Corporate Culture and Digital Transformation Strategy in Universities in Indonesia

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Nizar Alam Hamdani ◽  
Galih Abdul Fatah Maulani ◽  
Sukma Nugraha ◽  
Teten Mohamad Sapril Mubarok ◽  
Anggun Oktavia Herlianti

All business entities, including private universities, have always to deal with changes in their environment. One of the keys to address such changes is digital technology. The present study examines the extent to which corporate culture affects the implementation of a digital transformation strategy in private universities. Data were collected through a survey addressed to 39 top management executives from different private universities in Garut, West Java, Indonesia. Data analysis was carried out by means of SmartPLS. The results showed that corporate culture in private universities had a significant effect on the implementation of digital transformation strategy in their organizations. This is associated with factors other than technological aspects such as human resources, behavior, and organizational culture.  

Author(s):  
Phyllis Messalina Gilch ◽  
Jost Sieweke

Recruitment plays a central role during digital transformation because companies in many industries need to hire employees who possess IT-related knowledge, skills and abilities to digitalise their products, services and processes. However, extant research so far mainly has focussed on the use of digital technology in recruiting processes and its outcomes, whereas strategic aspects have received little attention. Based on 26 interviews with recruiters in 22 organisations, this study examines the interplay between recruitment and digital transformation beyond the use of digital technology in recruitment, focussing on more strategic aspects. The study examines recruitment’s role in organisations’ digital transformation. We found that the recruitment of digital talent as a new target group triggers change within the company, and does so in three ways: First, recruiters have realised the necessity to adapt their measures and processes to the new target group. Second, recruiters have developed a new self-understanding. Third, recruiters have recognised the need to support the organisation’s digital transformation by taking on a bridging function. Our study makes two contributions: First, we identified two new roles for recruitment during digital transformation: It acts as a ‘sensory organ’ that enhances the organisation’s absorptive capacity; and it takes on the role of a ‘mediator’ between external and internal groups. Second, this study builds on the human resources (HR) literature by analysing the strategic implications that digital transformation imposes on recruitment, highlighting recruitment’s part in renewing an organisation’s human resource base, which is crucial for its digital transformation.


2018 ◽  
Vol 2 (1) ◽  
pp. 73-77
Author(s):  
Nuriyati Nuriyati

Human resources are the most important part of the hospital. Lamongan Muhammadiyah Hospital makes an organizational culture which called ISTAWA as the foundation of employees in serving patients. This study aims to determine the level of knowledge and understanding of employees to the core value of ISTAWA at Lamongan Muhammadiyah Hospital. This survey conducted from August to November 2016 and involved 84 employees of Lamongan Muhammadiyah Hospital. Research instrument through questionnaire. Data analysis was done descriptively. This study shows that most (67%) of employees do not know the core value of ISTAWA. Information about the value obtained by employees from direct supervisors (76%), regular unit meetings (10%), SDI 7%, and Director (7%). Understanding the meaning to the value of ISTAWA from employees of Lamongan Muhammadiyah Hospital which is the highest lies in the aspect of sincerity. This research recommends that the management of Rumah Sakit Muhammadiyah Lamongan make socialization program and internalization of core value of ISTAWA to all employees so that the value can be an organizational culture that is implemented in every services to patient.


2021 ◽  
Vol 5 (1) ◽  
pp. 20-28
Author(s):  
Meilinda Meilinda ◽  
Louis Louis ◽  
Jason Jason ◽  
Hendra Nazmi

This study's research background aims to determine how much influence discipline, selection, and organizational culture have on employee performance. The object of research was carried out on employees who work at PT United Rope. The population used in this study was 136 employees with a sample of 101 PT United Rope employees who were obtained using a simple random sampling technique using the Slovin formula. Samples were obtained by distributing questionnaires to employees. The independent variables in this study are discipline, selection, organizational culture. The dependent variable in this study is employee performance. The data analysis technique used includes validity test, reliability test, classical assumption test including normality test, multicollinearity test, heteroscedasticity test, data analysis with multiple linear regression, simultaneous test, and partial test. Based on the research results, discipline, selection, and organizational culture have a positive and significant effect on employee performance. The conclusion of this study, variable field, selection, and corporate culture will improve employee performance. Employee performance will increase if employees can be disciplined in carrying out their work. The company can select employees well in occupying a position, and employees who can apply organizational culture properly will have increased performance.


