Leadership alone is not enough: Why culture and satisfaction matter more in developing employee agility?

Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners. This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction. A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson's correlation, and multiple linear regression analysis. Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction. The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.

Research objectives (1) To analyze the influence of organizational culture on job satisfaction and lecturer performance (2) To analyze the influence of leadership style on job satisfaction and lecturer performance (3) To analyze the influence of motivation on job satisfaction and lecturer performance. (4) To analyze the influence of job satisfaction on lecturer performance. This study used a quantitative approach using primary data through questionnaires as many as 260 respondents. The study was conducted from June to November 2021. The data was analyzed using Structural Equation Modelling (SEM) with the help of Amos Version 25. And SPSS Version 25. The results of this study showed that: (1) Organizational culture, leadership style and motivation have a positive and significant effect on job satisfaction. (2) Job satisfaction, leadership style has a positive and significant effect on lecturer performance (3) Organizational culture and work motivation have a positive and insignificant effect on lecturer performance. (4) Organizational culture, leadership style and work motivation have a positive and significant effect on lecturer performance through job satisfaction. Keywords: Organizational culture, Leadership style, job satisfaction motivation, lecturer performance.

Abstract: Employee contribution becomes important when it is done with effective action and right behavior. Not only the amount of effort but also the direction of the business. The nature, effort or willingness to work as well as the various things that constitute organizational support is very important for the success of employee performance. In this study, the author tries to analyze the problems faced by the administrative staff of Jember University (UNEJ). Empirical tests were conducted on 115 administrative employees to obtain data on organizational culture and leadership style that has been enough to give hope to the administrative staff. Analyzer used in this research is Structural Equation Model (SEM). From the results of model testing, it can be concluded that organizational culture and leadership style have a positive effect on job satisfaction, leadership style positively affect the organizational culture. Organizational culture, leadership style, and job satisfaction have a positive effect on employee performance. To improve the performance of administrative employees, especially the dimensions of cost control and self-reliance initiatives, it requires a bureaucratic leadership style and autocratic leadership style in an open and process-oriented organizational culture system as an effort to improve employee job satisfaction.Keywords: Organizational Culture, Leadership Style, Job Satisfaction, and Employee Performance

This study aims to determine the effect of organizational culture and leadership style on teacher performance with work environment and job satisfaction as an intervening variable. The data used are primary data by distributing questionnaires to 140 respondents, namely teachers who teach at Senior High Schools in Dewantara District, North Aceh Regency. The method used to analyze the data is Structural Equation Modeling (SEM). The results of the study found that the organizational culture and work environment had a positive and significant effect on the work environment and job satisfaction of senior high school teachers in Dewantara District, North Aceh Regency. Furthermore, found organizational culture, leadership style, work environment and job satisfaction have a positive and significant effect on the performance of high school teachers in Dewantara District, North Aceh Regency. Furthermore, it was found that work environment variables and job satisfaction mediate fully the influence of organizational culture and leadership style on the performance of high school teachers in Dewantara District, North Aceh Regency. Based on the results of these studies it is expected that the leaders or principals in Dewantara Subdistrict, North Aceh Regency be able to give attention and priority in institutionalizing organizational culture and creating a conducive work environment to improve job satisfaction and teacher performance. Keywords: organizational culture, leadership style, work environment, job satisfaction and teacher performance

The purpose of this study is to obtain valid and reliable empirical data, facts and information about the influence of organizational culture, leadership style, and trust to the organizational commitment of the LP3I Polytechnic Lecturers in Jakarta. This study makes the use of associative quantitative approach and path analysis technique. The population in this study were all permanent lecturers at the LP3I Polytechnic Jakarta with 215 people in total. The sampling method was using simple random sampling upon all permanent lecturers at the LP3I Polytechnic Jakarta who were actively working in 2017. The sample was taken using the Slovin formula and the sample size therefore was 145 lecturers. The research data was filtered through questionnaires. The results of the study concluded that there was a positive direct effect of Organizational Culture to the Organizational Commitment, there was a positive direct effect of Leadership Style to Organizational Commitment, there was a positive direct influence Trust to Organizational Commitment, there was a positive direct influence Organizational Culture to Trust, there was a positive direct influence Leadership Style to Trust , there was a positive influence of Organizational Culture, Leadership Style and trust simultaneously to Organizational Commitment and there was a positive influence of Organizational Culture and Leadership Style simultaneously to the trustworthiness of the LP3I Polytechnic Lecturers in Jakarta. This finding implied that, should you want to increase the Commitment of LP3I Polytechnic Jakarta Lecturers to the organization, it can be done through the increase of Organizational Culture, Leadership and Trust Style in a systematic and planned manner.

