ANALISIS PENGARUH GAYA KEPEMIMPINAN, KEPUASAN KERJA, DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVERNING

Al-Risalah ◽  
2019 ◽  
Vol 8 (2) ◽  
pp. 73-96
Author(s):  
Lili Supriyadi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Styles ◽  
Leadership Style ◽  
Significant Influence ◽  
Structural Equation ◽  
Organization Culture ◽  
Future Research ◽  
Cultural Organization

This research is aimed to examine the influence of Leadership styles and Organizational culture to Job  Satisfaction. It is also to study the effect of Job Satisfaction to Organizational Commitment and to test the Cultural Organization, Leadership Styles, and Job Satisfaction toward Employee's Performance using Organizational Commitment as intervening variable. The use of these variables are based on the previous research by Koesmono (2005), Kirk L. Rogga (2001), Yuwalliatin (2006), Masrukhin & Waridin (2006), Morrison (1997), Samad (2005), Shea, M. (1999) dan Lok, Peter (2004) which found the direct effect and indirect effect of Organizational Culture, Leadership Style toward Job Satisfaction, Job Satisfaction toward Organizational Commitment, and Organization Culture, Leadership Style and job satisfaction toward Employee's performance using Organizational Commitment to be variabel interverning. Theses variables enable us to solve problems in PT. Garda Jakarta. The sample of this research was 100 employees of PT. Garda Jakarta. Structural Equation Model (SEM) was run by AMOS software to analyze data. The result showedthat Leadership Styles and Cultural Organization gives positive significant influence to JobSatisfaction, Job Satisfaction gives significant influence to Organizational Commitment, Organization Culture gives significant influence to Employee's performance, leadership style gives influence to Employee's Performance, Organization Culture, Leadership Style, and Job Satisfaction contributes an significant influence to Employee's Performance using Organizational Commitment to be variabel interverning. This empirical result indicates that Leadership Styles and Organizational Commitment become one of many causes that trigger low Employee's Performance Job Satisfaction, and Cultural Organization. The company needs to consider Leadership Styles, Organizational Commitment in order to increase Employee's Performance because those factors proved depend on them. Theoritical implications and suggestions for future research have been elaborated at the end of this study.

scholarly journals Pengaruh Gaya Kepemimpinan, Komitmen Organisasi, Budaya Organisasi terhadap Kepuasan Kerja dan Kinerja Karyawan Pemasaran (pada Dealer Motor PT Suzuki Cabang Madiun dan Ngawi)

2019 ◽  
Vol 7 (2) ◽  
pp. 112-124
Author(s):  
Robby Sandhi Dessyarti
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Organization Culture ◽  
Equation Modeling ◽  
Validity And Reliability

The aim of this research is to describe and examine the influence of leadership style, organizational commitment, organizational culture on job satisfaction and employee performance, the influence of job satisfaction on employee performance. While examining the influence of indirect leadership style, organizational commitment, organization culture on employee performance through job satisfaction in PT Suzuki, Madiun and Ngawi branches motor dealer. The population used is the entire marketing employees as much as 136 people, total sampling or the census technique conducted. The questionnaire with five dimensions likert scale data, with SPSS assistance and Structural Equation Modeling AMOS analyzing method. The validity and reliability of the data tested by covergent validity and construct reliability next to the Goodness of Fit evaluation criteria. The results of the data analysis concluded that leadership style, organizational commitment, organizational culture do have positive and significant impact on job satisfaction and employee performance, while job satisfaction do have positive and significant impact on the employees performance. Job satisfaction does not mediating between leadership styles, organizational commitment and organizational culture on employee performance in PT Suzuki, Madiun and Ngawi branches motor dealer.

scholarly journals Budaya Organisasi dan Gaya Kepemimpinan Transformasional dalam Komitmen Resimen Mahasiswa

2019 ◽  
Vol 1 (1) ◽  
pp. 81-104
Author(s):  
Lisa Ardaniyati ◽  
Abdul Mujib ◽  
Liany Luzvinda
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Styles ◽  
Multiple Regression ◽  
Leadership Style ◽  
Significant Influence ◽  
Sampling Technique ◽  
Probability Sampling ◽  
Transformational Leadership Style

