Culture Commitment Research Articles

STUDI KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI DAN DAMPAKNYA TERHADAP KOMITMEN AFEKTIF Studi pada Pegawai Dikantor Dinas Pariwisata Dan Budaya Kota Yogyakarta

This study aims to determine and analyze the influence of transformational leadership and organizational culture and its impact on affective commitment to employees of the Yogyakarta City Culture and Tourism Office. The results of this study are expected to be used as a material or frame of reference for employees of the Yogyakarta City Tourism and Culture Office in increasing affective commitment to the installation. The research method used in this research is a questionnaire, which is a data collection technique by means of a series of questionnaires that have been compiled for respondents to be answered and assessed, the sampling technique uses probability sampling, which is a technique that provides equal opportunities or opportunities for each element or member of the population. to be selected to be the sample. Data collection will be carried out in 2021. The data analysis technique uses Path Analysis. The results of the descriptive analysis show that in general transformational leadership and organizational culture and affective commitment in the tourism and culture office of Yogyakarta are in good categories. The results of the verification analysis show that transformational leadership and organizational culture have a positive and significant effect on the affective commitment of employees in the tourism and culture office of the city of Yogyakarta.
 
 Keywords: Transformational Leadership; Organizational Culture; Affective Commitment.

Analisis Faktor-Faktor Yang Mempengaruhi Turnover Intention Agent di PT AIA Cabang X Malang

Turnover intention is a problem that is often faced by companies and employees. Turnover intention needs to be a center of attention because high turnover intention can disrupt the activities and productivity of companies and employees. In PT AIA Branch X Malang there are several factors that cause turnover intention. The purpose of this study was to find out what factors influenced the turnover intention of the agent at PT AIA Branch X Malang. This research was a quantitative study with a confirmatory research approach. The data analysis technique used was factor analysis. Respondents studied in this study were 202 people from 202 population in PT AIA Branch X Malang. The results of this study indicated that all work life balance variables, personality-job fit, work stress, employee relations, compensation, physical work environment, job satisfaction, organizational culture, career development, and organizational commitment affect the turnover intention of the agents at PT AIA Branch X Malang. The variable that has the most significant influence on turnover intention of the agents ata PT AIA Branch X Malang was organizational commitment and the variable that influence less significant namely work stress

PERAN KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI DAN KETERLIBATAN KERJA TERHADAP KOMITMEN ORGANISASI PADA CV SUMBER REJEKI SLEMAN

The research aims to determine the role of transformational leadership, organizational culture and work involvement on organizational commitment at CV Sumber Rejeki Sleman. By using hypothesis testing multiple linear regression analysis techniques, t-test and f-test. The entire population the number of employees is 48 people. Research data collections using a questionnaire. The results showed first, transformational leadership has on effect on organizational commitment with a significance value of 0,815 > 0,05 and tcount value of 0,236 < 2,015. Second, organizational culture has a positive effect on organizational commitment with a significance value 0,009 < 0,05 and tcount value of 2,742 > 2,015. Third, job involvement has no effect on organizational commitment with a significance value of 0,433 > 0,05 and tcount value of -0,791 < 2,015.
 
 Keywords : Transformational leaderhip, Organizational Culture, Job Involvement and Organizational Commitment.

유아교사의 유아교육기관 조직문화와 조직몰입 간의 관계에서 멀티플라이어십의 매개효과

유아교사의 유아교육기관 조직문화와 조직몰입 간의 관계에서 멀티플라이어십의 매개효과

Pengaruh Budaya Organisasi dan Komitmen Organisasi terhadap Kinerja Pegawai di PT. Garuda Indonesia Tbk

The purpose of this study was to analyze the influence of organizational culture and organizational commitment on employee performance at PT. Garuda Indonesia Tbk. The data used in this study are primary data with data collection methods, namely through questionnaires. The sample in this study were 60 employees at PT. Garuda Indonesia Tbk. The analysis technique in this research is through Multiple Linear Regression Analysis. The results of the analysis prove that organizational culture and organizational commitment simultaneously have a significant effect on employee performance at PT. Garuda Indonesia Tbk. Organizational culture and organizational commitment partially have a positive and significant effect on employee performance at PT. Garuda Indonesia Tbk
 Keywords: Organizational Culture; Organizational Commitment; Employee Performance.