This study aimed to determine the main factors that affect nurse practitioners' (NPs) job satisfaction, especially the relationship between organisational commitment and leadership styles in acute care practices. There is little known about the influence of organisational commitment and leadership on NPs' job satisfaction within acute care hospitals. A cross-sectional design with a national online survey enrolled 1205 NPs from the Taiwan Association of Nurse Practitioners. A multiple regression model was applied to identify potential variables that associated with job satisfaction. Organisational commitment (mean = 59.47), job satisfaction (mean = 173.47) and leadership style (mean ranged from 13.29 to 28) were at a moderate level. Organisational commitment, leadership style, patient load and NP advancement levels explained 63% of the variance in NPs' job satisfaction. Organisational commitment and leadership styles, such as idealized influence and individual consideration, are major factors that impact NPs' job satisfaction. Health care organisations should develop policies targeting organisational commitment and managers' leadership styles to improve NPs' job satisfaction.

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.

This study aims to determine the effect of organizational culture, leadership style and work environment on job satisfaction through organizational commitment as an intervening variable. This research uses quantitative research with hypothesis testing. The analytical tool used is a questionnaire. The population in this study were 185 employees of PT. Jayaland Hills Rays. The sample in this study were 65 respondents. The measurement of the study used a Likert scale. The analytical tool in this study uses path analysis techniques and t-statistic tests using the SmartPLS 3 for Windows application. The results show that (1) Organizational Culture on Job Satisfaction has a direct and significant effect. (2) Leadership Style on Job Satisfaction has a direct and significant effect. (3) Work Environment on Job Satisfaction has a direct and significant effect. (4) Organizational Culture on Job Satisfaction through Organizational Commitment as an intervening variable has a direct and significant effect. (5) Leadership Style on Job Satisfaction through Organizational Commitment as an intervening variable has a direct and significant effect. (6) Work Environment on Job Satisfaction through Organizational Commitment as an intervening variable has an indirect and significant effect. (7) Organizational Commitment to Job Satisfaction has a direct and significant effect. Keywords – Organizational Culture, Leadership Style, Work Environment, Job Satisfaction, Organizational Commitment.

This study aimed to test and analyze the determinants of lecturer performance through job satisfaction at the State Polytechnic in Jakarta and Study Programs outside the Main Campus (abbreviated as PSDKU) in Indonesia through the variables of Organizational Commitment, Leadership Style, and Work Motivation. The type of research used is descriptive and verification, and the research method used is an explanatory method with survey research. The research subjects were civil servant lecturers or Government employees (abbreviated as PNS), while the research objects were the State Polytechnic in Jakarta and PSDKU in Indonesia. The sample in this research was 390 people. The questionnaire instrument is based on five variables, 18 dimensions, and 68 statement items. Test the validity of the data using product moment correlation and reliability using the Spearman-Brown formula. Data analysis used descriptive and structural equation models (SEM). The results of the study concluded that the variables of organizational commitment, leadership style, and work motivation were proven to have a positive and significant effect both partially and jointly on the job satisfaction of permanent civil servant lecturers at the State Polytechnic in Jakarta and PSDKU in Indonesia, with a value of f count (7.96) > f table (2.63) and the coefficient of determination (R²) = 0.46 (46%). The variable of work motivation with the most reflective dimension is the dimension of physiological needs (PN) with a loading factor value of 0.88, especially with the salary indicator that I earn being able to meet the basic housing needs for my family (MK-2) with a loading factor value of 0.94. The variables of organizational commitment, leadership style, work motivation, and job satisfaction have been partially and jointly proven to have a positive and significant effect on the performance of permanent civil servant lecturers at the State Polytechnic in Jakarta and PSDKU in Indonesia with f count (5.24) > f table (2, 63) and the coefficient of determination (R²) = 0.84 (84%). The variable of work motivation with the dimensions of physiological needs (PN) and the salary indicator that I get can meet the basic needs of a place to live for my family (MK-2) is the most dominant variable affecting the performance of permanent lecturers as PNS State Polytechnics in Jakarta and PSDKU in Indonesia. Another important finding in the results of this study is that the job satisfaction variable only acts as a partial mediating variable.