2019 ◽  
Vol 9 (1) ◽  
pp. 236
Author(s):  
Ani Martini ◽  
Ermaya Suradinata ◽  
Kusworo Kusworo ◽  
Rossy Lambelanova ◽  
M. Irwan Thahir

The purpose of this study was to analyze the influence the organizational transformation, compensation and organizational culture on the performance of local government bureaucracies in Sumedang Regency, West Java Province, Indonesia. This study used quantitative designs. The data collection was carried out by a survey to collect information from respondents using a questionnaire. The population in this study was all civil servants in Sumedang Regency, with a number of respondents amounting to 386 people based on the Slovin’s formula for sampling. The data analysis technique used is the Structural Equation Modeling (SEM) with results showing that organizational transformation, compensation and organizational culture have a significant influence on the performance of the Sumedang Regency Government Bureaucracy.


2021 ◽  
Vol 12 (2) ◽  
pp. 248-265
Author(s):  
Dyah Pikanthi Diwanti ◽  
Suryanto Suryanto ◽  
Sri Iswati ◽  
Tri Siwi Agustina ◽  
Hari Basuki Notobroto

Research aims: The purpose of this study is to reveal/investigate how the organizational culture changes the readiness of human resources through entrepreneurial competence to run an organization. At present, the organization's existence is very competitive with other organizations, making human resources a strategic resource owned by the organization. Therefore, organizations must be able to respond to many events that cause changes in the environmental forces that influence them.Design/Methodology/Approach: The type of research is quantitative research. This study used a questionnaire as the survey technique. The analysis of this research was carried out by conducting a classic assumption test, including the multicollinearity test, heteroscedasticity test, and normality test. Furthermore, the data were analyzed employing multiple linear regression analysis, namely the coefficient of determination test (R2), simultaneous significance test (F), and the test of the significance of individual parameters (T). Intervening variables were tested with path analysis and multiple tests.Research findings: This study’s results revealed that organizational culture, readiness for change, and competence positively and significantly influenced organizational entrepreneurship. Organizational culture and/or readiness for change with competence as an intervening variable also positively and significantly influenced organizational entrepreneurship. Organizational entrepreneurship was influenced by 64% by organizational culture and readiness for change in human resources. Meanwhile, the remaining 36% was explained by other variables outside this study’s model.Theoretical contribution/Originality: The novelty of this research is that organizational entrepreneurship is a reference for business independence in an organization.Practitioner/Policy implication: Organizational entrepreneurship exists in organizations that have business entities for organizational independence. 


2018 ◽  
Vol 1 (2) ◽  
pp. 79-85
Author(s):  
Nina Sri Indrawati ◽  
Dimas Aditya Pratama

ABSTRACTThis study aims to determine the organizational culture analysis models OCAI (Organizational CultureAssessment Instrument) and work motivation Abraham Maslow's hierarchy of needs of employees. PTTelekomunikasi Indonesia, Tbk Bogor located at Jalan Raya Padjadjaran No. 39 Bogor, West Java. Thecompany is engaged in the field of information and communication as well as service providers andtelecommunications network is complete in Indonesia. The problem lies on how to apply the normalbehavior in the company, is in conformity with the architecture leadership and corporate culture or not.Therefore, it is necessary to ensure appropriate analysis using models OCAI and Abraham Maslow'shierarchy of needs. The results showed that the company makes adokrasi culture and culture as a keymarket that is used by companies to evaluate all kinds of internal and external problems. Advice given tothe company is doing the application of organizational culture can play an important role for thecompany and pay attention to all the needs required employees to help improve the performance of thecompany.Keywords: Analysis, Organizational Culture, OCAI, Motivation, Hierarchy of Needs, Abraham Maslow.


Widya Amrita ◽  
2021 ◽  
Vol 1 (1) ◽  
pp. 335-348
Author(s):  
Ni Putu Sintia Juliani ◽  
Gusti Alit Suputra

Human resources are the most important assets of an organization because they are one of the assets that have a vital role in moving the organization to achieve its goals. The purpose of this study was to examine the influence of organizational culture and work environment on employee performance at PT. BPR Desa Sangeh Abiansemal Badung partially and simultaneously. The population in this study were all employees of PT. BPR Desa Sangeh Abiansemal Badung, amounting to 34 people, sampling using the census method, namely all employees of PT. BPR Desa Sangeh Abiansemal Badung, amounting to 34 people. Data collection using a questionnaire. The data analysis technique used is multiple linear regression analysis. The results of data analysis show that organizational culture and work environment have a positive and significant effect partially and simultaneously on the performance of employees of PT. BPR Sangeh Village. Suggestions that can be given are to improve organizational culture and work environment conditions so that employee performance increases.


