scholarly journals PENGARUH BUDAYA PERUSAHAAN TERHADAP KOMITMEN KARYAWAN PERUSAHAAN PENERBITAN PERS

2008 ◽  
Vol 7 (2) ◽  
Author(s):  
Ida Ayu Brahmasari
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Risk Taking ◽  
Employee Commitment ◽  
Reward System ◽  
Management Support ◽  
Attention To Detail

Hipercompctition in press industry challenges new publishers to continuously enhance their organizational as well as employees’ commitments. Some studies that have been conducted proved that organizational culture influences organizational as well as employees’ commitments. This research is aimed to prove and analyze the influence of corporate culture that consists of organization values, organization climates and tolerance in risk taking, management support, reward system, attention to detail and orientation to team toward employee commitment of Publisher Company in Surabaya. 95 out of 105 questionnaires distributed were returned and analyzed. The result proved that organization values, tolerance in risk taking, and orientation to team have significant influences toward employee commitment, while organization climates, management support, reward system, attention to detail have no significant influences toward employees’ commitment.

scholarly journals The impact of corporate culture on the employee’s commitment at Saigon Thuong Tin commercial joint stock bank in An Giang

2021 ◽  
Vol 5 (3) ◽  
pp. 1659-1672
Author(s):  
Tran Minh Hieu ◽  
Huynh Thanh Tu ◽  
Nguyen Diem Yen
Keyword(s):  
Corporate Culture ◽  
Risk Taking ◽  
Financial Institution ◽  
Employee Commitment ◽  
Training And Development ◽  
Test Method ◽  
Research Model ◽  
Alpha Reliability ◽  
The Impact ◽  
And Training

This study applies the scale of Ricardo & Jolly in 1997 to measure the impact of corporate culture on the employee's commitment at Saigon Thuong Tin Commercial Joint Stock Bank in An Giang Branch (Sacombank An Giang). The study utilises Cronbach's Alpha reliability test method, Exploratory factor analysis (EFA), and Linear regression to verify and evaluate the scale. The adjustment coefficient R2 = 0.391 means that 39.1% of the variation of the employee's commitment dependent variable is explained by 8 independent variables in the regression model. Besides, 60.9% of employee commitment variation is explained by other factors that have not been included in the research model. The results show that the elements of banking communication (Beta = 0.283), teamwork (Beta = 0.260), risk taking in innovation and innovation (Beta = 0.176), fairness and consistency in governance policy (Beta = 0.163), rewards and recognition (Beta = 0.159) and training and development (Beta = 0.146) affect the commitment of employees at Sacombank in An Giang. The research results will be the basis for Sacombank An Giang to recognize the factors that affect employees' commitment to the bank, enabling the bank to plan to improve employee cohesion with the bank and develop a team of professional personnel. At the same time, the study proposes advanced governance implications of elements of corporate culture to employee's commitment in Sacombank An Giang. Building a truly strong corporate culture, enhancing employee commitment and sustainable development at Sacombank An Giang Branch is the core statement of this financial institution

Religiosity and Risk Taking: Corporate Culture or Demand Driven?

2019 ◽  
Author(s):  
Thomas Berry-Stölzle ◽  
Steven Irlbeck
Keyword(s):  
Corporate Culture ◽  
Risk Taking

scholarly journals Impact of Online Recruitment on Organizational Attractiveness: An Experimental Study in the Context of Pakistan

2021 ◽  
Vol 3 (3) ◽  
pp. 318-328
Author(s):  
Qamar Ali ◽  
Muhammad Naveed Aslam ◽  
Sahar Hafeez
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Positive Impact ◽  
Business Students ◽  
Website Design ◽  
Organizational Attractiveness ◽  
Corporate Websites ◽  
Website Features ◽  
Design Style ◽  
The Relationship