Checklist feasibility and impact in gastrointestinal endoscopy: a systematic review and narrative synthesis.

Background and study aim Checklists prevent errors and have a positive impact on patient morbidity and mortality in surgical settings. Despite increasing use of checklists in gastrointestinal endoscopy units across many countries, a summary of cumulated experience is lacking. The aim of this study was to identify and evaluate the feasibility of successful checklist implementation in gastrointestinal endoscopy units and summarise the evidence of its impact on the commitment in safety culture. Methods A comprehensive literature search was performed identifying the use of a checklist or time-out in endoscopy units from 1978 to January 2020 using OVID MEDLINE, EMBASE, and ISI Web of Knowledge databases, with search terms related to checklist and endoscopy. We summarised overall adherence to checklists from included studies through a narrative synthesis, characterizing barriers and facilitators according to nurse and physician perspectives, while also summarizing safety endpoints. Results The seven studies selected from 673 screened citations were highly heterogeneous in terms of methodology, context, and outcomes. Across five of these, checklist adherence rates post-intervention varied for both nurses (84 % to 96 %) and physicians (66 % to 95 %). Various facilitators (education, continued reassessment) and barriers (lack of safety culture, checklist completion time) were identified. Most studies did not report associations between checklist implementation and clinical outcomes, except for better team communication. Conclusion Implementation of a gastrointestinal endoscopy checklist is feasible, with an understanding of relevant barriers and facilitators. Apart from a significant increase in the perception of team communication, evidence for a measurable impact attributable to gastrointestinal checklist implementation on endoscopic processes and safety outcomes is limited and warrants further study.

Construction of Leisure Consumer Loyalty from Cultural Identity—A Case of Cantonese Opera

Many regions and countries hope to employ cultural leisure products to obtain economic benefits. However, in the process of globalisation, cultural standardisation has posed difficulties for vulnerable cultures in terms of cultural inheritance and sustainable development. As with many intangible cultural heritages, Cantonese opera is also facing a shrinking market. Hence, to develop the strategy of sustainable development of Cantonese opera, this research aims to clarify the connection between cultural identity and loyalty in cultural leisure consumption in the context of Cantonese opera as a leisure product. The results show that each dimension of cultural identity has a positive effect on perceived value, and two dimensions positively affect satisfaction. The path of cultural identity building loyalty is also confirmed to be through perceived value and satisfaction. Future studies and the consequences of future practices are discussed.

The straight labor of playing gay

ABSTRACT This essay examines the celebrity interview as a significant promotional paratext because it is through these that white, cisgender, heterosexual actors are asked to comment upon playing gay. We focus on paratexts around Scandal, Modern Family, Behind the Candelabra and Call Me By Your Name because they are important sources for shaping the ways audiences respond to media and are often re-circulated beyond their original context through social media. We highlight how white, heterosexual actors emphasize labor in order to insist on the paratextual distance between his veridical self and the role he has been employed to play. As a discursive strategy, this is accomplished by a recognized, seamlessly performed and strikingly blatant routine. Collectively, audiences, interviewers, and the actors themselves work to consistently demonstrate social, cultural, and industrial commitments to what we are calling a possessive investment in straightness, which we define, building on George Lipsitz’s (2006) work, as concerned with not only the resources, power and opportunity white heterosexual actors have in taking on gay roles, but the social, cultural and industrial willingness to help these actors re-assert their claims to heterosexuality and normativity.

The recipe for communicating change: Using Kitchen Nightmares to craft an internal communication change plan

Courses Business Communication, Public Relations, Organizational Communication. Objectives This activity provides students with an accessible case study to craft an internal communication change plan focused on tactical changes to run-the-business objectives and constitutive goals that foster a renewed sense of organizational culture and employee commitment.

