scholarly journals Does the Organizational Commitment Act as a Mediator of the Impact of the Organizational Culture and Compensation on the Performance of Employees?

2020 ◽  
Vol 20 (3) ◽  
pp. 194
Author(s):  
Joko Sabtohadi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Data Collection ◽  
Employee Performance ◽  
Quantitative Approach ◽  
Primary Data ◽  
Survey Techniques ◽  
Indirect Impact ◽  
The Impact

The aim of this study was to examine the impact of organizational culture and compensation on the performance of employees and the indirect impact of organizational culture and compensation on the performance of employees through organizational commitment. Based on the study's goals, this study used a quantitative approach. Primary data collection analysis has been carried out using survey techniques. The study was conducted on 56 respondents who were Balitbangda workers, Kutai Kartanegara Regency. Review of the data used in this analysis using SEM-PLS. The results demonstrated the impact of the organizational culture, the compensation and the organizational commitment to the success of the business. Keywords—Organizational culture; Compensation; Organizational Commitment; Employee Performance

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DI KANTOR CAMAT DUNGINGI KOTA GORONTALO

2020 ◽  
Vol 7 (1) ◽  
pp. 1-9
Author(s):  
Swastiani Dunggio
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Survey Research ◽  
Employee Performance ◽  
Quantitative Approach ◽  
Primary Data ◽  
Data Collection Tool ◽  
District Office ◽  
Large Level ◽  
Level Of Motivation

ABSTRAK Setiap organisasi memiliki ciri khas yang membedakannya dengan organisasi lain, ciri khas ini menjadi identitas bagi organisasi. Budaya organisasi  dapat membantu kinerja pegawai, karena menciptakan suatu tingkat motivasi yang besar bagi pegawai  untuk memberikan kemampuan terbaiknya dalam memanfaatkan kesempatan  yang  diberikan oleh organisasinya. Tujuan dari penelitian ini adalah untuk mengetahui fakta, data dan hal-hal yang berkaitan dengan permasalahan variabel budaya organisasi dan kinerja pegawai. Peneliti menggunakan jenis penelitian survey dengan pendekatan kuantitatif, yaitu penelitian yang menggunakan kata-kata atau kalimat dengan beserta angka-angka dengan memakai sampel dan menggunakan kuesioner sebagai alat pengumpulan data pokok. Adapun dalam pengumpulan data dilakukan dengan metode Observasi, Kuesioner. Hasil penelitian menunjukkan bahwa, Pengaruh budaya konstruktif (X1) terhadap kinerja pegawai (Y) sebesar 0,445 atau 44,5% dengan nilai signifikansi sebesar 0,007. Menunjukan bahwa semakin baiknya budaya konstruktif akan berdampak pada meningkatnya kinerja pegawai. Pengaruh budaya pasif-defensif (X2) terhadap kinerja pegawai (Y) sebesar 0,332 atau 33,2% dengan nilai signifikansi sebesar 0,017. Menunjukan bahwa semakin baiknya budaya pasif-defensif akan berdampak pada meningkatnya kinerja pegawai. Pengaruh budaya Agresif-defensif (X3) terhadap kinerja pegawai (Y) sebesar 0,568 atau 56,8% dengan nilai signifikansi sebesar 0,003. Menunjukan bahwa semakin baiknya budaya agresif-defensif akan berdampak pada meningkatnya kinerja pegawai. Simpulannya terdapat pengaruh budaya organisasi secara simultan dan parsial terhadap kinerja pegawai pada Kantor Camat Dungingi Kota Gorontalo Kata kunci : Budaya Organisasi; Kinerja Pegawai   ABSTRACT Every organization has a characteristic that distinguishes it from other organizations, this characteristic becomes the identity of the organization. Organizational culture can help employee performance because it creates a large level of motivation for employees to provide the best ability to take advantage of the opportunities provided by the organization. The purpose of this study is to find out facts, data, and matters related to organizational culture variables and employee performance issues. Researchers used a type of survey research with a quantitative approach, namely research that uses words or sentences along with numbers using samples and using questionnaires as a primary data collection tool. The data collection is done by the method of observation, questionnaires. The results showed that, the effect of constructive culture (X1) on employee performance (Y) of 0.445 or 44.5% with a significance value of 0.007. Shows that a better constructive culture will have an impact on improving employee performance. The influence of passive-defensive culture (X2) on employee performance (Y) of 0.332 or 33.2% with a significance value of 0.017. Showing that a better passive-defensive culture will have an impact on improving employee performance. The influence of Aggressive-defensive culture (X3) on employee performance (Y) of 0.568 or 56.8% with a significance value of 0.003. It shows that the better the aggressive-defensive culture will have an impact on improving employee performance. In conclusion, there is an influence of organizational culture simultaneously and partially on the performance of employees in Gorontalo City Dungingi Sub-District Office        Keywords: Organizational Culture; Employee Performance

