PENGARUH BUDAYA ORGANISASI DAN KETERLIBATAN KERJA TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABLE INTERVENING PADA PT XYZ

2020 ◽  
Vol 1 (2) ◽  
pp. 101-119
Author(s):  
Nurlaini Nurlaini ◽  
Almasdi Almasdi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Modeling Analysis ◽  
Employee Work Engagement

This study aims to analyze the performance of employees at PT XYZ Branch by looking at the influence of organizational culture variables on employee performance and the influence of work engagement variables on employee performance using organizational commitment variables as intervening variables. This type of research is a comparative causal study. The population in this study were all employees of PT XYZ Branch from all company departments totaling 150 people. In this study the census method is used by giving questionnaires to the entire population of 150 people consisting of employees of all company departments. Data Data analysis techniques in this study use SEM (Structural Equation Modeling) analysis which is operated on the basis of Partial Least Square (PLS) with SmartPLS 3.0 tools. The results of the study indicate that organizational culture variables do not significantly influence employee performance indirectly, work engagement has a significant effect on employee performance with organizational commitment as a mediating variable, with good organizational culture and maximum employee work engagement can make employee performance better at PT XYZ Branch.This study aims to analyze the performance of employees at PT XYZ Branch by looking at the influence of organizational culture variables on employee performance and the influence of work engagement variables on employee performance using organizational commitment variables as intervening variables. This type of research is a comparative causal study. The population in this study were all employees of PT XYZ Branch from all company departments totaling 150 people. In this study the census method is used by giving questionnaires to the entire population of 150 people consisting of employees of all company departments. Data Data analysis techniques in this study use SEM (Structural Equation Modeling) analysis which is operated on the basis of Partial Least Square (PLS) with SmartPLS 3.0 tools. The results of the study indicate that organizational culture variables do not significantly influence employee performance indirectly, work engagement has a significant effect on employee performance with organizational commitment as a mediating variable, with good organizational culture and maximum employee work engagement can make employee performance better at PT XYZ Branch.

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 Peran Komitmen Organisasi dalam Menurunkan Pengaruh Negatif Turnover Intention terhadap Kinerja Karyawan (Studi kasus: GroupM Indonesia)

2019 ◽  
Vol 9 (2) ◽  
pp. 81-90
Author(s):  
Aria Andriyadi ◽  
Anggraini Sukmawati ◽  
U Dyah Syafitri
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Negative Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
High Turnover ◽  
Moderator Variable

Information about the factors that influence turnover intention is needed by managerial in providing strategic steps to overcome the negative effects of high turnover intention. This study aims to analyze the effect of turnover intention on employee performance with organizational commitment as a moderator variable. The sampling method used was the proportionate stratified random sampling technique. The research data used respondents' perceptions of the variables, then analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of this study indicate that turnover intention has a negative relation toward employee performance and commitment, although not significant. This condition can occur because of tugging to get high-performing talents in the service industry. This condition is triggered by the increasingly open competition in the world of work so that employees are aware of having to create a positive impression for the company to be left, which will usually be a recommendation to the next destination company. High organizational commitment is an important factor in improving employee performance. High organizational commitment will reduce the desire of employees to leave a company (turnover intention) and reduce the negative influence on employee performance, so that despite high turnover intention, employee performance is remaining high. This happens especially in service companies whose main capital is human resources.

scholarly journals Effect of transformational leadership and organizational culture on employee performance mediated by job motivation

2019 ◽  
Vol 6 (6) ◽  
pp. 118-127
Author(s):  
G. Ngurah Suteja Putra ◽  
I Gusti Ayu Manuati Dewi
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Job Motivation

This study aims to analyze the effect of transformational leadership and organizational culture on employee performance mediated by job motivation. The population in this study included 134 Civil Servants in the Secretariat of the Bali District/City Election Commission with a total sample of 100 people using the proportional random sampling method. Data analysis techniques were performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. Job motivation is able to mediate the relationship between transformational leadership and organizational culture on employee performance partially. The Head of the Secretariat of the KPU of Regency/City in Bali needs to develop a transformational leadership style by providing motivation that inspires subordinates to work better when job motivation increases will be directly proportional to an increase in employee performance. In addition, a strong organizational culture such as information disclosure and participation of all members of the organization in achieving organizational goals can be developed continuously. When job motivation increases, it will encourage employees to improve the quality and timeliness of employees in completing work.

scholarly journals Pengaruh Insentif dan Budaya Organisasi terhadap Komitmen Organisasi

