Conducive Organizational Climate Research Articles

The Role of Organizational Citizenship Behavior (OCB) in Moderating the Relationship Between Entrepreneurial Leadership, Organizational Climate, and Workload on Employee Performance

This study aims to review employee performance at a private school in Surabaya by analyzing the influence of entrepreneurial leadership, organizational climate, workload, and OCB on employee performance. We use structural equation modeling (SEM) as the method to study complex relationships between variables. The study seeks to provide in-depth insights into the factors affecting employee performance and assist schools in designing strategies to enhance achievement and competitiveness. The results indicate that entrepreneurial leadership, organizational climate, and workload do not have a significant direct impact on employee performance. However, OCB has a significant effect on performance. Additionally, organizational climate and workload significantly influence OCB, while entrepreneurial leadership does not have a significant effect on OCB. These findings highlight the importance of OCB in improving employee performance, as well as the necessity of creating a conducive organizational climate and effectively managing workload to maximize employee contributions in educational institutions.

The Influence of Organizational Climate on Employee Commitment With Job Satisfaction and Motivation as Intervening Variables at Pt. Persada Engineering Media

A conducive organizational climate and its influence on employee performance, job satisfaction, motivation, and commitment are essential in improving organizational performance. The purpose of this study is to find out and analyze the influence of organizational climate on employee commitment mediated by job satisfaction and motivation at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees at PT. Media Teknik Persada with a total of 67 people. The results of data analysis of this study show that the organizational climate has no influence on employee commitment with a T-statistical value of 0.416 < 1.96 and a P-value of 0.678 > 0.05). However, a conducive organizational climate had a positive and significant effect on job satisfaction with a T-statistical value of 18.076 > 1.96 and a P-value of 0.000 < 0.05 and motivation with a T-statistical value of 11.773 > 1.96 and a P-value of 0.000 < 0.05. Job satisfaction had no effect on employee commitment with a T-statistical value of 0.901 < 1.96 and a P-value of 0.371 > 0.05. Job satisfaction was also unable to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 0.912 < 1.96 and a P-value of 0.365 > 0.05). On the other hand, work motivation had a positive and significant influence on employee commitment with a T-statistical value of 5.802 > 1.96 and a P-value of 0.000 < 0.05) and was able to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 4.401 > 1.96 and a P-value of 0.000 < 0.05). These findings imply that organizations need to improve, pay attention to, maintain, and improve the organizational climate to create a comfortable atmosphere for employees, which in turn increases employee motivation and commitment.

Pengaruh Peran Kepala Sekolah dan Iklim Organisasi Terhadap Produktivitas Kerja Guru pada SMP Se-Kecamatan Batanghari Lampung Timur

This study aims to determine (1) the influence of school principal's role on teacher work productivity, (2) organizational climate influence on teacher work productivity, and (3) influence of principal role and organizational climate together to productivity of junior high school teacher Kecamatan Batanghari Kabupaten Lampung Timur, as many as 170 teachers, were used as research samples of 63 teachers and 20 teachers of sample experiments outside the specified sample. Instruments used in the form of questionnaires previously tested for validity and reliability. Data analysis using Regression analysis.Based on the analysis, the following results are obtained: 1) The role of principal contributes to teacher work productivity of 3.2%; 2) Organizational climate contributes to teacher work productivity of 21.6%; and 3) Roles of school principals and organizational climate together contributes to teacher work productivity of 13.5%. The conclusion is taken that the productivity of junior high school teachers in Kecamatan Batanghari Kabupaten Lampung Timur will increase, which is influenced by the effective role of headmaster along with the conducive organizational climate applied.

