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 Pengaruh Budaya Organisasi, Motivasi Kerja Dan Gaya Kepemimpinan Transformasional Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Di Mining Support Division PT Kaltim Prima Coal

2021 ◽  
Vol 10 (1) ◽  
pp. 62
Author(s):  
Ardityas Gema Sasongko ◽  
Hairudinor Hairudinor ◽  
Muhammad Riduansyah Syafari
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Leadership Motivation ◽  
Job Motivation ◽  
Transformational Leadership Style ◽  
Descriptive Statistical Analysis

The Influence of Organizational Culture, Work Motivation and Transformational Leadership Styles on Employee Performance With Job Satisfaction as an Intervening Variable in the Mining Support Division of PT Kaltim Prima Coal.This study aims to test the influence of organizational culture (X1), work motivation (X2) and transformational leadership style (X3) on employee performance (Y2) through job satisfaction (Y1) in the Mining Support Division of PT Kaltim Prima Coal. This study took a sample of 62 respondent. While the data analysis techniques used are descriptive statistical analysis and path analysis.The results show the influence of organizational culture on positive but insignificant job satisfaction, the influence of transfomasional leadership motivation and style on positive and significant job satisfaction; the influence of organizational culture on employee performance is insignificant and positive; the influence of motivation and transformational leadership style on employee performance is significant and positive; and the effect of job satisfaction on employee performance is significant and positive.Keywords: Job Motivation, Work Discipline, Organizational Culture, Employee Performance

scholarly journals Kepemimpinan Transformational, Keterlibatan Kerja, Motivasi Kerja, dan Kepuasan Kerja Mempengaruhi Kinerja Karyawan

2021 ◽  
Vol 4 (1) ◽  
pp. 71-77
Author(s):  
Ayu Giyanisa
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Work Engagement ◽  
Structural Equation ◽  
Performance Enhancement ◽  
Work Motivation ◽  
Employee Performance ◽  
Direct Influence ◽  
The Public ◽  
Public Company

This study aimed to know the relationship between transformational leadership, work engagement and work motivation against job satisfaction to enhance the employee performance in one of the public company. The methodology used was Structural Equation Modelling (SEM) by giving questionnaires to 330 operational employee of public company in Indonesia as a research sample. The results showed that transformational leadership did not have direct influence toward job satisfaction. While, work engagement and work motivation had direct influence toward and could enhance the job satisfaction. Moreover, transformational leadership had direct influence against employee performance. Work motivation did not have any direct influence on employee performance, and job satisfaction had influence on the employee performance enhancement. Therefore, it can be concluded that job satisfaction was influenced by work motivation and work engagement, whereas employee performance was influenced by transformational leadership and job satisfaction. Keywords: Transformational Leadership, Work Motivation, Work Engagement, Job Satisfaction, Employee Performance.

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).

PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA PEGAWAI RUMAH SAKIT BHAYANGKARA PADANG

2020 ◽  
Author(s):  
Habibah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Validity Test ◽  
Instrument Validity ◽  
Independent Variable ◽  
Inferential Analysis ◽  
Coefficient Of Regression

The purpose of this study are: 1) To explain the presence or absence of influence of leadership style, organizational culture and job satisfaction on employee performance at Bhayangkara Padang Hospital. and 2) Measuring the magnitude of influence of leadership style, organizational culture and job satisfaction on employee performance at Bhayangkara Padang Hospital. The samples used in this study were 85 respondents by using saturated sampling. This research is an explanatory research. Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count> R-table item declared valid. Based on the instrument validity test the influence of leadership style, organizational culture and job satisfaction on the performance of employees known all items declared valid and reliable. The Leadership Regression Coefficient (X1) of 0.608, marked as positive indicates Leadership (X1) influences the direction of Performance (Y), which means that each increase of 1 unit of Leadership (X1) will cause the effect on Performance (Y) of 0.608 The coefficient of regression of Organizational Culture (X2) equal to 0,127, marked positive indicate Organizational Culture (X2) have influence on Performance (Y), meaning every increase of 1 unit of Organizational Culture variable (X2) will cause influence to Performance equal to 0,127 The coefficient of regression of Job Satisfaction (X3) is 0,305, marked as pos itive indicating Job Satisfaction (X3) influential in the direction of Performance (Y), which mean every increase of 1 unit of Job Satisfaction variable (X3) Leadership independent variable (X1) has a significant effect on Performance (Y), Organizational Culture (X2) has a significant effect on Performance (Y), Job Satisfaction variable (X3) has significant effect on Performance (Y). The First Hypothesis (H1), Second Hypothesis (H2) and Third Hypothesis (H3) are proven and accepted.

