PATH ANALYSIS ORGANIZATIONAL COMMITMENT AND MICRO CULTURE AGAINST LEADERSHIP LECTURER IN HIGHER EDUCATION

Abstract This study aims to examine organizational commitment and micro culture towards lecturer leadership. Population in this research is all lecturer at State University of Gorontalo, obtained by sampel counted 62 people by using random sampling technique. Data collection techniques used are, tests, questionnaires and documents. Data analysis technique used is inferential analysis. Test of normality of regression data, test of regression coefficient significance, linearity test of regression equation, and hypothesis test using path analysis. The results showed that: (1) there is a direct influence of organizational commitment from the calculation of coefficient value of path X1 to Y obtained value = 0.615. Based on the results of the calculation of the significance of the path coefficient obtained tcount = 8.023 and ttable = 2.001 at the level of significance a = 0.05 with degrees of freedom (db) = 59. Because the value of tcount = 8.023> ttable = 2,001 it is concluded that the coefficient of path X1 to Y is significant; (2) there is direct influence of campus micro culture from calculation of coefficient value of path X2 to Y obtained value = 0,363. Based on the results of the calculation of the significance of the path coefficient obtained tcount = 4.759 and ttable = 2.001 at the level of significance a = 0.05 with degrees of freedom (db) = 59. Because the value of tcount = 4.759> ttable = 2,001 it is concluded that the coefficient of path X2 to Y is significant; (3) there is direct influence of organizational commitment to micro culture from result of calculation of coefficient value of path X1 to X2 obtained value = 0,753. Based on the calculation of significance test the path coefficient obtained tcount = 8.852 and ttable = 2,000 at the level of significance a = 0.05 with degrees of freedom (db) = 60. Because the value of tcount = 8.852> ttable = 2,000 it is concluded that the coefficient of path X1 to X2 is significant. Thus, the lecturer's leadership can be improved through organizational commitment and campus micro culture so that lecturers continue to improve their performance. Keywords: Organizational Commitment, Micro Culture, and Leadership Abstrak Studi ini ditujukan untuk mengkaji komitmen organisasi dan budaya mikro terhadap kepemimpinan dosen. Populasi dari penelitian ini adalah semua dosen Universitas Negeri Gorontalo dengan sampel sebanyak 62 yang ditentukan secara acak. Data penelitian dikumpulkan melalui tes, kuesioner, dan dokumen. Data dianalisis secara inferensial menyakup tes normalitas regresi, tes signifkansi koefisien regresi, tes linearitas dan ekuasi regresi, dan analisis jalur untuk pengujian hipotesis. Hasil penelitian menunjukkan: (1) terdapat hubungan langsung antara komitmen organisasi berdasar perhitungan koefisien analisis jalur X1 terhadap Y dengan nilai 0,615. Hasil perhitungan signifikansi analisis jalur didapatkan t-hitung 8,023 dan t-tabel 2,001 pada tingkat signifikansi 0,05 dengan derajat kebebasan 59. Karena t-hitung > t-tabel, disimpulkan bahwa koefisiensi jalur X1 terhadap Y adalah signifikan; (2) terdapat hubungan langsung antara budaya mikro kampus berdasar perhitungan nilai koefisien jalur X2 terhadap Y sebesar 0,363. Hasil perhitungan signifikansi koefisien analisis jalur didapatkan t-hitung 4,759 dan t-tabel 2,001 pada tingkat signifikansi 0,05 dengan derajat kebebasan 59. Karena t-hitung > t-tabel, disimpulkan bahwa koefisiensi jalur X2 terhadap Y adalah signifikan; (3) terdapat hubungan langsung antara komitmen organisasi terhadap budaya mikro berdasar perhitungan nilai koefisien jalur X1 terhadap X2 sebesar 0,753. Hasil perhitungan signifikansi koefisien analisis jalur didapatkan t-hitung 8,852 dan t-tabel 2,000 pada tingkat signifikansi 0,05 dengan derajat kebebasan 60. Karena t-hitung > t-tabel, disimpulkan bahwa koefisiensi jalur X1 terhadap X2 adalah signifikan. Dengan demikian, kepemimpinan dosen dapat ditingkatkan melalui komitmen organisasi dan budaya mikro kampus sehingga para dosen dapat terus meningkatkan kinerja mereka. Kata kunci: komitmen organisasi, budaya mikro, dan kepemimpinan

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THE EFFECT OF PERSONALITY, WORK STRESS AND DECISION MAKING TO ORGANIZATIONAL COMMITMENT AT LIMITED COMPANY OF BHUMYAMCA SEKAWAN IN SOUTH JAKARTA

