scholarly journals PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN KOMPENSASI MELALUI MOTIVASI KERJA TERHADAP KINERJA PEGAWAI.

2017 ◽  
Vol 13 (2) ◽  
pp. 896
Author(s):  
Djoko Setyo Widodo
Keyword(s):  
Organizational Culture ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Performance ◽  
The Other ◽  
Other Hand ◽  
Culture Work

ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh kompensasi, kepemimpinan dan budaya organisasi melalui motivasi kerja terhadap kinerja pegawai. Penelitian ini menggunakan metode kuantitatif dengan menyebarkan kuesioner terhadap pegawai di lingkungan pemerintahan Depok. Penelitian ini menunjukkan hasil yang positif dan siginifikan secara parsial dari pengaruh variabel kompensasi, kepemimpinan, budaya organisasi dan motivasi pada kinerja pegawai. Disisi lain, penelitian ini juga menemukan bahwa budaya organisasi tidak berpengaruh pada motivasi kerja. Berdasarkan hasil penelitian dapat disimpulkan, bahwa semua hipotesis terdukung kecuali satu hipotesis yang menguji pengaruh budaya organisasi tidak berpengaruh pada motivasi kerja.Kata Kunci: kompensasi, kepemimpinan, budaya organisasi, motivasi kerja, kinerja pegawai ABSTRACTThis study aimed to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the Depok Government. This study shows a positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also found that organizational culture had no effect on work motivation. Based on the results of this study concluded that all hypothesis are supported but one hypotheses that examine the influence of organizational culture had no effect on work motivation.Keywords: compensation, leadership, organizational culture, work motivation, employee performance

scholarly journals PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP MOTIVASI KERJA DAN DAMPAKNYA TERHADAP KINERJA PEGAWAI (STUDY KASUS DIPUSKESMAS KEMBAYAN KABUPATEN SANGGAU KALIMANTAN BARAT)

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Nurul Huda B2042191010
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Path Analysis ◽  
Health Center ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Scale Model ◽  
Culture Work

PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP MOTIVASI  KERJA SERTA DAMPAKNYA TERHADAP KINERJA PEGAWAI (STUDI KASUS DIPUSKESMAS KEMBAYAN KECAMATAN KEMBAYAN  KABUPATEN SANGGAU KAPUAS) NURUL HUDAProgram Studi Magister Manajemen Fakultas EkonomiUniversitas Tanjungpura   ABSTRACTThis study aims to determine and analyze (1) the influence of leadership style, organizational culture on work motivation and its impact on employee performance, (2) Knowing and testing the influence of leadership style, organizational culture and work motivation either partially or simultaneously on employee performance at the Puskesmas Kembayan. The population in this study were all employees of Kembayan Public Health Center, with the sampling technique of the entire population with a sample size of 77 people. This type of research is included in the explanatory research. Methods of data collection by distributing questionnaires and in-depth interviews. Methods of data analysis using Path Analysis with SPSS 22 software. The instrument used for data collection was a Likert scale model questionnaire.Based on the research results, the variables of leadership style, organizational culture, work motivation and employee performance at the Kembayan Health Center generally showed good results. From the results of the path analysis test, it can be concluded that: (1) the variable leadership style and organizational culture do not have a significant effect on work motivation. (2) Leadership style, work culture and work motivation have a significant effect on performance. Keywords: Leadership Style, Organizational Culture, Work Motivation and 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 PENGARUH KEPERCAYAAN PADA PIMPINAN, MUTASI DAN BUDAYA ORGANISASI TERHADAP MOTIVASI KERJA DAN KINERJA PEGAWAI DI BADAN PENDAPATAN DAERAH KABUPATEN JEMBER

BISMA ◽  
2018 ◽  
Vol 12 (2) ◽  
pp. 182
Author(s):  
Arief Yudho Prasetyo ◽  
Raden Andi Sularso ◽  
Handriyono Handriyono
Keyword(s):  
Organizational Culture ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modelling ◽  
And Performance ◽  
Culture Work

The purpose of this study is to examine the influence of trust towards the leader, mutation, and organizational culture on work motivation and employee performance at Regional Revenue Board of Jember Regency. This is an explanatory research with the sample consists of 150 employees of Regional Revenue Board of Jember Regency. Data were analyzed using Structural Equation Modelling (SEM). Results show that trust towards the leader, mutation, and organizational culture have significant effects on work motivation; mutation and work motivation have significant effects on employee performance. However, trust towards the leader and organizational culture have no significant effects on the employee performance at Regional Revenue Board of Jember Regency. Keywords: Trust towards the Leaders, Mutation, Organizational Culture, Work Motivation, and Performance

scholarly journals Pengaruh Gaya Kepemimpinan, Budaya Organisasi, dan Lingkungan Kerja terhadap Kinerja Karyawan Melalui Motivasi pada PDAM Tirta Mayang Kota Jambi

