Corporate culture as a stimulant to employee performance: An empirical analysis of it companies

2020 ◽  
Vol 12 (1) ◽  
pp. 85-92
Author(s):  
Teena Saharan ◽  
Natasha Dahima ◽  
Bhawna Tewari
Keyword(s):  
Empirical Analysis ◽  
Corporate Culture ◽  
Employee Performance

scholarly journals Surgical leadership within rapidly changing working conditions in Germany

2019 ◽  
Vol 4 (2) ◽  
pp. 51-57 ◽  
Author(s):  
Thomas Schmitz-Rixen ◽  
Reinhart T. Grundmann
Keyword(s):  
Working Conditions ◽  
Corporate Culture ◽  
Employee Performance ◽  
Working Hours ◽  
Physician Assistants ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Surgical Department ◽  
Chief Physician

AbstractIntroductionAn overview of the requirements for the head of a surgical department in Germany should be given.Materials and methodsA retrospective literature research on surgical professional policy publications of the last 10 years in Germany was conducted.ResultsSurveys show that commercial influences on medical decisions in German hospitals have today become an everyday, predominantly negative, actuality. Nevertheless, in one survey, 82.9% of surgical chief physicians reported being very satisfied with their profession, compared with 61.5% of senior physicians and only 43.4% of hospital specialists. Here, the chief physician is challenged. Only 70% of those surveyed stated that they could rely on their direct superiors when difficulties arose at work, and only 34.1% regarded feedback on the quality of their work as sufficient. The high distress rate in surgery (58.2% for all respondents) has led to a lack in desirability and is reflected in a shortage of qualified applicants for resident positions. In various position papers, surgical residents (only 35% describe their working conditions as good) demand improved working conditions. Chief physicians are being asked to facilitate a suitable work-life balance with regular working hours and a corporate culture with participative management and collegial cooperation. Appreciation of employee performance must also be expressed. An essential factor contributing to dissatisfaction is that residents fill a large part of their daily working hours with non-physician tasks. In surveys, 70% of respondents stated that they spend up to ≥3 h a day on documentation and secretarial work.DiscussionThe chief physician is expected to relieve his medical staff by employing non-physician assistants to take care of non-physician tasks. Transparent and clearly structured training to achieve specialist status is essential. It has been shown that a balanced work-life balance can be achieved for surgeons. Family and career can be reconciled in appropriately organized departments by making use of part-time and shift models that exclude 24-h shifts and making working hours more flexible.

Determinants of the level of foreign subsidiaries’ localization of Korean MNCs and performance in China

2017 ◽  
Vol 21 (1) ◽  
pp. 2-21
Author(s):  
Byoung-Goo Kim ◽  
Gyu-Bae Kim
Keyword(s):  
Survey Data ◽  
Empirical Analysis ◽  
Corporate Culture ◽  
Business Strategy ◽  
Local Network ◽  
Foreign Subsidiary ◽  
Foreign Subsidiaries ◽  
Content Type ◽  
Network Embeddedness ◽  
The Relationship

Purpose The purpose of this paper is to empirically analyze what effects the headquarters’ (HQ) business strategy and corporate culture, the local network embeddedness of the foreign subsidiary, and HQ-subsidiary communication have on the staff localization of foreign subsidiaries. The authors carry out empirical analysis on how localization of foreign subsidiaries ultimately affects the performance of foreign subsidiaries. Design/methodology/approach This study is an empirical analysis on the determinants of staff localization and the relationship between staff localization and corporate performance. In this study, the five hypotheses were proposed and tested using survey data. The authors randomly selected a total of 800 companies as subjects and conducted a survey. The final 222 survey data including HQs and subsidiaries were used for empirical analysis. The statistical analyses such as reliability test, factor analysis and regression were used. Findings This study shows that there was a higher level of staff localization by the foreign subsidiary when the investment goal was market-oriented investment, the Korean foreign subsidiary had stronger local network embeddedness and there was better HQ-subsidiary communication. In addition, the relationship between localization and subsidiary performance shows an inverted U-shape. Such results will give various implications to companies. Originality/value The research that takes a multilayered consideration on factors of the HQ, subsidiaries, and the HQ-subsidiary relationship is rare. To overcome such limitations, this study carried out a survey in order to find more in-depth decision factors. Specifically, this study analyzed the effects of three large aspects of investment goals and corporate culture from the aspect of the HQ, local network embeddedness from the aspect of foreign subsidiaries, and the level of HQ-subsidiary communication from the aspect of HQ-subsidiary relations, and how they affect staff localization.

