scholarly journals Theoretical Model of Language Faculty Lecturer Performance Improvement and Unimed Arts (Study of the Influence of Organizational Culture, Work Motivation, and Job Satisfaction on Lecturer Performance FBS Unimed)

2020 ◽  
Vol 3 (4) ◽  
pp. 2153-2168
Author(s):  
Syamsul Arif ◽  
Azhar Umar ◽  
TR Pangaribuan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Theoretical Model ◽  
Path Analysis ◽  
Performance Improvement ◽  
Direct Effect ◽  
Work Motivation ◽  
Endogenous Variables ◽  
Positive Direct ◽  
Positive Effect

This study aims to find: (1) a theoretical model of performance improvement Lecturer at the Faculty of Arts, Unimedwhich is built based on the associative causal relationship between endogenous variables and exogenous variables, (2) knowing the positive direct effects: (a) organizational culture on work motivationLecturer at FBS Unimed. (b) organizational culture on job satisfaction of Unimed FBS lecturers, (c) organizational culture on the performance of FBS Unimed lecturers (d) work motivation on the performance of Unimed FBS lecturers; (e) job satisfaction on the performance of Unimed FBS lecturers. The study population was 174 FBS Unimed lecturers, a sample of 100 people selected by means of proportional random sampling. The research instrument was a closed questionnaire with four scales. The research data were processed and analyzed using descriptive statistics and differential statistics, namely path analysis. Path analysis begins with a test requirements analysis including normality test and linearity test.X1) has a positive direct effect of 50.69% on Work Motivation (X2) lecturers of FBS Unimed as well as Organizational Culture (X1) a positive direct effect of 28.83% on Job Satisfaction (X3) lecturer at FBS Unimed, Organizational Culture (X1) also has a positive effect of 22.02% on lecturer performance (X4) FBS Unimed, and Work Motivation (X2) Has a positive direct effect of 26.22% on lecturer performance (X4) FBS Unimed and Job Satisfaction (X3) Directly positive effect of 17.75% on lecturer performance (X4) FBS Unimed.

scholarly journals The Influence of Organizational Culture and Work Motivation on the Performance of Physical Education Teachers in Medan High Schools

2021 ◽  
Vol 4 (1) ◽  
pp. 432-440
Author(s):  
Mesnan Mesnan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Physical Education ◽  
Causal Relationship ◽  
Direct Effect ◽  
Work Motivation ◽  
Performance Model ◽  
Physical Education Teachers ◽  
Positive Direct

The purpose of this study was to find and study: (1) the performance model of Physical Education teachers which is built based on the associative causal relationship between exogenous variables and endogenous variables. This research was conducted at Senior High Schools in Medan, involving 148 Physical Education teachers as respondents. For data collection, it was done using a questionnaire with five answer choices. The sampling technique used is proportional random sampling. The instrument used was tested first on respondents outside the sample to obtain valid and reliable instruments. The validity test uses Product Moment Correlation, while to test its reliability the Alpha formula from Cronbach. Before testing the hypothesis, the Requirements Analysis test is calculated including: data normality test and regression linearity test. Meanwhile, to test its reliability with the Alpha formula from Cronbach. The results showed (1) the Physical Education Teacher Performance Model (2) Organizational Culture has a positive direct effect on Job Satisfaction, (3) Transformational Leadership has a positive direct effect on Job Satisfaction, (4) Organizational Culture has a positive direct effect on Work Motivation, (5) ) Transformational Leadership has a positive direct effect on Work Motivation, (6) Organizational Culture has a positive direct effect on performance, (7) Transformational Leadership has a positive direct effect on performance, (8) Job Satisfaction has a positive direct effect on Performance, (9) Job Motivation has a direct effect on Performance. Positive on performance.Based on the acceptance of research hypotheses, it is found a theoretical model or fixed model that describes the structure of the causal relationship between organizational culture variables, transformational leadership, job satisfaction, work motivation, and the performance of high school Physical Education teachers in Medan City.

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

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

scholarly journals Work Satisfaction In Compensation Mediation and Motivation on Productivity Permanent Employees of Pt. Sinergi Mitra Utama in Bandung

2019 ◽  
Vol 7 (03) ◽  
Author(s):  
Imelda Indrawati Syaifullah ◽  
Purnamie Titisari ◽  
Novi Puspitasari
Keyword(s):  
Job Satisfaction ◽  
Direct Effect ◽  
Work Motivation ◽  
Work Productivity ◽  
Total Sample ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Permanent Employees ◽  
Positive Direct ◽  
Positive Effect

