scholarly journals The Influence of Organizational Culture on Employee Performance

2020 ◽  
Vol 3 (1) ◽  
pp. 296-302
Author(s):  
Yeti Kuswati
Keyword(s):  
Organizational Culture ◽  
Standard Deviation ◽  
Employee Performance ◽  
Survey Methods ◽  
Poor Performance ◽  
Poor Quality ◽  
People Orientation ◽  
Outcome Orientation ◽  
Team Orientation

This study was motivated by the insignificant performance of employees at Municipal Waterworks (Perusahaan Daerah Air Minum, PDAM) in Majalengka Regency office. Their performance was considered to be insignificant due to the following indicators: (1) some employees were less responsible resulting poor performance in carrying out the task; (2) some employees lack discipline in carrying out tasks such as coming and leaving work not following the applicable regulations; (3) some employees carried out their tasks not following the applicable guidelines (resulting poor quality of work); (4) There were delays in reporting by employees. This study used descriptive and survey methods by processing and analyzing quantitative data through a parametric statistical approach. The calculation was conducted using the SPSS version 19 program. The parameters used were variable X which was organizational culture and variable Y which was employee performance. According to Robin, organizational culture includes innovation and risk placement, clear attention, outcome orientation, people orientation, team orientation, aggressiveness, and stability. Meanwhile, according to Moeherionon, employee performance includes effectiveness, efficiency, quality, timeliness, productivity, and safety. After analyzing the data and testing the hypothesis, the results indicated that the organizational culture in Majalengka PDAM office was categorized well with the respondents’ response of 3.45 and a standard deviation of 0.574. Meanwhile, the employee performance reached a good category with a respondents’ response of 3.49 and a standard deviation of 0.705. The correlation coefficient (r) between variable X and Y was 0.828 indicating the influence of organizational culture on service quality by 68.5%. Moreover, the results of the t-test (significant level) obtained a t-value of 15.683 with a t-table of 1.661. Thus, t-arithmetic was greater than the t-table. Therefore, H0 was rejected and H1 was accepted. In other words, there was a positive and significant influence between organizational cultures (X) on employee performance (Y).

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DIREKTORAT PRODUKSI PT DIRGANTARA INDONESIA (PERSERO)

2016 ◽  
Vol 1 (3) ◽  
pp. 102
Author(s):  
Agung Budi Prasetyo ◽  
Tintin Suhaeni
Keyword(s):  
Quantitative Research ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Organization Culture ◽  
Quantitative Research Methods ◽  
Company Value ◽  
People Orientation ◽  
Personal Qualities ◽  
Outcome Orientation

PT Dirgantara Indonesia (Persero) is a manufacture company that provides airplane with component and service. The company has 4.225 employees. Organization culture is one of important thing that have to attentively by a company because this one possible to affect for employee performance. This research aims to determine organization culture and employee performance and the influence of organization culture on employee performance at Production Directorate PT DI. Organizational culture can be seen from the lack of implementation of the company value while the performance can be seen from the production does not reach the target and the grade of the employee's performance is still low. The method which is used in this research is quantitative research methods. Data analysis method which is used in this research are descriptive analysis, a classic assumption test, correlation analysis, regression analysis, and hypothesis testing. The sample in this research 107 respondents. The data collection is used questionnaire with Likert scale. Based on the results of data processing, organization culture currently on good category, it can be seen from innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggresiveness, and stability. Then, employee performance also currently on good category, it can be seen from quantity the of work, quality of work, knowledge of job, personal qualities, cooperation, dependability, and initiative. The conclusion of this research is there’s an influence of organization culture on employee performance amounted to 28,2% which have positive by value amount 0,531 which means medium and significant value.

scholarly journals Peran Organizational Citizenship Behavior (OCB) dan Budaya Organisasi Dalam Meningkatkan Kinerja Karyawan di UKM Snak Makroni Cap Bintang Desa Mutih Wetan, Kabupaten Demak

2019 ◽  
Vol 6 (2) ◽  
pp. 17
Author(s):  
Andi Aina Ilmih
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Field Research ◽  
Citizenship Behavior ◽  
People Orientation ◽  
Authentic Data ◽  
Team Orientation

<span lang="IN"><em>The study was conducted on employees of UKM Sank Makroni Cap Bintang, Mutih Wetan Village, Demak Regency. This research includes the type of field research, which is a research study that takes authentic data objectively. Whereas seen from the type, this research is classified as qualitative research using descriptive method. The research was conducted to determine the role of organizational citizenship behavior (OCB) and organizational culture to improve employee performance. There are five aspects in implementing OCB, namely: Altruism, Conscientiousness, Courtesy and Civic Virtue. While the role of organizational culture will improve employee performance through seven aspects in its implementation, namely: innovation and courageous risk taking, attention, people orientation, team orientation, aggressiveness, stability.</em></span>

scholarly journals RELATIONSHIP LEADERSHIP QUALITY AND CULTURE ORGANIZATION WITH THE PERFORMANCE OF SMAN 28 TANGERANG DISTRICT