2020 ◽  
Vol 2 (3) ◽  
pp. 587
Author(s):  
Cynthia Dewi ◽  
Joyce Angelique Turangan
Keyword(s):  
Organizational Culture ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Positive Influence ◽  
Research Data ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling

In this study there are 3 variables used, namely incentives, organizational culture, and organizational commitment. X1 = incentives, X2 = organizational culture, and Y = organizational commitment. Incentives in the form of rewards, awards or benefits provided to employees for their hard work given to the company, so that indirectly foster their loyalty to the company. While organizational culture is a belief in the values that are embraced, and trusted, which values are the guidelines for every employee of the organization in carrying out organizational activities. And for organizational commitment is where employees in this organization want to remain part of the organization's members and want to do anything to remain in the organization. the purpose of this study was to determine the effect of incentives and culture on organizational commitment. The data used in this study are primary data. and this research data is processed using PLS-SEM (Partial Least Square - Structural Equation Modeling). The choice of using PLS-SEM is because the sample used in the study was relatively small, namely 26 people. Which is because the population used in this study is small. The population consists of employees of PT. Rizky Indah Makmur. From the results of this study, the fact is that there is a positive influence between the incentives and organizational culture on organizational commitment.Pada penelitian ini terdapat 3 variabel yang digunakan yaitu insentif, budaya organisasi, dan komitmen organisasi. X1= insentif, X2= budaya organsisi, dan Y= komitmen organisasi. Insentif adalah berupa imbalan, penghargaan atau tunjangan yang diberikan kepada karyawan atas kerja keras mereka yang mereka berikan kepada perusahaan, agar mereka secara tidak langsung menumbuhkan loyalitas mereka kepada karyawan. Sedangkan budaya organisasi adalah kepercayaan yang dianut akan nilai-nilai yang dipercayai, yang mana nilainilai tersebut sebagai pedoman setiap karyawan organisasi dalam menjalankan kegiatan organisasi. Dan untuk komitmen organisasi adalah situasi dimana karyawan pada organisasi tersebut ingin tetap menjadi bagian dari anggota organisasi tersebut dan ingin melakukan apa pun agar tetap berada di dalam organisasi tersebut. Penelitian ini dilakukan dengan tujuan untuk mengetahui pengaruh insentif dan budaya organisasi terhadap komitmen organisasi. Data yang digunakan dalam penelitian ini merupakan data yang bersifat data primer. Yang mana data penelitian ini diolah menggunakan PLS-SEM (Partial Least Square - Structural Equation Modeling). Pemilihan penggunaan PLS-SEM dikarenakan sample yang digunakan dalam penelitian relatif kecil, yaitu 26 orang. Yang mana hal tersebut disebabkan karena populasi yang digunakan dalam penelitian ini kecil. Populasi tersebut terdiri dari karyawan-karyawan PT. Rizky Indah Makmur Dari hasil penelitian ini didapatkan bahwa terdapat pengaruh positif antara indentif dan budaya organisasi terhadap komitmen organisasi.

scholarly journals Peran Kepemimpinan Dan Budaya Organisasi Dalam Meningkatkan Kinerja Pegawai Sektor Publik Di Kota

2020 ◽  
Vol 11 (2) ◽  
pp. 131
Author(s):  
Sakinah AS ◽  
Anisah Anisah
Keyword(s):  
Organizational Culture ◽  
Public Sector ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
The Public ◽  
Public Sector Employees ◽  
The City

This study aims to analyze the influence of leadership and organizational culture on the performance of public sector employees in the city of Jambi. The sample in this study is employees who work in the public sector in the city of Jambi. The data collection method used a questionnaire and analyzed using verification analysis, the analytical tool in this study is using Component Based SEM (Structural Equation Modeling), namely PLS (Partial Least Square). The results of this study will explain whether there is an influence from the main variables studied, namely the leadership, organizational culture and employee performance..