This study aimed at determining the effect of organizational culture and transformational leadership styles on organizational commitment to student regiments. This study used a quantitative approach to the method of multiple regression and sampling using non-probability sampling with purposive sampling technique. The results of this study indicated that based on hypothesis testing using multiple regression, R square values (R2) of all research variables tested were 0.410 or 41.0% with a significant value of 0,000 or p 0.05 while F calculated was 7,422 from F table 4.4. This showed that there was a significant influence of organizational culture and transfomational leadership style so that the higher the awareness of members of the organizational culture and transformational leadership style that was applied, would increase commitment to the organization. AbstrakPenelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi dan gaya kepemimpinan transformasional terhadap komitmen organisasi pada resimen mahasiswa. Penelitian ini menggunakan pendekatan kuantitatif metode multipel regression dan pengambilan sampel mengunakan non-probability sampling dengan teknik sampling purposive. Hasil penelitian ini menunjukan bahwa berdasarkan uji hipotesis menggunakan multipel regression, didapatkan nilai R square (R2) dari semua variabel penelitian yang diujikan yaitu 0,410 atau 41,0% dengan nilai signifikan sebesar 0,000 atau p0,05 sementara F hitung didapat sebesar 7.422dari F tabel 4.4. Hal ini menunjukan bahwa terdapat pengaruh signifikan budaya organisasi dan gaya kepemimpinan transfomasional sehingga semakin tinggi kesadaran anggota terhadap budaya organisasi dan gaya kepemimpinan transformasional yang diterapkan maka akan meningkatkan komitmen terhadap organisasi.

scholarly journals INFLUENCE OF STYLES OF WOMEN LEADERSHIP AND ORGANIZATION CULTURE ON LOCUS OF CONTROL AND JOB SATISFACTION OF UIN ALAUDDIN MAKASSAR LECTURER

2018 ◽  
Vol 2 (2) ◽  
pp. 1
Author(s):  
Muh Akil Rahman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Locus Of Control ◽  
Leadership Style ◽  
Structural Equation ◽  
Sampling Technique ◽  
Organization Culture ◽  
Female Leadership ◽  
Exploratory Research ◽  
The Impact

The purpose of this research is (1) to know and analyze the influence of female leadership style on locus of control and job satisfaction of UIN Alauddin Makassar lecturer; (2) to identify and examine the impact of organizational culture on locus of control and job satisfaction of UIN Alauddin Makassar lecturer; (3) To know and analyze the influence of locus of control on job satisfaction of UIN Alauddin Makassar lecturer. This study is categorized in exploratory research. This research is included in the descriptive analysis. The population of this research is all lecturer at UIN Alauddin Makassar. The sampling technique used in this research is purposive sampling. The sample criterion used is a civil servant lecturer at UIN Alauddin Makassar who occupy structural positions. The sample size uses maximum likelihood (ML). The number of samples in this study was 105 respondents. In this study, the techniques used include (1) questionnaire; (2) observation; (3) interviews and (4) documentation. The method of analysis used in this research is structural equation modelling (SEM) analysis. The conclusion of this research are: (1) female leadership style influence on locus of control and job satisfaction of lecturer UIN Alauddin Makassar; (2) organizational culture influence on locus of control and job satisfaction of lecturer UIN Alauddin Makassar and (3) Locus of control influence on job satisfaction of UIN Alauddin Makassar lecturer.

scholarly journals Examining the impacts of organizational culture and leadership styles on the organizational performance indicators

2020 ◽  
Vol 11 (31) ◽  
pp. 39-54
Author(s):  
Said Abujudeh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Performance Indicators ◽  
Performance Enhancement ◽  
Significant Performance ◽  
The Relationship

The objective of this study is to examine the relationship between organizational culture and leadership and their impacts on such organizational performance indicators, organizational commitment and job satisfaction, by reviewing some of the previous organizational culture and leadership literature to clarify the links between both variables and their impacts on performance indicators. One might assume that a better organizational culture along with appropriate leadership style can lead to a higher level of job satisfaction and stronger commitment. Accordingly, if an organization has a strong organizational culture with a suitable leadership style which is able to keep the organization integration, this will result in the strengthening of organizational commitment, job satisfaction, and significant performance enhancement.

Organisasiaonal on Employee Performance Dimedication Satisfaction Work Vacuum Operating Adat Kerobokankuta Utarabadung

2018 ◽  
Vol 9 (03) ◽  
pp. 20669-20680
Author(s):  
I Ketut Sukada ◽  
I Ketut Setia Sapta ◽  
Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
And Performance

This study aims to examine and analyze the influence of Organizational Culture and Organizational Commitment to Job Satisfaction and Employee Performance as a result of the gap of previous research results (research gap) and differences of focus on organizational culture and Organizational Commitment to Job Satisfaction and Employee Performance. This research was conducted at Koperasi Desa Adat Kerobokan Kuta Utara Badung with population and research sample of all employees as many as 60 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of research shows that (1) Organizational Culture has positive and significant influence to Job Satisfaction, (2) Organizational Culture has positive and significant influence Employee Performance, (3) Organizational Commitment have positive and significant influence to Job Satisfaction (4) Organizational Commitment have positive and significant on Employee Performance, (5) Job Satisfaction mediates the influence of organizational culture and Organizational Commitment on Employee Performance. The implications of this research that Job Satisfaction and Performance can be applied with respect to Organizational Culture and Organizational Commitment. Employee performance is increasing, job satisfaction is increasing and it can all be improved by taking into account Organizational Culture and Organizational Commitment.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

scholarly journals THE EFFECT OF TEAM WORK, LEADERSHIP STYLE, AND ORGANIZATIONAL CULTURE ON NURSE PERFORMANCE WITH ORGANIZATIONAL COMMITMENTS AS MEDIATION VARIABLES IN HOSPITAL TYPE B IN JAKARTA

