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

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.

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 ANALISIS JALUR DALAM FUNGSI PELAYANAN TERHADAP LOYALITAS NASABAH DENGAN PURNA-PELAYANAN SEBAGAI VARIABEL INTERVENING: STUDI KASUS DI BPR PONOROGO

2018 ◽  
Vol 13 (2) ◽  
pp. 157-175
Author(s):  
Khuzaini Khuzaini
Keyword(s):  
Path Analysis ◽  
Information Dissemination ◽  
Sampling Method ◽  
Suitable Method ◽  
Direct Influence ◽  
Indirect Influence ◽  
Total Influence ◽  
Customer's Loyalty ◽  
A Company

Service and post-service are important factors to create customer’s loyalty, therefore, we should examine the role of service variable to loyalty with post-service variable as intervening variable. Data is collected with total respondents of 155 samples by using purposive sampling method because the total of population is not known. Questionnaire consists of 3 variables that include service with 4 indicators (officer precision, service speed, technology ability and security), post-service with 4 indicators (problem soling, responding speed, correction availability and empathy to complaints) and 3 loyalties (product commitment, information dissemination and returning to buy again).A suitable method to answer above problems is Path Analysis. The result shows that service may have direct influence to loyalty and indirect influence that is from service to post-service as a new intervening to loyalty. Direct influence of service to loyalty that is b1 is 0,727. Indirect influence of service to post-service that is b2 is 0,509 meanwhile from post-service to loyalty, that is  b3 is 0,110, therefore indirect  influence, that is b2  times b2 is (0,509)*(0,110)=0,05599. Therefore, total influence of service to loyalty is direct influence that is added to indirect influence of  0,727 + 0,05599 = 0,783. It means that the influence of service and post-service is big enough to loyalty i.e. 78,3%, meanwhile the rest of it  is 21,7% that  is caused by other factor. Based on those results, it can be suggested that a company should give more emphasize to service and post-service because there is evidence that it may cause customer’s loyalty because customer’s loyalty is a very important factor in guaranteeing BPR durability in Ponorogo.

scholarly journals The role of communication climate on the performance of PT. Lazada Express Bandung employees with work motivation as an intervening variable

2020 ◽  
Vol 9 (5) ◽  
pp. 160-165
Author(s):  
Satia Sugiarto ◽  
Ivan Gumilar Sambas Putra
Keyword(s):  
Sampling Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
Communication Climate ◽  
Business World ◽  
Unit Of Analysis ◽  
A Company

Human resources in a company will always communicate with each other. In this business world, nothing can be accomplished without communicating effectively with employers, employees, clients, suppliers, and customers. The purpose of this study is to analyze the influence of communication climate on motivation, to analyze the influence of motivation on employee performance, and the influence of communication climate on employee performance mediated by motivation. This study used descriptive analysis research methods and path analysis using SPSS version 25 software. The unit of analysis in this study were all employees of PT Lazada Express Bandung, so the population in this study were all employees totaling 52 people. The sampling method using a saturated sampling method so that the number of respondents as large as the population of 52 employees. The results showed that the climate of communication has an influence on employee motivation. The magnitude of the influence of the communication climate on employee performance is 79.60%. and there is an influence between work motivation on employee performance and motivation does not mediate the effect of communication climate on employee performance.

scholarly journals THE INFLUENCE OF COMPENSATION, ORGANIZATION CULTURE AND MOTIVATION ON EMPLOYEE PERFORMANCE

Media Bisnis ◽  
2021 ◽  
Vol 13 (1) ◽  
pp. 47-54
Author(s):  
KAREL TJAHJADI ◽  
MELIANTHA SANJUNG URIA
Keyword(s):  
Organizational Culture ◽  
Multiple Regression ◽  
Sampling Method ◽  
Employee Performance ◽  
Regression Method ◽  
Organization Culture ◽  
Probability Sampling ◽  
Purposive Sampling ◽  
Multiple Regression Method ◽  
Analyze Data

The purpose of this study was to analyze and determine the effect of compensation, organizational culture and motivation on employee performance at PT. Perfect Circle Engineering. This study takes a population that is an employee at PT. Perfect Circle Engineering. The sampling method used is non-probability sampling method in the form of purposive sampling. In collecting data, researchers distributed questionnaires to respondents and the samples obtained in this study were 59 questionnaires. The tool used to analyze data is the multiple regression method. The results obtained from this study are the compensation and motivation variables individually affect the performance of employees while the organizational culture individually does not affect the performance of employees.

scholarly journals The Role of Innovative Work Behavior Mediates Organizational Culture on Employee’s Performance

2020 ◽  
Vol 17 ◽  
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Employee Performance ◽  
Organization Culture ◽  
Work Behavior ◽  
Validity And Reliability ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Behavior Organization