scholarly journals Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri)

2020 ◽  
Vol 2 (1) ◽  
pp. 32-40
Author(s):  
Ardinal Djalil
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Commitment ◽  
Corporate Culture ◽  
Random Sampling ◽  
Employee Performance ◽  
Human Life ◽  
Simple Random Sampling ◽  
Service Industries ◽  
Coefficient Of Determination

ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees. This study aims to determine how respondents respond to knowledge management, organizational culture, organizational commitment to employee performance, and to see how much influence knowledge management, corporate culture, organizational commitment on employee performance, partially or simultaneously. The method used in this research is quantitative. Data collection was carried out through a literature study and distributing questionnaires to 86 respondents. Sampling with Proportional Simple Random Sampling. Data analysis using multiple linear analyses. The results showed that: Respondents 'responses to knowledge management, organizational culture, and employee performance were in a good category, and respondents' responses to organizational commitment were in the sufficient category. Regression equation Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, shows knowledge management, organizational culture, organizational commitment has a positive effect on employee performance. Correlation results (R) of 0.467, indicating that there is a moderate relationship between knowledge management, organizational culture, organizational commitment to employee performance. The results of the coefficient of determination (R2), indicate that the magnitude of the influence of knowledge management, organizational culture, organizational commitment to employee performance by 21.8%, the remaining 78.2% by variables not examined in this research model.  ABSTRACT: Era globalisasi telah melanda berbagai aspek kehidupan manusia. Dalam bidang perekonomian hal ini membawa dampak yang cukup besar bagi industri- industri di Indonesia baik itu industri perdagangan, manufaktur maupun jasa kinerja karyawan menjadi hal yang sangat di perhatikan oleh perusahaan, sehingga peningkatan kinerja karyawan dipengaruhi oleh pengelolaan pengetahuan karyawan melalui knowledge management, perbaikan budaya organisasi, dan peningkatan komitmen organisasi dari karyawan. Penelitian ini bertujuan untuk mengetahui bagaimana tanggapan  responden mengenai knowledge management, budaya organisasi, komitmen organisasi dengan kinerja karyawan, serta untuk melihat seberapa besar pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan, secara parsial maupun simultan. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Pengumpulan data dilakukan melalui studi pustaka dan penyebaran kuesioner kepada 86 responden. Pengambilan sample dengan Proportional Simple Random Sampling. Analisis data menggunakan analisis linier berganda. Hasil penelitian menunjukkan bahwa: Tanggapan responden terhadap knowledge management, budaya organisasi, dan kinerja karyawan berada dalam kategori baik, serta tanggapan responden terhadap komitmen organisasi berada dalam kategori cukup. Persamaan regresi Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, menunjukkan knowledge management, budaya organisasi, komitmen organisasi berpengaruh positif terhadap kinerja karyawan. Hasil korelasi (R) sebesar 0,467, menunjukkan bahwa terjadi hubungan yang sedang antara knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan. Hasil koefisien determinasi (R2), menunjukkan bahwa besarnya pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan sebesar 21,8%, sisanya 78,2% dipengaruhi oleh variabel yang tidak diteliti dalam model penelitian ini.