2018 ◽  
Vol 3 (1) ◽  
pp. 26
Author(s):  
Muhammad Emil
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Test Results ◽  
Organizational Goals ◽  
And Performance ◽  
Testing Work ◽  
Culture Work

In every organization both government and private, human is an important asset in an effort to achieve the goals that have been determined. Leadership style, organizational culture, work motivation and performance of employees who reside within the organization need to be organized in order to achieve organizational goals. Style leadership, organizational culture and work environment and motivation is one of several factors that can affect employee performance. This study aims to test and analyze these variables on employee performance PDAM Tirta Mayang City Jambi. The study was conducted by using path analysis using SPSS version 22.0 in analyzed data. The test results showed that the hypothesis of leadership style, organizational culture and motivation have positive and significant influence on performance, and testing work environment hypothesis have negative and insignificant effect on employee performance of PDAM Tirta Mayang Jambi City. Keywords: Leadership Style, Organizational Culture, Work Environment, Motivation and Performance

Pengaruh Kepemimpinan Transformasional, Budaya Organisasi dan Motivasi Kerja Pegawai terhadap Kepuasan Kerja Pegawai serta Implikasinya pada Kinerja Pegawai PDAM di Propinsi Banten

2018 ◽  
Vol 1 (2) ◽  
pp. 159
Author(s):  
Achmad Kosasih
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
The Other ◽  
Direct Influence ◽  
Analysis Method ◽  
Independent Variable

This research is motivated by the performance of PDAM employees in Banten Province which is not yet optimal. One of the factors is the low level of employee satisfaction which is caused by the lack of transformational leadership, the low of organizational culture and the low of employee work motivation. This study aims to determine and analyze the influence of transformational leadership, organizational culture and employee work motivation on employee satisfaction and its implications on the performance of PDAM employees in Banten Province. This study use descriptive and verification approach. The sample used in this research is 284 PDAM employees in Banten Province with population size 1,092 employees. The analysis method of this study is the Path Analysis. The results of this study found that there is a direct influence of transformational leadership on employee satisfaction (23.32%), the direct influence of organizational culture on employee satisfaction (8.12%) and the direct influence of employee work motivation on employee satisfaction (10,28%). Simultaneously, the influence of independent variable on employee satisfaction is 69,02%, and the other factors that is not studied in this research but also affect the employee satisfaction is 30.98%. The effect of employee satisfaction on employee performance is 81.70%, while the other factors that is not studied in this research but also affect the employee satisfaction is 18.30%.Keywords: Transformational leadership, organizational culture, work motivation, job satisfaction, employee performance.

scholarly journals Effect of Leadership on Employee's Performance Mediated by Cultural Organization, Work Commitment and Motivation

2016 ◽  
Vol 8 (2(J)) ◽  
pp. 101-107
Author(s):  
Syahruddin Sappe ◽  
Yohanis Rante ◽  
Ruben Tuhumena ◽  
Bonifasia Elita Bharanti
Keyword(s):  
Organizational Culture ◽  
Program Analysis ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Work Commitment ◽  
Efficiency And Effectiveness ◽  
Culture Work

Main mission of regional autonomy is intended to improve the quality of public services and the welfare of the community, creating efficiency and effectiveness of human resource management, as well as empowering and creating a space for people to participate actively in the development process. Therefore, it needs a leader who act can generate commitment, motivation and optimism in carrying out the work, foster an atmosphere of cooperation, and can affect the behavior of subordinates who have an impact on improving the performance of employees. This study aims to identify and assess the relevance of leadership on employee performance mediated by organizational culture, work commitment and work motivation as determinants of employee performance improvement. The sample used in this study was 160 respondents to the analysis unit employees in Food Security Council Keerom Papua Province. Data was collected by questionnaires followed by in-depth interviews. Quantitative Data Analysis using Structural Equation Modeling (SEM) with the help of the program Analysis Moment Structures (AMOS). The results of this study indicate that, good leadership can improve employee performance, when considering the factors that come into play that organizational culture, work commitment and motivation work to DKP in Keerom Papua Province. Furthermore, the results of this study that the strengthening of organizational culture and high employee commitment can lead to increased motivation.

