scholarly journals Budaya Organisasi Salah Satu Faktor Penentu Kinerja Karyawan

2020 ◽  
Vol 3 (2) ◽  
pp. 518-523
Author(s):  
Marlina Deliana
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Company Performance ◽  
Social Culture ◽  
Work Patterns ◽  
Community Culture ◽  
Performance Results ◽  
A Company ◽  
Determining Factor ◽  
The Way

Organizational culture is one of the factors that differentiate the performance results of a company. Organizational culture is proposed to employees as the way a job is done. National and social culture of a country influences organizational culture, based on the Hofstede’s and Trompeneaar’s model, there are dimensions of community culture that influence and shape the values and norms of a founder, employees, and customers of a company. Performance is the result of an employee's ability coupled with effort and support. The ability of an influential person is influenced by talent and interest, while effort is influenced by motivation, incentives and work patterns. The importance of organizational culture on employee performance has two research views. Some researchers consider that organizational culture has no significant effect on performance, while some studies prove that organizational culture has a positive and significant effect on employee performance. Organizational culture that is found in many Indonesians organizational culture is a hierarchical culture, which focuses on control and stability associated with the bureaucratic system. So that this becomes one of the factors, where organizational culture is not a determining factor for improving performance.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA ARYAWAN PADA PT BANDAR ABADI SHIPYARD

2019 ◽  
Vol 1 (1) ◽  
pp. 47-53
Author(s):  
Lia Anggelina ◽  
Inggrid Wahyuni Sinaga
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Employee Performance ◽  
Computer Software ◽  
Sampling Technique ◽  
Validity And Reliability ◽  
Ship Building ◽  
Study Population ◽  
Ship Repair ◽  
A Company

PT Bandar Abadi Shipyard is a company engaged in manufacturing and the company is working to improve the quality and quantity of production in the ship building and ship repair. The purpose of this study was to determine the influence of organizational culture variables and work motivation on employee performance at PT. Bandar Abadi Shipyard. The study population was 50 people and the samples used are saturated sampling technique. This study using multiple linear regression data analysis with the help of computer software SPSS version 20.00. Analysis of the data used to test the validity and reliability levels, classical assumptions and hypothesis testing. Results from this study indicate that the organizational culture (X1), and work motivation (X2) positive and significant impact on employee performance (Y) and simultaneously the organizational culture (X1) and work motivation (X2) positive and significant impact on employee performance (Y)

scholarly journals ANALISIS PERBANDINGAN PENGARUH LANGSUNG DAN TAK LANGSUNG FAKTOR BUDAYA ORGANISASI DAN KOMITMEN TERHADAP KINERJA KARYAWAN PADA UPTD PARKIR

2018 ◽  
Vol 13 (2) ◽  
pp. 238-258
Author(s):  
Lilis Ardini
Keyword(s):  
Organizational Culture ◽  
Sampling Method ◽  
Employee Performance ◽  
Organization Culture ◽  
Direct Influence ◽  
Managerial Work ◽  
Indirect Influence ◽  
Culture Effects ◽  
A Company

This study  examines  the role of service variable to commitment variable as intervening variable. Respondents of this study are 87 samples by using purposive sampling method. Questionnaire consists of 3 variables, those are organizational culture with 26 indicators, then commitment with 15 indicators, and managerial work  with 10 indicators . The result of this study shows that managerial work  may have direct influence to commitment  and have indirect influence that is from organizational culture to commitment as a new intervening to managerial work. Direct influence of organizational culture  to managerial work  that is  is 0,232. Indirect influence of organizational culture  to commitment  that is 0,810, meanwhile from commitment to managerial work, that is 0,617. Therefore, indirect influence, that (0,810)*(0,617)=0,4997. Hypothesis stating that assumption of organization culture effects the performance higher than organization culture in UPTD Surabaya Parking are refused. Organization culture that effects employee performance is. 0,49977; while organization culture effects on employee’s performance is  0,232. This result may provide a conducive company, then, emerge employee commitment. Based on those results, it can be suggested that a company should give more emphasize to organizational culture  and commitment  because there is evidence that it may cause customer’s managerial work because organizational culture is a very important factor in guaranteeing UPTD  Public Parking DISHUB Surabaya.