This survey focuses on the effects of organizational culture, leadership style and job satisfaction on senior high school principals' performance in East Jakarta. Sixty schools were selected randomly as a unit of analysis and data were analyzed by path analysis. Findings of the research indicated direct effects of: 1) Organizational culture and leadership style on job satisfaction, and 2) Organizational culture, leadership style, and job satisfaction on the principal’s performance. The results also showed indirect effect of organizational culture and leadership style on the principal’s performance through job satisfaction. In addition, job satisfaction was the most dominant variable that effected senior high school principal’s performance.

This survey focuses on the effects of organizational culture, leadership style and job satisfaction on senior high school principals' performance in East Jakarta. Sixty schools were selected randomly as a unit of analysis and data were analyzed by path analysis. Findings of the research indicated direct effects of: 1) Organizational culture and leadership style on job satisfaction, and 2) Organizational culture, leadership style, and job satisfaction on the principal’s performance. The results also showed indirect effect of organizational culture and leadership style on the principal’s performance through job satisfaction. In addition, job satisfaction was the most dominant variable that effected senior high school principal’s performance.

Medical services industry has become more competitive nowadays. This made hospitals need to improve their performance. Roemani Hospital in Semarang is not an exception. One effort that can be done is to improve the performance of the employees through employee’s Job satisfaction. This research evaluates the effect of Organizational Culture and Leadership Style on Employee’s Job Satisfaction that influence the Employee’s performance. To test the issue, data was collected by distributing questionnaires to 110 employees of Roemani Hospital in Semarang. The data acquired was analyzed using the Structural Equation Model (SEM). From the result of this analysis, the Structural Equation Model has fulfilled the Goodness of Fix Index criteria: chi square = 106.716, probability = 0.649, RMSEA = 0.000, GFI = 0.892, AGFI = 0.854, CFI = 1.000. The analysis result shows that Organizational Culture positively and significantly affect the Job Satisfaction that positively and significantly affect the performance, Organizational Culture positively, significantly and directly affect the Performance, The Leadership Style positively and significantly affect the performance both directly and indirectly through Job Satisfaction. Based on the results, managerial implication suggest that improvement of the job satisfaction and performance can be achieved by establishing and treasuring the involvement culture, and having a participative leadership style align with giving salaries that is considered satisfying . Key words : organizational culture, leadership style, job satisfaction, performance

Purpose of study: The current study aims to explore the relationship between employee performance, organizational and leadership style through job satisfaction.
 Methodology: Data in this research were obtained from distributing questionnaires to 108 respondents. Epson Batam, and hypothesis testing using path analysis.
 Results: The results showed that the structural model of the first, direct organizational culture and leadership style has a significant effect on job satisfaction. In the second structural model, direct organizational culture, leadership style, and job satisfaction have a significant effect on performance and indirectly through job satisfaction organizational culture and the leadership style significantly influence performance.
 Implications: Organizational culture variables more meaningfully than the leadership style variables in improving job satisfaction. Job satisfaction is a more meaningful variable than the variable of organizational culture and leadership style to improve performance.

This research aims to analyze the role of organizational culture, communication and leadership style on job satisfaction. The object of this research is Senior High Schools (SMA)/Vocational Secondary School (SMK), while the subjects are 55 School Principals. Four variables from the research data were gathered through instruments in the form of valid and reliable questionnaires. Statistical Analysis of the research data used multiple linear regression analysis with the significance in accordance with the output of SPSS 22.0. Findings indicated that organizational culture has an effect but not significant on job satisfaction, while communication has a significant effect on job satisfaction, and leadership style has a significant effect on job satisfaction, the simultaneous variable of organizational culture, communication and leadership style has a significant effect on job satisfaction.

This research aims to investigate the effect of the role of organizational culture, communication and leadership style on job satisfaction. The object of this research is Senior High Schools (SMA)/Vocational Secondary School (SMK)/MAN, while the subject is 55 School Principals. Four variables from the research data were gathered through instruments in the form valid and reliable questionnaires. Statistical Analysis of the research data used multiple linear regression analysis with the significance in accordance with the output of SPSS 22.0. Findings indicated that organizational culture has an effect but not significant on job satisfaction, while communication has a significant effect on job satisfaction, and leadership style has a significant effect on job satisfaction, variable of organizational culture, communication and leadership style has a significant effect on job satisfaction.