scholarly journals Efek Moderasi Budaya Organisasi Untuk Peningkatan Kinerja Karyawan

2021 ◽  
Vol 6 (2) ◽  
pp. 252-262
Author(s):  
Dian Sapitri ◽  
Ranthy Pancasasti
Keyword(s):  
Organizational Culture ◽  
Structural Equation ◽  
Design Methodology ◽  
Manufacturing Industry ◽  
Employee Performance ◽  
Statistical Significance ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Industrial Companies ◽  
Research Findings

Background: Employee performance is the result of one's work in the organization and is important for an organization or company. Several things can affect the performance of an employee, including compensation, work discipline and organizational culture.. Purpose: The purpose of this study is to examine the moderating effect of organizational culture on the effect of compensation and work discipline on employee performance Originality/value: The novelty in this study is that there has been no previous research that discusses the moderating effect of organizational culture on the effect of compensation and work discipline on employee performance in companies engaged in the manufacturing industry ni Banten. Research limitations: The limitation in this study is only to analyze the magnitude of the effect of compensation, work discipline, and organizational culture on employee performance in manufacturing industrial companies in Banten. Design/methodology/approach: The research method is quantitative using a questionnaire with a scale of 1 to 10. The sample used is 5 times the number of indicators, namely 110 respondents to test three (5) predetermined hypotheses. Structural Equation Modeling was used to test the statistical significance of the path coefficients. Findings: The research findings explain that 1) compensation has a positive and significant effect on employee performance. 2) work discipline has no effect on employee performance. 3).organizational culture has a positive and significant influence on employee performance. 4) organizational culture is not a moderating effect of compensation on performance. 5) organizational culture is not a moderator of the influence of work discipline on performance. Keywords: compensation, work discipline, organizational culture, and employee performance

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

KONFLIK DAN KINERJA KARYAWAN

2018 ◽  
Vol 3 (3) ◽  
pp. 431-440
Author(s):  
Santi Retno Sari
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

The purpose of this paper is to examine the relationships to which leadership style (task and relations oriented leadership) moderate the impact of conflict on employee performance. Data were collected from 92 employees in different job levels. Partial least squares variance-based structural equation modeling (PLS-SEM) was used to test the relationship in the models. The results showed that task and relation conflict was associated with employee performance. The research findings also showed that leadership styles moderated the relationship between conflict and employee performance. This study offers implications for managerial practices. Practical implications and suggestions described in the paper Keywords: leadership style, conflict, performance.

scholarly journals Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

2021 ◽  
Vol 23 (1) ◽  
pp. 16-32
Author(s):  
Titi Laras ◽  
Rutha Mathilde Santana ◽  
Bambang Jatmiko ◽  
Tiyas Puji Utami
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Intellectual Capital ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Study Results ◽  
And Performance ◽  
Branch Office

Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

scholarly journals Effect of transformational leadership and organizational culture on employee performance mediated by job motivation

2019 ◽  
Vol 6 (6) ◽  
pp. 118-127
Author(s):  
G. Ngurah Suteja Putra ◽  
I Gusti Ayu Manuati Dewi
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Job Motivation

This study aims to analyze the effect of transformational leadership and organizational culture on employee performance mediated by job motivation. The population in this study included 134 Civil Servants in the Secretariat of the Bali District/City Election Commission with a total sample of 100 people using the proportional random sampling method. Data analysis techniques were performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. Job motivation is able to mediate the relationship between transformational leadership and organizational culture on employee performance partially. The Head of the Secretariat of the KPU of Regency/City in Bali needs to develop a transformational leadership style by providing motivation that inspires subordinates to work better when job motivation increases will be directly proportional to an increase in employee performance. In addition, a strong organizational culture such as information disclosure and participation of all members of the organization in achieving organizational goals can be developed continuously. When job motivation increases, it will encourage employees to improve the quality and timeliness of employees in completing work.

scholarly journals Peran Kepemimpinan Dan Budaya Organisasi Dalam Meningkatkan Kinerja Pegawai Sektor Publik Di Kota

2020 ◽  
Vol 11 (2) ◽  
pp. 131
Author(s):  
Sakinah AS ◽  
Anisah Anisah
Keyword(s):  
Organizational Culture ◽  
Public Sector ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
The Public ◽  
Public Sector Employees ◽  
The City

This study aims to analyze the influence of leadership and organizational culture on the performance of public sector employees in the city of Jambi. The sample in this study is employees who work in the public sector in the city of Jambi. The data collection method used a questionnaire and analyzed using verification analysis, the analytical tool in this study is using Component Based SEM (Structural Equation Modeling), namely PLS (Partial Least Square). The results of this study will explain whether there is an influence from the main variables studied, namely the leadership, organizational culture and employee performance..

