Investigation of Teacher Job-Performance Model: Organizational Culture, Work Motivation and Job-Satisfaction

This study was analyzes the effect of leadership, organizational culture and work motivation on job satisfaction and performance of employees in the Maros technical working units. 245 civil servants were included in this study sample. The results of hypothesis testing with support Analysis of Moment Structures Ver.20 provides evidence that leadership and organizational culture are well proven to increase job satisfaction, but was unable to encourage the creation of civil servants performance. Job satisfaction has no significant role in explaining the influence of leadership and organizational culture on civil servants performance. A civil servant work motivation is at a high level is proven to increase job satisfaction and create improved civil servants performance. Job satisfaction has a significant role in explaining the effect of work motivation on civil servants performance. The High level of civil servants job satisfaction is what determines the creation of civil servants performance.

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Job Performance Model Based on Employees’ Dynamic Capabilities (EDC)

Sustainability ◽

10.3390/su12062250 ◽

2020 ◽

Vol 12 (6) ◽

pp. 2250

Author(s):

Agnieszka Bieńkowska ◽

Katarzyna Tworek

Keyword(s):

Job Satisfaction ◽

Sustainable Development ◽

Job Performance ◽

Work Engagement ◽

Dynamic Capabilities ◽

Work Motivation ◽

Performance Model ◽

Job Fit ◽

The Sustainable Development ◽

Proposed Model

This article concerns the newly developed construct—EDC (Employees’ Dynamic Capabilities)—and the mechanism of its influence on the job performance of contemporary employees aiming to contribute to the sustainable development of organizations. EDC seems to be especially important in a modern, dynamically changing work environment, in which obtaining sustainability is not possible without dynamic capabilities, and EDC should be included as the element of organizational dynamic capabilities. The paper aims to define and characterize EDC and then develop a mediation model of EDC influence on job performance, introducing the person–job fit, work motivation, job satisfaction, work engagement and organizational commitment as potential mediators related to sustainable development. The model is empirically verified based on the sample of 550 employees from Poland and USA (research carried out in December 2018) using factors analysis for verification of EDC as a new construct and then regression analysis with mediators for the verification of the proposed model. The results confirmed the role of person–job fit, work motivation, job satisfaction and work engagement as mediators of the analyzed relation, underlining the mechanism of the EDC influence on job performance. The empirical research confirms that EDC influences job performance in a way that is crucial for achieving sustainable development of organizations.

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The Effect of Leadership, Organisational Culture and Work Motivation on Job Satisfaction and Job Performance among Civil Servants in Maros District Technical Working Unit

IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) ◽

10.21013/jmss.v7.n1.p7 ◽

2017 ◽

Vol 7 (1) ◽

pp. 52

Author(s):

Dahlan Habba ◽

Basri Modding ◽

Muh. Jobhaar Bima ◽

Jamaluddin Bijang

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Job Performance ◽

Significant Role ◽

Work Motivation ◽

Organisational Culture ◽

Civil Servants ◽

The Creation ◽

And Performance ◽

High Level

<div>This study was analyzes the effect of leadership, organizational culture and work motivation on job satisfaction and performance of employees in the Maros technical working units. 245 civil servants were included in this study sample. The results of hypothesis testing with support Analysis of Moment Structures Ver.20 provides evidence that leadership and organizational culture are well proven to increase job satisfaction, but was unable to encourage the creation of civil servants performance. Job satisfaction has no significant role in explaining the influence of leadership and organizational culture on civil servants performance. A civil servant work motivation is at a high level is proven to increase job satisfaction and create improved civil servants performance. Job satisfaction has a significant role in explaining the effect of work motivation on civil servants performance. The High level of civil servants job satisfaction is what determines the creation of civil servants performance. </div>

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Developing Job Satisfaction which Support Improvement of Organizational Performance Private High Schools Located in Indonesia

International Journal of Engineering & Technology ◽

10.14419/ijet.v7i3.30.18425 ◽

2018 ◽

Vol 7 (3.30) ◽

pp. 529

Author(s):

Iha Haryani Hatta ◽

Setia Rini

Keyword(s):