IJHCM (International Journal of Human Capital Management) ◽

10.21009/ijhcm.02.01.05 ◽

2018 ◽

Vol 2 (1) ◽

pp. 48-56

Author(s):

TUTY SARIWULAN

Keyword(s):

Decision Making ◽

Organizational Commitment ◽

Path Analysis ◽

Work Stress ◽

Hypothesis Test ◽

Survey Methods ◽

Sampling Technique ◽

Positive Influence ◽

Path Coefficient ◽

Limited Company

This title of this research is the influence of employees personality, work stress dan decision making to organizational commitment at Limited Company of Bhumyamca Sekawan in South Jakarta.This study used quantitative approach with survey methods and path analysis technique. The amount of population is 213 employees and using random sampling technique, so the total of sample is 70 employees calculated by slovin formulation Data that used in this research is quantitative data with path analysis methods to find out the path coefficient score. Based on the calculation and hypothesis test, can be concluded as these results: (1) personality has direct positive influence to decision making; (2) work stress has direct positive influence to decision making; (3) personality has direct positive influence to organizational commitment; (4) work stress has direct positive influence to organizational commitment; (5) decision making has direct positive influence to organizational commitment. Keywords: personality, work stress, decision making and organizational commitment

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PENGARUH MOTIVASI, KEDISIPLINAN, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA, KOMITMEN ORGANISASI SERTA KINERJA PEGAWAI (STUDI DI DINAS PERDAGANGAN TENAGA KERJA KOPERASI USAHA KECIL DAN MENENGAH KABUPATEN KARANGANYAR)

EXCELLENT ◽

10.36587/exc.v5i1.282 ◽

2018 ◽

Vol 5 (1) ◽

pp. 66-83

Author(s):

Eny Widyastuti

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Path Analysis ◽

Significant Influence ◽

Indirect Effect ◽

Employee Performance ◽

Hypothesis Test ◽

Direct Influence ◽

Linearity Test

The purpose of this study was to find out empirically influences of motivation, discipline, leadership, organizational culture to job satisfaction and organizational commitment, and influences of motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The technique of sampling that used in this study was sampling method.The sample that used in this research was 51 respondents. The data collecting technique used observation and questionnaire. The data analytical technique used instrument research test such as validity and reliability tests; linearity test; hypothesis test such as path analysis, t test, F test, coefficient determination and coefficient correlation tests. The instrument test result showed that all of instruments were valid and reliable. The hypothesis result of this study showed that: Motivation had positive and significant influence on job satisfaction, while discipline, leadership and organizational culture had positive but insignificant influence on job satisfaction. Motivation and organizational culture had positive and significant influence on organizational commitment, while leadership had positive but insignificant influence on organizational commitment, and discipline had negative but insignificant influence on organizational commitment. Motivation, leadership, organizational culture and job satisfaction had positive and significant influence on performance, while discipline and organizational commitment had positive but insignificant influence on performance. Motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment simultaneously are significant influence to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The result of path analysis showed that the direct influence of motivation to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of discipline to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of leadership to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of organizational culture to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. Job satisfaction as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. Organizational commitment as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. The direct influence of leadership to performance was the most dominant path which affected performance. The total effect of leadership to performance through job satisfaction was the most dominant total influence that affected performance.Keywords: Motivation, discipline, leadership, organizational culture, job satisfaction, organizational commitment and performance.

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THE EFFECT OF PERSONALITY, WORK STRESS AND DECISION MAKING TO ORGANIZATIONAL COMMITMENT AT LIMITED COMPANY OF BHUMYAMCA SEKAWAN IN SOUTH JAKARTA

IJHCM (International Journal of Human Capital Management) ◽

10.21009/ijhcm.021.07 ◽

2018 ◽

Vol 2 (1) ◽

pp. 48-56

Author(s):

TUTY SARIWULAN

Keyword(s):

Decision Making ◽

Organizational Commitment ◽

Path Analysis ◽

Work Stress ◽

Hypothesis Test ◽

Survey Methods ◽

Sampling Technique ◽

Positive Influence ◽

Path Coefficient ◽

Limited Company

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PENGARUH PELATIHAN DAN PENGEMBANGAN KARYAWAN TERHADAP KOMPETENSI KARYAWAN PADA PDAM TIRTANADI PROVINSI SUMATERA UTARA

Jurnal PLANS : Penelitian Ilmu Manajemen dan Bisnis ◽

10.24114/plans.v13i1.9811 ◽

2018 ◽

Vol 13 (1) ◽

Author(s):