The purpose of this study is to explore the aesthetical features of corporate recruitment websites, including the website design, style, and color, and to investigate their impact on organizational attractiveness and applicants' intention to apply. By doing so, the study also examines the effects of corporate websites on applicants' perception of the corporate culture and measures the mediating impact of perceptions of organizational culture on organizational attractiveness and applicants' intention to apply for the jobs in the context of Pakistan. The study is based on a laboratory experiment with three hundred undergraduate business students conducted at a university computer lab. Correlation, Independent T-test, One-way ANOVA, and Simple Linear Regression were applied to analyze variables using SPSS. The findings of this study support the hypothesis that website features have a significant positive impact on applicants' perceived organizational attractiveness. However, the website's design does not seem to impact applicants' intentions to apply for the job substantially. The regression analysis results also revealed that the perceived organizational culture partially mediates the relationship between website features and organizational attractiveness and fully mediates the relationship between website features and intentions to Apply.

scholarly journals Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri)

2020 ◽  
Vol 2 (1) ◽  
pp. 32-40
Author(s):  
Ardinal Djalil
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Commitment ◽  
Corporate Culture ◽  
Random Sampling ◽  
Employee Performance ◽  
Human Life ◽  
Simple Random Sampling ◽  
Service Industries ◽  
Coefficient Of Determination

ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees. This study aims to determine how respondents respond to knowledge management, organizational culture, organizational commitment to employee performance, and to see how much influence knowledge management, corporate culture, organizational commitment on employee performance, partially or simultaneously. The method used in this research is quantitative. Data collection was carried out through a literature study and distributing questionnaires to 86 respondents. Sampling with Proportional Simple Random Sampling. Data analysis using multiple linear analyses. The results showed that: Respondents 'responses to knowledge management, organizational culture, and employee performance were in a good category, and respondents' responses to organizational commitment were in the sufficient category. Regression equation Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, shows knowledge management, organizational culture, organizational commitment has a positive effect on employee performance. Correlation results (R) of 0.467, indicating that there is a moderate relationship between knowledge management, organizational culture, organizational commitment to employee performance. The results of the coefficient of determination (R2), indicate that the magnitude of the influence of knowledge management, organizational culture, organizational commitment to employee performance by 21.8%, the remaining 78.2% by variables not examined in this research model.  ABSTRACT: Era globalisasi telah melanda berbagai aspek kehidupan manusia. Dalam bidang perekonomian hal ini membawa dampak yang cukup besar bagi industri- industri di Indonesia baik itu industri perdagangan, manufaktur maupun jasa kinerja karyawan menjadi hal yang sangat di perhatikan oleh perusahaan, sehingga peningkatan kinerja karyawan dipengaruhi oleh pengelolaan pengetahuan karyawan melalui knowledge management, perbaikan budaya organisasi, dan peningkatan komitmen organisasi dari karyawan. Penelitian ini bertujuan untuk mengetahui bagaimana tanggapan  responden mengenai knowledge management, budaya organisasi, komitmen organisasi dengan kinerja karyawan, serta untuk melihat seberapa besar pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan, secara parsial maupun simultan. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Pengumpulan data dilakukan melalui studi pustaka dan penyebaran kuesioner kepada 86 responden. Pengambilan sample dengan Proportional Simple Random Sampling. Analisis data menggunakan analisis linier berganda. Hasil penelitian menunjukkan bahwa: Tanggapan responden terhadap knowledge management, budaya organisasi, dan kinerja karyawan berada dalam kategori baik, serta tanggapan responden terhadap komitmen organisasi berada dalam kategori cukup. Persamaan regresi Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, menunjukkan knowledge management, budaya organisasi, komitmen organisasi berpengaruh positif terhadap kinerja karyawan. Hasil korelasi (R) sebesar 0,467, menunjukkan bahwa terjadi hubungan yang sedang antara knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan. Hasil koefisien determinasi (R2), menunjukkan bahwa besarnya pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan sebesar 21,8%, sisanya 78,2% dipengaruhi oleh variabel yang tidak diteliti dalam model penelitian ini.

scholarly journals Design Innovation and Entrepreneurship Organization Based on Psychological Cognitiveness of the Space Narrative

