Increasing Innovative Performance through Organization Culture, Work Satisfaction and Organization Commitments

A Study of The Impacts of Leadership Styles, Organizational Innovation, Organizational Commit, Job Satisfaction on Job Performance－A Case Study of Chailease Finance Co., Ltd. Te-Lung Sheng Huei-Ting Tsai Executive Master of Business Administration SUMMARY Recently, leasing industry has triggered a vigorous growth with the development of economy. Although it have be subjected to the economic shock for the past few years, leasing industry has a slightly increment, so we can find that leasing industry has become an important role in financial circle. Comparing with foreign and internal market, we can find that the internal leasing industry still has its space of development. In leasing industry, the employees have become a major indicator. With the keen competition of internal leasing industry, whether leadership styles, organizational innovation, organization commit, job satisfaction can promote the leasing employees to create more profit and performance for company? This is what the issue we want to discuss. This research discuss the leasing industry employees, and take the employees in Chailease Finance Co., Ltd. as the objects of a questionnaire survey. The results are as follows: 1. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees are partially related to employees’ personal characters. 2. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees have a partial relationship. 3. The leadership styles, organizational innovation, organizational commit and job satisfaction of leasing industry employees have a partial impact on job performance. Keywords: Leadership styles, Organizational Innovation, Organizational Commit, Job Satisfaction, Job Performance. INTRODUCTION Background Leasing industry that has rising in 1950 is a new type of financing method, and has the dual functions of leasing-assets and financing, and provides a greatest help to small and medium enterprises development. So leasing industry can give financial assistance flexibly and make proper products carefully to small and medium enterprises. A lot of large enterprises in Taiwan had been support by leasing industry in developing process, and then promotes to the international famous position presently. Leasing industry wishes to provide more diversified financing services with continuously organizational integration. In the organizational integrating process, whether the influence of leadership style to leasing industry employees has react with job performance is the first purpose of this study. Leasing industry makes continuously progress on organizational planning and personal training, and promotes increasingly on quality and efficiency, and grows up obviously in economical scope. Whether the influence of organizational innovation to leasing industry employees has react with job performance is the second purpose to this study. In order to accommodate to the development of the world, leasing industry is going along internationally. Whether the influence of organizational commit to leasing industry employees has react with job performance is the third purpose to this study. Whether the influence of job satisfaction to leasing industry employees has react with job performance is the fourth purpose to this study. In leasing industry, whether the difference of personal characteristics has react with job performance is the fifth purpose to this study. Integrating literature reviews of this study, leadership style has positive relation with different aspects in different industries and environment. This study adopts the view of Bass（1985）, and discusses the relationship of leadership style and job performance in leasing industry. Organizational commit has positive relationship with job performance in different enterprises, this study integrates literature views to discuss the relationship of organizational commit and job performance. In many different researches, we can find that organizational innovation has positive relationship with different aspects, so this study wishes to discuss the relationship of organization innovation and job performance. In many literature reviews, job satisfaction plays an important role between individual and organization, this study wishes to discuss the relationship with job satisfaction and job performance. MATERIALS AND METHODS This study mainly discuss the relationship between leadership style, organizational innovation, organizational commit, job satisfaction and job performance. By analyzing relative literature reviews and questionnaire survey, we can comprehend the relationship between each aspects and study subject. According to relative studies and literature reviews, this study brings up following hypotheses. Whether different personal characteristics have significant relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. Whether the relationship is significant between leadership style, organizational innovation, organizational commit, job ratification, and job performance. Whether the sub aspect of leadership style, organizational innovation, organizational commit, job satisfaction, and job performance is significant relative with job performance. This study mainly discuss the relationship between leadership, organizational innovation, organizational commit, job satisfaction, and job performance, and takes the employees in Chailease Finance Co., Ltd. As sampling objects. SPSS is implemented as a statistical analysis software in this study, and is used to proceed to analyze with descriptive statistics, analysis of reliability, factor analysis, correlation analysis, and multiple regression analysis. RESULTS AND DISCUSSION The main purpose of this study is to measure the relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. We induce the results as follows: 1.Different characteristics are partially relative to leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. 2. Leadership style, organizational innovation, organizational commit, job satisfaction, and job performance are partially relative to each other. 3. Leadership style, organizational innovation, organizational commit, and job satisfaction have the partially effect on job performance. We can find that leadership style plays an important role in leasing industry and has a great effect on trust relationship between employees and superintendents. The identification of employees to superintendents can promote substantially on job performance, and hasten employees identify himself to enterprise culture to heave performance. Form this study, organizational planning innovation and human resource innovation are significant relative to job performance. It places importance on personal training in leasing industry, personal training takes an important part in organization. The company will appoint lecturers to give lessons, and even invites external lectures to teach professional courses to increase membership specialty. The identification to organization members is very important. The more organizational commit means organizational members identify themselves highly to organizational goal. The capability of leasing industry employees is affected by job satisfaction. In order to encourage organizational members, it is raised in compensation system and promotion system every year, and excites members to achieve the goal and pursue remarkable. This study mainly takes employees in Chailease Finance Co., Ltd as objects, it can be extended to other leasing companies or abroad employees. In questionnaire design, it can take different parts like superintendent and non-superintendent. It can added other aspects to discuss the relationship between different variances.

