scholarly journals PENGARUH VARIABEL BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA DAN KINERJA PERUSAHAAN DAERAH AIR MINUM (PDAM) WILAYAH JAWA-BALI

2010 ◽  
Vol 6 (2) ◽  
Author(s):  
Agus Utomo
Keyword(s):  
Job Satisfaction ◽  
Corporate Culture ◽  
Corporate Performance ◽  
Organizational Level ◽  
Director General ◽  
And Performance ◽  
Technical Director ◽  
Outcome Orientation ◽  
Team Orientation ◽  
Attention To Detail

This research is done of PDAM Java-Bali region, concerning to the title of the Influence Analysis of culture toward job satisfaction and corporate performance.The amount if samples in this research is about 324 Directors of PDAM Java-Bali Area, by its analysis unit on the organizational level of PDAM cover the 3 directors : Prime director, General Director and Technical director of 114 offices of PDAM. Data is collected by using media questionnaire. Technique of Analysis used in this research is based on structured Equation Modelling by using AMOS 6th version software.The result shows the findings of : The Organization values have positive and significant influences toward the job satisfaction; The organization climate has positive and significant influences toward the job satisfaction; The attention to detail has a positive but not significant influence toward the job satisfaction: The outcome orientation has a positive but not significant influences toward the job satisfaction; The team  orientation has negative and non significant influences toward the job satisfaction; The aggressiveness has positive and significant influences toward the job satisfaction; The organization values have positive and significant influences toward the corporate performance The Organization Climate has negative and non significant influences toward the corporate performance; The attention to detail has positive and not significant influences toward the corporate performances.The team orientation has negative and non significant influences toward the corporate performance; the aggressiveness has positive and significant influences toward the corporate performance; job satisfaction has positive and significant influences toward the corporate performance. The result of this research also performs that over the job satisfaction, the organization values, organization climate, and aggressiveness have positive and significant influences toward the corporate performance.These specific findings could be contributed to the development of corporate culture in order to increase the PDAM Job Satisfaction and Performance. It’s, therefore, the time to adopt and more pushing the organization values, organization. Climate and aggressiveness, as they become the corporate culture variables that fully supported to everybody among individual organization and society using the PDAM product.Keywords : Corporate Culture, Job Satisfaction and Corporate Performance.

scholarly journals Pengaruh Inovasi, Budaya Organisasi dan Teamwork Terhadap Kinerja Manajerial Serta Implikasinya Pada Kinerja Bank Perkreditan Rakyat di Provinsi Kalimantan Timur

2013 ◽  
Vol 9 (2) ◽  
Author(s):  
* Rediyono
Keyword(s):  
Corporate Culture ◽  
Balanced Scorecard ◽  
Structural Equation ◽  
Corporate Performance ◽  
Team Work ◽  
Managerial Performance ◽  
East Kalimantan ◽  
Equation Modelling ◽  
Community Banking ◽  
And Performance

Bank Performance were very depend on human resource. In high competition, organization behaviour should be managed to match with internal and external condition. In this context, bank need corporate culture which support effective teamwork and create innovation by hold of management. Management who responsible to manage organization should have competency to transforming opportunities to realize the vision. So, managerial performance have great impact on corporate performance. Many research of corporate performance use single methode to evaluate a performance so it is difficult for us to get a comprehensive profile. The objective of this disertation are to analyse the effects of innovation, corporate culture, teamwork on managerial performance on corporate perfor-mance of commmunity banking in Province of East Kalimantan. The different of this research compare with others, is using Balanced Scorecard model to evaluate corporate performance to get a comprehensive profile and Team work as one of Predicting variable. Total 140 respondents from 14 community banking in Province of East Kalimantan partici-pated in this study. The data were collected using questionnaires and analyzed using Structural Equation Modelling (SEM).Results of this study proved that innovation, corporate culture and teamwork have significant effects on managerial performance. Managerial performance and teamwork also have significant effects on corporate perfor-mance. On the contrary, innovation and corporate culture have insignificant effects on corporate performance in  commmunity banking in Province of East Kalimantan.  The finding of this study is important empirical evidence on the development of organi-zation behaviour theories and practices.Key words: community banking, innovation, corporate culture, teamwork, managerial, and performance.