2022 ◽  
Vol 12 ◽  
Author(s):  
Jieming Hu ◽  
Xin Zhang
Keyword(s):  
Organizational Culture ◽  
Community Of Practice ◽  
Corporate Culture ◽  
Physiological Data ◽  
Visual Elements ◽  
Entrepreneurial Organizations ◽  
Spatial Narrative ◽  
Design Innovation ◽  
And Behavior ◽  
Innovation And Entrepreneurship

The high-quality workspace can be used as a physical carrier for design innovation and entrepreneurial organizational culture to continuously change the psychological cognition and behavior of employees in community of practice. The spatial narrative of the culture of design innovation and entrepreneurial organizations means to integrate entrepreneurship and organizational culture into the space through visual presentation. Whether the spatial narrative is successful or not needs to be judged by whether the change of people’s psychological cognition achieves the expected effect. The traditional qualitative research methods such as interviews and questionnaires cannot fully and accurately present the psychological cognitive mechanism of design Innovation and entrepreneurship organization members. We use virtual reality technology combined with electrophysiological technology to conduct experiments. We use these technologies to conduct quantitative experiments on psychological cognition in community of practice. This study will select a design innovation and entrepreneurial organization, randomly select 20 participants, and divide them into 2 groups for experimentation. The VR scene is based on their real office space as a prototype. Put the visual elements of corporate culture in one of the VR scenes. The other VR scene as a reference does not incorporate visual elements of organizational culture. Participants participated in the experiment in these two VR scenarios. There are many advanced devices that can accurately test individual psychological changes, but the ErgoLab man-machine environment test platform, can collect and compare these data [physiological data, electroencephalogram (EEG) data, and behavior data] in real-time and comprehensively, which is its advantage. According to the experimental results, judge the changes in the psychological cognitive data of the participants before and after the placement of the spatial narrative in design innovation and entrepreneurial organizations. The experiment combined interviews and questionnaires to ensure the authenticity of the quantitative data. The conclusion of the experiment will produce an accurate quantitative study on the psychological cognition of the spatial narrative of design innovation and entrepreneurial organizational culture. A sense of organizational belonging, collective sense, pride, mission, and work fun can be generated in the workspace.

scholarly journals Peran Gaya Kepemimpinan, Budaya Organisasi dan Reward Terhadap Komitmen Kerja Karyawan

2021 ◽  
Vol 18 (1) ◽  
pp. 19-33
Author(s):  
Lilik Kustiani
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Employee Commitment ◽  
Sampling Technique ◽  
Descriptive Study ◽  
Work Commitment ◽  
Significant Positive Effect ◽  
Dominant Effect ◽  
Quantitative Descriptive ◽  
Positive Effect

Employees who have a high  commitment, have a desire to defend themselves as members of the organization. Therefore, to develop an organization, various aspects must be considered that can create work commitment. This study aims to examine: 1) the influence of leadership style on work commitment, 2) the influence of organizational culture on work commitment and 3) the effect of reward on work commitment. This research is a quantitative descriptive study using multiple regression analysis. The population in this study was all employees at KOPPAS "Citra Kartini" Senggreng Sumberpucung Malang Regency with a sample using saturated sampling technique, amounting to 39 employees. The results of data analysis in this study can be concluded: 1) leadership style has a significant positive effect on employee  commitment, 2) organizational culture has a significant positive effect on employee commitment, 3) reward has a significant positive effect on employee  commitment, and 4) reward is a variable which has a dominant effect on employee  commitment

scholarly journals Pengaruh Karakteristik Internal Auditor, Dukungan Manajemen Senior dan Budaya Organisasi Terhadap Efektivitas Internal Audit

2021 ◽  
Vol 19 (2) ◽  
Author(s):  
Gumulya Sonny Marcel Kusuma
Keyword(s):  
Organizational Culture ◽  
Structural Equation ◽  
Internal Audit ◽  
Sampling Technique ◽  
Positive Influence ◽  
Partial Least Square ◽  
Senior Management ◽  
Least Square ◽  
Management Support ◽  
Internal Auditor

