scholarly journals Cultural Reconstruction and Organization Environment for Employee Performance

2021 ◽  
Vol 8 (2) ◽  
pp. 296
Author(s):  
Tehubijuluw Zacharias ◽  
Mohamad Arsad Rahawarin ◽  
Yusriadi Yusriadi
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Public Works ◽  
Organizational Environment ◽  
Company Performance ◽  
Regulatory Policies ◽  
Organizational Engagement

This study examined cultural and organizational motivations for success through organizational engagement and work motivation in the Department of Public Works in the province of Maluku, Indonesia. The approach used for this study was quantitative, using a survey. The Department of Public Works of the Province of Maluku was the research site with a sample of 149 participants. The analysis method used in this study was Generalized Structured Component Analysis (GSCA). The main findings were 1) organizational culture has a direct effect on organizational engagement and a direct contribution to employee performance, 2) organizational culture impacts company performance, 3) organizational environment has a direct effect on employee motivation and employee performance, and 4) organizational environment supports company performance. The results indicate that the organizational environment can be increased by formulating regulatory policies and establishing rules and strategies for employees to carry out their duties. Motivation for work can be boosted by giving awards that match the results of work. In building an organizational culture, attention needs to be paid to the values contained in organizational culture, consisting of corporate empowerment, team management, clarity of vision, direction, and corporate goals.

scholarly journals THE EFFECTS OF ORGANIZATION CULTURE, LEADERSHIP AND JOB MOTIVATION UPON THE EMPLOYEES PERFORMANCE (Study at PT. PLN Educational and Training Center at Pasar Minggu, Jakarta Selatan)

2018 ◽  
Vol 2 (01) ◽  
pp. 12
Author(s):  
Sumardjono Jono
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Organization Culture ◽  
Performance Study ◽  
Independent Variables ◽  
Job Motivation ◽  
And Training

The research consists of several steps that must be met in order to achieve results that meet the rules o fscientific research.Results of this study is expected to get ideas of the effect of the employee's performance by organizational culture, leadership and motivation to work at PT.PLN (Persero) Education and Training Centre.The method used is quantitative method which examines four variables: three independent variables and one dependent variabel.The hypothesis testing at the 0.05 level with a population of more than 115 employees, the operational level.The result is that there is a direct effect of organizational culture on the performance of β41 = 0,459 with value tcalculate = 5,354 and ttable (α = 0,05) = 1,663 that mean is tcalculate > ttable (5,354 > 1,663). H0 is rejcted and H1 is accepted, which means the effect is significant.There is a direct effect of leadership on the performance of β42 = -0,007 with mean tcalculate = -0,080. and ttable (α = 0,05) = 1,663 wich mean tcalculate < ttable (-0,080 < 1,663), so that H0 is accepted and H1 is rejected, which means the effect is not significant.There is a direct effect of organizational culture on the performance of β43 = 0,456 which mean tcalculate = 4,807. And ttable (α = 0,05) = 1,663 that mean tcalculate > ttable (4,807 > 1,663), this H0 is rejected and H1 is accepted, which means the effect is significant.There is a direct effect of organizational culture on employee motivation at β31 = 0,474 which mean tcalculate = 5,508. and ttable (α = 0,05) = 1,663 yang berarti tcalculate > ttable (5,508 > 1,663), So that mean H0 is rejected and H1 is accepted, which means the effect is significant.There is a direct effect of leadership on job motivation for β32 = 0,389 which mean tcalculate = 4,520. and ttable (α = 0,05) = 1,663 that means tcalculate > ttable (4,520 > 1,663), so that mean H0 is rejected and H1 is accepted, which means the effect is significant.Based on the above it can be concluded that employee performance can be improved through organizational culture and work motivation .

scholarly journals Pengaruh Kepemimpinan Transformasional dan Budaya Organisasi Terhadap Motivasi Serta Dampaknya Terhadap Kinerja Pegawai Pengadilan Negeri Jambi

2021 ◽  
Vol 12 (1) ◽  
pp. 41
Author(s):  
Firman Syah Noor
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
District Court ◽  
Leadership Quality ◽  
High Level ◽  
The Relationship

This study aims to determine and analyze the description of transformational leadership, organizational culture, motivation and performance, and the relationship between the four variables at the Jambi District Court employees. This study uses descriptive and verificative research methods that aim to describe research variables systematically and in accordance with the facts investigated, as well as knowing the relationship between variables through testing hypotheses. The study sample used as many as 74 employees of the Jambi District Court, The results of the descriptive analysis show that the overall level of transformational leadership quality and organizational culture in the Jambi District Court are at a good level of quality. While for work motivation and employee performance are at a high level of quality. The results of hypothesis testing through path analysis prove that transformational leadership and organizational culture both partially and simultaneously have a significant effect on work motivation and employee performance. For the indirect effects of transformational leadership and organizational culture on employee performance through work motivation, it shows that the application of transformational leadership and good organizational culture can increase employee motivation at a higher level, which indirectly has an impact on improving employee performance. However, on the other hand work motivation partially does not affect employee performance.

