Implementation Of Organizational Culture Research Articles

ორგანიზაციული კულტურის განვითარების ხელშემწყობი ფაქტორები და თანამედროვე მიდგომები

Organizational culture development, focusing on facilitating factors and modern approaches within Georgian organizations is an important factor. Organizational culture holds fundamental importance for organizational functioning, influenced by decisive factors extending beyond the economic sphere into social and political contexts. Consequently, organizations must address these external influences positively in today's world. The development and implementation of organizational culture are crucial for the long-term success and sustainable growth of an organization. However, the concrete execution of these processes often encounters challenges. Over time, leaders increasingly recognize the significance of fostering a healthy organizational culture for successful operation, necessitating the exploration of new, modern approaches and their implementation. The factors and support programs contributing to the establishment of organizational culture are qualification enhancement programs, human resources management strategies, team-building initiatives, and motivational activities and events. Special attention is given to employee evaluation systems, which significantly impacts employee motivation and offers a comprehensive view of employee performance. The integration of modern technology in organizations has brought significant changes in traditional operational methods, facilitating a new level of organizational management. Different models of organizational culture and the methods, strategies, and enabling factors that support their development are explored in the article, even though there isn't a single model for fostering organizational culture that meets the needs of all organizations in terms of content, roles, and functions.

Implementasi Budaya Organisasi dalam Meningkatkan Produktivitas Kerja di Bank Muamalat Kantor Cabang Denpasar

The objectives of this research are: 1). To find out the implementation of organizational culture in increasing work productivity at Bank Muamalat Denpasar Branch Office. 2). To find out how each employee increases work productivity at Bank Muamalat Denpasar Branch Office? The research methodology used is descriptive qualitative research using triangulation in testing credibility. The informants in this study were 6 employees who worked at Bank Muamalat Denpasar Branch Office. As well as data collection techniques in the form of: interviews, documentation and observation. Based on the results of the research, Bank Muamalat Denpasar Branch Office has implemented ideal corporate culture values properly and correctly. Where the organizational culture is applied as motivation for each employee to be more disciplined and have character in the application of organizational culture when carrying out their duties. The application of organizational culture can increase the work productivity of employees which can be seen from the achievements of the company. So that the organizational culture applied so far has been running well and in accordance with sharia principles.
 
 

The Role of Organizational Culture in Promoting Sustainability Practices in Educational Organizations

This review paper investigates the relationship between organizational culture and sustainability practices at educational organizations by examining the impacts of communication, innovation, motivation, involvement, and empowerment on sustainability practices. Results reveal that organizational culture significantly influences sustainability practices, with communication, innovation, motivation, involvement, and empowerment being critical factors. In contemporary times, there is an increasing expectation for organizations to enhance their economic, social, environmental, and technological performances, as well as to make meaningful contributions to both local and global communities. Moreover, a positive correlation emerges between organizational culture implementation and sustainability accomplishment. Organizations face expectations to enhance performance while contributing to communities. Experts agree that organizations seeking sustainability must evaluate and transform fundamental values and beliefs while fostering a consistent, shared culture. However, empirical research on the features of such a culture and its contribution to sustainability integration is limited. This review paper underscores robust and integrative sustainability practices and their connection to an organization's culture, serving as a basis for future research.

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

Human resources are very important for an organization to achieve any goal. With good HR management, the achievement of organizational goals can be influenced. Skilled human resources are very valuable and cannot be replaced by natural resources, additional capital, or new technology. Therefore, the importance of human resources, both as managers and employees, is in planning, implementing and supervising the organization. Thus, the current study seeks to examine the effect of organizational culture and authentic leadership on job satisfaction and affective commitment of employees of the North Penajam Paser Regency KUKMPERINDAG Service. All 96 employees were participated in this study and collected using simple random sampling technique. The data analyzed using the Structural Equation Modeling – Partial Least Square assisted by SmartPLS-3. The result indicates that organizational culture and authentic leadership have significant positive relationship with job satisfaction. Also, this study found that organizational culture and satisfaction work have significant positive relationship with affective commitment. Besides that, this study indicates that authentic leadership does not significant relationship with affective commitment. In addition, this study found that job satisfaction mediates the relationship between authentic leadership and affective commitment. This study concludes that organizational culture has a positive and significant effect on employee job satisfaction. This means that the better the implementation of organizational culture, the more it will be able to encourage employee job satisfaction. Organizational culture has a positive and significant effect on employee affective commitment, this can mean that improving organizational culture is able to encourage employee affective commitment. Authentic leadership has a positive and significant effect on employee job satisfaction. This means that authentic leadership can encourage employee job satisfaction.