Abdurrahim Abdurrahim ◽

Aprinawati Aprinawati

Keyword(s):

Path Analysis ◽

Hypothesis Test ◽

Descriptive Analysis ◽

Employee Training ◽

Employee Development ◽

Path Coefficient ◽

Significance Level ◽

Correlational Method ◽

Level Of Significance ◽

Employee Competencies

Issues raised in this study is whether there is an effect of employee training on the development of employees, effect of employee training on the competence of employees, the development of employees on the competence of employees at PDAM Tirtanadi North Sumatra either simultaneously or partial. The method used in this study is a correlational method with path analysis that aims to measure the relationship between variables. The total population in this research is 209 employees and sample taken as many as 65 employees. Samples were taken using Arikunto formula. Data analysis techniques are descriptive analysis and inferential statistical analysis. After the data were analyzed with SPSS 22.0, the path analysis obtained by the equation: X2 = 0.380 x1+ 0.925 ε1; X3 = 0,296X1 + 0,393X2 +0,818 ε2. Hypothesis test shows the results of path coefficient effect of employee training on the development of employees amounted to 0.380 with tcount of 3.258 at a significance level of 0.002, the effect of employee training on the competence of employees amounted to 0,296 with tcount of 2.639 at a significance level of 0.011, influence the development of employee competencies of employees amounted to 0.393 With a value of t count of 3.502 at the level of significance of 0.001. Thus this hypothesis is accepted that there are pengaru employee training to employee development, there are significant employee training on employee competencies and there is the influence employees' competence development of employees. Keywords: Employee Training, Employee Development, Employee Competency

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PENGARUH KOMPENSASI, STRES KERJA, DAN KOMUNIKASI TERHADAP KINERJA KARYAWAN PT BANK RAKYAT INDONESIA CABANG PUWOKERTO

Media Ekonomi ◽

10.30595/medek.v16i2.1752 ◽

2016 ◽

Vol 16 (2) ◽

pp. 220

Author(s):

Lynawati Lynawati

Keyword(s):

Path Analysis ◽

Work Stress ◽

Significant Influence ◽

Research Method ◽

Hypothesis Test ◽

Sampling Technique ◽

T Test ◽

F Test ◽

Communication Performance ◽

Level Of Significance

This research aimed to know the influence of compensation, work stress, and communication towards employees performance and which variable among compensation, work stress, and communication have biggest influence towards employees performance. The hypothesis proposed is : 1) Compensation, work stress, and communication have significant influence towards employees performance of BRI Purwokerto Branch. 2) Compensation has biggest influence towards employees performance of BRI Purwokerto Branch compared by work stress and communication. This research was conducted at BRI Purwokerto Branch with the target is employees at its bank. Research method used survey. Data collecting method used questionnare, observation and documentation. Sampling technique used total sampling. Data analyzed method used path analysis. The first hypothesis test used F-test and t-test, while second hypothesis test used proportionate influence. Results of research showed that compensation, work stress, and communication both of partially and simultantly, have significant influence towards employees performance. It was proved by value of F-test and t-test bigger than F-table and t-table in level of significance 95%. Based from the result, so the first hypothesis was accepted. Compensation have biggest influence towards employees performance compared by work stress and communication. It was proved by value of proportionate influence is on variable of compensation. Based from that result, so the second hypothesis was accepted. Keywords: Compensation, Work stress, Communication, Performance

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PENGARUH KEPUASAN KERJA TERHADAP KUALITAS LAYANAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI PADA SOPIR PT. LOMBOK TAKSI

JMM UNRAM - MASTER OF MANAGEMENT JOURNAL ◽

10.29303/jmm.v8i2.439 ◽

2019 ◽

Vol 8 (2) ◽

Author(s):

Eko Setia Budi ◽

Surati Surati ◽

Sri Wahyulina

Keyword(s):

Organizational Commitment ◽

Service Quality ◽

Path Analysis ◽

Random Sampling ◽

Hypothesis Test ◽

Work Satisfaction ◽

Sampling Technique ◽

Taxi Service ◽

Program Version

The growth of online taxi service recently becomes the threats for PT Lombok Taksi to still survive against the competition in the business this research is aimed at analyzing the significant effect of work satisfaction on the service quality of drivers of PT Lombok Taksi, at analyzing the significant effect of work satisfaction on organizational commitment, at analyzing the significant effect of organizational commitment on service quality of drivers PT Lombok Taksi. This research is associative-causal the population is all 532 drivers of Lombok Taksi from which 84 samples (rounded to 100) were selected as respondents by applying the Slovin formula. The samples were selected through propotional random sampling technique. The hypothesis test was conducted using path analysis using SPSS program version 16.00 for windows.Keywords : work satisfaction, organizational commitment, service quality.