scholarly journals BUDAYA ORGANISASI PADA PERUSAHAAN DISTRIBUSI DENGAN MODEL BISNIS KONVENSIONAL

2019 ◽  
Vol 10 (1) ◽  
Author(s):  
Lita Oktaviani ◽  
Anissa Lestari Kadiyono
Keyword(s):  
Risk Taking ◽  
Spare Part ◽  
People Orientation ◽  
Outcome Orientation ◽  
Team Orientation ◽  
Attention To Detail

Penelitian ini bertujuan untuk mendapatkan gambaran budaya organisasi di PT. X yang merupakan perusahaan distribusi dan perdagangan spare part kendaraan bermotor dengan konsep bisnis konvensional. Perusahaan dituntut untuk dapat terus bersaing dan mencapai tujuan perusahaan di tengah maraknya bisnis berbasis e-commerce. Tingginya tingkat turnover karyawan membuat perusahaan harus memiliki budaya yang kuat. Budaya organisasi berperan sebagai landasan utama dalam kehidupan suatu organisasi. Pada penelitian ini, budaya perusahaan akan dinilai berdasarkan tujuh dimensi budaya organisasi Robbins (2012), yaitu innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, dan stability. Penentuan sampel menggunakan teknik acak sederhana dengan jumlah sampel sebanyak 30 respondenMetode analisa yang digunakan adalah analisa deskriptif yang tidak dimaksudkan untuk pengujian hipotesis Berdasarkan hasil skoring, PT. X memiliki budaya perusahaan yang kuat. Dimensi yang berpengaruh paling kuat adalah team orientation dan outcome orientation (mean 3,7), sedangkan dimensi dengan skor terendah adalah aggresiveness (mean 3,1).

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA TIM DALAM PENERAPAN PATIENT SAFETY

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Lukman Bima ◽  
Indahwaty Sidin ◽  
Ridwan Amiruddin
Keyword(s):  
Patient Safety ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Chi Square ◽  
Cross Sectional ◽  
Outcome Orientation ◽  
Team Orientation ◽  
Attention To Detail

Budaya organisasi merupakan interaksi yang kompleks atas kinerja sejumlah individu dalam sebuah organisasi.Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi terhadap kinerja tim dalam penerapankeselamatan pasien di Rumah Sakit Ibnu Sina Makassar. Penelitian ini adalah metode penelitian kuantitatifdengan menggunakan desain cross sectional study. Pengumpulan data dengan wawancara menggunakankuesioner. Sampel penelitian adalah semua perawat di Instalasi Rawat Inap RS.Ibnu Sina sebanyak 107 orang.Data dianalisis menggunakan uji Chi-Square dan uji regresi linear berganda untuk melihat pengaruh variabelindependen terhadap variabel dependen. Hasil penelitian menunjukkan bahwa variabel innovation & risk takingberpengaruh signifikan terhadap kinerja tim (p 0.009 < 0.05) dan besar nilai koefisien regresi adalah 0.089(positif). variabel attention to detail tidak berpengaruh signifikan terhadap kinerja tim (p 0.204 > 0.05) dan nilaikoefisien regresi (β) adalah -0.045 (negatif). Variabel outcome orientation berpengaruh signifikan terhadapkinerja tim (p 0.00 < 0.05) dan besar nilai koefisien regresi (β) adalah 0.293 (positif). Variabel peopleorientation berpengaruh signifikan terhadap kinerja tim (p 0.00 < 0.05) dan nilai koefisien regresi (β) adalah0.210 (positif). Variabel team orientation tidak berpengaruh signifikan terhadap kinerja tim (p 0.564 > 0.05) danbesar nilai koefisien regresi (β) adalah 0.031 (positif). Variabel aggressiveness tidak berpengaruh signifikanterhadap kinerja tim (p 0.564 > 0.05) dan besar nilai koefisien regresi (β) adalah 0.031 (positif). Variabelstability berpengaruh signifikan terhadap kinerja tim (p 0.000 < 0.05) dan besar nilai koefisien regresi (β) adalah0.281 (positif).

scholarly journals Mediation of human resource management in the linkage between performance and culture in an emerging economy