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

scholarly journals Pengaruh Gaya Kepemimpinan Transformasional dan Budaya Organisasi terhadap Kinerja dan Kepuasan Kerja sebagai variabel intervening

2020 ◽  
pp. 217-234
Author(s):  
Asriani Asriani, ◽  
Sri Mintarti, ◽  
Saida Zainurossalamia ZA,
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Corporate Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Organization Culture ◽  
Equation Modeling ◽  
Transformational Leadership Style ◽  
Positive Effect

The purpose of this research is to investigate the effects of transformational leadership style and corporate culture on job satisfaction as a variable intervening to enhance employee performance. The approach used in this study is a quantitative approach to data collection using questionnaires. The study was conducted at PT. Mahakam Berlian Samjaya the sample size is about 139 employees, using the Structural Equation Modelling (SEM). The results show that transformational leadership and organizational culture significantly affect job satisfaction as an intervening variable. Job satisfaction significant positive effect on employee performance. Keywords: transformasional leadership style, organization culture, job satisfaction, employee performance ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan transformasional dan budaya organisasi terhadap kinerja karyawan melalui kepuasan kerja sebagai variable intervening untuk meningkatkan kinerja karyawan. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan pengumpulan data menggunakan kuesioner. Penelitian ini dilakukan di PT. Mahakam Berlian Samjaya, dan responden yang digunakan sebanyak 139 karyawan, menggunakan Structural Equation Modeling (SEM). Hasil penelitian menunjukkan gaya kepemimpinan transformasional dan budaya organisasi mempunyai pengaruh positif dan signifikan terhadap kepuasan kerja sebagai variable intervening dan berpengaruh positif dan signifikan terhadap kinerja. Kata kunci: Gaya Kepemimpinan Transformasional, Budaya Organisasi, Kepuasan Kerja, Kinerja

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 PENGARUH BUDAYA ORGANISASI DAN GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KOMITMEN ORGANISASI DAN KINERJA PEGAWAI (Studi Pada Pusat Pengembangan danPemberdayaan Pendidik dan Tenaga Kependidikan/Vocational Education Development CenterMalang)

2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Dwiyekti Agung Nugroho
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Vocational Education ◽  
Leadership Styles ◽  
Leadership Style ◽  
Corporate Culture ◽  
Employee Performance ◽  
Education Development ◽  
Transformational Leadership Style ◽  
Written Questions

ABSTRACTThis study basically aims to analyze the influence of corporate culture and transformational leadership styles onorganizational commitment and employee performance in PPPPTK/VEDC Malang. In addition, analyze organizationalcommitment mediates the influence of corporate culture and transformational leadership styles on employeeperformance. The population of this study are Civil Servants and the sample size is 78 employees. Data collectionuses the questionnaire (set of written questions addressed to the respondent) and analyses method is Path Analysis.The results show that the corporate culture significantly influences to organizational commitment, whereas transformationalleadership style does not. Corporate culture, transformational leadership style and organizational commitmentinfluence to the performance of employees. Organizational commitment may mediate the influence of corporateculture on employee’s performance, but organizational commitment is not able to mediate the influence oftransformational leadership styles to the employee performance.Keywords: corporate culture, transformational leadership, commitment, employee performance

scholarly journals The Influence of Discipline, Selection, and Organizational Culture on Employee Performance

2021 ◽  
Vol 5 (1) ◽  
pp. 20-28
Author(s):  
Meilinda Meilinda ◽  
Louis Louis ◽  
Jason Jason ◽  
Hendra Nazmi
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Corporate Culture ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Test Reliability ◽  
Simultaneous Test ◽  
Normality Test ◽  
Analysis Technique

This study's research background aims to determine how much influence discipline, selection, and organizational culture have on employee performance. The object of research was carried out on employees who work at PT United Rope. The population used in this study was 136 employees with a sample of 101 PT United Rope employees who were obtained using a simple random sampling technique using the Slovin formula. Samples were obtained by distributing questionnaires to employees. The independent variables in this study are discipline, selection, organizational culture. The dependent variable in this study is employee performance. The data analysis technique used includes validity test, reliability test, classical assumption test including normality test, multicollinearity test, heteroscedasticity test, data analysis with multiple linear regression, simultaneous test, and partial test. Based on the research results, discipline, selection, and organizational culture have a positive and significant effect on employee performance. The conclusion of this study, variable field, selection, and corporate culture will improve employee performance. Employee performance will increase if employees can be disciplined in carrying out their work. The company can select employees well in occupying a position, and employees who can apply organizational culture properly will have increased performance.

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