The purpose of this study was to analyze the effect of compensation and motivation on job satisfaction and productivity of permanent employees at PT. Sinergi Mitra Utama in Bandung. This research is included in explanatory research. The population of this research is all permanent employees of the company PT. Sinergi Mitra Utama in Bandung, 35 employees. Based on predetermined criteria, the total sample of this study is 35 employees. Data analysis was done using path analysis. After analyzing data, several conclusions can be taken, that is : a). Work compensation has a significant direct effect on job satisfaction, b). Motivation has a significant positive effect on employee work productivity, c). Work compensation has a significant positive direct effect on job satisfaction, d). Motivation has a significant positive effect on employee job satisfaction, e). Job satisfaction has a significant positive effect on work productivity, f). Compensation affects work productivity through job satisfaction, g). work motivation has a significant positive effect on work productivity through job satisfaction.

scholarly journals Pengaruh Budaya Organisasi Dan Komunikasi Interpersonal Terhadap Sikap Kerja Guru SMP Swasta

2018 ◽  
Vol 5 (1) ◽  
pp. 96-106
Author(s):  
Elfridauli
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Interpersonal Communication ◽  
Direct Effect ◽  
Junior High School ◽  
Survey Method ◽  
Work Attitude ◽  
Analysis Technique ◽  
Teacher Work ◽  
Positive Direct

The purpose of this study is to determine the influence of organizational culture and interpersonal communication on the work attitude of private junior high school teachers in Tanjung Priok district. This research was conducted using survey method with quantitative approach and path analysis technique. The populations in this study were 307 teachers with 75 research samples of teachers selected using simple random sampling technique. Data were obtained through questionnaire and analyzed using path analysis technique. Based on the results of data analysis in this study, it can be concluded: (1) organizational culture has a direct positive influence on teacher work attitude; (2) interpersonal communication also has a positive direct effect on teacher work attitude; (3) organizational culture has a positive direct effect on interpersonal communication. Therefore, work attitude can be developed through the improvement of organizational culture and interpersonal communication.

scholarly journals The Effect Of Self-Efficacy, Organizational Culture, Work Ethic And Job Satisfaction On The Teacher’s Performance Of Public Madrasah Aliyah In North Sumatra, Indonesia

2021 ◽  
Vol 2 (3) ◽  
pp. 1051-1057
Author(s):  
Muksin Batubara ◽  
Zainuddin ◽  
Yasaratado Wau ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Direct Effect ◽  
Self Efficacy ◽  
Work Ethic ◽  
Teacher Performance ◽  
Performance Model ◽  
Work Ethics ◽  
Positive Direct ◽  
North Sumatra

The purpose of this study was to determine and study the teacher performance model of Madrasah Aliyah Negeri (MAN) which was built based on the associative causal relationship between exogenous variables and endogenous variables: (1) the effect of self-efficacy on teacher work ethics, (2) the influence of organizational culture on work ethics. , (3) the influence of self-efficacy on job satisfaction, (4) the influence of organizational culture on job satisfaction, (5) the effect of self-efficacy on teacher performance, (6) the influence of organizational culture on performance, (7) the effect of work ethic on performance, and (8) the effect of job satisfaction on teacher performance. The methods used to achieve the objectives of this study are survey, sampling and quantitative methods. The population of this research is MAN teachers in North Sumatra Province, amounting to 1177 teachers (sampling frame) and involving 298 respondents (proportional random sampling). This research is also classified as an explanatory study which explains that to determine the magnitude of the influence of a variable with other variables, both direct and indirect effects can be used path analysis. The results of this study are (1) self-efficacy has a positive direct effect on work ethic, (2) organizational culture has a positive direct effect on work ethic, (3) self-efficacy has a positive direct effect on job satisfaction, (4) organizational culture has a positive direct effect on satisfaction. work, (5) self-efficacy has a positive direct effect on teacher performance, (6) organizational culture has a positive direct effect on performance, (7) work ethic has a positive direct effect on performance, and (8) job satisfaction has a positive direct effect on the performance of MAN teachers in North Sumatra. Overall, the perfect fit model has been tested, a model of MAN teacher performance improvement which is proportionally influenced directly and indirectly by job satisfaction, work ethic, self-efficacy, and MAN organizational culture.

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 PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA YANG BERDAMPAK PADA KINERJA DOSEN POLITEKNIK ATMI SURAKARTA

2020 ◽  
Vol 30 (01) ◽  
pp. 015-030
Author(s):  
Dewi Kartikasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Indirect Effect ◽  
Working Environment ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Test Results

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

scholarly journals THE EFFECTS OF LEADERSHIP KNOWLEDGE, WORK ENVIRONMENT, WORK MOTIVATION ON THE PERFORMANCE OF PRINCIPALS OF PUBLIC ELEMENTARY SCHOOLS (SDN) IN ROKAN HILIR REGENCY OF RIAU PROVINCE

2017 ◽  
Vol 1 (3) ◽  
pp. 90
Author(s):  
Zuhri - Daim ◽  
Rugaiyah Rugaiyah ◽  
Matin Matin
Keyword(s):  
Elementary Schools ◽  
Work Environment ◽  
Direct Effect ◽  
Work Motivation ◽  
Knowledge Work ◽  
Survey Method ◽  
Exogenous Variables ◽  
Public Elementary Schools ◽  
Endogenous Variables ◽  
Positive Direct