Save Street Child (SSC) is a nonprofit organization in which its main activity is focused on the empowerment of the street children. This research aims at analyzing the effect of organizational culture on organizational commitment, analyzing the job satisfaction as the mediating variable of the organizational culture’s influence on the organizational commitment, and analyzing the volunteering tenure as the moderating variable of the organizational culture’s influence on the organizational commitment. This research involved all of 63 volunteers in SSC organization in Malang City as respondents. Closed questionnaires were used to collect the primary data. Further, the data were analyzed by using the PLS (Partial Least Square). The research results show that the organizational culture affects the job satisfaction, whereas the organizational culture does not have any influence on the organizational commitment. In addition, the job satisfaction influences the organizational commitment, and it also becomes the mediating variable of the influence of the organizational culture on the organizational commitment. The last finding also shows that the volunteering tenure is not the moderating variable of the organizational culture’s influence on the organizational commitment. This study is useful for understanding organizational culture, job satisfaction, and organizational commitment in nonprofit organizations.

Teacher performance today is very much needed so that teachers can overcome and anticipate the challenges of changing times. An organization can make several efforts to improve the performance of its members, such as forming a strong organizational culture and commitment and creating job satisfaction for its members. This study aimed to examine the effect of organizational culture and commitment on teacher performance either directly or mediated by job satisfaction. The study respondents were private vocational high school teachers in Purworejo Regency in Indonesia using purposive sampling. The data was collected using a questionnaire, and then the data was processed using the Smart Partial Least Square method. The results indicate that organizational culture has a positive effect on teacher performance, while organizational commitment does not affect performance. Organizational culture and organizational commitment affect job satisfaction. Job satisfaction has an effect on performance. The conclusion from the results of this study is that organizational culture and organizational commitment, and the mediating role of job satisfaction are important factors for improving teacher performance. Keywords: Teacher performance, Organizational culture, Commitment, Job satisfaction

This study examined the influence of organizational culture and job satisfaction on organizational commitment and performance of midwives in the Mataram City Public Hospital. Specifically the purpose of this study was to determine the significance of the influence of organizational culture, job satisfaction and organizational commitment on the performance of midwives, to know the significance of organizational culture and job satisfaction on organizational commitment, and to know the mediating role of variable organizational commitment in midwives in Mataram City Hospital. The study population was 72 midwives in charge of the RSUD Kota Mataram. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that organizational culture and organizational commitment had a significant positive effect on the performance of midwives, while job satisfaction did not significantly affect performance. Organizational culture and job satisfaction have a significant positive effect on organizational commitment. For the influence of mediation on organizational commitment, there is a full mediating role in the influence of job satisfaction on midwife performance, while the influence of organizational culture on the performance of midwives is found to have a partial mediation effect.Keywords:Organizational Culture, Job Satisfaction, Organizational Commitment, Midwife Performance.

