Effect of organizational culture and leadership style on employee performance through work motivation at pt. Kereta commuter Indonesia

UPTD Public Parking DISHUB Surabaya intends to run its working durability which one of them is caused by customer’s high loyalty. Service and post-service are factors that are important to create organizational culture towards managerial work and commitment. Therefore, we should examine 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 .Suitable method to answer above problem is Path Analysis. The result is that path analysis 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 direct effect on performance be higher than organization culture indirect effect via employee performance commitment in UPTD Parkir of Surabaya City are refused. Cause organization culture indirect effect through employee performance are 0,49977 while organization culture direct effect on employee performance are 0,232. This result proving that Organization Culture which created the company as conducive will emerging Employee Commitment. Through this Employee Commitment. Will be effected on Employee Performance then furthermore effecting Organization Performance. 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.

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PERANAN DISIPLIN KERJA DAN KOMPENSASI DALAM MENDETERMINASI KINERJA KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING PADA PT CAHAYA PULAU PURA DI KOTA BATAM

JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) ◽

10.33884/jimupb.v6i2.675 ◽

2018 ◽

Vol 6 (2) ◽

pp. 22

Author(s):

Mauli Siagian

Keyword(s):

Direct Effect ◽

Indirect Effect ◽

Quantitative Research ◽

Work Motivation ◽

Employee Performance ◽

Direct Influence ◽

Quantitative Research Methods ◽

Relationship Of ◽

The Relationship ◽

Intervening Variables

This study aims to examine the extent of work discipline, compensation in mendeterminasi employee performance with work motivation as intervening variables at PT Cahaya Pulau Pura in Batam City, using quantitative research methods with data analysis techniques with path analysis of employees as many as 160 reponden made a sample of a population of 268 employees, whose data were tested using SPSS 21 software tools. The results of the study were; Work discipline has a significant influence on work motivation with the coefficient of direct effect of work discipline on work motivation is 0,513. Compensation has no significant effect on work motivation with coefficient of direct effect of compensation on work motivation is 0,015. Work discipline has a significant effect on employee performance with coefficient of direct effect of work discipline on employee performance is 0,249. Compensation has a significant effect on employee performance with coefficient of direct effect of compensation on employee performance is 0,159. Motivation of work has a significant effect on employee performance with coefficient of direct influence of work motivation on employee performance is 0,559. Coefficient of indirect effect> direct effect (0.2867> 0.249). So that work discipline has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the relationship of work discipline to the performance of employees. Coefficient of indirect effect> direct influence (0,1674> 0,159). So that compensation has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the compensation relationship on employee performance.

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HRM PRACTICES AND ITS IMPACT ON EMPLOYEE PERFORMANCE: A STUDY OF THE CEMENT INDUSTRY IN INDONESIA

10.31235/osf.io/bct8p ◽

2018 ◽

Author(s):

Ridwan ◽

H. Mursalim Umar Gani ◽

H. Achmad Gani ◽

H. Sunusi Hamid

Keyword(s):

Job Satisfaction ◽

Leadership Styles ◽

Direct Effect ◽

Leadership Style ◽

Indirect Effect ◽

Work Motivation ◽

Employee Performance ◽

Employee Commitment ◽

Work Climate ◽

Exogenous Variable

This research aims to examine and analyze the effect of human resource management practices (i.e. leadership styles, employee commitment, work motivation, and work climate) on employee job satisfaction and employee performance. This study used primary data obtained through a survey to 221 employees as a sample. The result of Structural Equation Modelling (SEM) analysis shows that empirically the leadership style, employee commitment, work motivation, and work climate have positive and significant impact on job satisfaction. Leadership style, employee commitment, work motivation, and work climate, either directly or indirectly have a positive and significant effect on employee performance through job satisfaction as variable intervening. Job satisfaction has a direct positive and significant effect on employee performance. The direct effect of leadership styles, employee commitment, motivation and work climate on employee performance is positive, which means that when the exogenous variables improved the job satisfaction and employee performance will increase. The indirect effect of exogenous variable on employee performance through job satisfaction is positive. The total effect which is the sum of the direct and indirect effects through job satisfaction obtained positive value, which means there is effect of direct effect and indirect effect of exogenous variable on employee performance through job satisfaction.