The Effect of Leadhership and Organizational Comitment to Performance of Employees with Working Satisfaction as Intervening Variables in Tanah Lot DTW Management Office

2018 ◽  
Vol 9 (10) ◽  
pp. 21096-21108
Author(s):  
I Putu Erawan ◽  
AA Putu Agung ◽  
Luh Kadek Budi Martini
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Tourist Destination

This study aims to test The Influence of Leadership and Organizational Commitment to Employee Performance with Job Satisfaction as a Variable Intervening is carried out at the Dtw Tanah Lot Tabanan Office. This research is a quantitative research using primary data obtained from questionnaires and measured using a Likert scale. The population of this study were employees at the DTW Tanah Lot Tabanan management office Based on the data obtained at the Tanah Lot DTW management office in Tabanan Regency the number of employees is 40 people which is less than 100, then taken entirely, so the research is population research. (Sample saturated). Data analysis techniques used in this study are Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using the help of the Smart PLS 3.0 program. The results showed that Leadership has a positive and significant effect on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Leadership has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. The effect of mediation on job satisfaction variables on the indirect influence of leadership on employee performance is partial (partial mediation), meaning thatvariable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.   Influence of mediation on job satisfaction variables on indirect effects Organizational commitment to employee performance is partial (partial mediation), meaning that variable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.

The Role of Organizational Commitment to Provide Leadership and Organizational Culture with Employee Performance on Mina Group

2018 ◽  
Vol 9 (03) ◽  
pp. 20563-20571
Author(s):  
I Gusti Ngurah Mandala Jaya Utama ◽  
I Ketut Setia Sapta ◽  
Anik Yuesti
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Positive Leadership ◽  
And Control

This study aims to improve and control the relationship between leadership, organizational culture, organizational commitment and employee performance. This research was conducted at Warung Mina Group with Warung Mina Group employee population, 81 respondents sampled by stratified random sampling method. All data generated from questionnaires are suitable for use, and then analyzed using the structural equation model called Partial Least Square (PLS). The result of the research shows (1) positive leadership leadership and significant to organizational commitment, (2) organizational culture have positive and significant influence to organizational commitment, (3) positive leadership leadership and significant to employee performance, (4) organizational culture have positive and significant impact to employee performance and. The implications of this research are that leadership can be maximized by motivational excellence, organizational culture can be improved by applying emphasis on the group (emphasis group), organizational commitment is maximized by increasing affective application and improved employee performance by maximizing the quantity of work.

scholarly journals Millennial Generation Optimizing Organizational Commitment with Internal Communication

2021 ◽  
Vol 9 (2) ◽  
pp. 97-105
Author(s):  
Widya Parimita
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Structural Equation ◽  
Positive Influence ◽  
Internal Communication ◽  
Partial Least Square ◽  
Causal Modeling ◽  
Least Square ◽  
Equation Modeling ◽  
Organization Commitment

The research focusing on expanding scientific studies to see the effect of internal communication by checking employee’s perception in keeping the company internal symmetric communication for maintaining the commitment to the company. This research further discuss about the organization casual commitment relationship, internal communication, meaning of works and work engagement. The method conducted in this research is through survey with descriptive approach. Causal modeling or relations and cause, or known as path analysis is the model used for this research. SEM (Structural Equation Modeling) with SMARTPLS 3.0 program. The direct effect from exogen variable to the endogen will be analyzed through the Partial Least Square. Research said that there is  a positive and significant influence of internal communication to colleague, organization commitment and meaning of works. Furthermore, meaning of works is giving a positive influence and significant to organization commitment and work engagement. The outcome of this research can be used as reference and information for developing knowledge, specifically in the field of human resource management in developing theory in organizational commitment.

scholarly journals THE INFLUENCE OF PERSONALITY AND ORGANIZATIONAL COMMITMENT AND WORK ENGAGEMENT TO EMPLOYEE SATISFACTION AND EMPLOYEE PERFORMANCE DPRD SAMARINDA CITY

2020 ◽  
Vol 4 (02) ◽  
Author(s):  
Fuad Fakhruddin ◽  
Zainal Ilmi ◽  
Gusti Noorlitaria Achmad
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Structural Equation ◽  
Employee Performance ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Job Satisfaction

In this study involving Civil Servants in Samarinda City DPRD. In this study, to see the performance of employees used a sample of 82 respondents. The data analysis used by the author is the Structural Equation Model (SEM). Hypothesis testing is done by multivariate analysis carried out through the SmartPLS program. Data analysis through partial Least Square (PLS) is done through two stages, namely: First, Assessing the outer model or measurement model. Second, assess the inner model or structural model. The results showed that Personality had a positive influence on employee job satisfaction, organizational commitment had a positive influence on employee job satisfaction, work engagement gave a positive effect on satisfaction, Personality had a positive influence on employee performance, organizational commitment had a positive influence on employee performance, work engagement provide a positive influence on employee performance, job satisfaction has a positive influence on the performance of employees of the Samarinda City Regional Representative Council. Keywords: Personality, Organizational Commitment, Work Engagement, Job Satisfaction, Employee Performance

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.

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