High School ◽

Job Satisfaction ◽

Organizational Culture ◽

Organizational Performance ◽

High School Teachers ◽

Leadership Style ◽

Work Motivation ◽

Organization Culture ◽

School Teachers ◽

Culture Work

The objective of this research analysis leadership style, organizational culture, work motivation and competence, job satisfaction, and organizational performance is to the perception senior high school teachers towards leadership style, organizational culture, work motivation, competence, job satisfaction and organizational performance; identify the influence of leadership style, organizational culture, work motivation and competence partial towards job satisfaction and organizational performance; identify the influence of job satisfaction towards organizational performance. The respondents were 180 high school teachers from private schools in Jabodetabek (the Greater Jakarta Area), that were selected based on a multistage process, then analyzed with SEM, and using the Lisrel 8.5 program. The research results show that leadership style, organization culture, and work motivation influenced job satisfaction, however competence did not. Organization culture and competence affected the organizational performance, but leadership style and work motivation did not have influence on the organizational performance. The dominant path of effects showed that organizational culture affects job satisfaction and organizational performance.

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The Influence of Organizational Culture and Work Motivation on the Performance of Physical Education Teachers in Medan High Schools

Budapest International Research and Critics Institute (BIRCI-Journal) Humanities and Social Sciences ◽

10.33258/birci.v4i1.1621 ◽

2021 ◽

Vol 4 (1) ◽

pp. 432-440

Author(s):

Mesnan Mesnan

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Culture ◽

Physical Education ◽

Causal Relationship ◽

Direct Effect ◽

Work Motivation ◽

Performance Model ◽

Physical Education Teachers ◽

Positive Direct

The purpose of this study was to find and study: (1) the performance model of Physical Education teachers which is built based on the associative causal relationship between exogenous variables and endogenous variables. This research was conducted at Senior High Schools in Medan, involving 148 Physical Education teachers as respondents. For data collection, it was done using a questionnaire with five answer choices. The sampling technique used is proportional random sampling. The instrument used was tested first on respondents outside the sample to obtain valid and reliable instruments. The validity test uses Product Moment Correlation, while to test its reliability the Alpha formula from Cronbach. Before testing the hypothesis, the Requirements Analysis test is calculated including: data normality test and regression linearity test. Meanwhile, to test its reliability with the Alpha formula from Cronbach. The results showed (1) the Physical Education Teacher Performance Model (2) Organizational Culture has a positive direct effect on Job Satisfaction, (3) Transformational Leadership has a positive direct effect on Job Satisfaction, (4) Organizational Culture has a positive direct effect on Work Motivation, (5) ) Transformational Leadership has a positive direct effect on Work Motivation, (6) Organizational Culture has a positive direct effect on performance, (7) Transformational Leadership has a positive direct effect on performance, (8) Job Satisfaction has a positive direct effect on Performance, (9) Job Motivation has a direct effect on Performance. Positive on performance.Based on the acceptance of research hypotheses, it is found a theoretical model or fixed model that describes the structure of the causal relationship between organizational culture variables, transformational leadership, job satisfaction, work motivation, and the performance of high school Physical Education teachers in Medan City.

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The Influence of Self-Determination,Organizational Culture, Work Motivation, and Job Satisfaction on the Performance of Principals of State Primary School in Aceh Besar District, Aceh

International Journal for Educational and Vocational Studies ◽

10.29103/ijevs.v2i12.3044 ◽

2020 ◽

Vol 2 (12) ◽

Author(s):

Hambali Hambali ◽

Zainuddin Zainuddin ◽

Darwin Darwin

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Primary School ◽

Work Motivation ◽

School Principals ◽

Self Determination ◽

Primary School Principals ◽

Aceh Province ◽

Principal Performance ◽

Culture Work

The performance of the principal of SD Negeri is the positive or negative behavior of the principal of SD in achieving SD goals. This study found that: (1) self-determination affects the work motivation of primary school principals by 25.3%; (2) organizational culture affects the work motivation of primary school heads in Aceh Besar District by 27.9%; (3) self-determination affects the job satisfaction of primary school principals in Aceh Besar District by 27.1%; (4) organizational culture affects the job satisfaction of primary school principals in Aceh Besar District by 21.5%; (5) self-determination affects the performance of primary school principals in Aceh Besar District by 20.2%; (6) organizational culture affects the performance of primary school principals in Aceh Besar District by 17.5%; (7) work motivation affects the performance of primary school principals in Aceh Besar District by 18.9%, and (8) job satisfaction affects the performance of primary school principals in Aceh Besar District by 24.5%. Based on the results of the study, it found that self-determination, organizational culture, work motivation, and job satisfaction had a positive and significant effect on the performance of the principal of SD Negeri in Aceh Besar District, Aceh Province. Keywords: Self-determination, Organizational Culture, Work Motivation, Job Satisfaction, Principal Performance.