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PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI KERJA, DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN (Studi Pada PT. BPR Arta Utama Pekalongan)

JURNAL STUDI MANAJEMEN ORGANISASI ◽

10.14710/jsmo.v13i2.13407 ◽

2016 ◽

Vol 13 (2) ◽

pp. 161 ◽

Cited By ~ 1

Author(s):

Robertus Gita ◽

Ahyar Yuniawan

Keyword(s):

Transformational Leadership ◽

Organizational Culture ◽

Data Analysis ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

Central Office ◽

Employee Motivation ◽

Independent Variables ◽

Transformational Leadership Style

The purpose of this research is to analyze further the effect of transformational leadership style,employee motivation, and organizational culture on employee performance. In this study, theresearcher uses of transformational leadership style, work motivation, and organizational cultureas an independent variables and employee performance as the dependent variable.Methods of data collection in the research that is used is a questionnaire with a sample of 57permanent employees of PT. BPR Arta Utama Pekalongan (consisting of a central office and fourbranch offices), in which the research is using a sample of census or using the entire population ofemployees of PT. BPR Arta Utama. Methods of data analysis used in this research is multiplelinear regression analysis.Based on the multiple linear regression that is performed to produce transformational leadershipstyle, it has a positive and significant impacts on employee performance. Meanwhile, workmotivation and organizational culture do not affect the performance of employee.Keywords : Transformational leadership style, work motivation, organizationalculture, and employee performance.

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PENGARUH BUDAYA ORGANISASI, DISIPLIN KERJA, DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA PT. BANK MANDIRI (PERSERO) TBK, BRANCH PANGKALAN BRANDAN

Jurnal Darma Agung ◽

10.46930/ojsuda.v29i2.1056 ◽

2021 ◽

Vol 29 (2) ◽

pp. 155

Author(s):

Adriana Febelastika Sitompu ◽

Aldwin Surya ◽

Anton A. P Sinaga

Keyword(s):

Organizational Culture ◽

Work Environment ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

Coefficient Of Determination ◽

Economic Factors ◽

Direct Influence ◽

Analysis Technique ◽

Socio Economic Factors

This study aims to determine: the direct influence of work discipline organizational culture and work motivation on the performance of PT. Bank Mandiri (Persero) Tbk, Branch Pangkalan Brandan, totaling 76 employees. The data collection techniques of this study were questionnaires and observations. While the data analysis technique used is the classical assumption test, multiple regression F test t test and the coefficient of determination. The results of testing the coefficient of determination or R2 obtained Adjusted R Square value of 0.445, meaning that the variables of Organizational Culture, Work Discipline, Work Motivation are able to explain how the Employee Performance at PT. Bank Mandiri (Persero) Tbk, Branch Pangkalan Brandan amounted to 44.5%. While the remaining 55.5% by other factors not examined in this study such as leadership style, job satisfaction, work environment, personal abilities, work climate and other socio-economic factors.

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The Effect of Leadership Style on Employee Performance with Work Motivation as Intervening Variable

INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS ◽

10.47191/ijmra/v4-i9-05 ◽

2021 ◽

Vol 04 (09) ◽

Author(s):

Rina Handayani ◽

Keyword(s):

Path Analysis ◽

Leadership Style ◽

Indirect Effect ◽

Work Motivation ◽

Employee Performance ◽

T Test ◽

Direct Influence ◽

Calculation Results ◽

Type C ◽

Office Employees

The purpose of this study was to find out how the influence of leadership style on the performance of the Customs and Excise Supervision and Customs Service Office Employees Type C Kuala Tanjung and to find out how the influence of the leadership style on the performance of the Customs and Excise Supervision and Customs Service Office Employees Type C Kuala Tanjung. with Work Motivation as the intervening variable, this research was conducted at the Customs and Excise Supervision and Service Office Type C, Kuala Tanjung, Jalan Acess Road PT. Inalum Kuala Tanjung, Sei Suka District, Batu Bara Regency and the results of this study show. (1) It can be seen that the magnitude of the adjusted R square value is 0.679 or 67.9%. This shows that work motivation (Z) and leadership style (X) can explain employee performance (Y) by 67.9%, the remaining 32.1% (100% - 67.9%) is explained by other variables outside the model. this research. (2) The results of the t-test (partial) can be seen that the value of tcount (1.478) < ttable (2.045), as well as the significance value of 0.150> 0.05, it can be concluded that the first hypothesis is rejected, meaning that the leadership style variable (X) is not positive and significant effect on work motivation (Z). (3) The results of the t-test (partial) can be seen that the value of tcount (7.772) > ttable (2.045), and the significance value of 0.00 <0.05, it can be concluded that the second hypothesis is accepted, meaning that leadership style (X) has a significant effect on employee performance (Y). (4) The results of the path analysis show that the direct influence of leadership style (X) on employee performance (Y) is 0.849. Meanwhile, the indirect effect through work motivation (Z) is 0.269 x 0.407 = 0.109. From the calculation results obtained, it shows that the indirect effect through work motivation (Z) is smaller than the direct effect on employee performance (Y).