2019 ◽  
Vol 1 (2) ◽  
pp. 134-142
Author(s):  
Anggih Perian Guswan Putra
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Survey Method ◽  
Sample Population ◽  
Leadership Quality ◽  
Quality Of Leadership ◽  
The Relationship

This research was conducted to determine the relationship between the quality of the Principal's leadership and organizational culture with the performance of SMAN 28 Tangerang District employees. The study uses a quantitative approach with a descriptive correlational survey method, using correlation theory which is about product moment. Research data collection techniques from respondents carried out through questionnaires or questionnaires. The sample population was 103 employees in each section of SMAN 28 Tangerang, with simple random sampling technique. The magnitude of the effect of leadership quality and organizational culture together on employee performance by 87.2% This shows the higher the quality of leadership and organizational culture, the better the performance of employees, and vice versa the lower the quality of leadership and organizational culture will have an impact for employee performance.

Apathy in Dementia: Relations with Depression, Functional Competence, and Quality of Life

2008 ◽  
Vol 102 (3) ◽  
pp. 718-722 ◽  
Author(s):  
Catherine A. Yeager ◽  
Lee Hyer
Keyword(s):  
Quality Of Life ◽  
Executive Functioning ◽  
Activities Of Daily Living ◽  
Daily Living ◽  
Poor Performance ◽  
Poor Quality ◽  
Dementia Patients ◽  
Global Cognition ◽  
The Relationship

This study set out to clarify the association of apathy and depression in dementia as well as apathy's association with basic (ADLs) and instrumental (IADLs) activities of daily living and quality of life. 68 outpatients with mild dementia were assessed on apathy, depression, global cognition, traditional ADLs/IADLs, complex daily living activities requiring intact executive functioning (DAD: Disability Assessment for Dementia Scale), and quality of life. The sample was stratified into high and low global cognition groups and compared. While no relationship was found between scores on apathy and depression in the high cognition group, there was a significant relationship between apathy and depression in the low cognition group. Further, high and low cognition groups differed in the relationship between apathy and ability to perform basic and complex activities of daily living. Specifically, in the high cognition group, increased apathy was correlated with diminished ability to perform traditional IADLs as well as those activities requiring intact executive functioning (i.e., DAD). In the low cognition group, increased apathy was associated with poor performance on traditional ADLs and IADLs, but was not related to performance on independent daily activities demanding good executive functioning. Finally, increased apathy was significantly associated with worse quality of life, but this held for the high cognition group only, suggesting that dementia patients with better cognition have insight into their deficits and, perhaps, experience poor quality of life as a result.

scholarly journals THE INFLUENCES OF ORGANIZATIONAL CULTURE, QUALITY OF WORK LIFE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE AT RSPAD GATOT SOEBROTO HOSPITAL

2021 ◽  
Vol 2 (4) ◽  
pp. 627-638
Author(s):  
Nur Aktif Budiono
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Human Resources Management ◽  
Work Life ◽  
Quality Of Work Life ◽  
Hospital Workers ◽  
Resources Management ◽  
Quality Of Work

This research has purposed to revealed the influences of organizational culture, quality of work life and employee organizational commitment towards employee performance at RSPAD Gatot Soebroto Hospital. The survey type which conducted in this research where all the data obtained would be analyzed through path analysis after all these variables were put into correlation matrix. In this research, the RSPAD Gatot Soebroto Hospital workers will be chosen as unit analysis and 275 samples will be selected by stratified random sampling. This analysis result would be advantageous for the hospital’s management, scientists and customers or patients. Through this research, it is known that any change or difference occurring in employee performance might be caused by organizational culture, quality of work life and organizational commitment. In conclusion, organizational culture, quality of work life and organizational commitment had an impact on employee performance. Thus, the policies regarding the factors of organizational culture, quality of work life and organizational commitment need to be arranged into strategic plan of human resources management.

scholarly journals Pengaruh Gaya Kepemimpinan Dan Budaya Organisasi Terhadap Kepuasan Kerja Untuk Meningkatkan Kinerja Karyawan Matahari Departement Store Duta Plaza Di Denpasar

2020 ◽  
Vol 2 (1) ◽  
pp. 126-143
Author(s):  
Ni Luh Kardini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Corporate Culture ◽  
Organizational Support ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Empirical Test ◽  
Poor Performance