The aims of this study were to explain: (1) the influence of organizational culture on innovative work behavior; (2) the influence of organizational culture and innovative work behavior on employee performance; and (3) the role of innovative work behavior in mediating the influence of organizational culture towards employee performance in the Rural Bank industry in Badung Regency, Bali Province. This research was conducted in 52 Rural Bank in Badung Regency, with 156 employees as respondents. Data was collected by questionnaire instruments that had been tested for validity and reliability. Data analysis was performed using the SEM-PLS approach. The results revealed that organizational culture had a positive and significant influence on innovative work behavior. Organization culture and innovative work behavior also showed positive and significant impact on employee performance in the Rural Bank industry. In addition, it could be concluded that innovative work behavior mediates significantly the influence of organizational culture towards employee performance in the Rural Bank industry in Badung Regency.

scholarly journals Impact of Ethical Leadership and Mediating Effect of Organization Culture on Employees Performance: A Case of SSGC Zonal Office District Jacobabad Sindh, Pakistan

2021 ◽  
Vol 6 (2) ◽  
pp. 127-133
Author(s):  
Sadam Hussain ◽  
Arifa Bano Talpur
Keyword(s):  
Organizational Culture ◽  
Ethical Leadership ◽  
Employee Performance ◽  
Vital Role ◽  
Organization Culture ◽  
Mediating Effect ◽  
Mediating Role ◽  
Positive Perspective ◽  
Ethical Leaders

Ethical Leadership plays a vital role in every organization and is always seen as a positive perspective both in research and in practice and predicts the relation of employee performance and mediating role of organizational culture. The present research is conducted in a domestic public listed company named Sui Southern Gas Company (SSGC). The research was conducted for the purpose of evaluating the role of ethical leaders, followers who act and behave ethically, this paper presumes the high and low levels of ethical leadership and would show the positive and negative aspects of executives over employee performance and how organizational culture mediates and is affected by ethical leaders. In this paper primary resources were used, for the primary purpose, the questionnaire was spread to know the impacts of ethical leadership on employee performance and how organization culture mediates within SSGC.

Determinasi Pelatihan Kerja dan Penilaian Kerja Terhadap Kinerja Karyawan PT. Schlemmer Automotive Indonesia

2021 ◽  
Vol 18 (1) ◽  
pp. 119-133
Author(s):  
Maha Putra
Keyword(s):  
Human Resources ◽  
Sampling Method ◽  
Employee Performance ◽  
Employee Training ◽  
Major Effect ◽  
Good Knowledge ◽  
F Test ◽  
Assessment Of Performance ◽  
A Company

A company that can be said to have succeeded in developing human resources by having various kinds of skills and good knowledge is one of the efforts that a company can make to improve employee performance with Employee Training and Appraisal. This study aims to find out anything that has a major effect on performance and assessment of performance. This type of research is quantitative. The sampling method in this study is nonprobability sampling or saturated samples. The sample taken in this study may be 60 respondents. Based on the results of research and discussion, it can be denied that: 1.) Training has a positive and significant effect on Employee Performance 2) Job Appraisal has a positive and significant effect on performance. 3) By using the F test simultaneously, training and work results have an effect on employee performance.

scholarly journals Investigating Influence of Trust on Repurchasing by Mediating Role of Customer Satisfaction in Online Stores

2016 ◽  
Vol 10 (6) ◽  
pp. 126
Author(s):  
Abolfazl Akhondi ◽  
Azar Kafashpor
Keyword(s):  
Customer Satisfaction ◽  
Significant Influence ◽  
Direct Influence ◽  
Factors Affecting ◽  
Mediating Role ◽  
Cronbach's Alpha ◽  
Indirect Influence ◽  
Online Stores ◽  
Development Center

Analyzing and investigating factors affecting trust and satisfaction creation and providing condition for creating these factors by online stores help them to perceive customers’ needs and lead to increasing loyalty level, intention for repurchasing and improving profitability level. Therefore, this paper investigates influence of trust on repurchasing by mediating role of customer satisfaction. Population of this paper were customers of online stores which have 2-star electronic trust symbol on the base of E-trade development center (Note 1) ranking and had shopping more than once. Data were gathered from 267 samples of customers by availability method and questionnaire tool and its reliability was confirmed by Cronbach's alpha with 82%. Considering analyzing data by SEM on LIZERAL software, findings show that trust has positive and significant influence on repurchasing and indirect influence of trust on repurchasing by mediating role of customers satisfaction is more than its direct influence which confirms mediating role of customers’ satisfaction.

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

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

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

scholarly journals PENGARUH BUDAYA ORGANISASI DAN ETIKA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) GURU SMA NEGERI DI SIPORA KABUPATEN KEPULAUAN MENTAWAI

2015 ◽  
Vol 6 (1) ◽  
pp. 1007
Author(s):  
Meihen Jalismen
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Simple Random Sampling ◽  
Organization Culture ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Direct Influence ◽  
Research Findings ◽  
Positive Direct

This study aims to determine the direct effect between (1) organizational culture with OCB, (2) ethics with OCB, (3) organization culture with ethical. The method used is a survey method with a correlation approach. In this study serve as a sample of 81 teachers were selected based on random techniques (simple random sampling). Data were obtained by spreading questioner. This study was conducted in high schools in Sipora Mentawai Islands. Based on hypothesis testing that has been done, it can be described as the following research findings: (1) there is a positive direct influence of organizational culture with OCB, (2) there is a positive direct influence of ethics on OCB, (3) there is a positive direct influence between cultures organization with ethics.

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