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The Influence of Learning Leadership, Educational Administration Knowledge, Job Satisfaction and Work Motivation on Organizational Commitment of the Head of the Early Childhood Education (ECE) Units in Medan City

International Journal of Science, Technology & Management ◽

10.46729/ijstm.v2i6.380 ◽

2021 ◽

Vol 2 (6) ◽

pp. 2041-2052

Author(s):

Kristianus Mote ◽

Benyamin Situmorang ◽

Darwin

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Educational Administration ◽

Work Motivation ◽

Sampling Technique ◽

Education Administration ◽

Endogenous Variable ◽

Path Coefficient ◽

Direct Influence ◽

Exogenous Variables

The purpose of this study is (1) to find a model of organizational commitment of the head of the ECE unit which is built based on an associative causal relationship between exogenous variables with an endogenous variable. (2) to test and find direct and indirect effects between exogenous variables with an endogenous variable. This study used a quantitative method with a survey approach. The population was 750 people, and the samples were 238 people. They were collected using a purposive sampling technique based on the sample provisions by Isaac and Michael. Data were collected using questionnaires in the form of a Likert Scale technique with a Merriam technique test instrument. The data were processed using a Path Analysis. The results of the analysis show that (1) the direct influence of learning leadership on the organizational commitment of the head of the ECE units with a path coefficient of 0,119. (2) the direct influence of education administration knowledge on the organizational commitment of the head of the ECE units with a path coefficient of 0,406. (3) the direct influence of job satisfaction on the organizational commitment of the head of the ECE units with a path coefficient of 0,369. (4) the direct influence of work motivation on the organizational commitment of the head of the ECE units with a path coefficient of 0,175. The conclusion is that the organizational commitment model of the head of the ECE units in Medan City has been tested fit with proportional direct and indirect, spurious and unanalyzed effects with a dominant proportional influence that is (1) education administration knowledge of 26,42. (2) job satisfaction of 13,60%. (3) work motivation of 03,06%. (4) learning leadership is 01,41%. The suggestion is that if you want to increase the organizational commitment of the head of the ECE units, it is necessary to first increase the knowledge of educational administration and then be followed by job satisfaction, work motivation and learning leadership.

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PENGARUH KEPUASAN KERJA TERHADAP KUALITAS LAYANAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI PADA SOPIR PT. LOMBOK TAKSI

JMM UNRAM - MASTER OF MANAGEMENT JOURNAL ◽

10.29303/jmm.v7i2.327 ◽

2018 ◽

Vol 7 (2) ◽

Author(s):

Eko Setia Budi ◽

Surati Surati ◽

Sri Wahyulina

Keyword(s):

Organizational Commitment ◽

Service Quality ◽

Path Analysis ◽

Random Sampling ◽

Hypothesis Test ◽

Work Satisfaction ◽

Sampling Technique ◽

Taxi Service ◽

Program Version

The growth of online taxi service recently becomes the threats for PT Lombok Taksi to still survive against the competition in the business this research is aimed at analyzing the significant effect of work satisfaction on the service quality of drivers of PT Lombok Taksi, at analyzing the significant effect of work satisfaction on organizational commitment, at analyzing the significant effect of organizational commitment on service quality of drivers PT Lombok Taksi. This research is associative-causal the population is all 532 drivers of Lombok Taksi from which 84 samples (rounded to 100) were selected as respondents by applying the Slovin formula. The samples were selected through propotional random sampling technique. The hypothesis test was conducted using path analysis using SPSS program version 16.00 for windows.work satisfaction, organizational commitment, service quality.