The Effect of Career Development and Organizational Culture to Employee Performance with Motivation of Work as Intervening Variable in Cooperation in Denpasar Village

2018 ◽  
Vol 9 (07) ◽  
pp. 20901-20916
Author(s):  
I Wayan Manggis ◽  
Anik Yuesti ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Rural Village

Research on career development and organizational culture on performance with work motivation as intervening variable is done at cooperative located in Pedungan village of South Denpasar Pedungan Village is a village located in South Denpasar District, Denpasar City, Bali Province. The development of cooperatives is currently supported by the development of small and medium enterprises (SMEs). The number of cooperatives in the village pedungan is 33 cooperatives with the total number of employees is 338 employees. The purpose of this study is to know and examine the influence of career development on employee performance in cooperative in rural village, To know and test the influence of organizational culture on employee performance in cooperative in rural village, to know and test the influence of career development on employee motivation at cooperative in to know and examine the influence of organizational culture on employee motivation in cooperative in rural village, To know and to test influence of work motivation to employees performance at Cooperative in rural village. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at Cooperative in rural village as many as 85 people. The method of selecting the sample of this study using Proportionate Stratified Random Sampling is this technique is used when the population has members who are not homogeneous and stratified proportionally. Data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using SmartPLS 3.0 program. The result of the research shows that (1) career development has positive and significant effect to work motivation, (2) organizational culture have positive and significant effect to work motivation, (3) career development have positive and significant effect to employee performance, (4) and (5) the influence of mediation of work motivation variable on indirect influence of career development on partial performance, and (7) influence of mediation of work motivation variable on the influence of unbalanced direct organizational culture to performance is partial

scholarly journals Effect of organizational culture and leadership style on employee performance through work motivation at pt. Kereta commuter Indonesia

2021 ◽  
pp. 7-10
Author(s):  
Ugi Triyanto ◽  
Wagiarto Hoesin ◽  
Iwan Kurniawan Subagja
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Direct Effect ◽  
Leadership Style ◽  
Indirect Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Culture ◽  
Direct Influence ◽  
Organizational Work

This study aims to determine the effect of organizational culture on employee performance, leadership style on employee performance, work motivation on employee performance, organizational culture on work motivation, leadership style on work motivation, organizational culture on employee performance through work motivation and determine the effect of leadership style and organizational culture on employee performance through work motivation. The research was conducted at PT. Kereta Commuter Indonesia involves 122 employees of the company. Data analysis using path analysis. The results showed that organizational culture variables affect employee performance, leadership style affects employee performance, motivation affects employee performance, organizational culture affects motivation, leadership style affects motivation. Organizational culture on employee performance is 0.564. The influence of organizational culture on performance through motivation is 0.697 x 0.865 = 0.603. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening. The direct influence of organizational work culture on employee performance is 0.657. In contrast, the influence of work organizational culture on employee performance through motivation is 0.782 x 0.865 = 0.676. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

scholarly journals THE INFLUENCE OF LEADERSHIP AND ORGANIZATIONAL CULTURE ON WORK MOTIVATION AND EMPLOYEE PERFORMANCE PT. BANK RIAU KEPRI, PEKANBARU BRANCH

2021 ◽  
Vol 10 (1) ◽  
pp. 17-26
Author(s):  
Mhd Fathurrahman Elka Putra ◽  
Sri Indarti ◽  
Raden Lestari Ganarsih
Keyword(s):  
Organizational Culture ◽  
Organizational Learning ◽  
Path Analysis ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Performance Data

The research was conducted at PT Bank Riau Kepri Pekanbaru branch. The aim is to determine the direct effect of leadership and organizational culture on work motivation and employee performance of PT. Bank Riau Kepri Pekanbaru branch. This study took a sample of 130 people. The variables used are leadership, organizational learning, work motivation and employee performance. Data were analyzed using path analysis (path analysis) The results showed that there was an influence of leadership and organizational culture on work motivation. and there is an influence of leadership and organizational culture on performance. And there is an influence of leadership and organizational culture on employee performance with work motivation as an intervening variable. The better the work motivation that is owned by employees, the performance will increase

scholarly journals PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI KERJA, DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN (Studi Pada PT. BPR Arta Utama Pekalongan)