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HRM PRACTICES AND ITS IMPACT ON EMPLOYEE PERFORMANCE: A STUDY OF THE CEMENT INDUSTRY IN INDONESIA

10.31219/osf.io/349ja ◽

2018 ◽

Author(s):

Ridwan

Keyword(s):

Job Satisfaction ◽

Leadership Styles ◽

Direct Effect ◽

Leadership Style ◽

Indirect Effect ◽

Work Motivation ◽

Employee Performance ◽

Employee Commitment ◽

Work Climate ◽

Exogenous Variable

This research aims to examine and analyze the effect of human resource management practices (i.e. leadership styles, employee commitment, work motivation, and work climate) on employee job satisfaction and employee performance. This study used primary data obtained through a survey to 221 employees as a sample. The result of Structural Equation Modelling (SEM) analysis shows that empirically the leadership style, employee commitment, work motivation, and work climate have positive and significant impact on job satisfaction. Leadership style, employee commitment, work motivation, and work climate, either directly or indirectly have a positive and significant effect on employee performance through job satisfaction as variable intervening. Job satisfaction has a direct positive and significant effect on employee performance. The direct effect of leadership styles, employee commitment, motivation and work climate on employee performance is positive, which means that when the exogenous variables improved the job satisfaction and employee performance will increase. The indirect effect of exogenous variable on employee performance through job satisfaction is positive. The total effect which is the sum of the direct and indirect effects through job satisfaction obtained positive value, which means there is effect of direct effect and indirect effect of exogenous variable on employee performance through job satisfaction.

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HRM PRACTICES AND ITS IMPACT ON EMPLOYEE PERFORMANCE: A STUDY OF THE CEMENT INDUSTRY IN INDONESIA

10.31227/osf.io/ubtms ◽

2018 ◽

Author(s):

Ridwan ◽

H. Mursalim Umar Gani ◽

H. Achmad Gani ◽

H. Sunusi Hamid

Keyword(s):

Job Satisfaction ◽

Leadership Styles ◽

Direct Effect ◽

Leadership Style ◽

Indirect Effect ◽

Work Motivation ◽

Employee Performance ◽

Employee Commitment ◽

Work Climate ◽

Exogenous Variable

This research aims to examine and analyze the effect of human resource management practices (i.e. leadership styles, employee commitment, work motivation, and work climate) on employee job satisfaction and employee performance. This study used primary data obtained through a survey to 221 employees as a sample. The result of Structural Equation Modelling (SEM) analysis shows that empirically the leadership style, employee commitment, work motivation, and work climate have positive and significant impact on job satisfaction. Leadership style, employee commitment, work motivation, and work climate, either directly or indirectly have a positive and significant effect on employee performance through job satisfaction as variable intervening. Job satisfaction has a direct positive and significant effect on employee performance. The direct effect of leadership styles, employee commitment, motivation and work climate on employee performance is positive, which means that when the exogenous variables improved the job satisfaction and employee performance will increase. The indirect effect of exogenous variable on employee performance through job satisfaction is positive. The total effect which is the sum of the direct and indirect effects through job satisfaction obtained positive value, which means there is effect of direct effect and indirect effect of exogenous variable on employee performance through job satisfaction.

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PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP MOTIVASI KERJA DAN DAMPAKNYA TERHADAP KINERJA PEGAWAI (STUDY KASUS DIPUSKESMAS KEMBAYAN KABUPATEN SANGGAU KALIMANTAN BARAT)

Equator Journal of Management and Entrepreneurship (EJME) ◽

10.26418/ejme.v9i1.45652 ◽

2021 ◽

Vol 9 (1) ◽

Author(s):

Nurul Huda B2042191010

Keyword(s):

Organizational Culture ◽

Data Collection ◽

Path Analysis ◽

Health Center ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

Sampling Technique ◽

Scale Model ◽

Culture Work

PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP MOTIVASI KERJA SERTA DAMPAKNYA TERHADAP KINERJA PEGAWAI (STUDI KASUS DIPUSKESMAS KEMBAYAN KECAMATAN KEMBAYAN KABUPATEN SANGGAU KAPUAS) NURUL HUDAProgram Studi Magister Manajemen Fakultas EkonomiUniversitas Tanjungpura ABSTRACTThis study aims to determine and analyze (1) the influence of leadership style, organizational culture on work motivation and its impact on employee performance, (2) Knowing and testing the influence of leadership style, organizational culture and work motivation either partially or simultaneously on employee performance at the Puskesmas Kembayan. The population in this study were all employees of Kembayan Public Health Center, with the sampling technique of the entire population with a sample size of 77 people. This type of research is included in the explanatory research. Methods of data collection by distributing questionnaires and in-depth interviews. Methods of data analysis using Path Analysis with SPSS 22 software. The instrument used for data collection was a Likert scale model questionnaire.Based on the research results, the variables of leadership style, organizational culture, work motivation and employee performance at the Kembayan Health Center generally showed good results. From the results of the path analysis test, it can be concluded that: (1) the variable leadership style and organizational culture do not have a significant effect on work motivation. (2) Leadership style, work culture and work motivation have a significant effect on performance. Keywords: Leadership Style, Organizational Culture, Work Motivation and Employee Performance

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EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

International Journal of Business and Social Science Research ◽

10.47742/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

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