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The Effect of Organizational Culture, Work Environment and Satisfaction On Motivation and Job Promotion

RELEVANCE Journal of Management and Business ◽

10.22515/relevance.v3i1.2211 ◽

2020 ◽

Vol 3 (1) ◽

pp. 49

Author(s):

Sudarmo Sudarmo

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Work Environment ◽

Multiple Regression ◽

Work Motivation ◽

Sampling Technique ◽

Work Culture ◽

Study Results ◽

Regression Test ◽

Culture Work

This study was conducted due to differences in the study results, Julianto,Romi Haryo dan Hendriani, Susi (2014) and Afifah et al., (2017) show thatsatisfaction effect to the motivation, in other hand Faysica et al., (2016) putforward different results. This study aims to re-examine satisfaction withadding variable: work environment and job satisfaction with two Y variable (motivating and promotion) at PT. Altrak 1978 Balikpapan.The sampling technique used a questionnaire that is a sample of 93respondents, random sampling and The data were analyzed using usedmultiple regression analysis with SPSS 21.The results of multiple regression test 1, that work culture, work environmentand job satisfaction significantly influence employee work motivation. Theresults of multiple regression test 2, the organizational culture, workenvironment and job satisfaction are significant to the promotion of positionand job satisfaction is significant to the promotion of position.

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Influence of Leadership, Organizational Culture, Work Motivation, and Job Satisfaction of Performance Principles of Senior High School in Medan City

Budapest International Research and Critics Institute (BIRCI-Journal) Humanities and Social Sciences ◽

10.33258/birci.v2i4.619 ◽

2019 ◽

Vol 2 (4) ◽

pp. 239-254

Author(s):

Syamsul Arif ◽

Zainudin Zainudin ◽

Abdul Hamid

Keyword(s):

High School ◽

Job Satisfaction ◽

Organizational Culture ◽

Work Motivation ◽

Descriptive Analysis ◽

Total Sample ◽

Rational Analysis ◽

Significance Level ◽

School Heads ◽

Culture Work

This study aims to determine and examine the influence of Leadership (X1), Organizational Culture (X2), Work Motivation (X3), and Job Satisfaction (X4), on the Performance of High School Heads (X5) in Medan. This study also aims to determine the theoretical model of performance (fixed model) that can describe the structure of the causal relationship between the exogonus variable and the endogonus variable. This research was conducted in Medan City High School in 2017, with a total sample of 135 people. The research variable data selection uses a valid and reliable questionnaire based on the results of rational analysis (Expert Judgment) and instrument trials of 32 people from the study population. The data analysis technique used consisted of descriptive analysis, test requirements analysis, and path analysis with a significance level of α of 0.05. The results of the analysis revealed Ho was rejected, Ha was accepted. So, there is a positive and significant direct influence of Leadership, Organizational Culture, Work Motivation, and Job Satisfaction on the Performance of High School Heads in Medan City.

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DETERMINANT OF PERFORMANCE OF STEEL INDUSTRY SUPERVISORS IN INDONESIA

International Journal of Advanced Research ◽

10.21474/ijar01/12630 ◽

2021 ◽

Vol 9 (03) ◽

pp. 657-665

Author(s):