scholarly journals MODEL SISTEM PENGOLAHAN DATA PENGADUAN KARYAWAN UNTUK MENGUKUR KEPUASAN PELAYANAN DALAM MENINGKATKAN KINERJA PERUSAHAAN

2020 ◽  
Vol 6 (1) ◽  
pp. 63-73
Author(s):  
Junaidi Junaidi ◽  
Siti Euis Iyana Nurlia ◽  
Fira Arbaimaniar Nurul
Keyword(s):  
Employee Satisfaction ◽  
Design Method ◽  
Employee Performance ◽  
Integrated System ◽  
Company Performance ◽  
Data Collection And Analysis ◽  
Paper Form ◽  
Increasing Demand ◽  
A Company ◽  
Computerized System

Companies that are engaged in industry, currently continue to experience growth, along with increasing demand, this is certainly followed by an increase in the number of employees to reach tens of thousands, so that the company can reach the specified production targets every day. Management of a company with this number of employees is not easy, this can be seen from the high number of employee complaints that have an impact on company performance. To maintain employee performance, companies are demanded to be able to deal with every employee complaint quickly and accurately. The above problems certainly require a system that is able to measure the satisfaction of company services to employees, so that the company's performance is maintained well, besides that the system that has been running in the form of complaints is considered ineffective and inefficient, because it results in high costs for paper form preparation, not to mention the difficulties in recapitulation of complaints, this is the cause of the slow realization of actions against employee complaints and frequent errors of action due to inaccurate reports. This problem can be overcome with a computerized system, so it is expected to be able to create a recapitulation quickly, so that actions can be taken appropriately. By using various data collection and analysis methods, the design method includes usecase, activity, sequences and class diagrams, to produce an integrated system so that it can measure employee satisfaction and improve company performance.

Improving the Company Performance by Using Energy Audit Method

2013 ◽  
Vol 371 ◽  
pp. 827-831
Author(s):  
Andrei Aciobanitei ◽  
Constantin Militaru ◽  
Nancy Khassawneh ◽  
Crinel Vladoi
Keyword(s):  
Technical Analysis ◽  
Company Performance ◽  
Process Performance ◽  
Energy Audit ◽  
Energy Auditing ◽  
A Company ◽  
The Way

This article approaches the technical means to generate savings for companies, and this is accomplished in an ecological manner, by reducing waste of energy. This implies performing deep technical analysis using specific methods and tools for energy auditing of a company building and technical installations. The most effective way for enhance process performance is tuning. The first step is energy audit, the way to determine where energy loses appears and what could be improved in order to eliminate them, thus being more efficient and ecological.

scholarly journals Pengaruh Budaya Organisasi Dan Kompensasi Terhadap Kepuasan Kerja Dalam Meningkatkan Kinerja Karyawan (Studi Kasus Pada Generasi Baby Boomers, X, Y Dan Z)

2019 ◽  
Vol 2 (6) ◽  
Author(s):  
Stevanny Novianti Saliman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Baby Boomers ◽  
Generation X ◽  
Employee Performance ◽  
Survey Method ◽  
Random Generation ◽  
A Company ◽  
Research Show ◽  
Population Numbers

The purpose of this study was to analyze the influence of organizational culture and compensation towards job satisfaction in improving the performance of employees on the baby boomers, generation x, y, and z. Respondents in this research is done by taking a employee population from some random generation of working around the area of West Jakarta and Tangerang. The method is carried out in the form of survey method with the dissemination of questionnaires with population numbers 150 people. The results of this research show that the culture of the Organization and compensation have levels of influence significantly to job satisfaction in improving employee performance. Adjustment of organizational culture in the work environment and the granting of compensation in accordance with the work that is given to the employee can be influential with the job satisfaction of employees in a company as well as improve productivity or performance employees at the company