This study examines the influence of internal auditor, senior management support, organizational culture on the effectiveness of internal audits. This research uses convenience sampling technique to select the respondent . Data were collected through a survey on 44 respondents internal auditors who work at BUMN and BUMD of Palembang. Structural Equation Model (SEM) with Partial Least Square (PLS) was applied to analyzed the data. The result of this research indicate positive influence of internal auditor and senior management support on the effectiveness of internal audits. Futhermore, it was found that there were no significant influence organizational culture on the effectiveness of internal audits.

scholarly journals PENGARUH KOMPENSASI DAN BUDAYA ORGANISASI TERHADAP KINERJA DENGAN MEDIASI KEPUASAN KERJA PERAWAT DI RUANG RAWAT INAP RSUD KARDINAH KOTA TEGAL

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Nur Fitriani ◽  
Mr. Basukiyatno
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Risk Taking ◽  
Affective Commitment ◽  
Positive Influence ◽  
Hospital Inpatient ◽  
Validity And Reliability ◽  
Instrument Validity ◽  
And Performance ◽  
Positive Effect

The purpose of this study is to examine and analyze the effect of compensation and organizational culture on performance by mediating job satisfaction of nurses. In this study, the population was all nurses in the Civil Hospital inpatient Kardinah. The sampling method using purposive sampling. Retrieval of data using questionnaires. Tests conducted by the research instrument validity and reliability, statistical test equipment being used is multiple regression analysis, R2 test and t-test, to test the significance of regression coefficients generated. The results showed that compensation is positive and significant effect on affective commitment, job satisfaction and commitment continuants, but had no effect on performance. Organizational culture of innovation and risk-taking has positive influence on affective commitment and performance. Results-oriented organizational culture has a positive effect on job satisfaction and performance. People-oriented organizational culture has a positive effect on job satisfaction. Affective commitment and commitment continuants positive effect on job satisfaction but had no effect on performance. Job satisfaction has a positive effect on performance. Affective commitment, job satisfaction and commitment continuants is purely capable of mediating variables to explain the effect of indirect compensation to performance. Affective commitment and job satisfaction are not able to explain the indirect effect of organizational culture of innovation and risk-taking on the performance of nurses in hospitals Kardinah Tegal City.Keywords: compensation, organizational culture, , job satisfaction and performance of nurses

scholarly journals The Professed Culture of the Business Organizations in the Defense Industry in Bulgaria. What Does it Look Like? And do they Need it?

2020 ◽  
pp. 433-470
Keyword(s):  
Organizational Culture ◽  
Literature Review ◽  
Corporate Culture ◽  
Transition Period ◽  
Defense Industry ◽  
Business Environment ◽  
Business Organizations ◽  
Senior Managers ◽  
Industrial Base ◽  
Academic Publications

Purpose – This article aims to outline and analyze the role, structure and dominating content of professed organizational culture among the companies in the defense industry in Bulgaria as conscious and the official expression of their leadership intentions within the contemporary business environment, uniquely justifying the existence of each entity. Design/methodology/approach – A qualitative study is conducted, based on a literature review of academic publications in the sphere of professed organizational culture. Furthermore, the websites of the target companies were carefully examined in order to outline the practical approach to presenting the unique official culture of defense business organizations. Findings – An elaborate set of cultural attributes to be found on the second level in Edgar Schein’s model of organizational culture is identified. Based on literature review, the intersection between official corporate culture expressions and defense sector is outlined. Important nuances in the development of Bulgarian defense, technological and industrial base are described, encompassing the transition period to market economy and democratic political system. A survey of professed culture attributes is conducted among the members of Bulgarian defense, technological and industrial base. It is concluded that these companies prefer disclosing their official cultures in a very succinct way to utilizing the potential power and impact of the most popular firm documents in this field as mission and vision or relying on small number of their simpler building elements. Recommendations to senior managers of the Bulgarian defense companies regarding smart and intensive use of official culture elements are given. Research limitations/implications – The financial data for the surveyed companies is not accessible. Originality/value – A snapshot of preferred professed culture attributes among the members of Bulgarian defense, technological and industrial base is composed, implying their leadership strategic intentions. The second level in Edgar Schein’s model of organizational culture is populated with a set of cultural attributes.

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