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 5 (1) ◽  
pp. 11-21
Author(s):  
Riza Faizal ◽  
Maman Sulaeman ◽  
Ismayudin Yulizar
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
Work Time ◽  
Work Quality ◽  
Service Excellence ◽  
Positive Effect ◽  
External Motivation ◽  
Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of  BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

Cultura organizacional y desempeño innovador en cuatro sectores productivos

Oikos ◽  
2015 ◽  
Vol 15 (31) ◽  
pp. 61
Author(s):  
Rafael G. Ricardo Bray ◽  
Ignacio Gómez Roldán
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Innovation Performance ◽  
The Other ◽  
Economic Sector ◽  
Economic Sectors ◽  
Other Hand

RESUMENPara un conjunto de ciento cuarenta y una organizaciones colombianas (95% bogotanas) clasificadas bajo la nomenclatura CIIU pertenecientes a 4 sectores económicos, se estimó el perfil de cultura organizacional de cada una a partir de la aplicación del Organizational Culture Survey (DOCS) de Daniel Denison y asociados. Las organizaciones bogotanas del estudio presentan unos perfiles culturales muy similares, no obstante pertenecer a diferentes sectores económicos. Por otro lado, las relaciones existentes entre las diferentes variables de cultura organizacional y el desempeño innovador difieren entre sectores económicos.Palabras clave: perfil de cultura organizacional, encuesta Denison de cultura organizacional, sector Económico, desempeño organizacional, innovación. Organizational culture and innovation performance in four different sectorsABSTRACTFor a sample of one hundred forty one Colombian organizations (95% located in Bogotá) classified under the CIIU ranking, the organizational culture profile of each one was estimated using the Organizational Culture Survey (DOCS) of Daniel Denison and associates. The organizations studied show very similar cultural profiles, although they belong to different economic sectors. On the other hand, the relationships existing between the different variables of organizational culture and innovation performance differ among economic sectors.Keywords: organizational culture profile, Denison organizational culture survey (DOCS), economic sector, organizational performance, innovation.

PENGARUH MOTIVASI KERJA, KOMUNIKASI INTERPERSONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA GURU (STUDI KASUS DI SMPN 5 PARIAMAN)

2020 ◽  
Author(s):  
Hasnah Mila
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Interpersonal Communication ◽  
Work Motivation ◽  
Employee Performance ◽  
High Reliability ◽  
Eligibility Criteria ◽  
Validity Test ◽  
Independent Variable ◽  
Performance Teachers

The independent independent variables in this study are Work Motivation, Interpersonal Communication and Organizational Culture while the dependent variable is the Performance Teachers and Employees SMPN 5 Pariaman. The sample used in this study as many as 32 respondents determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R-table so the item is declared valid. Based on the validity test of Work Motivation instrument, Interpersonal Communication and Organizational Culture on Teacher and Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria Instrument Motivation Work, Interpersonal Communication and Organizational Culture on Performance Teachers and Employees have met the criteria of good instrument requirements, namely valid and reliable. Regression analysis results obtained t count = 2.550 while t table = 2.042 so thitung> ttable and significance value is 0.000, this value is smaller than α = 0,05 so it can be said that motivation factor (X1) (Y) Regression analysis results obtained t count = 1.076 while the value of t table = 2.042 so that tcount < ttable or and its not significance value is 0.000, this value is smaller than α = 0,05, and proved variable of Interpersonal Communication (X2) (Y) Regression analysis results obtained t count = 1.715 while the value of t table = 2.042 so thitung< ttable and its not significance value is 0.000, this value is smaller than α = 0,05, and proved Organizational Culture variable (X3) The value of correlation coefficient (R) turns out that the correlation is positive. This means that there is a strong one-way relationship, where the change of increment that occurs in the free factor of Work Motivation, Personal Communication and Organizational Culture is accompanied by the change of the bound factor increase that is Teacher Performance (Y).

THE EFFECT OF EVENT AND PUBLICITY TOWARDS BRAND AWARENESS ON FINANCIAL SERVICE AUTHORITY (OJK)

2017 ◽  
Vol 2 ◽  
pp. 281-292
Author(s):  
Donant Alananto Iskandar ◽  
Siti Dewi Sri Ratna Sari
Keyword(s):  
Public Relations ◽  
Significant Influence ◽  
Quantitative Method ◽  
Statistical Approach ◽  
Financial Service ◽  
The Other ◽  
Brand Awareness ◽  
Financial Service Authority ◽  
Other Hand ◽  
The People

This study aims to find out the effect of event and publicity towards brand awareness on Indonesia Financial Service Authority, usually called with its abbreviation OJK. The research background is because OJK was newly established as a financial service authority, replacing Bank Indonesia. Therefore, exploring the awareness of the people about the function of OJK is interesting to be a research subject.This method used in this study is the quantitative method with 82 samples as the questionnaire respondents. The population chosen was an OJK’s event held at LPPI and Indonesia Banking School with 122 participants. Validity, reliability, normality, multicollinearity, heteroskedasticity, correlation, determination, regression, hypothesis and ANOVA tests are used as a statistical approach in order to define the outcome of the survey. The results of this study are both event and publicity have a positive and a significant influence towards brand awareness partially and simultaneously. As the conclusion, OJK should continue its programs. On the other hand, OJK should find another public relations strategy to accelerate people awareness about the duties of OJK. Keywords: Event, Publicity, Brand Awareness

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