The Effect of Transformational Leadership and Organizational Climate on Employee Performance Through Organizational Commitment as an Intervening Variable

This research aims to explore the influence of transformational leadership and organizational climate on employee performance through organizational commitment. The method used is a quantitative descriptive method. The research results show that transformational leadership and organizational climate have a positive and significant influence on organizational performance, both directly and through organizational commitment. The conclusion is that the role of transformative leadership and a conducive organizational climate is important in improving employee performance through a high level of organizational commitment. Keywords: Employee Performance, Organizational Climate, Transformational Leadership, Organizational Commitment

Pengaruh Motivasi Dan Semangat Kerja Karyawan Dalam Upaya Meningkatkan Produktivitas Pada PT. X Jakarta

PT. X is an official distributor company which operates in the field of providing laptop products and providing various kinds of computer hardware and software. The increasing mobility of people and the importance of devices to support their productivity has made the company want to increase PT. X's sales turnover, which is one of the company's goals. However, efforts to increase sales turnover can cause higher levels of employee pressure and decreased work morale. The increasing level of employee pressure and decreasing work morale at PT. X could be a negative impact of the company's efforts to increase sales turnover. Increased stress and decreased morale can become a dangerous cycle for a company. Increasing employee motivation and morale is an important responsibility for the leadership of an organization. A visionary leader needs to create a conducive organizational climate to maintain the morale and work dedication of his team members. The main goal of effective leadership is to inspire and motivate employees. This research uses quantitative methods, the samples in this research are all employees in the IT and Service division of PT. X, totaling 30 people. The research results show that based on the presentation of the results that have been presented, it can be seen that the Fcount value is more than Ftable (3.354) with a significance level of <0.05, so it can be concluded that the motivation and work enthusiasm variables together have an effect on productivity (Fcount 14.101 > Ftable 3.354). Bearti H3 is accepted, motivation and work enthusiasm have a simultaneously positive and significant influence on productivity.

Peran Mediasi Komitmen Organisasional, Kepuasan Kerja: Pengaruh Iklim Organisasi Terhadap Kinerja Karyawan

Every organization will always be required to be able to create a conducive organizational climate to achieve the expected quality of performance. To achieve this, good human resource management is required and of course also always paying attention to factors that can be influential in achieving maximum employee performance, in accordance with the goals set by the organization. The variables of job satisfaction and organizational commitment are often tested as mediating factors in the influence of organizational climate on employee performance. The aim of this research is to examine and analyze the mediating role of organizational commitment and job satisfaction in the influence of organizational climate on employee performance. This research used a cross sectional method with 78 respondents from PT employees. Hariqu Mulya Sejahtera is located in the city of Ponorogo, East Java. Once collected, the data is processed and analyzed with the help of Smartpls 4.0 software. The research results show that (1) organizational commitment does not mediate the influence of organizational climate on employee performance (2) Job satisfaction mediates the influence of organizational climate on employee performance

The Effect of Organizational Climate and Person-Organization Fit on Organizational Commitment: Mediating Role of Job Satisfaction

This study delves into the intricate dynamics between person-organization fit, organizational climate, job satisfaction, and organizational commitment within Perumda Tirta Hidayah, a Regional-owned enterprise in Bengkulu City. Through an analysis of 226 employees, employing the Structural Equation Modeling (SEM) technique with the PLS 3 analysis tool, the research aims to uncover the significant positive impact of person-organization fit and organizational climate on organizational commitment, mediated by job satisfaction. The findings underscore the pivotal roles of organizational climate and person organisation in shaping job satisfaction and organizational commitment among employees. Notably, the study highlights a robust correlation between these factors, indicating that a conducive organizational climate and a strong alignment between individual values and organizational culture are instrumental in fostering job satisfaction and subsequent commitment to the organization. Moreover, the research elucidates the mediating role of job satisfaction in bolstering the relationship between organizational climate, person-organization fit, and employee performance. By serving as a conduit through which positive organizational environments and alignment with organizational values translate into enhanced job performance, job satisfaction emerges as a critical driver of employee engagement and commitment. The implications drawn from this study extend beyond the realms of organizational dynamics to encompass broader considerations for enhancing customer satisfaction. Recognizing the intrinsic link between employee job satisfaction and customer satisfaction, organizations benefit from a proactive approach to fostering a positive work environment and promoting alignment between individual and organizational values. Such initiatives not only cultivate a workforce that is more enthusiastic and engaged but also nurture the development of skills and competencies that underpin sustained commitment among employees. This research contributes valuable insights into how organizational factors influence employee attitudes and behaviours, offering actionable recommendations for organizations seeking to optimize employee satisfaction, performance, and, ultimately, organizational success.