Employee contributions will be important if done with effective actions and behave correctly. Not only the amount of effort but also the direction of the business. The nature, effort or willingness to work as well as the various things that constitute organizational support is very important for the success of employee performance. In this study analyze the problems faced by employees of Matahari Department Store Duta Plaza, some of them feel there is dissatisfaction in work so that this affects the poor performance. Empirical test conducted on 120 employees to obtain data about leadership style and organizational culture that had been considered has not been able to provide hope for employees. Analyzer used in this research is Structural Equation Model (SEM). The result of SEM analysis has fulfilled the criteria of the model of Goodness of Fit Index Criteria: chi square = 294,276, probability = 0,000, RMSEA = 0.116, GFI = 0.776, AGFI = 0.697, CFI = 0.829. All meet the criteria, except RMSEA and AGFI are marginal. The results of this study indicate that organizational culture is not significant influence on job satisfaction is not significant to performance, organizational culture is not significant effect on performance, leadership style is not significant effect on performance either directly or indirectly through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. On the basis of these results, the managerial implications that can be suggested are the improvement of job satisfaction and performance can be achieved by creating and maintaining a culture of involvement in corporate culture, applying participative leadership style in line with providing satisfactory salary levels for employees.

scholarly journals Teacher Training Systems in Three Countries (Finland, France and Morocco): Comparative Study of Professionalization Models and Their Challenges

2020 ◽  
Vol 1 (1) ◽  
pp. 23-29
Author(s):  
Moncef Barzane ◽  
Soukaina Essalih ◽  
Mustapha Ourahay ◽  
Salaheddine Khzami
Keyword(s):  
Teacher Training ◽  
Teaching And Learning ◽  
Poor Performance ◽  
Poor Quality ◽  
Quality Education ◽  
Educational Training ◽  
Education Systems ◽  
Training Systems ◽  
Study Results

Teacher training is still a problematic subject in projects to reform education systems. Through the quest for quality education, it has experienced major changes in different contexts in connection with the process of "professionalization". The different mechanisms of this training must allow teachers to acquire disciplinary knowledge and develop skills in order to be able to build quality teaching and learning. In addition, there seems to be a relationship between the effectiveness of the teacher and the level of quality of his training. Study results have revealed particularly poor performance levels among students whose teachers are characterized by “poor quality education and uncontrolled knowledge in the subjects they teach” (Bidjang, S. G. 2005). In other words: the effectiveness of teaching depends at least to a significant extent on what "the teachers bring". Morocco in the last reform took up professionalization and universitarization as new approaches to teacher training. However, despite the progress recorded in terms of educational training provision, the reform has not been accompanied through strategic measures. Training in Morocco appears to suffer from a number of shortcomings. The objective of the study is to discover, thanks to the comparison of three training systems (Finland , France and Morocco) if there are characteristics which would allow us to understand the relative "advantages" of one system compared to another, and to what extent such a comparison would help us improve Morocco's. The country in question are considered to have the best performing education systems globally. This involves carrying out a comparative documentary study, that is to say analysing existing documents on teacher training systems by comparing them in the mentioned context.

scholarly journals ANALISIS PENGARUH FAKTOR BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI (Studi Kasus Rumah Sakit Umum Daerah Massenrempulu Enrekang )

2020 ◽  
Author(s):  
Ansir launtu
Keyword(s):  
Organizational Culture ◽  
General Hospital ◽  
Risk Taking ◽  
Leadership Behavior ◽  
Employee Performance ◽  
District General Hospital ◽  
Employee Behavior ◽  
Cultural Organization ◽  
Team Orientation ◽  
Dominant Influence

This research was aims to describe the magnitude of the effect of organizational culture on employee performance Regional General Hospital Massenrempulu Enrekang a nd explain the factors of the Cultural Organization of the most dominant influence on the performance of employees of District General Hospital Massenrempulu Enrekang. Based on the results of analysis show that the factors of organizational culture (employee behavior, Communication, Innovation and Risk Taking, Caution on the reward, support, Leadership Behavior, result orientation and team orientation) simultaneously and significant partial effect on employee performance Massenrempulu Enrekang hospitals. Based on the results of analysis show that employee behavior factor (X1), the strongest influence on employee performance.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP TO JOB SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE OF OFFICE OF RELIGIOUS AFFAIRS IN CILACAP DISTRICT

2018 ◽  
Vol 15 (2) ◽  
pp. 163-189
Author(s):  
Maman Sulaeman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
The Future ◽  
Met Expectations ◽  
Positive Effect

Achievement of KUA performance in Cilacap Regency has not met expectations. These conditions can be improved and need to be evaluated and research on the quality of human resources so that policies taken in the future can improve the performance of employees and minimize factors that can reduce employee performance. The purpose of this study is to determine the influence of organizational culture and leadership on job satisfaction and its impact on employee performance. The method used is path analysis, which is to get the picture, relationship pattern and influence of research variables that have been determined. The result showed that organizational culture had a positive effect on employee satisfaction of 73.4%. Leadership positive effect on employee satisfaction of 73.4%. Organizational culture and leadership have a positive effect on employee satisfaction of 75.7%. Organizational culture and leadership through a positive effect on employee performance through employee satisfaction of 85.2%.

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