scholarly journals The Effects of Leadership, Motivation, and Organizational Culture Toward Employees and Lecturers’ Performance in the University of Bina Darma Palembang

2020 ◽  
Author(s):  
Sunda Ariana ◽  
Dina Mellita ◽  
Ade Kemala Jaya
Keyword(s):  
Organizational Culture ◽  
Leadership Motivation ◽  
The University

HABITUAL ACTION DALAM KEPEMIMPINAN SPIRITUAL

1970 ◽  
Vol 7 (1) ◽  
Author(s):  
Abdul Basit
Keyword(s):  
Organizational Culture ◽  
Spiritual Leadership ◽  
Academic Community ◽  
Spiritual Values ◽  
Leadership Model ◽  
Leadership Crisis ◽  
National Leaders ◽  
Deep Meaning ◽  
The University ◽  
Strategic Policies

Toward leadership crisis that crashed the nation of Indonesia, one of thefactors contributors come from universities, concerning Higher Education is anursery area of society and the national leaders. To overcome the crisis, it needed torepair the leadership models that are able to change and improve social and nationallife. The mandate of the university is shaping and sharpening thinking of thelecturers, students, and alumni to always siding, thinking and acting for the benefitand improvement of the surrounding communities. One alternative models ofleadership that are relevant to college is spiritual leadership.Spiritual leadership has been tested and researched by Louis W. Fry ( 2003)along with the comrades in the context of different organizations and the resultsshow the possibility of the application of this theoretical model for various types oforganizations. According to Fry spiritual leadership is the incorporation of thenecessary values, attitudes and behaviors to motivate intrinsically oneselves andothers to be such a way so that they have a sense of spiritual defense through the callof duty and membership.Spiritual leadership model is studied by the author in STAIN Purwokerto, asIslamic educational institutions which incidentally has been practicing spiritualvalues in their environment. The study was conducted using qualitative research andcase study approach.Spiritual leadership in STAIN Purwokerto is constructed based on threeimportant things: First, the existence of spiritual values that were held by leaders andserve as an ideology or belief to motivate himself and others. Spiritual values arevalues such are togetherness, belief or determination, and obeying the rules. Second,building tradition of spiritual leadership that is reflected in the actions taken byleaders in achieving the vision to be achieved by STAIN Purwokerto. The habitualprocess is done by sticking to spiritual values carried. Then it is implemented byissuing flagship programs supported by strategic policies carried out intensively sothat it becomes a regular agenda of the academic community and staff as well as toproduce a healthy organizational culture and quality. Third, organizational culture isfostered by building a dynamic atmosphere, full of family-like-feeling, cooperation,open and respectful in terms of spiritual, intellectual and professional. The efforts aremade from simple things and daily life by providing deep meaning so that it can beused as a driver towards the direction of progress .

scholarly journals IMPACT OF WORKFORCE DIVERSITY ON ORGANIZATIONAL CULTURE: A CASE OF UNIVERSITIES OF PAKISTAN

2021 ◽  
Vol 9 (3) ◽  
pp. 433-441
Author(s):  
Aurangzeb ◽  
Kamleshwer Lohana ◽  
Nazia Bibi ◽  
Ishtiaq ur Rehman ◽  
Shahida Habib Alizai
Keyword(s):  
Organizational Culture ◽  
Organizational Justice ◽  
Workforce Diversity ◽  
Educational Institutions ◽  
Interpersonal Relation ◽  
Diversity Climate ◽  
Higher Educational Institutions ◽  
Higher Educational ◽  
The University ◽  
The Impact

Purpose of the Study: The present research was undertaken to determine the impact of workforce diversity taxonomy like diversity climate, value, organizational justice, and identity on various dimensions of organizational culture. Methodology: A sample of 117 university teachers selected from the university and higher educational institutions in Pakistan. Convenient sampling techniques were used to collect the data through a Google survey, using workforce diversity. taxonomy inventory and organizational culture questionnaire. Data analyzed by using a t-test to compare the mean scores of various dichotomized groups to see the effect of workforce diversity taxonomy on organizational culture with the help of the SPSS package. Principal Findings: Results revealed that workforce diversity taxonomy like diversity climate, value, organizational justice, and identity significantly influenced organizational culture and its various dimensions. Perceived high and low respondents’ workforce diversity taxonomy differed significantly on organizational culture. Applications of the study: This study can formulate strategies to improve workforce diversity in universities and higher educational institutions in emerging economies like Pakistan. Novelty/Originality of this study: The present research contributes to the literature on perceived workforce diversity taxonomy and organizational culture in terms of autonomy, trust, communication, transparency, interpersonal relation, decision making, and overall organizational culture, particularly in university and higher educational institution’s teachers.