Dealing with a changing work environment: hospital job type contingencies

2017 ◽  
Vol 31 (6) ◽  
pp. 647-664 ◽  
Author(s):  
Jasmijn van Harten ◽  
Eva Knies ◽  
Peter Leisink
Keyword(s):  
Work Environment ◽  
Structural Equation ◽  
Design Methodology ◽  
Equation Modeling ◽  
Hospital Workers ◽  
Content Type ◽  
Job Type ◽  
Managerial Support ◽  
Willingness To Change ◽  
Research Findings

Purpose The purpose of this paper is twofold: first, to examine whether workers in various hospital job groups differ in their perceptions of the provision of managerial support, and of their up-to-date expertise (UDE), willingness to change (WTC) and employment opportunities (EO). Second, to examine whether and how the relationships between managerial support, workers’ UDE, WTC and their EO are moderated by hospital job type. Design/methodology/approach Survey data were collected from 1,764 employees of three Dutch hospitals. ANOVAs and structural equation modeling were used to test the hypotheses. Findings The research findings indicate significant differences between the hospital job groups with regard to UDE, WTC and EO. No support was found for differences on managerial support nor for a moderating effect of hospital job type. The latter means that the relationships of managerial support with workers’ UDE, WTC and EO are independent of job type. Originality/value Based on the findings, a classification system is constructed that shows how hospital workers’ UDE, WTC and EO can be explained by the combination of the educational level required by a job and its degree of specialization.

scholarly journals The Effect of Transactional Leadership and Organizational Culture to Employee Performance through Motivation of Employment

2018 ◽  
Vol 5 (7) ◽  
pp. 4837-4841
Author(s):  
Rudi Firmansah ◽  
Edy Supriyadi ◽  
Wirawan .
Keyword(s):  
Organizational Culture ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Organization Culture ◽  
Least Square ◽  
Equation Modeling ◽  
Transactional Leadership Style

Transactional Leadership, Organizational Culture and Work Motivation are useful in contributing to improving Employee Performance. This study aims to determine the Influence of Transactional Leadership, Organizational Culture and Work Motivation on Employee Performance at  Marta Teknik Tunggal Cop. This research was conducted in October 2017 until February 2018 with the number of respondents 125 people. To achieve the research objectives, the researcher uses quantitative  method with collecting data from library and field research, through observation, interview and questionnaire, while SEM (Structural Equation Modeling) data analysis method using PLS software version 2.0 (Patrial Least Square). Result obtained (1) There is Influence of Transactional Leadership to Work Motivation (2) There is Influence of Organization Culture to Work Motivation (3) There is no influence of Transactional Leadership Style to Employee Performance (4) There is Influence of Transactional Leadership Style to Employee Performance (5) There is Influence Transactional Leadership Style on Employee Performance.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK SATISFACTION AND GENERATION Y CHARACTERISTICS OF EMPLOYEE PERFORMANCE (Case Study at DKI Jakarta Regional Office BPJS Employment)

2020 ◽  
Vol 1 (4) ◽  
pp. 454-467
Author(s):  
Teguh Budi Santoso ◽  
Tjiptogoro Dinarjo Soehari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Generation Y ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Service Level Agreement ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Regional Office