The Relationship between Organizational Climate, Work Motivation, Job Satisfaction, and Teacher Performance in the MIS Teachers of Batangkuis Subdistrict, Deli Serdang Regency


 
 
 This research aims to determine: 1) The direct influence of organizational climate on job satisfaction of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 2) The direct influence of work motivation on job satisfaction of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 3) The direct influence of organizational climate on the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 4) The direct influence of work motivation on the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 5) The direct influence of job satisfaction on the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. The research method used is quantitative research, which is based on the positivist philosophy and is used to study a specific population or sample. The sampling technique is generally done randomly, and data collection uses research instruments. Data analysis is quantitative/statistical in nature, with the aim of testing the established hypotheses. The analytical approach used in this research is path analysis, which examines causal relationships. This research also employs correlational studies by examining variables. The research findings are as follows: 1) There is a direct influence of organizational climate on job satisfaction. This indicates that a conducive organizational climate leads to an increase in job satisfaction among MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 2) There is a direct influence of work motivation on job satisfaction. This shows that an increase in work motivation among teachers results in increased job satisfaction among MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 3) There is a direct influence of organizational climate on teacher performance. This indicates that a conducive organizational climate leads to an improvement in the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 4) There is a direct influence of work motivation on teacher performance. This shows that the level of work motivation among teachers results in an improvement in the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 5) There is a direct influence of job satisfaction on teacher performance. This indicates that an increase in job satisfaction among teachers leads to an improvement in the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency.
 
 

The effects of organizational commitment, organizational culture, and work discipline on the performance of state civil apparatuses

<span lang="EN-US">Purpose This study was to analyze the effect of the independent variables, namely organizational commitment, organizational culture and work discipline and their implications on the performance of the state civil apparatus at the Public Works and Public Housing Service in Jeneponto Regency, South Sulawesi Province. The research method is descriptive quantitative using<em>path analysis</em>with the instrument test used is validity test and reliability test. Data collection techniques used primary and secondary data with a Likert scale. The results show that ASN performance can be increased by organizational commitment through affective and normative commitment by increasing the sense of belonging and responsibility to the organization, while the other variable, namely organizational culture tends to affect the application of good rules and a conducive organizational climate, then the ASN performance variable it would be much better if the commitment to the organization in its implementation was carried out by complying with the discipline of time and discipline of responsibility in the organization.</span>

Membangun Reputasi Perusahaan untuk Menjaga Loyalitas Nasabah (Studi Kasus: Panin Dubai Syariah Bank)

The intense competition in the banking world in maintaining reputation-based customer loyalty is very interesting to study. In relation to the Islamic banking industry, efforts to maintain loyalty are carried out in various ways. This research is different from previous research in the context of Islamic banks in that there is an emotional-religious customer segment that has a higher emotional attachment to the reputation of Islamic banks, which creates loyalty. The purpose of this study is to examine how PDSB builds a company's reputation to maintain customer loyalty. This research uses a case study method through a qualitative approach and is descriptive in nature. The results found in this study are that PDSB continuously builds and strengthens the company's reputation covering aspects of Vision and Leadership through the ability to see market opportunities, have strong and excellent leadership, and have a clear vision of what to aim for in the future, Social Responsibility that is realized in the form of social responsibility activities towards social and environmental development, Financial Performance by achieving financial performance achievements, Workplace Environment by creating a good and conducive organizational climate through increasing employee engagement, Product and Services through product innovations and services that have process speed and flexibility while maintaining quality and compliance aspects, as well as Emotional Appeals to maintain customer loyalty.

The Mediating Role of Organizational Commitment, Job Satisfaction: The Effect of Organizational Climate on Employee Performance

An effective organization must be able to create a conducive organizational climate to achieve the expected performance goals. To achieve this, it is necessary to have good human resource management and pay attention to factors that can become a link to achieve employee performance in accordance with the goals set by the organization. Job satisfaction and organizational commitment are often tested as connecting factors for employee performance. The purpose of this study was to examine and analyze the mediating role of organizational commitment and job satisfaction in the influence of organizational climate on employee performance. This study used a cross sectional method with 58 respondents. The results showed that (1) organizational commitment does not mediate the effect of organizational climate on employee performance (2) Job satisfaction mediates the effect of organizational climate on employee performance.