ORGANIZATIONAL CULTURE OF THE ENTERPRISE: THEORETICAL ASPECT

The necessity of studying the theoretical aspects of the organizational culture of an enterprise in the conditions of transformation and intensification of globalization processes substantiated. A variety of theoretical concepts for the formation and implementation of organizational culture in the activities of enterprises presented within the framework of their management system, in which the essence of the concept of “organizational culture” interpreted ambiguously. In the process of the conducted research, it proposed to understand the concept of “organizational culture” of an enterprise as a set of norms and behavior patterns that formed in the organizational system of enterprise management within the framework of effective subordination and coordination organizational relations. They determine the way of uniting groups and individuals in the process of functioning of the enterprise to achieve its goals in accordance with the needs of the internal development of the enterprise and the requirements of the external environment. The properties of corporate culture described in accordance with the system of values, beliefs, norms and rules of the enterprise, which it is advisable to include: versatility, objectivity, dynamism, uniqueness, consistency, heterogeneity, adaptability, sociality, economic character. A comparison of organizational culture with corporate culture carried out. Despite the dialectical proximity of the concepts of “organizational” and “corporate” culture, it proposed not to consider them identical. A set of functions of the organizational culture of an enterprise proposed, taking into account the degree of its influence on the interests of participants in the socio-economic process and elements of organizational culture. The first group is internal integration functions. The second group is the functions of external adaptation. It is advisable to consider the main elements of organizational culture to be the values that are generally known in the enterprise and provide an orientation towards : results, employees, team, attention to detail, stability. So, organizational culture is formed as a conscious and intentional improvement of any actions in the culture of the enterprise in order to create a favorable socio-psychological climate for uniting workers into a single team within the framework of certain moral, ethical and cultural values.

Budaya Organisasi Dan Stress Kerja: Pengaruh Terhadap Kinerja Karyawan PT. Herfinta Farm And Plantation

The problem to be studied is that the performance is less than optimal because there are still employees who are not optimal in carrying out their duties as indicated by (a) Implementation of organizational culture that has not been optimally carried out. (b) Delayed completion of pre-determined work because there are several employees who leave the workplace without prior permission and are often seen unemployed and talking about unimportant things during working hours. (c) High absenteeism due to sick and unreasonable employees. This research was conducted in August – October 2019. It was carried out at the Head office of PT. Herfinta Farm and Plantation, Jalan Kapt. Maulana Lubis No. 9 Medan City. The sample in this study were all employees at PT. Herfinta Farm and Plantation which amounted to 30 people. From the results of data processing, it was found that the significance value was 0.0 which was smaller than 0.05 and based on the calculated F value was 24.396 which was greater than the F table of 3.35. From the two analyzes, Ho is rejected, meaning that there are simultaneously independent variables affecting the dependent variable. To improve employee performance, the application of organizational culture and work stress must also be increased at PT. Herfinta Farm and Plantation. Adjusted R Square value is 0.617 or 61.7%. This condition explains that 61.7% of organizational culture variables and work stress have a significant effect on employee performance. This means that from several factors supporting employee performance, organizational culture and work stress factors that affect employee performance the most are 61.7%.

PENGARUH LOCUS OF CONTROL DAN KOMPETENSI TERHADAP KINERJA KARYAWAN DENGAN BUDAYA ORGANISASI SEBAGAI PEMODERASI PADA PT. TELKOMSEL BRANCH SIDOARJO

Locus of control and competency are factors that can affect employee performance. Organizational culture is one of the factors that can strengthen or weaken influence so that it acts as a moderating variable. This study aims to determine the influence of Locus of Control and Competence on Employee Performance and the influence of organizational culture in moderating the influence of Locus of Control and Competence on Employee Performance. This research is explanatory research with 42 respondents. Sampling using non-probablity sampling method with purposive sampling technique. The data analysis method used is Moderated Regression Analysis. The results showed that Locus of Control and Competence has a positive and significant impact on employee performance. Organizational Culture is proven to moderate the influence of Locus of Control on employee performance and moderate the effect of Competence on Employee Performance at Telkomsel Branch Sidoarjo. Implementation of organizational culture in building employee self-management and competence is important in improving employee performance.

Do Organizational Culture and Human Resources Management Practices Decrease Turnover Intention in Microfinance Company?

