The Effect of Leadership Style and Organizational Culture on Employee Performance Through Job Satisfaction as an Intervening Variable at Telkom Indonesia Regional VII Division

2019 ◽  
Vol 1 (3) ◽  
pp. 37-50
Author(s):  
Ilham Himawan ◽  
Idrus Taba ◽  
Andi Reni
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Primary Data ◽  
Full Time ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables ◽  
Positive Effect

This study aims to determine the relationship of leadership style and organizational culture on employee performance through job satisfaction as intervening variables in Telkom Indonesia Regional VII Division. The population of the study is based on managerial & staff job positions consisting of 62 respondences from 161 full-time employees of Indonesia state-owned telecommunication company, Telkom Indonesia Regional VII Division. This research used quantitive methods. The primary data were collected by the questionnaire as the instrument to prove the results of the study. By using Smart Partial Least Squares (PLS), the analysis of collected data revealed and to test the hypotheses. According to the findings of this research supported the positive effect of leadership style, organizational culture, and job satisfaction through employee performances. The hypotheses analysis in the study has no significant effect of leadership style on employee performance, whereas job satisfaction as partial mediating.

scholarly journals Analisis Pengaruh Budaya Organisasi dan Gaya Kepemimpinan terhadap Kinerja Pegawai

Telaah Bisnis ◽  
2016 ◽  
Vol 15 (2) ◽  
Author(s):  
Imama Rifai ◽  
Eka Sudarusman
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Leadership Style ◽  
Employee Performance ◽  
Success Factor ◽  
Significant Positive Effect ◽  
Values And Beliefs ◽  
Relationship Of ◽  
The Relationship ◽  
Positive Effect

AbstractOrganizational culture is a system values and beliefs that are shared by people who interact in an rganization that serves as an identity and as reference behavior to achieve organizatinal goals. One of the success factor of an organization goals is leadership, especially leadership style will determine the perfomance of an organization that is shown on the employees performance. This study tried to assess the relationship of organizational culture and leadership style influence on employee performance. The object of this study were employees in Badan Pemberdayaan Masyarakat, Perempuan, dan Keluaraga Berencana in Magelang district. The result in multiple regression analysis showed that organizational culture and the leadership style have significant positive effect on employee performance either partially (t test) and simultaneously (F test)

scholarly journals Human Resource Management Of Bureaucracy In Indonesia: Is It True That Job Satisfaction Increases Employee Performance ?

2021 ◽  
Vol 58 (1) ◽  
pp. 3218-3231
Author(s):  
Meimoon Ibrahim, Ilyas Lamuda
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Provincial Government ◽  
Equation Modeling ◽  
Critical Ratio ◽  
Relationship Of ◽  
Analytical Tools ◽  
The Relationship

Objective: This study aims to analyze how the effect of leadership variables on employee performance with job satisfaction as intervening in the provincial government of Gorontalo-Indonesia. Methods: The approach used is explanatory research, pattern of research that seeks to explain the relationship of variables referred so that the relationship of these variables can be tested with a quantitative approach and hypothesis testing used is the method of Structural Equation Modeling, with analytical tools of Loading Factor and Critical Ratio which is preceded by a validity test and reliability test.  The sample was drawn randomly according to representative samples at the level of the position group as many as 5% employee population of the Provincial it. Results ;The results of the study show that leadership style has a positive and significant influence on job satisfaction and leadership style has an effect on employees' performance, but job satisfaction has negative and non-significant effect on employee performance. Conclusion; Expected that this research could also be developed in other fields or a wider scope and not only because each region has different characteristics. So it is recommended that policy makers as bureaucratic managers to pay more attention to job satisfaction factors in order to further improve employee performance.

scholarly journals Pengaruh Budaya K3 dan Gaya Kepemimpinan terhadap Kepuasan Kerja dan Kinerja Karyawan pada Divisi Operasi Tambang Di PT Newmont Nusa Tenggara

2013 ◽  
Vol 9 (1) ◽  
Author(s):  
Kasan Mulyono
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Leadership Styles ◽  
Leadership Style ◽  
Safety Culture ◽  
Employee Performance ◽  
Primary Data ◽  
Mining Operations ◽  
Heavy Equipment

There have been many studies on organizational culture. However, there have been not many studies on safety culture especially in Indonesia. Furthermore, the studies of safety culture in its relations to leadership styles, job satisfaction and employee performance have been little. This study examines the impacts of safety culture and leadership styles on employee performance with job satisfaction as an intervening variable. Primary data was obtained from the perception of employees who worked at Mining Operations Division of PT Newmont Nusa Tenggara, copper/gold mine in West Sumbawa, West Nusa Tenggara province. Data was collected through questionnaires sent to 150 employees, mostly heavy equipment operators and several field foremen. 131 were completed and returned however only 119 were valid for analysis. Statistical method used to test each hyphotesis was path analysis. The results showed that most hypothesis were confirmed. From five hypothesis, only one (H2) that had to be rejected. While four hypothesis i.e. H1, H3, H4 and H5were accepted. These results indicated that safety culture has a significant impact on job satisfaction (H1) but has no significant impact on performance (H2). Whilst leadership style has a significant impact on both job satisfaction (H3) and employee performance (H4). Finally, job satisfaction has a significant impact on employee performance (H5). Key words: Organizational culture, safety culture, leadership style, job satisfaction, performance, path analysis.

