scholarly journals Dampak Komunikasi dan Budaya Organisasi Terhadap Kinerja Karyawan

2021 ◽  
Vol 1 (1) ◽  
pp. 36-55
Author(s):  
Mei Habibah Dalimunthe ◽  
Rifka Fachrina ◽  
Suhairi Suhairi
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Business World ◽  
Assessment Standards ◽  
Communication Effect ◽  
The Impact ◽  
A Company

   The purpose of this article is to find out what and how much influence communication and organizational culture have on employee performance. In the business world, there are many opinions that say that communication has a significant effect on the development of the company, because in a company there is definitely a need for communication between employees and company owners or in other words between subordinates and superiors as well as what is called organizational culture. This is no less important than communication, where we can see that the impact is very large on the development or progress of a company. In addition, performance is also a set of measures of how well a job can be done when compared to the assessment standards that have been set and adjusted based on the results of the conclusions above, we can see that there is a significant communication effect or impact on the performance of employees.  

scholarly journals Dampak Komunikasi dan Budaya Organisasi terhadap Kinerja Karyawan

2021 ◽  
Vol 2 (2) ◽  
pp. 54-63
Author(s):  
Mey Habibah Dalimunthe ◽  
Rifka Fachrina2 ◽  
Suhairi Suhairi
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Business World ◽  
Assessment Standards ◽  
Communication Effect ◽  
The Impact ◽  
A Company

The purpose of this article is to find out what and how much influence communication and organizational culture have on employee performance. In the business world, there are many opinions that say that communication has a significant effect on the development of the company, because in a company there is definitely a need for communication between employees and company owners or in other words between subordinates and superiors as well as what is called organizational culture. This is no less important than communication, where we can see that the impact is very large on the development or progress of a company. In addition, performance is also a set of measures of how well a job can be done when compared to the assessment standards that have been set and adjusted based on the results of the conclusions above, we can see that there is a significant communication effect or impact on the performance of employees.

scholarly journals The Effect of Organizational Culture and Leadership Style on Employees at Radio Televisao de Timor Leste. Empresa Publico (RTTL.EP), Timor-Leste

2021 ◽  
Vol 3 (1) ◽  
pp. 19-32
Author(s):  
Januario Soares ◽  
Dian Indiyati ◽  
Astri Ghina
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Secondary Data ◽  
Timor Leste ◽  
And Performance ◽  
Transformational Leadership Style ◽  
The Impact ◽  
A Company

  Organizational culture and leadership are part of human resources which are one of the capital and have a very important role for the success of a company or organization because good human resource management is the key to the successful achievement of the company's goals. The success of an organization in achieving its goals in addition to requiring a good organizational culture, also depends on the implementation of the leadership style. A strong leadership style in the organization is used to direct all available resources in achieving goals and optimizing success in a company. This study aims to determine to test and analyze the influence of Organizational Culture and Transformational Leadership Style on Employee Performance at RTTL.EP. The aspects studied are the employee's work culture, the leadership style of a leader, and the impact of the process of the two variables which will result in employee job performance. The phenomenon in this research is explored with quantitative methods. Data collection techniques are by distributing research questionnaires, interviews, and collecting secondary data. The sample taken was 180 samples of RTTL.EP employees.  The results of this study are expected to be used as a work evaluation to improve organizational culture, leadership, and performance, this research can be used as a direction in improving employee performance at RTTL.EP so that it is always in line with the Vision and Mission of RTTL.EP, which is to provide quality programs to the audience.

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)

E-Performance Systems

2011 ◽  
Vol 3 (1) ◽  
pp. 50-57
Author(s):  
Abdulaziz Al-Raisi ◽  
Saad Amin ◽  
Saad Tahir
Keyword(s):  
Performance Management ◽  
Intellectual Capital ◽  
Employee Performance ◽  
Organisational Change ◽  
Business Environment ◽  
Intangible Asset ◽  
Performance Management Systems ◽  
Tangible Asset ◽  
The Impact ◽  
A Company