The current study aimed to determine the relationship between organizational culture and job commitment in the Ministry of Education in the Sultanate of Oman, with job satisfaction as a mediating variable. To achieve the study objectives, a descriptive-analytical approach was adopted, using path analysis through the Amos ver.24 software in the Statistical Package for the Social Sciences (SPSS). This was done to examine the direct and indirect effects of job satisfaction as a mediating variable in the relationship between organizational culture as an independent variable and job commitment as a dependent variable, based on Baron & Kenny's model (1986((. To answer the research questions, the researcher developed a questionnaire as a data collection tool, consisting of three dimensions: organizational culture, including four dimensions; job commitment, including three items; and job satisfaction, including four dimensions. The study sample consisted of 168 employees from the educational directorates in Muscat, North Al Batinah, and Dhofar in the Sultanate of Oman The results of the study indicated a high level of organizational culture, organizational commitment, and job satisfaction among employees in the Ministry of Education in the Sultanate of Oman. However, the study results showed no significant mediating effect of job satisfaction between organizational culture and job commitment. On the other hand, the results indicated a statistically significant effect of organizational culture, with its dimensions (values, expectations, norms, and beliefs), on organizational commitment with its dimensions (affective, continuance, and normative), in the presence of job satisfaction as a mediating variable with its dimensions (relationship satisfaction with colleagues, satisfaction with work procedures, supervision style, and rewards and incentives). The study recommended the importance of applying principles of integrity and credibility in selecting qualified individuals for administrative positions among candidates, achieving the principle of fairness in dealing with employees, and activating the principle of delegation in making some administrative decisions in the educational directorates in the Sultanate of Oman. Additionally, there is a need to review the system of incentives and promotions to achieve a higher level of job satisfaction among employees in those directorates

The present study analyzed the mediating role of organizational commitment in the effect of job satisfaction and organizational culture on employee performance. Job satisfaction and organizational culture may influence mployee performance. The variable with the most significant effect on employee performance was analyzed hrough job satisfaction and organizational culture. The result of the study demonstrated the increase in employee performance through organizational commitment. It is recommended to consider the positive effect of job satisfaction and organizational culture in the auto financing business. Partial Least Square (PLS) was applied. The method allows the researcher to analyze the direct and indirect effects in the research model, i.e., the effects of job satisfaction and organizational culture on employee performance when organizational commitment acted as the mediating variable. This study involved several autofinancing companies. Four hundred twenty employees from these companies were recruited as respondents using a stratified sampling technique. This study found that job satisfaction acts as one of the factors affecting employee performance achievement, as proven by its direct and indirect effects on employee performance. Organizational culture can improve employee performance through organizational support and commitment. The auto financing industry should be able to implement a competitive organizational culture.

Human resources is a very important factor as a driver in the face of global current era. The competitiveness of an organization depends on human resources owned. Particularly associated with either organizational commitment and innovative behavior. This study aims to analyze the innovative behavior of the teachers SMK Negeri I Bawen Semarang District. Variables used in this study is to use a variable of organizational culture and job satisfaction. Organizational culture and job satisfaction serves as an independent variable in analyzing the behavior of innovative teachers of SMK Negeri I Bawen Semarang District. Besides other variables used in this penelian organizational commitment is a variable that serves as an intervening variable. Sampling technique used in this study is to use the census method with a number of respondents as much as 78 teachers at SMK Negeri I Bawen Semarang District. Teknik of analysis data used in this study using analysis techniques Smart PLS (Partial Least Squere). The results of this study indicate that the variable organizational culture and job satisfaction has a positive and significant impact on organizational commitment. variables of organizational culture, job satisfaction and organizational commitment also showed a positive and significant impact on the performance of teachers.Key words: organizational culture, job satisfaction, organizational commitment andinnovative behavior.

The aim of this study is to analyze the impact of organizational culture, perceived organizational support, organizational commitment, and job satisfaction on employee performance, particularly in the context of healthcare workers at RSUD Soe, a public hospital in Indonesia. This research utilizes a quantitative approach with data collected from healthcare workers at RSUD Soe using surveys. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM), with the SmartPLS software used for data analysis. The survey included questions based on established scales measuring organizational culture, perceived organizational support, organizational commitment, job satisfaction, and employee performance. The findings indicate that organizational commitment has the most significant positive effect on employee performance. Additionally, organizational culture and perceived organizational support positively influence both organizational commitment and job satisfaction, which in turn affect employee performance. The study confirms that these factors are interrelated and collectively contribute to improving healthcare workers' performance. This study is limited to healthcare workers at a single public hospital, which restricts the generalizability of the results. The data collected is cross-sectional, meaning the study captures relationships at one point in time, without examining changes over time. This study contributes to the understanding of how organizational culture, support, commitment, and satisfaction affect employee performance in the healthcare sector. It provides valuable insights for hospital management to improve staff performance and can be useful for other healthcare organizations looking to enhance their workforce productivity and satisfaction

