to be negative and significant. Moreover, the direct influence of capital structure on firm value was discovered to be negative and significant while the introduction of profitability variables in the relationship led to a positive and significant influence. Similarly, the direct effect of profitability on firm value using capital structure as the controlling variable was also found to be positive and significant.Keywords: firm value, capital structure, profitabilityPengaruh Profitabilitas Terhadap Nilai Perusahaan dengan Struktur Modal Sebagai MediatorAbstrak: Tujuan dari penelitian ini adalah untuk mengkaji bagaimana pengaruh langsung profitabilitas terhadap nilai perusahaan, dan pengaruh tidak langsung melalui struktur modal sebagai mediator. Menggunakan data panel dari 44 perusahaan yang tercatat di LQ45 per tanggal 31 Desember selama periode 2015 sampai 2018. Metode analisis yang digunakan adalah metode analisis jalur (Path Analysis), dengan Teknik Sobel Test dan Bootsrapping. Hasil riset membuktikan bahwa terdapat pengaruh langsung yang positif dan signifikan antara profitabilitas terhadap nilai perusahaan. Namun, jika dilihat secara tidak langsung pengaruh profitabilitas terhadap nilai perusahaan melalui struktur modal sebagai mediator adalah negatif dan signifikan. Selanjutnya, pengaruh langsung profitabilitas terhadap struktur modal adalah negatif dan signifikan. Sementara ketika dikontrol oleh variabel profitabilitas, pengaruh struktur modal terhadap nilai perusahaan positif dan signifikan. Begitu pula dengan pengaruh langsung profitabilitas terhadap nilai perusahaan dengan mengontrol variabel struktur modal juga positif dan signifikan.Kata kunci: nilai perusahaan, struktur modal, profitabilitas

Download Full-text

EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

International Journal of Business and Social Science Research ◽

10.47742/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

Download Full-text

EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

10.33642/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

Download Full-text

PENGARUH KEPEMIMPINAN DAN BUDAYA ORGANISASI TEHADAP KINERJA PEGAWAI PADA HOTEL NON BINTANG DI BANDUNG

Quantitative Economics Journal ◽

10.24114/qej.v6i3.17545 ◽

2020 ◽

Vol 6 (3) ◽

Author(s):

Imas Komariyah

Keyword(s):

Transformational Leadership ◽

Organizational Culture ◽

Path Analysis ◽

Indirect Effect ◽

Calculation Result ◽

Random Sampling ◽

Employee Performance ◽

Stratified Random Sampling ◽

Methods Of Analysis

This study aimed to analyze the effect of transformational leadership, organizational culture toward employee performance. Sampling in this study using a Stratified Random Sampling and the size of 92 respondents, methods of analysis use path Analysis. The results showed that based on the preception of respondents, the overall variable transformotional leadership in the category quite well toward good, look that variable tranformational leadership (X1) has a direct amount to 13,62%, indirect effect throught its realtionship culture organization (X2) amount to 11,30, and total the effect 24,92%. Culture organitation has a direct amount to 29,38%, indirect effect throught its relationship tranformational leadership 11,30% and total the effect 40,68%. The coefecient of determination calculation result is equal to 65,59%. The result of reseach concludes that there are partially and stimultaneously significanteffect of transformational leadership variable, organizational culture toward employee performance.

Download Full-text

PERANAN DISIPLIN KERJA DAN KOMPENSASI DALAM MENDETERMINASI KINERJA KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING PADA PT CAHAYA PULAU PURA DI KOTA BATAM

JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) ◽

10.33884/jimupb.v6i2.675 ◽

2018 ◽

Vol 6 (2) ◽

pp. 22

Author(s):

Mauli Siagian

Keyword(s):

Direct Effect ◽

Indirect Effect ◽

Quantitative Research ◽

Work Motivation ◽

Employee Performance ◽

Direct Influence ◽

Quantitative Research Methods ◽

Relationship Of ◽

The Relationship ◽

Intervening Variables

This study aims to examine the extent of work discipline, compensation in mendeterminasi employee performance with work motivation as intervening variables at PT Cahaya Pulau Pura in Batam City, using quantitative research methods with data analysis techniques with path analysis of employees as many as 160 reponden made a sample of a population of 268 employees, whose data were tested using SPSS 21 software tools. The results of the study were; Work discipline has a significant influence on work motivation with the coefficient of direct effect of work discipline on work motivation is 0,513. Compensation has no significant effect on work motivation with coefficient of direct effect of compensation on work motivation is 0,015. Work discipline has a significant effect on employee performance with coefficient of direct effect of work discipline on employee performance is 0,249. Compensation has a significant effect on employee performance with coefficient of direct effect of compensation on employee performance is 0,159. Motivation of work has a significant effect on employee performance with coefficient of direct influence of work motivation on employee performance is 0,559. Coefficient of indirect effect> direct effect (0.2867> 0.249). So that work discipline has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the relationship of work discipline to the performance of employees. Coefficient of indirect effect> direct influence (0,1674> 0,159). So that compensation has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the compensation relationship on employee performance.

Download Full-text

Dimensi Kualitas Layanan dan Pengaruhnya terhadap Loyalitas Mahasiswa dengan Tingkat Kepuasan sebagai Variabel Intervening

Jurnal Manajemen Bisnis Krisnadwipayana ◽

10.35137/jmbk.v7i2.254 ◽

2019 ◽

Vol 7 (2) ◽

Author(s):

Mister Candera ◽

Gumar Herudiansyah

Keyword(s):

Higher Education ◽

Service Quality ◽

Path Analysis ◽

Student Satisfaction ◽

Indirect Effect ◽

Direct Influence ◽

Indirect Influence ◽

Student Loyalty ◽

Quality Dimensions ◽

Service Quality Dimensions

This study aims to analyze and describe the direct influence and indirect influence of service quality dimensions on student loyalty through student satisfaction. This study uses perimer data collected through questionnaires with a total of 350 students. Analysis of the data used is Path Analysis. Based on the results of the analysis it was found that tangible has a direct and indirect effect on student loyalty through student satisfaction. reliable variables, responsiveness, and empathy have a direct but not significant effect on loyalty. These three variables have a significant effect on student satisfaction. Meanwhile, assurances have an effect and are not significant towards student loyalty either directly or indirectly through student satisfaction. The results of this study can be used as information for Higher Education in making and implementing policies, so that students are more loyal to Higher Education as a place for respondents to study. Keywords: Dimensions of Service Quality, Satisfaction, and Loyalty

Download Full-text