scholarly journals Pengaruh Komitmen Organisasi, Budaya Organisasi dan Motivasi terhadap Kinerja Karyawan PT. Hantar Hamparan Hasil di Pasuruan

2018 ◽  
Vol 4 (2) ◽  
pp. 95-105
Author(s):  
As’at Rizal ◽  
Alshaf Pebrianggara ◽  
Achmad Ansori
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Significant Influence ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Performance

The purpose of this study was to determine the factors that influence the performance of employees at PT. Introduce Results Overlay which includes Organizational Commitment (X1) Organizational Culture (X2) and Work Motivation (X3). This study uses a quantitative method sample 60 employees at PT. Deliver Overlay Results as respondents. Data collection is done using questionnaires. The data were analyzed using statistical , namely by using multiple regression analysis, the processing of which was carried out with the SPSS version 25.0 program. 1) The results of the analysis prove that the Organizational Commitment, Organizational Culture and Motivation variables simultaneously affect the performance of employees at PT. Deliver Results Overlays. 2) The results of the analysis prove that Organizational Commitment and Motivation have a partial effect on Employee Performance, while Organizational Culture has no partial effect on Employee Performance. 3) Result prove that between Organizational Commitment, Organizational Culture and Motivation, Motivation variables have the most significant influence on Employee Performance at PT. Deliver Results Overlays.

scholarly journals Impact of Organization Politics on Human Resource Management Practices and Employee Performance

2019 ◽  
Vol 2 (2) ◽  
pp. 39-47 ◽  
Author(s):  
Rehana Yasmeen ◽  
Munaza Bibi ◽  
Ali Raza
Keyword(s):  
Public Sector ◽  
Data Collection ◽  
Management Practices ◽  
Employee Performance ◽  
Primary Data ◽  
Organizational Goals ◽  
Hrm Practices ◽  
Collection Data ◽  
Negative Effect ◽  
The Impact

Purpose- The purpose of this study was to investigate the impact of nepotism & favoritism as a form of organization politics on HRM practices and employee performance. Design/Methodology- Explanatory research design was employed to determine the effect of nepotism & favoritism on HRM practices and employee performance. Primary data collection method was used among employees working in different public-sector hospitals based on their accessibility. For this study, the sample of 150 employees was used. The adapted questionnaire was used for data collection. Data were analyzed using SPSS.  Findings- The correlation analysis revealed a significant relationship between favoritism, employee performance & HRM practices whereas nepotism has a significant association with employee performance but the insignificant relationship with HRM practices. The outcomes of the study unveiled a significantly negative effect of nepotism on employee performance & HRM practices while favoritism has a significantly positive effect on employee performance & HRM practices.  Practical Implications- The study outcomes might help public sector hospitals HR department to incorporate some changes regarding their policies to prevent the nepotistic & favoritism practices which can lead to creating a politics in the organization in which everyone works to fulfill his or her self- interest without focusing towards organizational goals achievement.

scholarly journals The impact of job satisfaction on employee performance through organizational commitment as intervening variables: A survey on employees of Mitra Swalayan Kartasura

2021 ◽  
Vol 10 (6) ◽  
pp. e39910615738
Author(s):  
. Suprayitno ◽  
. Lamidi ◽  
Jeane Rosalia Qomariah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Retail Sector ◽  
Private Company ◽  
Analysis Technique ◽  
The Impact