Tata Rustandi ◽

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Organizational Culture ◽

Steel Industry ◽

Structural Equation ◽

Work Motivation ◽

Equation Modeling ◽

Ex Post ◽

Ex Post Facto ◽

Culture Work

The purpose of this study was to develop the determination of training factors, Job Satisfaction, Organizational Culture, Work Motivation, and Emotional Intelligence (EQ) on Supervisor Performance in the steel industry in PT. Krakatau Steel and PT. Pindad. The design of this study is Ex-Post Facto which uses causal analysis that explains the relationship between variables and the number of samples of 200 people selected through convinience sampling samples. The data collection method uses questionnairesand processed using SPPS applications and Lisrel applications to process and analyze Structural Equation Modeling data. Descriptive research results state that respondents assessment of Training, Job Satisfaction, Organizational Culture, Work Motivation, Emotional Intelligence (EQ) and Supervisor Performance has been relatively good. The results of causality research that received hypotheses are: 1) Training affects Job Satisfaction and 2) Work Motivation affects Job Satisfaction. The results of causality studies that reject hypotheses and become novelty of this study are: 1) Training has no effect on Work Motivation 2) Training has no effect on Performance 3) Emotional Intelligence has no effect on Performance 4) Emotional Intelligence has no effect on Job Satisfaction 5) Emotional Intelligence has no effect on Work Motivation 6) Organizational Culture has no effect on Work Motivation 7) Organizational Culture has no effect on Job Satisfaction 8) Organizational Culture has no effect on Performance 9) Work Motivation has no effect on Performance and 10) Job Satisfaction has no effect on Performance.

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THE IMPACT OF ORGANIZATIONAL CULTURE, ORGANIZATIONAL STRUCTURE, AND JOB-SATISFACTION ON HIGH SCHOOL TEACHERS’ JOB-PERFORMANCE

Jurnal Cakrawala Pendidikan ◽

10.21831/cp.v3i3.7357 ◽

2015 ◽

Vol 3 (3) ◽

Author(s):

Wesly Hutabarat

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Job Performance ◽

Organizational Structure ◽

High School Teachers ◽

Indirect Effects ◽

Random Sampling ◽

Stratified Random Sampling ◽

Direct And Indirect Effects ◽

School Teachers

Abstract: This study was a causal espouse fact study intended to find out and uncover direct and indirect effects of organizational culture, organizational structure, and job-satisfaction on teachers’ jobperformance. The sample consisting of 143 out of 645 public high school teachers were selected from 10 senior high schools by using the stratified random sampling technique. The teachers were those having teaching experience of at least 10 years and they had been certified as professional teachers and received certification fees continuously, except for guidance and counseling teachers. The findings showed that organizational culture, organizational structure and job-satisfaction had a positive impact on teachers’ job-performance. The direct and indirect effects of organizational culture on job-satisfaction were 21.20%, and 10.00% respectively. The direct and indirect effects of organizational culture on job-performance were 23.20% and 22.80% respectively. The direct effect of organizational structure on job-performance was 29.50%. Meanwhile, the indirect effect of organizational structure on job-performance was not significant. Finally, the direct effect of job-satisfaction on job-performance was 18.60%. Keywords: organizationa culture, organizational structure, job-performance, job-satisfaction DAMPAK BUDAYA ORGANISASI, STRUKTUR ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA GURU SMA Abstrak: Penelitian ini merupakan penelitian kausal espouse facts yang dimaksudkan untuk meng- ungkap efek langsung dan tidak langsung budaya organisasi, struktur organisasi, dan kepuasan kerja terhadap kinerja. Sampel terdiri atas 143 dari 645 guru SMA yang diambil dari 10 SMA di Medan yang diambil dengan teknik stratified random sampling techmiques. Sampel guru paling tidak memiliki pengalaman mengajar 10 tahun dan telah disertifikasi sebagai guru profesional. Data dianalisis dengan teknik regresi dan sebelumnya telah diuji normalitas dan linearitas sebarannya. Temuan penelitian menunjukkan bahwa budaya organisasi, struktur organisasi dan kepuasan kerja memberi dampak positif terhadap kinerja guru SMA Kota Medan. Pengaruh langsung dan pengaruh tidak langsung budaya organisasi terhadap kepuasan kerja masing-masing 21,20%, dan 10,00%. Efek langsung dan tidak langsung budaya organisasi terhadap kinerja masing-masing 23,20% dan 22.80%. Efek langsung dari struktur organisasi terhadap kinerja ada 29,50%, sedangkan pengaruh tidak langsung dari struktur organisasi terhadap kinerja tidak fignificant. Akhirnya, efek langsung dari kepuasan kerja terhadap kinerja ada 18,60%. Kata Kunci: budaya organisasi, struktur organisasi, kepuasan kerja, kinerja

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