Organizational Culture Manifesting in Employees Personal Variables: A Study of Associates of Delhi Metro Rail Corporation (DMRC)

Paradigm ◽  
2007 ◽  
Vol 11 (2) ◽  
pp. 23-27
Author(s):  
Anu Singh Lather ◽  
Sangeeta Mohan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Risk Taking ◽  
Significant Negative Correlation ◽  
Cultural Variables ◽  
Personal Variables ◽  
Organizational Risk ◽  
Relationship Of ◽  
The Relationship ◽  
Positive Effect

The main objectives of this study have been to determine the relationship of cultural variables with job satisfaction and stress, and also to see the effects of cultural variables on job satisfaction and stress. In order to complete the study a sample comprising 100 associates of Delhi Metro Rail Corporation was selected. The sample consisted of executives and nonexecutives. The study focuses on the various dimensions of organizational culture and their interrelationship with job satisfaction and job stress. Pearson's correlation has been applied to study interrelationship between organizational culture and job satisfaction, cultural variables and also stress. The results reveal that there is a significant negative correlation between power orientedness and job satisfaction to a significant level. At the same time, the study has further revealed a significant positive correlation between organizational risk-taking and stress. Regression was applied to see the effect of power-orientedness on job satisfaction. The study shows a significant positive effect of organizational risk-taking on stress.

scholarly journals The Influence of Organizational Culture, Leadership Style, Financial Compensation, Employee Engagement on Work and Its Impact on the Performance of SMK Inc.

2021 ◽  
Vol 3 (3) ◽  
pp. 107-122
Author(s):  
Suryono Efendi ◽  
Edi Sugiono ◽  
Luthfi Arifin Saleh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Hypothesis Testing ◽  
Employee Engagement ◽  
Leadership Style ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Primary Data ◽  
Financial Compensation ◽  
Insignificant Effect

The purpose of this study was to determine the effect of organizational culture, leadership style, financial compensation, employee engagement on job satisfaction, and its impact on employee performance at SMK Inc. This research belongs to the type of quantitative research using an Explanatory Survey design to explain the relationship between two or more variables through hypothesis testing. Furthermore, the method used is descriptive and verification. The variables in this study are divided into 1) independent variables, 2) intervening variables, and 3) dependent variables. The data used in this study are primary data and secondary data. The data collection techniques used in this study were field research methods, literature study methods, and variable measurement (using a Likert scale). The data test in this study used discriminant validity tests, reliability tests, and hypothesis testing (t-statistics). Based on the results of data processing, it can be concluded that: 1) Testing the first hypothesis that Organizational Culture, Leadership Style, Financial Compensation have a positive and significant impact on job satisfaction at SMK Inc.; 2) Testing the fourth hypothesis that employee engagement has a positive and insignificant effect on job satisfaction at SMK Inc.; 3) Testing the fifth hypothesis. Organizational culture, Leadership Style, has a positive and significant effect on employee performance at SMK Inc.; 4) Financial compensation, Employee Engagement, Satisfaction has a positive and insignificant effect on employee performance at SMK Inc.; 5) Organizational culture has a positive and significant influence on employee performance through employee satisfaction at SMK Inc.; 6) Leadership style and Employee Engagement have no significant effect on employee performance through Employee Satisfaction at SMK Inc., and 7) Testing the twelfth hypothesis. Financial compensation has a positive and significant effect on employee performance through employee satisfaction at SMK Inc.

scholarly journals STRATEGIES TO IMPROVE EMPLOYEE PERFORMANCE DURING THE COVID-19 PANDEMIC THROUGH MOTIVATION AND LEADERSHIP STYLE MEDIATED BY JOB SATISFACTION

2021 ◽  
Vol 2 (5) ◽  
pp. 713-723
Author(s):  
Selvi Atikah ◽  
Hedwigis Esti Riwayati
Keyword(s):  
Job Satisfaction ◽  
Data Processing ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Primary Data ◽  
Significant Positive Effect ◽  
Positive Effect

This study aims to analyze strategies to improve employee performance during the pandemic through motivation and leadership style mediated by job satisfaction of PT Hanwa Indonesia employees during the Covid 19 pandemic. The data used is primary data obtained by distributing questionnaires. The population uses 160 employees of PT Hanwa Indonesia. The sample is 114 employees. Data processing using the PLS-SEM model. The results showed that work motivation and leadership style had a significant positive effect on job satisfaction. Work motivation and leadership style have no effect on employee performance. Job satisfaction has a significant positive effect on employee performance. Job satisfaction is not able to mediate the influence of motivation and leadership style on the performance of PT Hanwa Indonesia employees during the Covid 19 pandemic.

scholarly journals Effect of training and compensation of employee performance medicated by job satisfaction

