The Influence of Work Conflict and Organizational Culture on Employee Performance Through Job Satisfaction at the Civil Service Police Unit Office of Mandailing Natal Regency

Abstract

Employee performance is a real behavior displayed by everyone as work performance is produced by employees following their role in the organization. This study aims to determine and analyze the effect of a work conflict and organizational culture on employee performance through job satisfaction at the Office of the Civil Service Police Unit, Mandailing Natal Regency. The nature of this research is associative research with a quantitative approach. The primary and secondary data are used from questionnaires and documentation and are measured on an interval scale. The sample size for this study was 200 employees, and the data analysis techniques used to test the hypothesis were descriptive analysis and structural equation model analysis. The results showed that work conflict had a negative and significant effect on job satisfaction. Organizational culture has a positive and significant effect on job satisfaction. Work conflict has a negative and significant effect on employee performance. Organizational culture has a positive and significant effect on employee performance, and job satisfaction has a positive and significant effect on employee performance. The indirect effect shows that work conflict has a negative and significant effect on employee performance through job satisfaction. Organizational culture has a positive and significant effect on employee performance through job satisfaction. Keywords: Work Conflict, Organizational Culture, Job Satisfaction, Employee Performance