2019 ◽  
Vol 27 (3) ◽  
pp. 106-136
Author(s):  
Sri Wahyuningsih ◽  
Armanu Thoyib ◽  
Rofiaty ◽  
Ananda Sabil
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Partial Least Square ◽  
Team Work ◽  
Least Square ◽  
Equation Modeling ◽  
Type B ◽  
Positive Effect

This study aims to analyze the influence of team work, leadership style and organizational culture on nurse performance with organizational commitment as a mediating variable. The research unit is nurses at Type B hospitals in Jakarta. The population is 1362 nurses. Methods of collecting data using surveys. The research instrument used a questionnaire. Questionnaires were distributed to 523 respondents. Data analysis method uses Structural Equation Modeling-Partial Least Square SEM-PLS). The results of the study prove that teamwork has a positive effect on nurse performance. Teamwork does not affect organizational commitment. Organizational culture has a positive effect on nurse performance. Organizational culture has a positive effect on organizational commitment. Leadership style does not affect nurse performance. Leadership style does not affect organizational commitment. Organizational commitment has a positive effect on nurse performance. Organizational commitment cannot play a role in mediating the influence of teamwork on nurse performance. Organizational commitment can play a role in mediating the influence of organizational culture on nurse performance. Organizational commitment cannot play a role in mediating the influence of leadership style on nurse performance.

scholarly journals ANALISIS PENGARUH BUDAYA ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA BIDAN PADA RSUD KOTA MATARAM

2019 ◽  
Vol 8 (3) ◽  
Author(s):  
Baiq Sukmawati ◽  
Lalu Suparman ◽  
Surati Surati
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Model ◽  
Sem Analysis ◽  
City Hospital ◽  
Significant Positive Effect ◽  
Mediating Role ◽  
Positive Effect

This study examined the influence of organizational culture and job satisfaction on organizational commitment and performance of midwives in the Mataram City Public Hospital. Specifically the purpose of this study was to determine the significance of the influence of organizational culture, job satisfaction and organizational commitment on the performance of midwives, to know the significance of organizational culture and job satisfaction on organizational commitment, and to know the mediating role of variable organizational commitment in midwives in Mataram City Hospital. The study population was 72 midwives in charge of the RSUD Kota Mataram. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that organizational culture and organizational commitment had a significant positive effect on the performance of midwives, while job satisfaction did not significantly affect performance. Organizational culture and job satisfaction have a significant positive effect on organizational commitment. For the influence of mediation on organizational commitment, there is a full mediating role in the influence of job satisfaction on midwife performance, while the influence of organizational culture on the performance of midwives is found to have a partial mediation effect.Keywords:Organizational Culture, Job Satisfaction, Organizational Commitment, Midwife Performance.

scholarly journals Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽  
2019 ◽  
Vol 52 (4) ◽  
pp. 310-324
Author(s):  
Abdulmajeed Saad Albalawi ◽  
Shahnaz Naugton ◽  
Malek Bakheet Elayan ◽  
Mohammad Tahseen Sleimi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Future Research ◽  
Job Opportunities ◽  
Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

scholarly journals The Effect of Organizational Culture on Lecturers’ Organizational Commitment in Private Universities in Indonesia

2019 ◽  
Vol 9 (2) ◽  
pp. 16 ◽  
Author(s):  
Furtasan Ali Yusuf
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Working Environment ◽  
Equation Modeling ◽  
University Environment ◽  
Tertiary Institutions ◽  
Object Of Study ◽  
The University

In rigorous and competitive working environment, higher education institutions  require a strong and supportive organizational basis. This study seeks to analyze the influence of organizational fundamentals of organizational culture on organizational commitment, job satisfaction, and the trust of lecturers as employees in tertiary institutions. This study is a quantitative study with the object of study in universities in Serang Banten, Indonesia. By using LISREL as the basis of structural equation modeling (SEM), the results show that organizational culture has a positive effect on organizational commitment, job satisfaction, and lecturer trust in the university environment. The implication is that a good and conducive organizational culture in tertiary institutions enables organizational members to build their integrity, competence, consistency and loyalty towards the tertiary organization. This condition can occur because of the existence of a conducive organizational culture, it will encourage members of the organization to actualize positive values in the organization, including the values contained in trust, such as integrity, competence, consistency and loyalty.

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