2016 ◽  
Vol 13 (2) ◽  
pp. 161 ◽  
Author(s):  
Robertus Gita ◽  
Ahyar Yuniawan
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Data Analysis ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Central Office ◽  
Employee Motivation ◽  
Independent Variables ◽  
Transformational Leadership Style

The purpose of this research is to analyze further the effect of transformational leadership style,employee motivation, and organizational culture on employee performance. In this study, theresearcher uses of transformational leadership style, work motivation, and organizational cultureas an independent variables and employee performance as the dependent variable.Methods of data collection in the research that is used is a questionnaire with a sample of 57permanent employees of PT. BPR Arta Utama Pekalongan (consisting of a central office and fourbranch offices), in which the research is using a sample of census or using the entire population ofemployees of PT. BPR Arta Utama. Methods of data analysis used in this research is multiplelinear regression analysis.Based on the multiple linear regression that is performed to produce transformational leadershipstyle, it has a positive and significant impacts on employee performance. Meanwhile, workmotivation and organizational culture do not affect the performance of employee.Keywords : Transformational leadership style, work motivation, organizationalculture, and employee performance.

The effect of organizational culture on employee performance mediated by job satisfaction and work motivation: Evident from SMEs in Indonesia

2021 ◽  
pp. 2053-2060
Author(s):  
Tri Wahjoedi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Direct Effect ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Positive Direction ◽  
Significant Direct Effect

This study aims to examine the influence of organizational culture on employee performance mediated by job satisfaction and work motivation. This research is a quantitative research with a case study at the SME PT PMS Company in Surabaya, Indonesia by distributing questionnaires to 50 employees. The data were processed using Structural Equation Modeling with the Smart PLS 3 programs. The results showed that in fact the respondents thought that organizational culture and work motivation had no direct significant effect on employee performance, and work motivation could not mediate organizational culture on employee performance. Organizational culture has a significant direct effect on job satisfaction and work motivation and job satisfaction has a significant direct effect on employee performance. Likewise, job satisfaction can mediate organizational culture on employee performance where all relationships lead in a positive direction. There has been no research that examines the relationship model of those 4 variables which is intended to determine the wider relationship between these variables and this study provides an overview of employee behavior in SME companies and is useful as input in determining strategies, especially for companies to improve their performance.

scholarly journals How to Improve Performance?

2019 ◽  
Vol 8 (3S2) ◽  
pp. 625-629
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Latent Variables ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Equation Modeling ◽  
Improve Performance

Employee performance is the most important factor for the organization, because employee performance greatly determines organizational performance, therefore employee performance must be improved. The purpose of this study was to determine the effect of Competence on employee work motivation, Organizational Culture on employee work motivation, Competence and Organizational Culture Employee motivation, Competence on employee Performance, Organizational Culture on Employee Performance, Motivation on Employee Performance, Competence on Employee Performance through Motivation as an intervening variable, Organizational Culture of Employee Performance through Motivation as an intervening variable, Competence and Organizational Culture on Employee Performance, Competence and Organizational Culture on Employee Performance through Motivation as an Intervening Variable. This type of research is descriptive quantitative research. The population of this research is employees of PT. PBI as many as 250 people with a sample of 154 people. PT. PBI one of manufacturing company in Batam City. Data analysis techniques using Structural Equation Modeling. The results of this study are as follows; Effect of Competence on latent variables Motivation has an effect but not significant. Effect of Organizational Culture on Motivation. Competence towards Motivation has no significant effect, Organizational Culture on Motivation has a significant effect. Competence has a significant effect on performance. Organizational culture has no significant effect on performance. Competence, Organizational Culture has no significant effect on performance. Motivation has no significant effect on performance. Competence has a significant effect on employees. Organizational culture has no significant effect on employee performance.

scholarly journals Pengaruh Budaya Organisasi dan Motivasi Kerja Terhadap Kepuasan Kerja serta Implikasinya Terhadap Kinerja Karyawan

2017 ◽  
Author(s):  
Irwan Sugiarto
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Significant Relationship ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Employee Job Satisfaction ◽  
Descriptive Method