Factors Affecting Teacher Performance At SDN Pondok Pucung 05 Bintaro

In recent years, SDN Pondok Pucung 05 Bintaro has experienced an alarming decline in the number of students. In fact, students who attend SDN are free of charge because the costs are paid by the government. This phenomenon reflects the problems that are happening at SDN Pondok Pucung 05 Bintaro. One of the problems that urgently and urgently needs to be addressed is the teacher's performance. Based on some literature, it is known that to improve organizational performance; a conducive organizational climate is needed–where there is full employee engagement and employee satisfaction. Therefore, the performance of teachers at SDN Pondok Pucung 05 Bintaro is thought to be influenced by several factors, such as organizational climate, job satisfaction, and teacher engagement. The purpose of this study was to determine the effect of organizational climate and job satisfaction on teacher performance mediated by teacher engagement at SDN Pondok Pucung 05 Bintaro, Indonesia. The research model used in this study is a structural model to test the proposed hypothesis using path analysis. There were 30 teachers who participated in this survey using a saturated sample. The data collection instrument used was a questionnaire distributed to 30 teachers at SDN Pondok Pucung 05 Bintaro. This study indicates that teacher performance in SDN Pondok Pucung 05 Bintaro is influenced by many factors, which organizational climate, job satisfaction, and employee engagement are important parts of the factors supporting the teacher's performance. The limitation of this study is that there are many other variables that can affect teacher performance in SDN Pondok Pucung 05 Bintaro but were not examined in this study, such as work motivation, organizational commitment, school facilities, and perceptions of public and private schools. These variables are suggested to be investigated in further research. The originality of this study shows that these results emphasize the importance of creating and managing organizational climate, job satisfaction, and employee engagement to improve teacher performance at SDN Pondok Pucung 05 Bintaro in carrying out their duties and obligations at school.

PERAN IKLIM ORGANISASI DALAM MENINGKATKAN KINERJA PEGAWAI PADA BADAN PUSAT STATISTIK KABUPATEN DELI SERDANG

The purpose of this study was to determine the role of organizational climate in improving employee performance at the Central Bureau of Statistics of Deli Serdang Regency. The type of method used in this research is descriptive with a qualitative approach, namely the observation process, accurate data collection based on facts found in the field, as well as interviews with resource persons. The results of the study indicate that organizational climate plays an important role in improving employee performance at the Central Statistics Agency of Deli Serdang Regency, due to the support and trust from colleagues and superiors so as to improve employee performance. This means that the role of an increasingly conducive organizational climate can improve employee performance.

Mediasi Komitmen Organisasional dan Kepuasan Kerja Karyawan, Iklim Organisasi Dan Kinerja Karyawan

An effective organization must be able to create a conducive organizational climate to achieve the expected performance goals. To achieve this requires good human resource management accompanied by attention to factors that are able to become a liaison for the achievement of employee performance in accordance with the goals set by the organization. Job satisfaction and organizational commitment have been widely tested as connecting factors between employee performance. This study aims to examine and analyze the mediating role of organizational com-mitment and job satisfaction on the effect of organizational climate on employee performance. This research uses explanatory research design which can explain the setting of the variables studied and the relationship between one variable and another. The sampling method used was saturated sampling with 30 employees as respondents. After the data is collected, it is processed and analyzed using SMARTPLS 3.0. The results of the study have proven that (1) organizational commitment mediates the relationship between organizational climate and employee perfor-mance; (2) Job satisfaction mediates the relationship between organizational climate and em-ployee performance.

Mediating Effects of Customer Management on the Relationship between Employee engagement, Financial Strategic decisions, and Organizational Performance: A conceptual Analysis.