Partisipasi Penganggaran, Asimetri Informasi, Budaya Organisasi, Komitmen Organisasi dan Senjangan Anggaran

The purpose of this study is to empirically examine the effect of budgetary participation, information asymmetry, organizational culture and organizational commitment on budgetary slack. This research was conducted in all OPDs in Tabanan Regency. The number of OPDs used was 40 OPDs and the number of sample used by 120 peoples. The data analysis technique used is multiple linear regression analysis. The results of this analysis indicate that budgetary participation and information asymmetry have a positive effect on budgetary slack while organizational culture and organizational commitment have a negative effect on budgetary slack. This shows that the higher budgetary participation and information asymmetry results in higher budgetary slack, while higher organizational culture and organizational commitment results in lower budgetary slack rates.
 Keywords: Budgeting Participation; Information Asymmetry; Organizational Culture; Organizational Commitment; Budgetary Slack.

DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention. The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents. The research method used in this research is descriptive and explanatory survey methods. The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%. Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment. Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%. Partially, organizational commitment has the most dominant influence on employee turnover intentions. The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention. The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development. employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.

Subjetividades del Profesorado de Artes y su Rol como Agentes/as de Cambio

Se muestran los resultados del estudio “Identidades profesionales de los/as artistas-docentes en la Región de Los Lagos. Transformaciones de lo social en compromiso cultural”, que buscó conocer las subjetividades del profesorado de artes visuales de la Región de Los Lagos en Chile y comprender cómo dichas subjetividades contribuyen hacia el desarrollo social y cultural de la región. Se utilizó una metodología mixta; con la aplicación de una encuesta y cuatro grupos focales. Como principales resultados de la fase cualitativa, encontramos que la conformación de subjetividades de los/as artistas-docentes y su aporte social y cultural surge a partir de tres categorías: i) Creación Artística Personal Situada; su hacer es una práctica situada que conlleva decisiones políticas del cómo repensar el mundo en un contexto dado, por lo que es ontológico-episte-metodológico. ii) Lo Artístico; que transformará y mediará en el espacio social y iii) Agentes de cambio; donde saca del aula la acción transformadora, promoviendo la acción participativa más allá de lo formal. Estas prácticas onto-episte-metodológicas de los/as artistas-docentes son acciones que van directamente a disrumpir el espacio artístico-social previamente establecido. Las subjetividades del/la artista docente es la posibilidad misma de transformación social del territorio, generando nuevos sentidos, como una forma colaborativa de promover cambios a través de las artes.

The Influence of Leadership Style and Organizational Culture by Mediating Job Satisfaction on Organizational Commitment Case Study in Employees Of Islamic Education Institution

Abstract - 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

Pengaruh Kepuasan Kerja, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan

This article aims to explain the effect of job satisfaction, organizational culture and organizational commitment on employee performance. The research method uses multiple linear regression analysis. The number of respondents 80 people taken based on the Slovin formula was used as the sample of this study. Based on the analysis results obtained by the linear equation Y = 1.031 + 0.076X1 + 0.368X2 + 0.297X3. From the results of the analysis it was found that the value of the test variable job satisfaction shows a significance value of 0.325> 0.05, then job satisfaction does not have a significant effect on employee performance. Tsig test value of organizational commitment variable shows a significance value of 0.002 <0.05, then organizational commitment has a significant effect on employee performance. And the test value of the organizational culture variable shows a significance value of 0.009 <0.05, the organizational culture has a significant effect on employee performance. Adjusted R Square value of 0.294. This means that the variable Job Satisfaction, Organizational Commitment and Organizational Culture affect Employee Performance at the Cut Meutia Hospital in Langsa City by 0.294 or 29.4%, while the remaining 70.6% It can be concluded that the variables X1, X2 and X3 simultaneously have a significant effect simultaneously on the Y variable. This means that the variables of job satisfaction, organizational commitment and organizational culture together have a significant influence on employee performance

Performing rituals of affliction: how a Governor's Press conferences provided mediatized sanctuary in Ohio.