PostprintArtikel ini dimuat di Jurnal Banking &amp; Managemen Review Vol 2 No 1 Mei 2013Penerbit STIE Ekuitas BandungAbstractThe study is titled "The Effect of Organizational Culture and Work Motivation And On The Job Satisfaction on Employee Performance Implications".Research objectives are: 1) to determine and assess the organizational culture, employee motivation, job satisfaction and employee performance, 2) to determine the influence of organizational culture and work motivation partially on employee job satisfaction, and 3) to determine the influence of organizational culture and motivation simultaneously work on employee job satisfaction; 4) to determine the influence of job satisfaction on employee performance.The research was conducted by PT Industri Telekomunikasi Indonesia (Persero), by taking a sample of 190 employees from a population of 625 employees. The method used is descriptive method using path analysis (path analysis), and operate calculation using PASW Statistics 18 software.Results of this study are as follows: 1) organizational culture significantly influence employee job satisfaction, with the magnitude of the effect of 36.5%, 2) work motivation significantly influence employee job satisfaction, with the magnitude of the effect of 39.8%; 3 ) organizational culture and work motivation simultaneously significant effect on employee job satisfaction, with the magnitude of the effect of 76.4%; 4) job satisfaction have a significant effect on the performance of employees, with the magnitude of the effect of 81.1%.The conclusion of this research is proven there is significant relationship between organizational culture and work motivation on job satisfaction as well as implications for the performance of employees at PT Industri Telekomunikasi Indonesia (Persero).

PENGARUH PERSEPSI DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MODERASI

2017 ◽  
Vol 2 (3) ◽  
pp. 278
Author(s):  
Dian Rahmawaty
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Negative Influence ◽  
Public Works ◽  
Coefficient Of Determination ◽  
Job Motivation

<p><em>This research aims to examine and analyze the actual conditions of the company concerned with the perception of employees, organizational culture and work motivation as variables the moderation that ultimately have an impact on the performance of employees. This research was conducted against officers at public works city of Bukittinggi with number of employees as many as 76 people. Analysis of the method used is descriptive analysis with Moderated Regression Analysis use Analysis (MRA) by processing the data using SPSS ver. 16.0 for windows. Then conducted the analysis with the data using the test of validity, reliability, descriptive variable analysis (TCR), a Moderated Regression Analysis Analysis (MRA), the coefficient of determination and hypothesis testing so that it brings the equation Y=14,142-0,187X1+0,376X2+ 0,147Mo. From the results of the analysis shows that the regression coefficient of interaction between job motivation and perception is -0.05 and significant is 0,756. The significant value is greater than ɑ = 0.05. It can be interpreted that work motivation variable (Mo) does not moderate the influence of perception on employee performance and show negative influence. Thus the fourth hypothesis in this study that states work motivation moderate the influence of perceptions on employee performance declared rejected. Furthermore, the regression coefficient of interaction variable between organizational culture and work motivation is 0.012 and significant 0,341. The significant value is greater ɑ = 0.05.The results showed that the perception of the negative and not significant effect against the performance of employees on public works city of Bukittinggi. Organizational culture positive and significant effect on performance clerk on public works city of Bukittinggi. The motivation of working positively and significantly to the performance of employees on public works city of Bukittinggi. </em></p><p>Penelitian ini bertujuan untuk mengkaji dan menganalisis kondisi sebenarnya dari perusahaan berkaitan dengan persepsi pegawai, budaya organisasi dan motivasi kerja sebagai variabel moderasi yang pada akhirnyaberdampak pada kinerja pegawai. Penelitian ini dilakukan terhadap pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi dengan jumlah pegawai sebanyak 76 orang. Metode analisis yang digunakan adalah analisis deskriptif dengan menggunakan Analisis Moderated Regression Analysis (MRA). Analisis Moderated Regression Analysis (MRA), koefisien determinasi dan pengujian hipotesis sehingga didapatkan persamaan Y =14,142-0,187X1+0,376X2+0,147Mo. Dari hasil analisis tersebut terlihat bahwa besaran koefisien regresi variabel interaksi antara motivasi kerja dan persepsi adalah -0,05 dan signifikan sebesar 0,756. Nilai signifikan tersebut lebih besar dari ɑ = 0,05. Hal ini dapat diartikan bahwa variabel motivasi kerja (Mo) tidak memoderasi pengaruh persepsi terhadap kinerja pegawai  dan menunjukkan pengaruh yang negatif. Dengan demikian hipotesis keempat dalam penelitian ini yang menyatakan motivasi kerja memoderasi pengaruh persepsi terhadap kinerja pegawai dinyatakan ditolak.Selanjutnya besaran koefisien regresi variabel interaksi antara budaya organisasi dan motivasi kerja adalah 0,012 dan signifikan 0,341. Nilai signifikan tersebut lebih besar ɑ = 0,05. Hasil penelitian menunjukkan bahwa Persepsi berpengaruh negatif dan tidak signifikan terhadap kinerja pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi. Budaya organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi. Motivasi kerja positif dan signifikan terhadap kinerja pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi.</p>

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