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The Effect of Organizational Culture, Job Satisfaction and Achievement Motivation on Teacher Work Commitments in Junior High School of Teladan Timur in Medan

International Journal of Scientific Research in Science Engineering and Technology ◽

10.32628/ijsrset21841121 ◽

2018 ◽

pp. 196-209

Author(s):

Rosmay Indah Sinaga ◽

Paningkat Siburian ◽

Wildansyah Lubis

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Path Analysis ◽

Achievement Motivation ◽

Direct Effect ◽

Research Method ◽

Path Coefficient ◽

Direct Influence ◽

Positive Direct

This study aims to describe and know: (1) the influence of organizational culture on job satisfaction; (2) the influence of organizational culture on achievement motivation; (3) the influence of organizational culture to organizational commitment; (4) the influence of job satisfaction to organizational commitment; and (5) the influence of achievement motivation to the organizational commitment of SMP Negeri Teladan Timur subdistrict and City of Medan. The research method used is survey method that is exploratory. The research method used is quantitative method with path analysis model. The number of respondents as many as 143 people taken with Random Proportional Sampling. Research instrument in the form of questionnaire, is data analysis through path analysis and previously there is data normality test with Kolmogrof-Smirnov Test (Z), linearity test and regression significance with Variance Analysis at significance level α equal to 0,05. The results of this study were found: (1) there was a positive direct effect of organizational culture on job satisfaction with path coefficient ρ21 = 0,83, with influence of 69%; (2) there is a direct positive influence of organizational culture on achievement motivation with path coefficient ρ31 = 0,79 with influence of 62%; (3) there is a positive direct influence of organizational culture on organizational commitment with path coefficient ρ41 = 0,27 with influence 7%; (4) there is a positive direct effect of job satisfaction on organizational commitment with path coefficient ρ42 = 0,43 with its influence equal to 18%; (5) there is a positive direct influence of achievement motivation toward organizational commitment with path coefficient ρ43 = 0,24 with influence 5,8%. The higher the influence of organizational culture, job satisfaction, and achievement motivation of teachers, the higher also in affecting the commitment of teacher organization SMP Negeri Teladan Timur subdistrict Medan City

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THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK COMPETENCE AND COMPENSATION TOWARDS THE PERFORMANCE OF THE HEAD OF MADRASAH TSANAWIYAH IN DELI SERDANG DISTRICT

Dharmawangsa: International Journal of the Social Sciences, Education and Humanitis ◽

10.46576/ijsseh.v1i3.837 ◽

2020 ◽

Vol 1 (3) ◽

pp. 27-50

Author(s):

Amiruddin Amiruddin ◽

Benyamin Situmorang ◽

Zainuddin Zainuddin

Keyword(s):

Organizational Culture ◽

Path Analysis ◽

Direct Effect ◽

Total Sample ◽

Significance Test ◽

Research Data ◽

Path Coefficient ◽

Workers Compensation ◽

Direct Influence ◽

Normality Test

This study aims to address the problems of the eleven hypotheses proposed, which include 1) the direct influence of organizational culture on compensation, 2) the direct effect of work competence on compensation, 3) the direct influence of organizational culture on the performance of the madrasa head, 4) the direct effect of work competence on performance madrasah head, 5) direct effect of compensation on madrasa head performance. The population of this study was the Head of Madrasas as many as 133 people with a total sample of 103 people taken using the Krejcie and Morgan tables. The research instrument was a questionnaire with a Likert scale and tests. The research data is processed and analyzed by path analysis path analysis. This path analysis begins by testing the analysis requirements including the normality test through the Lilifors formula, and the linearity and regression significance test. The results of the analysis show there is a direct influence of organizational culture on compensation with a path coefficient of 0.285, a direct effect of work competence on compensation with a path coefficient of 0.286, Likewise, there is a direct effect of organizational culture on the performance of madrasah heads with a path coefficient of 0.216, there is a direct influence of work competence on the performance of madrasa head with a path coefficient of 0.171, there is a direct effect of workers compensation on the performance of the madrasa head with a path coefficient of 0.178. This study aims to address the problems of the eleven hypotheses proposed, which include 1) the direct influence of organizational culture on compensation, 2) the direct effect of work competence on compensation, 3) the direct influence of organizational culture on the performance of the madrasa head, 4) the direct effect of work competence on the headmaster's performance, 5) the direct effect of compensation on the headmaster's performance. The population of this study was the Head of Madrasas as many as 133 people with a total sample of 103 people taken using the Krejcie and Morgan tables. The research instrument was a questionnaire with a Likert scale and tests. The research data is processed and analyzed by path analysis. This path analysis begins by testing the analysis requirements including the normality test through the Lilifors formula, and the linearity and significance test of regression. The results of the analysis show there is a direct influence of organizational culture on compensation with a path coefficient of 0.285, a direct effect of work competence on compensation with a path coefficient of 0.286, Likewise, there is a direct effect of organizational culture on the performance of madrasas head with a path coefficient of 0.216, there is a direct influence of work competence on the performance of madrasa head with a path coefficient of 0.171, there is a direct effect of workers compensation on the performance of the madrasa head with a path coefficient of 0.178.

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