2020 ◽  
Vol 18 (3) ◽  
pp. 438-451
Author(s):  
Quang Linh Huynh
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Corporate Performance ◽  
Developing Economies ◽  
Research Findings ◽  
Culture Performance ◽  
And Performance ◽  
Market Cultures

The linkages between corporate culture, corporate performance, and human resource management (HRM) practice have been broadly investigated, but, none of the previous studieshave analyzeda mediation mechanism in the relevant research models. This article aimed to analyze the complicated linkages among corporate culture, performance, and HRM practice. Especially, it aimed to underline the mediation of HRM in the research model. The research data were collected in Vietnam as one of the quickly developing countries, receiving a humble amount of research on that issue. Multiple regression analyses were employed to scrutinize the causal correlation from corporate culture to performance, while the mediating procedures were applied to investigate the mediating mechanism. The research findings reveal that clan, adhocracy, and market cultures likely improve corporate performance, whereas hierarchy culture negatively influences corporate performance. Furthermore, HRM practice was evidenced to partially mediate the effects of clan, market, and hierarchy culture on performance. Nevertheless, it fully mediates the influence of adhocracy culture on performance. This research is one of the first to link HRM practice to the relationship between corporate culture and performance, and then explore HRM mediation. The empirical results could help researchers and business managers in developing economies more deeply understand the complicated links among corporate culture, performance in business, and the mediation of HRM practice to make better decisions on corporate culture and HRM for their enterprises. Ultimately, they can gain better corporate performance.

scholarly journals Current trends of corporate performance reporting tools and methodology design of multifactor measurement of company overall performance

2012 ◽  
Vol 60 (2) ◽  
pp. 85-90 ◽  
Author(s):  
Michal Hodinka ◽  
Michaela Štencl ◽  
Jiří Hřebíček ◽  
Oldřich Trenz
Keyword(s):  
Information System ◽  
Corporate Culture ◽  
Corporate Performance ◽  
Successful Implementation ◽  
Business Rule ◽  
Current Trends ◽  
Performance Reporting ◽  
And Performance ◽  
The Relationship ◽  
A Company

Enterprises normally have a different approach to performance reporting. Performance reporting, and unfortunately reporting globally, at small and middle enterprises are not widely supported or popular. It perceived as something what enterprises must do, not what they like to do. The reason could be because its time consuming for them or it gives not a good (or none) feedback to the enterprises. But there are also some of the enterprises, that have their performance reporting as normal part of the corporate culture and want to have reporting as part of their information system (ideally automated). The first step of successful implementation of the automated performance reporting into the information system is to formalize the business rule from natural language expression. Current trends of corporate performance reporting and performance evaluation, i.e., the measurement of environmental, social, economic and governance performance of a company, and corporate sustainable reporting, are discussed in the paper. The relationship between corporate performance and reporting is an important issue; and the design of modern and advanced methods to identify key performance indicators is discussed here along with the possibility of the utilization of XBRL taxonomy or/and Complex event processing (CEP) techniques and methods.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

A study of factors which influence the job satisfaction of stockpeople on commercial pig farms

1990 ◽  
Vol 1990 ◽  
pp. 95-95
Author(s):  
R C Segundo ◽  
P R English ◽  
G Burgess ◽  
S A Edwards ◽  
O MacPherson ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Reproductive Performance ◽  
Research Work ◽  
Farm Animals ◽  
Considerable Influence ◽  
Pig Farms ◽  
And Performance ◽  
The Uk ◽  
Farm Livestock

The role of stockmanship in relation to the wellbeing of farm animals has been emphasised in the UK Codes of Recommendations for the Welfare of Farm Livestock (MAFF, 1983). Moreover, previous research work has demonstrated important effects of good and bad stockmanship not only on welfare but also on growth, lactational and reproductive performance of pigs and other farm livestock (Hemsworth et al, 1987). There is a need, therefore, to establish the factors which motivate and demotivate stockpeople since the degree of job satisfaction is likely to have a considerable influence on the attitude and performance of stockpeople and on their empathy with the animals in their care. With this objective in mind, a questionnaire was designed to investigate the aspects which could have an influence on the job satisfaction of the stockpeople involved in pig production.

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