The purpose of this study was to study the effects of leadership knowledge, work environment, work motivation to the performance of principals of Public Elementary Schools in Rokan Hilir Regency of Riau Province. This research uses the quantitative approach with survey method with causal approach and path analysis technique. This study analyzes the influence of one variable on other variables. The variables studied consist of two kinds, namely exogenous variables and endogenous variables. Exogenous variables have an influence on endogenous variables. While endogenous variables can also affect other endogenous variables. The affordable population which is simultaneously the sampling frame is the entire principals who served in Public Elementary Schools at Rokan Hilir Regency as many as 265 schools. The results of this study indicate that: (1) There is a positive direct effect of leadership knowledge on performance, (2) There is a positive direct effect work environment on performance, (3) There is a positive direct effect of work motivation on performance, (4) There is a positive direct effect of leadership knowledge on work motivation, (5) There is a positive direct effect of work environment on work motivation. Thus, the improvement of teachers’ performance can be achieved well if there is a strong effect from the leadership knowledge, work environment, and work motivation that are well built.  Keywords:   leadership knowledge, work environment, work motivation, and performance

scholarly journals The Effect of Organizational Culture, Leader Behaviors, Job Satisfaction, and Justice On Organizational Commitment

2020 ◽  
Vol 2 (1) ◽  
pp. 37-42
Author(s):  
Muhamad Suhardi ◽  
Syafaat Ariful Huda ◽  
Didi Mulyadi ◽  
Nada Nazopah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
High Schools ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Junior High ◽  
Junior High Schools ◽  
Leader Behaviors ◽  
Positive Direct

The purpose of this research is to find out information about the effect of organizational culture, leader behaviors, job satisfaction, and justice on organizational commitment. In this study, school is considered as an organization. The study was carried out at Islamic Junior High Schools in the Mataram City, NTB. The data for this survey reseach were collected by using quesionnaires distributed to fifty-nine teachers as the samples. The data were analyzed statistically using path analysis.The results of the analyses shows that: (1) organizational culture has a positive direct effect on organizational commitment,  (2) leader behaviors have a positive direct effect on organizational commitment, (3) job satisfaction has a positive direct effect on organizational commitment, and (4) justice has a positive direct effect on organizational commitment.

scholarly journals The Effect Of Organization Culture, Rewards, Job Satisfaction And Job Stress On Lecturer’s Performance At UIN Ar-Raniry anda Aceh

2021 ◽  
Vol 2 (3) ◽  
pp. 685-691
Author(s):  
Iis Marsithah ◽  
Benyamin ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Stress ◽  
Direct Effect ◽  
Indirect Effect ◽  
Performance Model ◽  
The Other ◽  
Causal Relationships ◽  
Positive Direct ◽  
Banda Aceh

The purpose of this study was to find out and examine: (1) the lecturer’s performance model built on associative causal relationships between exogenous variables and endogenous variables, (2) the effect of organizational culture to job satisfaction, (3) the effect of rewards to job satisfaction, (4) the effect of organizational culture to job stress, (5) the effect of rewards to job stress,(6) the effect of organizational culture to lecturer’s performance, (7) the effect of rewards to lecturer’s performance, (8) the effect of job satisfaction to lecturers performance, and, (9) the effect of job stress to lecturers performance. The population is all lecturer as many as 486 people. The research sample of 219 people was determined by the Slovin formula. Data collection is done by using a questionnaire with five answer choices. The sampling technique were used proportional random sampling. The instruments were used first tried out to respondent outside the sample to obtain validity and reliability instruments. Validity test uses Product Moment correlation, while to test its reliability with Alpha formula from Cronbach. Before testing the hypothesis, especially before the test is calculated, the requirements of the analysis include: normality data test and regression linearity test.The results showed (1) Obtained the lecturer’s performance model UIN Ar-Raniry Banda Aceh, (2) there is positive direct effect of organizational culture to job satisfaction 1,9%, (3) there is positive direct effect of rewards to job satisfaction 1,9%, (4) there is negative direct effect of organizational culture to job stres11,2%, (5) there is negative direct effect of rewards to job stress 2%, (6) there is positive direct effect of organizational culture to lecturer’s performance 7,9% include indirect effect through job satisfaction 0,6% and job stress 1,8%, (7) there is positive direct effect of rewards to lecturer’s performance 2,8%  include indirect effect through job satisfaction 0,4% and job stress 0,7%,(8) there is positive direct effect of job satisfaction to lecturer’s performance 1,5%, and (9) there is positive direct effect of job stress to lecturer’s performance 3%.Based on the acceptance of the research hypothesis, it is found a fixed model that describes the structure of causal relationships between organizational culture, rewards, job satisfaction, job stress and lecturer’s performance at UIN Ar-Raniry Banda Aceh. The organizational behavior has bigger influence than the other variable to lecturer’s performance. The next variable was job stress, rewards, and job satisfaction has lowest influence than the other variable to lecturer’s performance.

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