Abstract
This research aimed to describe and analyze: 1) the effect of the organizational culture toward the performance of emergency department employees, 2) the effect of the job satisfaction toward the performance of emergency department employees, and 3) the effect of the organizational culture and the job satisfaction simultaneously toward the performance of emergency department employees.Survey method was implemented with qualitative approach. Population unit were 167 teachers. Research sample were 63 teachers which randomly selected from 167. Questionnaire with Likert scale was the technique used to collect the data. Testing the hypothesis were using simple and multiple correlation analysis.The result of data analysis showed that: 1) there was effect of the organizational culture toward the performance of emergency department employees, 2) there was effect of the job satisfaction toward the performance of emergency department employees, and 3) there was effect of the organizational culture and the job satisfaction toward the performance of emergency department employees, RSUP Prof. Dr. R. D. Kandow Manado.Based on these conclusion, it could be recommended that: 1) organizational culture should get attention from all institutional devices, such as; the leaders of hospitals, doctors, administrative staff, laboratory personnel, and the community, 2) the efforts to improve employee performance, it is expected that hospital leaders need to pay attention to policies, such as; job satisfaction for employees. Keywords: Organizational Culture, Job Satisfaction, Employees performance. DOI : 10.7176/JEP/10-14-02 Publication date :May 31 st 2019
Highlights
In the face of increasingly fierce competition today, it is necessary to have quality human resources so that they are able to face competition and change
Based on the results of data collection through questionnaires given to respondents a total of 63 people, obtained a description of the data from the variable Organizational Culture (X1), Job Satisfaction (X2), and Employee
Because Fcount is smaller than Ftable, it can be concluded that the regression performance model of employee performance on organizational culture is linear
Summary
In the face of increasingly fierce competition today, it is necessary to have quality human resources so that they are able to face competition and change. Improving the quality of human resources as a development actor is very strategic. This is based on Indonesia's development goals, among others, to form quality human beings. Human resources is one factor in increasing the work productivity of an organization or agency. Increased productivity is largely determined by human resources who have high commitment, expertise or competence, and a good organizational culture, as well as work capabilities that can support job satisfaction.According to Timpe (2014: 136), that employees who have high job performance are productive employees. Expectations regarding the quality of quality human resources, which are reflected in the performance of each employee, are still far from expectations
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