Mitra Swalayan Kartasura is a private company engaged in the retail sector to fulfill basic needs. This  objective  is  to  address  the impact  of  satisfaction  on commitment to organizational commitment, to respond to the significance of the impact of the organization on employee performance, to indicate the significance of the impact of employee performance on satisfaction and whether the organization can mediate employee job satisfaction. This type of research uses the census method for Mitra Swalayan Kartasura employees. This research uses qualitative data and quantitative data. Meanwhile, the data source uses primary data and secondary data. The population is all employees of Mitra Swalayan Kartasura who assess 85 employees. The sample in this study were 85 employees with the census method. The data analysis technique used multiple regression test, t test, F test, indirect effect test, path analysis and coefficient of determination. The results of the study indicate that job satisfaction can have a positive and significant  effect  on  organizational  commitment,  there  is  no  positive  and significant influence between organizational commitment on employee performance, job satisfaction can have a positive and significant effect on employee performance and in this study it cannot prove that organizational commitment. mediate job satisfaction on employee performance.

scholarly journals The Impact of Mutation and Organizational Culture on Performance through Job Satisfaction of Hasanuddin University Employees

2020 ◽  
Vol 3 (1) ◽  
pp. 62-72
Author(s):  
Marliati Marliati ◽  
Nurdjanah Hamid ◽  
Ria Mardiana Yusuf
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Data Analysis ◽  
Data Collection ◽  
Employee Performance ◽  
Measurement Scale ◽  
University Employees ◽  
Analysis Techniques ◽  
The Impact ◽  
Performance Research

This study aims to analyze; (i) the influence of work mutation variables and organizational culture on employee performance; (ii) the influence of work mutation variables and organizational culture on performance through job satisfaction; and (iii) the effect of job satisfaction variables on employee performance. The quantitative approach is used to test and analyze the factors that influence job satisfaction and employee performance. Research location at Hasanuddin University, Makassar. The population in this study were all employees who had been mutation in 2018 by 114 people. Withdrawal the number of samples in this study using saturated sampling. Data collection techniques using a questionnaire. The measurement scale used is a Likert scale with five components. Data analysis techniques in this study used path analysis. The results showed that the variable of work mutation and organizational culture had a positive and significant effect on employee performance. Work mutation variables and organizational culture have a positive and significant effect on performance through job satisfaction. Job satisfaction variable has a positive and significant effect on employee performance.

scholarly journals Pengaruh Kompetensi, Budaya Organisasi Terhadap Kinerja Karyawan Dengan Komitmen Organisasi Sebagai Variabel Intervening Pada PT PAG

2021 ◽  
Vol 5 (2) ◽  
pp. 9
Author(s):  
Buyung Satria Permana ◽  
Marbawi Marbawi ◽  
Ibrahim Qamarius
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Social Science ◽  
Path Analysis ◽  
Employee Performance ◽  
Organization Culture ◽  
Primary Data ◽  
Analysis Method ◽  
Relationship Of

Abstract: This study aims to determine the influence of competence and organizational culture through organization commitmen and its impact on employee performance to the PT. Perta Arun Gas of Lhokseumawe Regency. The data used is primary data by distributing questionnaires to 67 employees of the PT. Perta Arun Gas of Lhokseumawe Regency. Data analysis method used is path analysis and processed with the help of Statistical Package for Social Science (SPSS) application program. The result of the research shows that there is influence of competence and organizational culture to organization commitmen, and there is also influence of competence and organizational commitment toward employee performance, however organization culture is not influuence of employee performan PT. Perta Arun Gas of Lhokseumawe Regency. Furthermore, the results of the study found that organization commitmen variables mediate the absolute (full mediation) relationship of competence to the employee performance at the PT. Perta Arun Gas of Lhokseumawe Regency. Keywords  :      Competence, Organization Culture, Organizational Commitment and Employee Performance.