scholarly journals Transformational Leadership and Organizational Culture at The Institute for Islam Studies Jember

2020 ◽  
Vol 2 (1) ◽  
pp. 31
Author(s):  
Risqina Risqina ◽  
Selfi Budi Helpiastuti ◽  
Sasongko Sasongko
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Research Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Field Research ◽  
Transformative Leadership ◽  
Shared Vision ◽  
Transformation Process ◽  
Transformational Leaders

This study examines transformative leadership and organizational culture implemented in tertiary institutions. Transformational leaders have an impact on the effectiveness of organizational culture. This paper is based on the study of leadership theory, references about the culture of knowledge organizations, which integrate concepts and facts in the field. Of course the transformation process has an impact on organizational culture including students. Not only does it change the work rhythm that is demanded to be bigger, but more students being taken care of are also more complicated. This reality ultimately also has an impact on habits including good employee performance due to the reduced number of present workforce recruited. The purpose of this study is to examine and discuss the characteristics of transformational leadership and organizational culture at Islamic Institute of Religion Jember. This type of research is field research. The research method used is a qualitative research method. While the data collection methods used are interviews, observation and documentation. The validity test of the data used is triangulation, confirmation of reliability, transferability and dependability. While the analysis of the data used is an interactive analysis of Miles Huberman. The results of the conclusions in this study indicate that Transformational Leadership is built by three factors, namely Inspirational in shaping vision and ideas, visionary in articulating vision & mission and intellectual support to achieve targets and goals. Transformational leadership provides a change in work support and team performance. Strong leadership in providing work motivation, stimulating concepts or ideas to group or individual employees can produce harmony in achieving a shared vision, team commitment, work culture and minimal conflict. Transformative leadership needs to improve communication in building a positive organizational culture because communication of leadership and work increases the culture of teamwork, cohesion and conflict. Keywords: Transformational leaders, organizational culture and employee performance

scholarly journals Pengaruh Lingkungan Kerja dan Motivasi Terhadap Kepuasan Kerja dan Dampaknya Terhadap Kinerja Pegawai pada Kantor Pertanahan Kabupaten Merangin Provinsi Jambi

2019 ◽  
Vol 4 (1) ◽  
pp. 142
Author(s):  
Kartono Agustiyanto ◽  
Tety Asnawi ◽  
Susilawati Susilawati
Keyword(s):  
Job Satisfaction ◽  
Hypothesis Testing ◽  
Work Environment ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Working Environment ◽  
Analysis Method ◽  
Independent Variable

The purpose of this research are to knowing, analyze, and reviewing the influence of work environment and motivation on job satisfaction and impact on employee performance at Land Office, Regency of Merangin, Jambi Province. The analysis method used are descriptive analysis and verification analysis. Descriptive analysis is used to reveal the facts of the object that have been research. While verification analysis is used to test and measure the influence of independent variable X1 (Work Environment) and X2 (Motivation) to the dependent variable Z (Performance) with intervening variable Y (Job Satisfaction).      The result of this research and hypothesis testing that have been conducted got the result that : 1) Effect of work environment on job satisfaction directly and indirectly is 9,001%; 2) The influence of motivation on job satisfaction directly and indirectly is 69,739%; 3) Effect of work environment and joint motivation to job satisfaction is 78,740%; 4) The effect of working environment on the performance directly and indirectly is -1,945 %; 5) The influence of motivation on performance directly and indirectly is 15,639%; 6) The influence of working environment and joint motivation on performamce is 13,693%; 7) The effect of job satisfaction on performance is 15,682%; 8) The influence of working environment and joint motivation on performance through job satisfaction is 14,009%.

scholarly journals Pengaruh Kepemimpinan, Motivasi Kerja, dan Kepuasan Kerja Terhadap Kinerja Personil Polisi Bidokkes Polda Kalimantan Selatan

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Supriadi Noor ◽  
Titien Agustina
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Work Motivation ◽  
Employee Performance ◽  
The South ◽  
Additional Information ◽  
Leadership Motivation ◽  
Analysis Technique ◽  
Dependent Variables ◽  
Independent Variable

The purpose of this study is to analyze the influence of motivational leadership and job satisfaction on the performance of South Kalimantan Police Biddokes personnel. The benefits obtained from this study are providing input or additional information that is meaningful to organizations, companies and further research on leadership, motivation, and job satisfaction with employee performance as a reference for further research.This research variable consists of indentpent variables and dependent variables. The independent variable consists of leadership, motivation and job satisfaction. Whereas the dependent variable consists of employee performance. The analysis technique used is multiple regression (multiple regression) with the help of SPSS 20.0 software.The results of the Leadership, Work Motivation, and Job Satisfaction research of the South Kalimantan Police of Biddokkes went well. Leadership, work motivation, and job satisfaction have a partial effect on the performance of the South Kalimantan Regional Police Biddokkes. Leadership, work motivation, and job satisfaction simultaneously influence the performance of the South Kalimantan Police Biddokkes. Leadership has a dominant effect on the performance of the South Kalimantan Regional Police Biddokkes compared to work motivation and job satisfaction.