The increasingly dynamic world of education requires educators to exhibit Organizational Citizenship Behavior (OCB). OCB refers to voluntary behavior by employees who are willing to perform tasks beyond their formal obligations for the benefit of the organization. This study employs a quantitative descriptive approach. It was conducted at SDN Cakung Barat 04 Pagi, East Jakarta, with a population consisting of both educators and non-educational staff, and a sample of 52 respondents using a saturated sampling or census technique. The research aims to examine the influence of Variable X (Organizational Culture and Job Satisfaction) on Y (Organizational Citizenship Behavior, OCB) with Organizational Commitment as an intervening variable. Data analysis techniques include instrument testing (validity and reliability tests), descriptive analysis, SEM-PLS analysis, and simultaneous hypothesis testing (F-Test). The p-value for the influence of organizational culture on organizational commitment is 0.021. The p-value for the influence of job satisfaction on organizational commitment is 0.440. The p-value for the influence of organizational culture on OCB is 0.024. The p-value for the influence of job satisfaction on OCB is 0.034. The p-value for the influence of organizational commitment on OCB is 0.000. Organizational Culture influences Organizational Commitment, while Job Satisfaction does not. Organizational Culture, Job Satisfaction, and Organizational Commitment influence OCB. Organizational Culture influences OCB with Organizational Commitment as an intervening variable. Job Satisfaction does not influence OCB when Organizational Commitment is used as an intervening variable. Both Organizational Culture and Job Satisfaction influence Organizational Commitment. Both Organizational Culture and Job Satisfaction influence OCB

This study aims to obtain information relating to the influence of organizational culture, and job satisfaction on Organizational Commitment. Research has been carried out using path analysis after all variables were entered into the correlation matrix. In this study, 300 employees of the third-level housing company in Jabotabek as a population were randomly selected as the analysis unit of 80 samples along with the four characteristics studied. The results showed that (1) organizational culture has a direct effect on organizational commitment, (2) organizational job satisfaction has a direct effect on employee work performance, (3) job satisfaction has a direct effect on organizational commitment. (4) Organizational culture has an indirect effect on organizational commitment through employee job satisfaction. The results of the study show that organizational culture, job satisfaction is an important determinant of employee work performance. Based on these findings it can be concluded that any changes or variations that occur in the organizational commitment of Perumnas employees have been influenced by organizational culture and job satisfaction. Therefore, organizational culture, and job satisfaction must be included in the strategic planning of human resource development in increasing the organizational commitment of Perumnas employees, but need to consider other variables needed to Organizational commitment is influenced by variations in organizational culture, and job satisfaction.

- This study aims to describe the influence of leadership style and organizational culture with the mediating variables of job satisfaction on organizational commitment. This study uses a case study method for employees of educational institutions in Purwokerto. Respondents in this study were 74 employees from management level to staff level. PLS (Partial Least Square) analysis using SmartPLS 3.0 is the analysis technique used in this study. The results obtained are first, Leadership Style has no significant effect on Job Satisfaction. Second, Organizational Culture has a significant effect on Job Satisfaction, and Third, Job Satisfaction has a significant effect on Organizational Commitment. Based on the research results prove that Job Satisfaction can only mediate the relationship between Organizational Culture and Organizational Commitment while the relationship between Leadership Style and Organizational Commitment cannot be mediated by Job Satisfaction.
 
 Keywords: leadership style, organizational culture, job satisfaction, organizational commitment

The Relationship between Organizational Commitment, Job Satisfaction and Social Orientation, and the Nurses’ Moral Behavior

This study aims to determine how big the influence of Organizational Culture and Organizational Climate on Organizational Commitment through Job Satisfaction as an Intervening Variable at PT. Aditya Prima Utama. This research consists of independent variables, namely Organizational Culture and Organizational Climate and Organizational Commitment and Job Satisfaction as Intervening Variables. The analytical method used is Structural Equation Modeling (SEM) with Partial Least Square (PLS) 3. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Aditya Prima Utama. The results of data analysis concluded (1) There is a positive and significant effect of organizational culture on job satisfaction at PT. Aditya Prima Utama. (2) There is a positive and significant influence of organizational climate on job satisfaction at PT. Aditya Prima Utama. (3) There is a positive and significant influence of organizational culture on organizational commitment at PT. Aditya Prima Utama. (4) There is a positive and significant influence of organizational climate on organizational commitment at PT. Aditya Prima Utama. (5) There is no significant effect of job satisfaction on organizational commitment at PT. Aditya Prima Utama. (6) Job satisfaction cannot mediate the influence of organizational culture on organizational commitment at PT. Aditya Prima Utama. (7) Job satisfaction cannot mediate the influence of organizational climate on organizational commitment at PT. Aditya Prima Utama.