This paper studies the ritual and aesthetic performances of Ohio Gov. Mike DeWine’s Coronavirus press conferences. It argues that the press conferences are mediatized sanctuaries—solidaristic respites from the chaos of pandemic and partisan politics. They achieve this via performing a regular ritual of affliction where basic cultural commitments are affirmed, institutional action is validated, and the where the trouble of Coronavirus can healed as a result.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT PT. SEOILINDO PRIMATAMA BEKASI

This study aims to: 1) To find out and analyze the influence of organizational culture and organizational commitment to job satisfaction, 2) To know and analyze the influence of organizational culture and organizational commitment on employee performance, 3) To find out and analyze the effect of job satisfaction on employee performance, 4) To find out and analyze the influence of organizational culture and organizational commitment to employee performance through job satisfaction of PT. Seoilindo Primatama Bekasi. The study was conducted at PT. Seoilindo Primatama Bekasi with 73 research samples. The sampling technique uses saturated samples. The data analysis method uses descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an influence of organizational culture and organizational commitment to job satisfaction, 2) there is an influence of organizational culture and organizational commitment to employee performance, 3) there is an influence of job satisfaction on employee performance, and 4) there is no influence of organizational culture and commitment organization of employee performance through job satisfaction PT. Seoilindo Primatama Bekasi. This means that the direct effect is greater than the indirect effect, the variable job satisfaction cannot mediate between organizational commitment and job satisfaction on employee performance at PT. Seoilindo Primatama Bekasi.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT PT. SEOILINDO PRIMATAMA BEKASI

This study aims to: 1) To find out and analyze the influence of organizational culture and organizational commitment to job satisfaction, 2) To know and analyze the influence of organizational culture and organizational commitment on employee performance, 3) To find out and analyze the effect of job satisfaction on employee performance, 4) To find out and analyze the influence of organizational culture and organizational commitment to employee performance through job satisfaction of PT. Seoilindo Primatama Bekasi. The study was conducted at PT. Seoilindo Primatama Bekasi with 73 research samples. The sampling technique uses saturated samples. The data analysis method uses descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an influence of organizational culture and organizational commitment to job satisfaction, 2) there is an influence of organizational culture and organizational commitment to employee performance, 3) there is an influence of job satisfaction on employee performance, and 4) there is no influence of organizational culture and commitment organization of employee performance through job satisfaction PT. Seoilindo Primatama Bekasi. This means that the direct effect is greater than the indirect effect, the variable job satisfaction cannot mediate between organizational commitment and job satisfaction on employee performance at PT. Seoilindo Primatama Bekasi.

The Effect of Organizational Culture, Organizational Justice, and Organizational Commitment on Organizational Citizenship Behavior (OCB)

Organizational citizenship behavior (OCB), which is known as extra-role behavior, is an important factor for the organization to maintain the survival and achievement of organizational goals. OCB is very effective to be applied in human resource management because it can direct employees to provide performance that is more than just carrying out their formal duties. This study aimed to determine the influence of organizational culture, organizational justice, and organizational commitment to employee OCB at a vocational high school in the South Tangerang area, Indonesia. The research was quantitative study with a population of all school employees as many as 70 people. The sampling technique used nonpropability sampling, namely saturated samples. Data analysis was performed using a simple correlation analysis method and multiple linear regression with the help of IBM SPSS version 23. The results showed that organizational culture, organizational justice, and organizational commitment had a positive and significant effect on OCB either partially or simultaneously.

Pengaruh Budaya Organisasi dan Komitmen Organisasi Terhadap Produktivitas Kerja Pegawai PDAM Tirta Kencana Kabupaten Jombang

The purpose of this research is to examine the presence or absence of influence between organizational culture and organizational commitment with the work productivity of PDAM Tirta Kencana employees in Jombang Regency. Using a quantitative research method and with a causal or causal approach. The results of the study explained that: (1) organizational culture does not have a partial effect on the work productivity of PDAM Tirta Kencana employees in Jombang Regency, (2) organizational commitment has a partial influence on the work productivity of PDAM Tirta Kencana employees in Jombang Regency, (3) there is a simultaneous influence between cultures organization and organizational commitment to the work productivity of PDAM Tirta Kencana employees in jombang Regency.

What Is a Public Education and Why We Need It: A Philosophical Inquiry Into Self-­Development, Cultural Commitment, and Public Engagement (Walter Feinberg)

What Is a Public Education and Why We Need It: A Philosophical Inquiry Into Self-­Development, Cultural Commitment, and Public Engagement (Walter Feinberg)