scholarly journals The Implementation of Remuneration Based Performance in Sharia State University in Indonesia

2018 ◽  
Vol 1 (2) ◽  
Author(s):  
Indah Puji Astuti
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Achievement Motivation ◽  
Research Method ◽  
Employee Performance ◽  
Positive Contribution ◽  
State University ◽  
University Staff ◽  
The University ◽  
Performance Research

The purpose of this study is to determine: the implementation of remuneration based performance in sharia state university in Indonesia (IAIN-Institut Agama Islam Negeri). This study aims to determine the influence of remuneration, job satisfaction, achievement motivation, and organizational culture on employee performance. Research method used in this study using a survey within the university staff. The multiple regression results indicate that remuneration, job satisfaction, achievement motivation, and organizational culture has a significant positive contribution to the performance of employees.

A case study of transformation in four African universities.

2021 ◽  
pp. 240-250
Author(s):  
David Kraybill ◽  
Moses Osiru
Keyword(s):  
South Africa ◽  
Organizational Culture ◽  
Agricultural Education ◽  
Transformation Process ◽  
Lessons Learned ◽  
Institutional Transformation ◽  
The University

Abstract This chapter presents selected analytical narratives of successful institutional transformation of tertiary agricultural education (TAE) from four African universities. The four universities analysed are Jomo Kenyatta University of Agriculture and Technology, Kenya (JKUAT); Gulu University, Uganda (GU); University of Abomey Calavi, Benin (UAC); and the University of Venda, South Africa (UNIVEN). The study examines what each of the universities changed, and how they went about effecting and supporting those changes. The discussion focuses on both 'soft changes' in organizational culture and strategies, and 'hard changes' in enrolments, staffing, programmes, departments, faculties/colleges and campuses. Outcomes of the transformation process are described, along with lessons learned.

scholarly journals Organizational Culture Types that Academicians Associate with Their Institutions

2018 ◽  
Vol 7 (6) ◽  
pp. 161 ◽  
Author(s):  
Semra Kiranli Güngör ◽  
Hakan Şahin
Keyword(s):  
Organizational Culture ◽  
Competing Values Framework ◽  
Assessment Instrument ◽  
Central Anatolia ◽  
Competing Values ◽  
Significant Difference ◽  
Framework Model ◽  
The University ◽  
Post Hoc ◽  
Demographic Features

This study, considering the sample of a university located in central Anatolia region, Turkey, aims to identify culture types that the academicians perceive in relevant with their institutions according to the 4 types of cultures (Clan, Adhocracy, Hierarchy, and Market) given in the Competing Values Framework by Cameron and Quinn. The study includes 205 academicians from different faculties and vocational schools as participants. The data was obtained from the Organizational Culture Assessment Instrument (OCAI) that has been prepared particularly for the research group. Analyzes of the data obtained in the study were carried out with statistical package programs as IBM SPSS Statistics 23 and Interactive Lisrel SSI 8.72. The demographic features of the academicians were determined with percentage and frequency analyzes and the mean and standard deviation statistics were used in determining the perception levels of organizational culture types which academicians associate with their universities. For the analysis of the differentiation of culture-type perception levels according to the demographic characteristics of the academicians, t-test, one-way ANOVA test, and post-hoc tests were performed. According to the findings obtained in the research, the most common type of organizational culture that academicians associate with their institution is the hierarchy culture that is presented in Competing Values Framework Model. There is no significant difference between participants' demographic features and their culture perceptions. According to the result of the research, rules, stability, predictability, and sustainable politics are at the forefront of the university. Employees are supervised by managers who tend to be good coordinators.

scholarly journals The Effect of Organizational Culture on Lecturers’ Organizational Commitment in Private Universities in Indonesia

2019 ◽  
Vol 9 (2) ◽  
pp. 16 ◽  
Author(s):  
Furtasan Ali Yusuf
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Working Environment ◽  
Equation Modeling ◽  
University Environment ◽  
Tertiary Institutions ◽  
Object Of Study ◽  
The University