Abstract: The Influence ff Organizational Culture And Work Satisfaction On Organizational Commitments Of Lecturers And Counseling Department At The Faculty Of Education, Medan State University. The purpose of this study was to determine the effect of organizational culture and job satisfaction on organizational commitment of the guidance and counseling lecturers at the Faculty of Education, State University of Medan. This research is a quantitative research with a path analysis approach that starts from April to December 2020. The population and sample are all lecturers in the department of guidance and counseling at the Faculty of Education, State University of Medan, both PNS and PHL, totaling 23 lecturers. The results showed that there was a direct influence of organizational culture on job satisfaction, a direct influence of organizational culture on organizational commitment and a direct effect of job satisfaction on organizational commitment. Based on these findings, it can be concluded that organizational commitment is influenced by organizational culture and job satisfaction. Therefore, increasing organizational commitment can be done by increasing organizational culture and job satisfaction. Keywords: Organizational Culture, Job Satisfaction, Organizational Commitment. Abstrak: Pengaruh Budaya Organisasi Dan Kepuasan Kerja Terhadap Komitmen Organisasi Dosen Jurusan Bimbingan Dan Konseling Di Fakultas Ilmu Pendidikan Universitas Negeri Medan. Tujuan penelitian ini adalah untuk mengetahui pengaruh budaya organisasi dan kepuasan kerja terhadap komitmen organisasi dosen jurusan bimbingan dan konseling di Fakultas Ilmu Pendidikan Universitas Negeri Medan. Penelitian ini merupakan penelitian kuantitatif dengan pendekatan analisis jalur yang dimulai pada bulan April sampai dengan Desember 2020. Populasi dan sampel adalah seluruh dosen jurusan bimbingan dan konseling di Fakultas Ilmu Pendidikan Universitas Negeri Medan baik PNS maupun PHL sebanyak 23 dosen. Hasil penelitian menunjukkan adanya pengaruh langsung budaya organisasi terhadap kepuasan kerja, pengaruh langsung budaya organisasi terhadap komitmen organisasi dan pengaruh langsung kepuasan kerja terhadap komitmen organisasi. Berdasarkan temuan tersebut dapat disimpulkan bahwa komitmen organisasi dipengaruhi oleh budaya organisasi dan kepuasan kerja. Kata Kunci: Budaya Organisasi, Kepuasan Kerja, Komitmen Organisasi.

This research is aimed to examine the influence of Leadership styles and Organizational culture to Job Satisfaction. It is also to study the effect of Job Satisfaction to Organizational Commitment and to test the Cultural Organization, Leadership Styles, and Job Satisfaction toward Employee's Performance using Organizational Commitment as intervening variable. The use of these variables are based on the previous research by Koesmono (2005), Kirk L. Rogga (2001), Yuwalliatin (2006), Masrukhin & Waridin (2006), Morrison (1997), Samad (2005), Shea, M. (1999) dan Lok, Peter (2004) which found the direct effect and indirect effect of Organizational Culture, Leadership Style toward Job Satisfaction, Job Satisfaction toward Organizational Commitment, and Organization Culture, Leadership Style and job satisfaction toward Employee's performance using Organizational Commitment to be variabel interverning. Theses variables enable us to solve problems in PT. Garda Jakarta. The sample of this research was 100 employees of PT. Garda Jakarta. Structural Equation Model (SEM) was run by AMOS software to analyze data. The result showedthat Leadership Styles and Cultural Organization gives positive significant influence to JobSatisfaction, Job Satisfaction gives significant influence to Organizational Commitment, Organization Culture gives significant influence to Employee's performance, leadership style gives influence to Employee's Performance, Organization Culture, Leadership Style, and Job Satisfaction contributes an significant influence to Employee's Performance using Organizational Commitment to be variabel interverning. This empirical result indicates that Leadership Styles and Organizational Commitment become one of many causes that trigger low Employee's Performance Job Satisfaction, and Cultural Organization. The company needs to consider Leadership Styles, Organizational Commitment in order to increase Employee's Performance because those factors proved depend on them. Theoritical implications and suggestions for future research have been elaborated at the end of this study.