Investigating Online Unmanaged Organization

The purpose of this chapter is to illustrate how to collect and analyse narratives about organizations provided by employees on the internet. Blogs, social media, and employee review platforms give a rich dataset for investigating how employees make sense of different aspects of organizational culture, work, and human resource politics and practices. We present challenges and paths to do this kind of research using antenarrative analysis (Boje, 2001)—a proper qualitative methodology to deal with fragmented narratives that are typical on the internet. We studied narratives from employees about non-hierarchical organizations archived on Glassdooor, the main global employee review platform.

Influence of Organizational Culture, Work Stress, and Quality of Human Resources on Motivation and Its Impact on Employee Performance in Insurance Companies in Indonesia

This study aimed to determine the effect of organizational culture, work stress, and the quality of human resources on motivation and their impact on the performance of insurance company employees in Indonesia. This research uses quantitative research. The type of data in this study consists of quantitative data and qualitative data. Sources of data in this study are divided into primary data and secondary data. The collection technique used in-depth interviews, questionnaires, and observation methods. The sample in this study amounted to 250 employees who had worked at Reliance Indonesia Insurance for at least one year in January 2019 and were spread across the Health Division work unit, which were collected using the non-probability sampling method. The data testing method in this study uses the Validity Test, Reliability Test, Measurement Test, and Hypothesis Testing (Regression Weight and Sobel Test). Based on the results of the study, the conclusions of this study are as follows: 1) Variables of Organizational Culture, Work Stress, Quality of Human Resources have a positive effect on Worker Motivation; 2) Organizational Culture and Motivation Variables Have a positive and significant impact on the performance of the Company's employees; 3) HR quality does not affect the performance of the Company's employees; and 4) Variables of Organizational Culture, Motivation, and Quality of Human Resources have a positive and significant effect on employee performance through motivational variables.

Pengaruh Budaya Organisasi, Disiplin Kerja dan Tunjangan Kinerja terhadap Kinerja Pegawai pada Sekretariat Kepaniteraan Mahkamah Agung RI

More about background, purpose, up to, the results of research, and manai research This research aims to find out the influence between Organizational Culture, Work Discipline and Performance Allowance on Employee Performance. This research makes previous research as one of the sources of literature as well as reference. But this study has differences with previous studies that generally lie in populations or samples, variables, places and data processing methods used. The research data was obtained from questionnaires distributed directly to Supreme Court clerks. Data processing is done using the SPSS version 20.0 program which includes validity tests, reliability tests, correlation tests, multiple linear regression tests, and classical assumption tests. The results showed that partially Work Discipline had a significant effect on Employee Performance by t calculated (4,036) > t table (1,996). Performance Allowance has a significant effect on Employee Performance by t calculated (4,894) > t calculated. Simultaneously showing a significant influence between Organizational Culture, Work Discipline on Performance by 11,334 > F tables of 2.70 and the magnitude of influence is 32.4%. Abstract contains up to 250 words, single write spaces with italics (Italics) for English abstracts. Below the abstract are listed keywords consisting of six words, where the first word is again the forward. Abstract in Indonesian can be a translation of an English translation. Tif editor for abstract syning for reasons of abstract content.

Pengaruh Kepemimpinan, Budaya Organisasi, Lingkungan Kerja Terhadap Kinerja Dengan Motivasi Sebagai Variable Mediasi Pada PT. ATM

This study was conducted to examine leadership, organizational culture, work environment on employee performance with motivation as a mediation. Tests in this study using SEM-PLS with an application program in the form of SmartPLS. The population in this study were all employees in PT ATM as many as 88 employees. Based on the results of the study, it was found that the variables of leadership, organizational culture, and motivation have a direct influence on performance. Motivation in this study succeeded in being a mediating variable only for work environment variables, for leadership, organizational culture, and work environment variables on employee performance mediated by motivation showed no significant results at PT ATM.Penelitian ini dilakukan untuk menguji kepemimpinan, budaya organisasi, lingkungan kerja terhadap kinerja karyawan dengan motivasi sebagai mediasinya. Pengujian pada penelitian ini menggunakan SEM-PLS dengan program aplikasi berupa SmartPLS. Populasi dalam penelitian ini adalah seluruh karyawan dalam PT ATM yang sebanyak 88 karyawan. Berdasarkan hasil penelitian, ditemukan bahwa variabel kepemimpinan, budaya organisasi, dan motivasi memiliki pengaruh secara langsung terhadap kinerja. Namun, hasil untuk pengujian lingkungan kerja tidak memiliki pengaruh langsung terhadap kinerja karyawan. Motivasi dalam penelitian ini berhasil menjadi variabel mediasi hanya untuk variabel lingkungan kerja, untuk variabelkepemimpinan, budaya organisasi, dan lingkungan kerja terhadap kinerja karyawan yang dimediasi oleh motivasi menunjukkan adanya hasil yang tidak signifikan pada perusahaan PT ATM

Budaya Organisasi, Lingkungan Kerja, Kompensasi dan Kinerja Karyawan di Koperasi Pasar Srinadi Klungkung

The purpose of this study was to obtain empirical evidence of the influence of organizational culture, work environment and compensation on employee performance at the Srinadi Klungkung Market Cooperative. This research was conducted at the Srinadi Klungkung Market Cooperative. The number of samples taken as many as 50 employees accounting and finance section, with non probability sampling method with purposive sampling technique. Data collection is done through a questionnaire. The analysis technique used is multiple linear regression. Based on the results of the analysis it was found that organizational culture, work environment and compensation had a positive effect on employee performance. This shows that with a good organizational culture and environment, and giving compensation to employees, employee performance will increase. The results of this study can provide additional information in empirical studies regarding the influence of organizational culture, work environment and compensation on employee performance. Keywords: Organizational Culture; Work Environment; Compensation; Employee Performance.

DETERMINANT OF PERFORMANCE OF STEEL INDUSTRY SUPERVISORS IN INDONESIA

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.