In rigorous and competitive working environment, higher education institutions  require a strong and supportive organizational basis. This study seeks to analyze the influence of organizational fundamentals of organizational culture on organizational commitment, job satisfaction, and the trust of lecturers as employees in tertiary institutions. This study is a quantitative study with the object of study in universities in Serang Banten, Indonesia. By using LISREL as the basis of structural equation modeling (SEM), the results show that organizational culture has a positive effect on organizational commitment, job satisfaction, and lecturer trust in the university environment. The implication is that a good and conducive organizational culture in tertiary institutions enables organizational members to build their integrity, competence, consistency and loyalty towards the tertiary organization. This condition can occur because of the existence of a conducive organizational culture, it will encourage members of the organization to actualize positive values in the organization, including the values contained in trust, such as integrity, competence, consistency and loyalty.

The influence of organizational culture on the performance of employees at University of Mercu Buana

2017 ◽  
Vol 59 (6) ◽  
pp. 950-963 ◽  
Author(s):  
Suharno Pawirosumarto ◽  
Antonius Setyadi ◽  
Evawati Khumaedi
Keyword(s):  
Organizational Culture ◽  
Significant Influence ◽  
Random Sampling ◽  
Design Methodology ◽  
Work Performance ◽  
Education Institution ◽  
Analytical Tool ◽  
Content Type ◽  
Simultaneous Testing ◽  
The University

Purpose The pupose of this paper was to determine the influence of organizational culture on the performance of employees. Design/methodology/approach The study was carried out on non-lecturer employees at the University of Mercu Buana with a population amounted to 148 people. Sixty respondents were chosen as samples, determined through proportional random sampling. The analytical tool used was SPSS version 22. Findings The results show that that there is a significant influence in partial engagement and mission on the performance of non-lecturer employees. On the contrary, two variables, consistency and adaptability, partially do not have significant influence on the performance of employees at the University of Mercu Buana. Simultaneous testing on variables, namely, involvement, consistency, adaptability and mission, has significant influence on the employee’s performance. Originality/value The results of the study indicate that consistency and adaptability do not have any influence on the employees’ work performance in the context of higher education institution.

The Organizational Culture and Factors Affecting the Quality of the Local Universities

2012 ◽  
Vol 2 (1) ◽  
Author(s):  
Chairat Pranee ◽  
Wichai Wongyai
Keyword(s):  
Organizational Culture ◽  
Group Discussion ◽  
Factors Affecting ◽  
Community Learning Center ◽  
Technology Services ◽  
Art And Culture ◽  
Family Style ◽  
Conducting Research ◽  
The University

The study investigated the characteristic of organizational culture and factors affecting the quality of local universities to determine the direction of Rajahat Universities accordance as local universities. Phase one studied the conceptual framework of the university by using the synthesis document and the in depth interview. The result showed that the mandated is for providing general and advanced vocational education, conducting research, providing academic and technology services, fostering art and culture, and producing, developing teachers’ competency. Phase two studied the characteristics of the organizational culture and factors affecting the quality of local universities by using path analysis. The result showed that the most visible characteristics of organizational culture were the family style and the set of causal variables could explain the variance of the quality of the local universities at 81 percent. Phase three studied to determine the direction of Rajabhat University by using the focus group discussion. The result showed that the university must; provide education by using community-based approach use the research for develop the community be a community learning center, apply arts to life and produce teachers’ awareness to the community. Keywords - organizational culture, quality of local universities, Rajabhat University

Client-oriented organizational culture as a vector of transformation of Higher school

2016 ◽  
Vol 11 (4) ◽  
pp. 12-17
Author(s):  
Демененко ◽  
Inna Demenenko ◽  
Данакин ◽  
Nikolay Danakin ◽  
Шавырина ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Educational Environment ◽  
Cultural Environment ◽  
Internal Customers ◽  
The University

In the article the role of organizational culture as a customer-oriented trajectory of management at university is considered. The authors analyze the main clients of the educational environment on the basis of which the model of customer-oriented organizational culture of the university is proposed, reflecting the structural platform of organizational culture, the integration of internal and external customers in the socio-cultural environment of the university, as well as sequential communications and transformations of external customers in the internal customers.

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