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 THE IMPACT OF STRATEGIC ALLIANCES ON THE DEVELOPMENT OF HUMAN RESOURCES: CASE STUDY OF SME'S IN EAST JAVA PROVINCE, INDONESIA)

2022 ◽  
Vol 8 (12) ◽  
pp. 42-63
Author(s):  
Nanik Kustiningsih ◽  
Sundjoto ◽  
M. Andri Radiany ◽  
Dika Prayogi
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Strategic Alliances ◽  
Quantitative Approach ◽  
Primary Data ◽  
Strategic Partnerships ◽  
Data Collection Technique ◽  
The Impact ◽  
Positive Effect

This researchh has a purpose to observe strategic of alliances’s effect which were consist of efficiency, on the growth of human resources, knowledge or learning, and market motives. In this study the researcher used a quantitative approach, the data used were primary data and the data collection technique carried out by the researcher was using a questionnaire instrument. The results of this study showed that knowledge as a reason for forging strategic partnerships has a positive effect on human resources (HR) development in the MSME sector. Meanwhile, as a motivator for forging strategic alliances, the market does not affect the development of human resources (HR) and efficiency.

The Effect of Competence, Organisational Culture, and Organisational Commitment on Job Satisfaction and Its Impact on Employee Performance at PT. Haji La Tunrung A.M.C in Makassar

2019 ◽  
Vol 1 (2) ◽  
pp. 56-71
Author(s):  
Hawa Hardiyanti Abdullah La Tunrung ◽  
Fauziah Umar ◽  
Sumardi Sumardi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Data Collection ◽  
Path Analysis ◽  
Employee Performance ◽  
Organisational Culture ◽  
Test Results ◽  
Organisational Commitment

Competence is the ability of an individual to carry out a job correctly and has an advantage based on matters relating to knowledge, expertise, and attitude.This study aims to determine the effect of competencies, organizational culture, and organizational commitment on job satisfaction and its impact on employee performance at PT. Haji La Tunrung A.M.C in Makassar. The approach in this study is a quantitative. The population in this study were all employees at the company PT. Haji La Tunrung A.M.C. amounting to 48 people. The method of data collection is done using observations and questionnaires. Data were analyzed using path analysis. The results of this study indicate that (1) Competence has a positive and significant effect on job satisfaction in the company PT. Haji La Tunrung A.M.C in Makassar. (2) Organizational culture has a positive and significant effect on job satisfaction in the company PT. Haji La Tunrung A.M.C in Makassar. (3) Organizational commitment has a positive and significant effect on job satisfaction in the company PT. Haji La Tunrung A.M.C in Makassar. (4) Job satisfaction has a positive and significant effect on employee performance at PT. Haji La Tunrung A.M.C in Makassar. (5) The mediation test results that indicate that job satisfaction can affect the influence of competencies on employee performance in the company PT. Haji La Tunrung A.M.C in Makassar. (6) The mediation test results that show that job satisfaction can influence the influence of organizational culture on employee performance at the company PT. Haji La Tunrung A.M.C in Makassar. (7) The mediation test results that indicate that job satisfaction can mediate the influence of organizational commitment on employee performance in the company PT. Haji La Tunrung A.M.C in Makassar.

ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE THROUGH WORKING SATISFACTION (CASE STUDY ON DINAS PETERNAKAN DAN PERIKANAN KOTA SUNGAI PENUH)

2020 ◽  
Author(s):  
Maimunah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Test Validity ◽  
Sampling Technique ◽  
Primary Data ◽  
Validity And Reliability ◽  
Employee Job Satisfaction ◽  
Scale Test

This study aims to determine and analyze the influence of organizational culture on organizational commitment, the influence of organizational culture on employee job satisfaction, the influence of organizational commitment on employee job satisfaction, the influence of organizational culture on employee performance, the influence of organizational commitment on employee performance, the influence of job satisfaction on employee performance and the influence of organizational culture and organizational commitment on employee performance through job satisfaction. The sample in this study were 68 employees of Dinas Peternakan dan Perikanan Kota Sungai Penuh. The sampling technique is census method because the number of employees is only 68 people who fill out the questionnaire. The type of data used is primary data, the data collection method uses a questionnaire with a Likert scale. Test of research instruments test validity and reliability. Data analysis techniques consist of data description test, classic assumption test, path analysis and hypothesis testing. The results of this study found that organizational culture influences organizational commitment, organizational culture influences employee job satisfaction, organizational commitment influences employee job satisfaction, organizational culture influences employee performance, organizational commitment influences employee performance, job satisfaction affects employee performance and culture. organization and organizational commitment affect employee performance through job satisfaction. This research suggests that to improve employee performance, a more conducive organizational culture is needed, an increase in organizational commitment and improvement in job satisfaction

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