2019 ◽  
Vol 6 (6) ◽  
pp. 95-103
Author(s):  
Komang Richa Diah Diliantari ◽  
I Gst. A. Manuati Dewi
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Knowledge And Skills ◽  
Operational Conditions ◽  
Employee Job Satisfaction ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study was to determine the impact of training and compensation on employee performance through employee job satisfaction by using 125 respondents as a basis for research analysis. The results showed that training and compensation had a significant positive effect on employee performance and job satisfaction is known to mediate the relationship of training on employee performance and compensation on employee performance at Belmond hotel partially. The findings in this study provide the implication that to improve employee performance in order to achieve the company's expected targets, the things that need to be considered in terms of job satisfaction with performance is the way employees can see opportunities and rewards, the nature of the job itself, supervision or supervisor, benefits, operational conditions of employees, and coworkers as a positive incentive to work. Improvements in knowledge and skills relevant to the work in each department as well as experienced in the training also need to be considered. Increasing compensation for salaries, benefits and incentives can increase their understanding of satisfaction with work results achieved by an employee.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN DI LINGKUNGAN KANTOR PUSAT UNIVERSITAS JEMBER

BISMA ◽  
2017 ◽  
Vol 11 (1) ◽  
pp. 1
Author(s):  
Budi Prasetiyo
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Organizational Support ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Administrative Staff ◽  
Administrative Employees ◽  
Positive Effect

Abstract: Employee contribution becomes important when it is done with effective action and right behavior. Not only the amount of effort but also the direction of the business. The nature, effort or willingness to work as well as the various things that constitute organizational support is very important for the success of employee performance. In this study, the author tries to analyze the problems faced by the administrative staff of Jember University (UNEJ). Empirical tests were conducted on 115 administrative employees to obtain data on organizational culture and leadership style that has been enough to give hope to the administrative staff. Analyzer used in this research is Structural Equation Model (SEM). From the results of model testing, it can be concluded that organizational culture and leadership style have a positive effect on job satisfaction, leadership style positively affect the organizational culture. Organizational culture, leadership style, and job satisfaction have a positive effect on employee performance. To improve the performance of administrative employees, especially the dimensions of cost control and self-reliance initiatives, it requires a bureaucratic leadership style and autocratic leadership style in an open and process-oriented organizational culture system as an effort to improve employee job satisfaction.Keywords: Organizational Culture, Leadership Style, Job Satisfaction, and Employee Performance

scholarly journals The Effects of Leadership, Competence, and Organizational Culture on Employee Performance Mediated By Employee Satisfaction

2021 ◽  
Vol 3 (2) ◽  
pp. 332-346
Author(s):  
Triono Nugroho ◽  
Anita Erari ◽  
Sandra Sukmaning Adji
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Leadership Competence ◽  
Relationship Of ◽  
The Relationship

Improving employee performance is an important and mandatory thing to be realized, especially in local government organizations. This study aims to determine and analyze the influence of leadership, competence and organizational culture on employee performance mediated by employee job satisfaction. This research was conducted on the employees of the Department of Investment and One Stop Services (DPMPTSP) of Yapen Islands Regency with a population of 32 employees, where all employees were used as samples. The independent variables in this study are leadership, competence and organizational culture, while the dependent variable is employee performance mediated by job satisfaction. The research data was obtained by distributing questionnaires and then measuring the variables using a Likert scale. Furthermore, the data were analyzed using a Structural Equation Model (SEM) approach based on Partial Least Square (PLS), namely Smart-PLS version 3. The results showed that: 1) leadership had no significant effect on employee performance, but had a significant effect on job satisfaction; 2) competence has a significant effect on employee performance, but is not significant in influencing job satisfaction; 3) organizational culture has a significant effect on employee performance and job satisfaction; 4) job satisfaction has a significant effect on employee performance; 5) job satisfaction can mediate the relationship of leadership to employee performance, but cannot mediate the relationship of competence and organizational culture to employee performance.

scholarly journals EMPLOYEES’ PERFORMANCE: ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE THROUGH JOB SATISFACTION

2019 ◽  
Vol 7 (5) ◽  
pp. 597-608
Author(s):  
Sri Langgeng Ratnasari ◽  
Gandhi Sutjahjor ◽  
Adam
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Hypothesis Testing ◽  
Leadership Style ◽  
Structural Model ◽  
Employee Performance ◽  
Improve Performance ◽  
The Relationship

Purpose of study: The current study aims to explore the relationship between employee performance, organizational and leadership style through job satisfaction. Methodology:  Data in this research were obtained from distributing questionnaires to 108 respondents. Epson Batam, and hypothesis testing using path analysis. Results: The results showed that the structural model of the first, direct organizational culture and leadership style has a significant effect on job satisfaction. In the second structural model, direct organizational culture, leadership style, and job satisfaction have a significant effect on performance and indirectly through job satisfaction organizational culture and the leadership style significantly influence performance. Implications: Organizational culture variables more meaningfully than the leadership style variables in improving job satisfaction. Job satisfaction is a more meaningful variable than the variable of organizational culture and leadership style to improve performance.

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