2019 ◽  
Vol 7 (11) ◽  
pp. 21-40
Author(s):  
KALPANA SOLANKI

This research aims at finding the answer to the research ‘To what extent does Amazon.com, Inc's success be accredited to its's organizational culture and ND Jeff Bezos's leadership style?  This research question is answered by using the concepts of Business management for identifying the organisational culture of Amazon and leadership style od Jeff Bezzo and later identify the role of the corporate culture and leadersip style in the success of Amazon. The secondary research shows that Amazon has an extremenly positive and welcoming organizational culture along with effective leadership style of Jeff bezzo which has led to the success of the company. Organisational culture motivate the human resources of the company to give their best efforts towards excellent customer services and customer satisfaction. The CEO jeff has inculcated a warn culture by injecting his values and used a mix of Authoratirian and democratic leadership style which has led to the success of the company. Human resources are the most important asset of every organisation and the positive organisational culture has contributed to the optimum utilization of the human resource capabilities in Amazon. The research essay end with the finding that the visonary leadership style of Jeff has inducted the long term values in the employees of Amazon. Amazon’s organisational culture can be depicted in the rituals, stories, behavior, communication, style, workplace practices, celebrations and dress code of the employees and management


2021 ◽  
Vol 1 (4) ◽  
pp. 473-482
Author(s):  
Andi Asrijal ◽  
Rusnaedi ◽  
Irmawati

The performance of an organization can be determined by the existence of a good organizational culture that exists within an organization. This work culture will not just appear, but must be pursued in earnest through a controlled process involving a controlled process involving all Human Resources (HR) in a set of systems, tools and supporting techniques. The objectives of the research carried out by the Alfamidi Prosperity Minimarket Outlet Soppeng are: to find out the description of organizational culture and employee performance at the Alfamidi Prosperity Soppeng Minimarket Outlet, Soppeng Regency. To answer these questions, the stages of the research method were used, starting from the literature review and field study, proposal preparation, testing the validity and reliability of the instrument, data collection, analysis and discussion. The data analysis used is descriptive quantitative. The results showed that the work culture of the employees at the Alfamidi Prosperity Minimarket Outlet Soppeng was high, as well as the employee performance at the Alfamidi Prosperity Soppeng Minimarket Outlet showed that the employee's performance was very good in achieving organizational goals.


2017 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Daniel Yudistya Wardhana

The purpose of this study is to identify the current culture of a hospitality service company and explain the changing direction of future culture in the company management, in order to improve the human resources quality within the organization. The context of this study is human resources andhospitality research with a focus on small medium enterprise in Yogyakarta, Indonesia. This research is conducted by using Organizational Culture Assessment Instrument (OCAI) in order to assess theactual corporate culture condition and the preferred culture that is desired to be in the company. By measuring six dimensions of OCAI and assessing the culture characteristic, the current result showsthe tendency to clan culture with 28.1 points and hierarchy culture with 25.5 points. Meanwhile, the potential feature, which is the clan culture, tends to increase with 30.2 points and adhocracy culture tends to increase to 25.1 points.Keywords: OCAI, Corporate Culture, Human Resources, HospitalityTujuan penelitian ini adalah untuk mengidentifikasi budaya perusahaan jasa perhotelan saat ini dan menjelaskan perubahan arah budaya masa depan dalam manajemen perusahaan, dalam rangkameningkatkan kualitas sumber daya manusia di dalam organisasi. Konteks penelitian ini adalah penelitian sumber daya manusia dan perhotelan dengan fokus pada Usaha Kecil Menengah diYogyakarta, Indonesia. Penelitian ini dilakukan dengan menggunakan Instrumen Penilaian Budaya Organisasi (OCAI) untuk menilai kondisi budaya perusahaan aktual dan budaya pilihan yangdiinginkan untuk dimiliki perusahaan. Dengan mengukur enam dimensi OCAI dan menilai karakteristik budaya, hasil saat ini menunjukkan kecenderungan budaya klan dengan 28,1 poin danbudaya hirarki dengan 25,5 poin. Sementara itu, fitur potensial, yaitu budaya klan, cenderung meningkat dengan 30,2 poin dan budaya adhokrasi cenderung meningkat menjadi 25,1 poin.Kata kunci: OCAI, Budaya Perusahaan, Sumber Daya Manusia, Perhotelan


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