scholarly journals СТРАТЕГІЧНЕ УПРАВЛІННЯ ОРГАНІЗАЦІЙНОЮ КУЛЬТУРОЮ ПІДПРИЄМСТВ ПРИ РОЗВИТКУ ТА АДАПТАЦІЇ ДО ЗМІН

2020 ◽  
Vol 141 (6) ◽  
pp. 84-95
Author(s):  
Олена В. Ареф'єва ◽  
Сергій О. Ареф'єв ◽  
Альона О. Верпека
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Corporate Culture ◽  
Control Mechanisms ◽  
Management Tools ◽  
Business Context ◽  
Values And Beliefs ◽  
And Performance ◽  
A Company ◽  
The Way

The study attempts to explore organizational culture as a set of beliefs, habits, values, attitudes, traditions, etc. among individuals and groups within any organization. In particular, it is noted that the notion of organizational culture is widely used in a business context. The way organizational culture is expressed has underpinned much of social sciences research and gained particular importance in the mid-20th century when some scholars in the field of management and organizational behavior had started actively advocating the benefits of promoting organizational culture. Thus, the research on a human aspect and human relationships in company management was previously part of sociology focus and from this perspective could be regarded as a predecessor of organizational culture. It is argued that adequate and precise identification of values, basic norms of conduct and employment procedures to be adhered to by all company employees will translate into specific organizational framework which contributes to shaping organizational culture and has dramatic impact on the way employees perceive management decisions. Individual behavior of each employee directly depends on relationships, communication and interaction they have with the rest of the group members. Hence, organizational culture can develop and improve employee capabilities on the one hand, and limit them on the other, especially when a company fails to build clear and effective corporate culture. This study views organizational culture as a set of paradigms which are formed during the organisation’s life cycle through the interaction between its members with internal structural units, strategies, systems and processes, and between the organization and its environment. This interaction suggests certain messages and links which will be valid as far as they ensure the organization’s efficiency, effectiveness and performance. The paper also describes the relationship between culture and a company strategy. A set of principles, values and beliefs shared by all employees, together with a company hierarchical structure, management levels, control mechanisms and effectiveness management tools ultimately shape the fundamental rules of employee conduct and working arrangements and indicate the focus of organisation’s strategy.

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI BANK BJB CABANG BANJARMASIN

2017 ◽  
Vol 3 (2) ◽  
Author(s):  
Sayid Hasan
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Performance Measurement ◽  
Performance Management ◽  
Employee Performance ◽  
Human Resources Management ◽  
Population Based ◽  
Company Performance ◽  
Resources Management ◽  
Research Population

Abstract: Company performance measurement is very important. By measuring performance, management can determine the level of progress of the company and identify areas which should receive more attention. This research try to understand the influence of organizational culture to employee’s performance. This research is done to BJB Bank Branch Banjarmasin using all it’s employees as research population. Based on these results that the regression tested in this study are significant. In other words, the influence of organizational culture on performance is not coincident, but actually real or meaningful. Keywords: human resources management, organizational culture, employee performance Abstrak: Pengukuran kinerja suatu perusahaan merupakan hal yang sangat pen-ting. Dengan melakukan pengukuran kinerja, manajemen dapat mengetahui ting-kat kemajuan perusahaan dan sekaligus mengetahui bidang-bidang mana yang ha-rus mendapat perhatian lebih banyak. Penelitian ini berusaha memahami pengaruh dari budaya organisasi terhadap kinerja pegawai. Penelitian dilakukan di Bank BJB Cabang Banjarmasin dengan populasi penelitian adalah seluruh karyawan di Bank BJB Cabang Banjarmasin. Berdasarkan hasil penelitian ini dapat disim-pulkan bahwa regresi yang diuji dalam penelitian ini adalah signifikan atau de-ngan kata lain pengaruh budaya organisasi terhadap kinerja adalah bukan karena hal kebetulan semata, melainkan benar-benar nyata atau bermakna. Kata Kunci: manajemen sumber daya manusia, budaya organisasi, kinerja pegawai

scholarly journals The Effect of Financial Compensation and Flexibility of Working Hours on Telecommuting Employee Performance