Influence of organizational culture and leadership style on employee satisfaction, commitment and motivation in the educational sector in Qatar

2017 ◽  
Vol 12 (2) ◽  
pp. 163-188 ◽  
Author(s):  
Maryam Al-Sada ◽  
Bader Al-Esmael ◽  
Mohd. Nishat Faisal
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Education Sector ◽  
Content Type ◽  
Supportive Culture

Purpose The purpose of this paper is to explore the influence of organizational culture and leadership style on employees’ job satisfaction, organizational commitment and work motivation in the educational sector in the state of Qatar. Design/methodology/approach The study was conducted using a questionnaire with a sample size of 364 employees in the educational sector in Qatar. Data were analyzed using factor analysis, Pearson correlation and multiple linear regression, were employed to examine the relationships between the variables under investigation. Findings Significant positive relationships were observed between supportive culture and job satisfaction; supportive culture and organizational commitment; participative-supportive leadership and job satisfaction; directive leadership and job satisfaction; job satisfaction and work motivation; job satisfaction and organizational commitment. Practical implications This paper would help managers and policy-makers in the education sector to develop a better understanding of organizational culture and leadership styles and their influence on employee satisfaction, commitment and motivation. Originality/value The education sector is experiencing a fast growth in Qatar due to significant outlays by the government. This study is among the first in the country to understand the variables affecting employees’ performance in education sector.

scholarly journals INFLUENCE OF ORGANIZATIONAL CULTURE, SELF-EFFICACY, WORK MOTIVATION AND JOB SATISFACTION ON THE PERFORMANCE OF UMN AL-WASHLIYAH LECTURERS IN MEDAN

2020 ◽  
Vol 1 (2) ◽  
pp. 113-127
Author(s):  
Samsul Bahri ◽  
Benyamin Situmorang ◽  
Edidon Hutasuhut
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Self Efficacy ◽  
Random Sampling ◽  
Work Motivation ◽  
Path Coefficient ◽  
Direct Influence ◽  
Research Technique

This study aims to answer several hypotheses about the direct influence of organizational culture, self-efficacy, work motivation, and job satisfaction on work motivation, job satisfaction, and lecturer performance. The research technique used proportional random sampling to a sample of 152 of 246 lecturers UMN Al-Washliyah Medan, with research instruments using questionnaires with the scale Likert. Then the data is processed and analyzed with path analysis, thus producing an analysis with a coefficient of path 0.30 on the direct influence of organizational culture on work motivation, path coefficient 0.43 on the direct influence of self-efficacy on work motivation, path coefficient 0.47 on the direct influence of organizational culture on job satisfaction, coefficient of path 0.28 on the direct influence of self-efficacy on job satisfaction, path coefficient 0.22 on the direct influence of organizational culture on performance, the coefficient of line 0.15 on the direct influence of self-efficacy on lecturer performance, the coefficient of line 0.23 on the direct influence of work motivation on lecturer performance, and the coefficient of path 0.28 on the direct influence of job satisfaction on lecturer performance. From the results of the analysis, to improve the performance of lecturers need to be made various efforts, among others, by improving organizational culture, self-efficacy, work motivation, and job satisfaction.

scholarly journals Determination of Work Motivation, Organizational Culture and Transformational Leadership in Improving Innovativeness of a Regional Government Employees

2021 ◽  
pp. 11-21
Author(s):  
Apid Junaedi ◽  
Widodo Sunaryo ◽  
Didik Notosudjono
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Work Motivation ◽  
Good Governance ◽  
Regional Government ◽  
Analysis Method ◽  
Government Employees ◽  
Intermediate Variable ◽  
Bureaucratic Reform

This research is motivated by the idea that increasing the innovativeness of local government employees is needed to be able to produce innovations in governance and services to the community in the context of bureaucratic reform to realize good governance. The purpose of this study was to find the influence of organizational culture and transformational leadership on the improvement of employee innovation in a regional government, using the path analysis method with work motivation as an intermediate variable. The sample in this study was153 echelon IV employees / supervisory officers.The results found the fact that organizational culture and transformational leadership have an indirect influence on employee innovation through work motivation. Keywords: Employee innovation, organizational culture,transformational leadership, work motivation.

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