Abstract, the current composition of employees in the workplace by generation is dominated by Generation Y or Millennial Generation, and will continue to grow and even generation Z will emerge as the next generation that will enter the working age. Companies are required to adapt to all matters relating to this generation to maintain continuity and to improve performance. This study aims to examine and analyze the influence of organizational culture, generation Y characteristics and job satisfaction as a mediator on the performance of Generation Y employees at the Jakarta Regional Office Employment BPJS. The focus of the study is generation Y which is the largest population of employees. This type of research is quantitative research with the sampling method used is simple random sampling. The population is all employees of Generation Y BPJS at the Regional Office of DKI Jakarta and by using the Slovin formula a sample of 237 people is obtained. The analytical method used in this study is Structural Equation Modeling (SEM). The conclusion of the study shows that the characteristics of generation Y, job satisfaction, and organizational culture and job satisfaction significantly influence employee performance. Partially Y generation characteristics and organizational culture influence employee performance by moderating job satisfaction variables. Based on the results of the study it is suggested that BPJS Manpower management pay attention to the Y behavior characteristics of the workplace so that they are comfortable and productive, maintain a work culture focused on results, eliminate communication boundaries between generations, increase innovation participation for employees. Of the four variables, the employee performance variable has the highest average value among other variables, while the strong performance indicators are service level agreement and accuracy. Keywords: Y generation characteristics, organizational culture, job satisfaction and employee performance

scholarly journals THE EFFECT OF THE UTILIZATION OF INFORMATION TECHNOLOGY AND ORGANIZATIONAL CULTURE ON EMPLOYEE MOTIVATION AND PERFORMANCE

2021 ◽  
Vol 2 (1) ◽  
pp. 73-92
Author(s):  
Ni Komang Prasiani ◽  
Anik Yuesti ◽  
Nengah Sudja
Keyword(s):  
Information Technology ◽  
Organizational Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Sem Analysis ◽  
Equation Modeling ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

The purpose of this study is to determine the relationship between organizational culture variables, information technology, and employee performance, whether or not technology plays a role in improving employee performance. The population in this study is the Information System Users (SINERGY) in the Bali Design and Business Institute, consisting of 81 lecturers and employees. Data relating to research variables were collected using questionnaires that were distributed to all respondents and filled in by the respondents themselves based on the respondents' perceptions. Based on the instrument test performed, it was proven that all statement items in the questionnaire are valid and reliable. This study uses Structural Equation Modeling (SEM) analysis. The results indicate that: the use of information technology has a positive and significant effect on motivation. Organizational culture has a positive effect on motivation. The use of information technology has a positive on employee performance. Organizational culture has a positive effect on employee performance. Motivation has a positive and significant effect on employee performance. Keywords: Information Technology, Organizational Culture, Motivation and Employee Performance.

scholarly journals Analisis Peran Remunerasi dan Budaya Organisasi Terhadap Kompetensi Pegawai Guna Meningkatkan Kinerja Pegawai di Lembaga Penerbangan dan Antariksa Nasional

2017 ◽  
Vol 11 (2) ◽  
pp. 159-172
Author(s):  
Leny Maryesa ◽  
Anggraini Sukmawati ◽  
Hari Wijayanto
Keyword(s):  
Organizational Culture ◽  
Structural Equation ◽  
Good Governance ◽  
Employee Performance ◽  
Public Trust ◽  
Equation Modeling ◽  
Correlation Relationship ◽  
The Government ◽  
Employee Competencies ◽  
Bureaucratic Reform

Ideally the performance of a Government employees (PNS) aretheir service to the community in living and meeting their daily needs. The final goal of the PNS none other than to improve the welfare of society. Government Remuneration is an integral part of bureaucratic reform policy. Base on the bureaucracy awareness and also the government commitment to create a clean and good governmance. The purpose of bureaucratic reformation is to build a public trust (public trust building) and eliminate the negative image of government bureaucracy. The bureaucratic reformation vision is the establishment of the State apparatus professional and good governance. The mission is to change the pattern of bureaucratic reform mindset, cultural set, and the system of governance. Implementation of remuneration applied at LAPAN on July 2013 granted in accordance with the competences of the employees, work performance of the employees, and work discipline. The objective of this analysis is to analyze the relationship with remuneration and organizational culture, and the influence of remuneration to the employee competencies, organizational culture on employee competencies, employee competence to employee performance, remuneration to employee performance and the influence of organizational culture on employee performance. Analysis of the data used in this research is Structural Equation Modeling (SEM). The results of Study in simultaneously and partially are known to constructs remuneration, organizational culture, and employee competence positive effect on the performance of employees at every level positions and there is a correlation relationship between Construct Remunerasi and Cultural Organization to all employees and the level of structural positions and Special and strong correlation relationships at the level of the General Functional

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