2019 ◽  
Vol 8 (4) ◽  
pp. 355-360
Keyword(s):  
Quantitative Study ◽  
Industrial Revolution ◽  
Employee Performance ◽  
Working Hours ◽  
T Test ◽  
The Internet ◽  
Work Patterns ◽  
Financial Compensation ◽  
Independent Variable ◽  
The Way

The 4.0 industrial revolution in business changed the way of working, including changes in the work patterns of employees, who had to work at office to work at home using the internet, called as telecommuting employees. The purpose of this study is to determine the effect of financial compensation and flexibility of working hours provided by e-commerce companies on the performance of their telecommuters. In this quantitative study, it was released that the financial compensation variable based on the T test had a coefficient of 0.126 and Sig. 0.195, which means there is no influence between financial compensation and telecommuting employee performance. As for the second independent variable, the flexibility of working hours based on the T test has a coefficient of 0.607 with Sig. 0,000, which means that employee flexibility is very influential in employee performance.

scholarly journals Cultural Reconstruction and Organization Environment for Employee Performance

2021 ◽  
Vol 8 (2) ◽  
pp. 296
Author(s):  
Tehubijuluw Zacharias ◽  
Mohamad Arsad Rahawarin ◽  
Yusriadi Yusriadi
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Public Works ◽  
Organizational Environment ◽  
Company Performance ◽  
Regulatory Policies ◽  
Organizational Engagement

This study examined cultural and organizational motivations for success through organizational engagement and work motivation in the Department of Public Works in the province of Maluku, Indonesia. The approach used for this study was quantitative, using a survey. The Department of Public Works of the Province of Maluku was the research site with a sample of 149 participants. The analysis method used in this study was Generalized Structured Component Analysis (GSCA). The main findings were 1) organizational culture has a direct effect on organizational engagement and a direct contribution to employee performance, 2) organizational culture impacts company performance, 3) organizational environment has a direct effect on employee motivation and employee performance, and 4) organizational environment supports company performance. The results indicate that the organizational environment can be increased by formulating regulatory policies and establishing rules and strategies for employees to carry out their duties. Motivation for work can be boosted by giving awards that match the results of work. In building an organizational culture, attention needs to be paid to the values contained in organizational culture, consisting of corporate empowerment, team management, clarity of vision, direction, and corporate goals.

scholarly journals THE EFFECT OF COMPETENCY, MOTIVATION, AND ORGANIZATIONAL CULTURE ON THE EMPLOYEE PERFORMANCE AT THE JAYAKARTA HOTEL, BANDUNG, INDONESIA

2017 ◽  
Vol 2 (1) ◽  
pp. 120 ◽  
Author(s):  
Suryana H. Achmad
Keyword(s):  
Organizational Culture ◽  
Quantitative Research ◽  
Employee Performance ◽  
Work Culture ◽  
Data Collection Tool ◽  
Statistical Hypotheses ◽  
Competence Motivation ◽  
A Company ◽  
Purposive Sample ◽  
Method Approach

Human resources in a company is an asset that can realize the achievement of the company’s mission to obtain benefits. The Jayakarta Bandung Hotel has 90% of employees who are competent and certified, but there are still complaints about the services provided. Therefore, this study was done to determine the influence of competence on performance, motivation on performance, and organizational culture on performance; and the influence of the competence, motivation, and work culture on the employee performance. This study used a quantitative research method approach with descriptive statistics, the data collection tool of questionnaires. The population was all employees of The Jayakarta Bandung Hotel with a purposive sample of 66 employees. The results showed that: employees’ competence tended to be at a sufficient value (a significant effect on the performance); employees’ motivation tended to be at a good value (a significant effect on the performance); and work culture tendency tended to be at a sufficient value to affect the performance. In conclusion, statistical hypotheses were accepted, indicating direct influence of X1 on Y was 9.61%. The value of indirect effect of X1 through X2 on Y was 9.85%, and that of X1 through X3 on Y was 5.39%. The total effect of X1 was 24.80%.

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