This  paper adopts  an indepth  review of literature with a Conceptual Case  Anlysis  study paradigm.The review of literature covers Employee Engagement, Strategic financial decision making, Customer Management and supporting theories and organizational performance.The study conceptualizes that  the two dependent variables  medited by customer management shown  in the conceptual  digram  impact organizational achievement in service enterprieses including educational institutions.It emphasizes also that  an organization may   have all that it takes to achieve its  goals which may not include  only  conducive organizational  climate, egalitarian- leadership ,human capital maximization with  streaming organizational culture ethos  and structural  encumbrances, but  also  collaborating efforts among all the sectors and mediators  to  achieved the desired  goals.These factors provide the thrust for  achieving goals in an organization. Previous studies emphasized organizational culture, structure and human capital performance as key levers in achieving   competitive advantage, side- stepping   collaborating between customer management,financial strategic decision making and  the impact on organizational  performance. Recent studies in the health sector in west African  countries emphasized good administrative planning and control,rewards and compensation,business strategy and  off setting environmental uncertainty.The earlier study focuses on the mediating roles of organizational capabilities and its determinants.However,the This work uses a Conceptual Case Analysis study methodology to conduct an in-depth analysis of the literature. Employee engagement, strategic financial decision making, customer management, and supporting theories, as well as organizational performance, are all covered in the literature review. The study hypothesizes that the two dependent variables mediated by customer management, as depicted in the conceptual diagram, have an impact on organizational success in service businesses, including educational institutions. It also emphasizes that an organization may have everything it takes to achieve its objectives, which may include not only a favorable organizational climate, egalitarian leadership, human capital maximization with streaming organizational culture ethos, and structural encumbrances, but also collaborative efforts among all sectors and mediators to achieve the desired objectives. These variables give the impetus for an organization's aims to be met. Previous research has focused on organizational culture, structure, and human capital performance as essential levers for creating competitive advantage, ignoring collaboration between customer management, financial strategic decision-making, and the influence on organizational performance. knowledge gap left which  is filled by this current study  are the conceptualization of customer management as an intervening variable together with employee engagement and strategic decision manking as dependent variables.  In order to establish the relationship between dependent  and the independent variables, this study recommends further research  work to analyze an  empirical data on employee engagement,strategic decision making and customer management and its resultant effects on organizational performance.

Konteks Organisasi, Teknologi Informasi dan Kapabilitas Knowledge Sharing Pegawai di PT PLN (Persero) Area Palembang

Rapid changes in the information age indirectly require reforms in the public sector. The public sector must continue to improve, one of which is through the creation of innovation. Innovation in the public sector is carried out through the creation of ideas that cannot be separated from the knowledge sharing process. Knowledge sharing is important for organizations considering the nature of knowledge which is complementary and no single individual masters all fields of knowledge. Unfortunately, not many public agencies have implemented knowledge management properly through the use of information technology by considering organizational culture and the type of organizational structure. The purpose of this study was to examine how the influence of internalization of organizational culture and functional organizational structure on knowledge sharing capability at PT. PLN (Persero) Palembang Area by including information technology as an intervening variable. The method used in this study is a quantitative method using a questionnaire as primary data. The sample used in this study is a census sample so that the entire population is used as research respondents. The results showed that the use of information technology mediates the effect of internalization of organizational culture on knowledge sharing capabilities but does not mediate the effect of functional organizational structures on knowledge sharing capabilities. Based on these findings, the suggestions given by the researcher are: maximizing the use of information technology while maintaining a conducive organizational culture and climate for increasing knowledge sharing capabilities.

Organizational Citizenship Behavior on Nurses : The Role of Organizational Climate and Commitment

Abstract
 Hospitals in organizing excellent quality health services require human resources committed to the organization and a positive and conducive organizational climate. This study aims to determine the effect of organizational climate and organizational commitment to organizational citizenship behavior of nurses at USU Hospital. In this study, there are two independent variables: organizational climate and organizational commitment, and one dependent variable: organizational citizenship behavior. This research is quantitative research conducted using samples from the population of nurses at USU Hospital, where a sample of 125 nurses was obtained. The data analysis method used in this study is a statistical analysis with multiple regression analysis methods. Findings. The result of this study indicates a simultaneous influence between organizational climate and organizational commitment to organizational citizenship behavior.