Organizations are looking for solutions to manage and maximize the performance of their workforce. They recognize that there has been a shift in the business environment from a tangible asset economy to an intangible asset economy. The value of a company is comprised of employee knowledge, brand, and intellectual capital rather than inventories, goods, and machinery. As a result of this, organizations are relying on the technological solutions to monitor and improve employee performance and productivity. Several technological solutions such as Electronics Performance Management Systems (e-PMS) are being used by many organisations to monitor the performance. This paper attempts to assess the impact of e-PMS in the organisational change. A model is proposed based on empirical results.

scholarly journals The Impact of Individual Needs on Employee Performance while Teleworking

2020 ◽  
Vol 14 (5) ◽  
pp. 65-85
Author(s):  
Sonali Bhattacharya ◽  
Priyanka Mittal
Keyword(s):  
Employee Performance ◽  
Private Life ◽  
Family Type ◽  
Office Work ◽  
Control Variables ◽  
Work Conflict ◽  
Scale Control ◽  
Conflict Outcomes ◽  
The Impact ◽  
A Company

Due to change in work structures, the boundaries of private life and office work are getting depleted. There are various factors that may impact the performance of an employee, and they need to be identified. As different people in a company may have different home environments (family size, marital status, electricity, Wi-Fi, dedicated laptop with required software to teleconnect, noise and other distractions based on location of home, etc.), the telework setting varies and conflicts may arise during work and home transitions, especially when the dominant needs of a person are not met. Acquired Needs Theory by David McClelland classifies our needs into Achievement, Affiliation and Power and this paper aims to study the conflicts (Home-to-Work conflict or HTWC and Work-to-Home conflict or WTHC) that may arise within individuals due to the variation in their dominant needs. Employees presently working from home were administered a questionnaire that comprised items to measure the dominant needs of individuals. The questionnaire also had items to gauge what kind of issues/conflicts employees face while teleworking, and their coping behaviour. Responses were collected on a 7-point Likert Scale. Control variables like the level of restrictions in going out due to pandemic were also considered. The study established that among all the control variables, the number of hours spent working and family type has significant impact on both the conflicts, WTHC and HTWC. Also, people with different dominant needs have different impacts on conflict outcomes. Changing work landscape requires an organisation’s responsiveness to understand the interaction of individual personalities with their work and how future telework can be made more effective. People with a high Achievement need may face more WTHCs and those with a high Affiliation need may face more HTWCs. As the Power need increases, the person may face fewer WTHC and HTWC. These insights can be used by the organisation to drive the need among individuals so that they remain inclusive and satisfied.

scholarly journals The impact of organizational culture on the ultimate performance of a company

2016 ◽  
pp. 25-30
Author(s):  
Gordana Gavric ◽  
Goran Sormaz ◽  
Djordje Ilic
Keyword(s):  
Organizational Culture ◽  
The Impact ◽  
A Company

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 The corporate culture and employees’ performance: an overview

2020 ◽  
Vol 10 (3) ◽  
pp. 1-6
Author(s):  
Shoeb Ahmad
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Employee Performance ◽  
Positive Culture ◽  
Organization Culture ◽  
Fundamental Aspect ◽  
Significant Feature ◽  
Strong Impact ◽  
And Performance ◽  
The Impact

Corporate culture is a significant feature of an organization which is implied as the fundamental aspect of organizational strategy. It facilitates consistent employee behavior and helps new recruits to socialize and adapt to the workplace in accordance with organizational goals.Corporate cultures have manifold influence on employee performance and satisfaction levels.Employees act more sincerely and responsibly to attain organizational goals, once they are certain of their direct involvement in the organization. Culture of an organization helps employees develop their skills to observe and question expressive meanings of organizational rituals as well as gives a sense of distinctiveness to its members. As the employees spend the major part of their life while working with organizations, corporate culture gives them an opportunity to enhance their creativity, and direct their attitudes toward everything associated to work life. Thus, organizational culture influences organizational effectiveness. The culture of a workplace has a strong impact on the welfare of workplace in both short as well as long term and a positive culture escalates the proficiency and performance of organizations. The present study examines the relationship between organizational culture and employees’ functioning and performance. In addition, it explores the impact of organizational culture on employees’performance.

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.

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