Pengaruh Iklim Organisasi Terhadap Perilaku Produktif Karyawan Pada Bagian Sumber Daya Manusia Di Perusahaan Daerah Kebersihan Kota Bandung

High and low of productive behavior of an employee really determines their work productivity, therefore it is necessary to foster the productive behavior. One way to foster productive behavior can be done with a conducive organizational climate. This study aims to determine how much influence the organizational climate on the productive behavior of employees in the Human Resources Section in the Regional Cleaning Company Bandung. The research method used is descriptive explanatory survey method. The data analysis technique used is a simple linear regression test and a significance test with the coefficient F. The results of the data analysis showed that the organizational climate on the Productive Behavior of employees was 32.442%. alternative hypothesis which states that there is a positive influence between organizational climate and employee productive behavior. The organizational climate and the productive behavior of employees as a whole are optimal, because the total scores obtained are both in the high category, but there are still things that must be considered, including management must be able to increase the empowerment of its employees so that the behavior and work performance of employees becomes more optimal.

Analisis Pengaruh Keterikatan Kerja, Iklim Organisasi dan Kepuasan Kerja Terhadap Kinerja Karyawan PT XYZ

This study aims to explain the role of work engagement, organizational climate, and job satisfaction on employee performance at PT XYZ. This research is a causality research conducted by cross sectional method. The sampling technique is done by convenience sampling. Data collection was carried out using a questionnaire instrument which was then analyzed using multiple linear regression analysis. The results of the study explained that work engagement, job satisfaction, and organizational climate play a positive role on the performance of employees at PT XYZ. These results explain that more employees feel they have a good attachment to the company, have satisfaction with the work done, and feel a conducive organizational climate that can support employees at PT XYZ to show better performance.

PENGARUH KOMPETENSI DAN PRODUKTIVITAS TERHADAP KINERJA OUTSOURCING PADA DEPARTEMENT ASSSETAND OFFICE MANAGEMENT PT. SEMEN BATURAJA (PERSERO) Tbk MELALUI MODERASI IKIM ORGANISASI

The purpose of this study was to determine the results of the analysis of Competency and Productivity Analysis of the Outsourcing Performance of the Asset and Office Management Department of PT. Semen Baturaja (Persero) Tbk. Through Organizational Climate Moderation, both partially and simultaneously in providing services to the management of PT. Semen Baturaja (Persero) Tbk. This study uses a quantitative verification method with a confirmative negative verification. The results of the analysis of the Competence of Organizational Iklmin prove positive and significant with a significance of 0,000 <0.05 and t arithmetic 6.422> t table 1.994, so that it can be attenuated against comparisons to organizations, Products towards organizational climate are proven by the results of data processing using SPSS version 23 significant and significant with t-test 7.115> t table 1, 994 and significance 0.000 <0.05. Based on the results of hypothesis testing using SPSS version 23, which contains positive and significant positive and significant joint-positive competencies and assessments of organizations with an F count of 30, 368> F table of 2,500 and a significance of 0,000 <0.05. 0,000 <0.05 and t count 9.036> t table 2.500 and a regression term of 0.739, so that this study succeeded in supporting empirical research in the field of research to improve performance. Then the conclusion of this study: a) outsourcing competencies that enjoy working in a team have a positive and significant effect in improving the performance of outsourcing where relationships are close and familiar. b) the level of outsourcing productivity supported by high morale, can significantly build outsourced fellow work that is familiar and mutually supportive in increasing production. c) Together competence and productivity influence in building a conducive organizational climate. The most influential research variable on organizational climate is productivity, then competency variable. d) passionate outsourcing competency when working in a solid team dam, will have a positive and significant impact on the performance of outsourcing helping each other in completing tasks so that the task load can be completed properly. e) productivity outsourcing in the development of asset and office management of PT. Semen Baturaja (Persero) Tbk, which has high morale, positively and significantly influences the improvement of outsourcing performance which always helps each other in completing tasks properly. f) the organizational climate built through outsourcing relationships is very close and familiar, significantly influencing the performance of outsourcing in the Department of Asset and Office Management of PT. Semen Baturaja (Persero) Tbk which always helps in completing tasks effectively. g) high outsourcing components, increased outsourcing productivity and a conducive organizational climate Department of Asset and Office Management PT. Semen Baturaja (Persero) Tbk, jointly influences the improvement of outsourcing performance which helps each other in completing tasks with optimal results.