Organizational culture can be interpreted as an accumulation of basic assumptions, practices, principles, beliefs, norms, and values that govern a person’s behavior and action in an organization. Microfinance Institutions (MFIs) in Indonesia are growing very fast which is not accompanied by availability of sufficient competent human resources in this financial industry. This condition has caused employee turnover which tends to increase in the last three years. The research aimed to analyze the organizational culture designed by the company manager compared to the organizational culture according to employee perception and the effect of organizational culture and Human Resources Management (HRM) Practices run by the company on employee turnover intention. The research was a case study in PT DMS, one of MFIs in Indonesia. Primary data were collected from 249 respondents using the census method as a sampling technique. Then, the analysis of organizational culture using the Organizational Culture Assessment Instrument (OCAI) analysis showed that the culture that could be applied was the type of clan. The Structural Equation Model (SEM) analysis shows that organizational culture positively affects satisfaction with the implementation of HRM practices. However, organizational culture has a negative impact on turnover intention. Then, satisfaction with implementing HRM practices has a significant and negative effect on turnover intention. It can be concluded that to decrease turnover intention, companies need to increase employee satisfaction with the implementation of organizational culture and HRM practice, such as creating employee development program.

EFEKTIVITAS BUDAYA ORGANISASI DALAM MEMACU INOVASI PENDIDIKAN ISLAM

This research determines the effectiveness of organizational culture in spurring Islamic education innovation in Al Junaidiyah Biru Modern Pesantren. This research is field research that uses qualitative methods with observation, interview, and documentation techniques. For the data analysis process, three analysis components are used whose activities interact with each other in data collection, namely: 1). data reduction, 2). presentation of data, and 3). conclusion withdrawal and verification. The results showed that organizational culture in The Modern Al-Junaidiyah Biru Boarding School refers to three approaches: the traditional approach, the modernist approach, and the local culture approach Bugis Bone. It was born so-called the culture of sincerity, transparency, trust, siri, sipakatau, and sipakainge as a form of implementation of organizational culture in The Modern Pesantren Al Junaidiyah Biru

Motivasi Sebagai Variabel Mediasi Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan

This study aims to determine the effect of organizational culture on performance and to determine the role of motivation in mediating it. The research sample consisted of 42 people who were taken using the census method from all employees. The collected data were analyzed using SmartPLS.From the analysis obtained: 1) Organizational culture has a positive and significant influence on motivation. The results of this study indicate that the better the organizational culture can increase motivation. 2) Organizational culture has a positive and significant influence on employee performance. The results of this study mean that the better the implementation of organizational culture will be able to improve employee performance. 3) Motivation has a positive and significant effect on employee performance. The results of this study mean that increased motivation can improve employee performance. 4) Motivation is able to mediate the influence of organizational culture on employee performance. This gives an indication that motivation strengthens the influence of organizational culture on employee performance at PT. Prudential Life Assurance, Patimura Denpasar Branch.

Pencegahan Fraud Melalui Budaya Organisasi, Good Corporate Governance Dan Pengendalian Internal

PT Pos Indonesia (Persero) is one of the state-owned enterprises that has experienced various cases of fraud. The fraud cases that occurred in these companies have caused significant financial losses to the company and of course the state's financial losses. PT Pos Indonesia (Persero) has large assets, with more than 4,000 offices scattered throughout the archipelago. Therefore, preventive measures are needed in order to protect their assets from fraud. The method used in this research is a case study method with a quantitative descriptive approach. The data analysis technique used is the path analysis method. As for the research population, 11 regional post offices and 205 inspection post offices (Kprk) throughout Indonesia, so that the total population is 216 offices. While the sample method used in this study is the saturated sampling method (census), in which all members of the population are determined to be the research sample. The results showed that organizational culture, good corporate governance and internal control simultaneously and partially had a significant and positive influence on fraud prevention at PT Pos Indonesia (Persero). This means that the better the implementation of organizational culture, good corporate governance and internal control, the higher the level of fraud prevention at PT Pos Indonesia (Persero).

Potret Budaya Organisasi MA Al-Amiriyyah Blokagung Tegalsari Banyuwangi

Setiap lembaga pendidikan Islam perlu memiliki desain organisasi yang didasarkan pada visi, misi, nilai-nilai, asumsi-asumsi dan tujuan-tujuan yang telah ditetapkan. Filosofi dan asumsi-asumsi tersebut dikenal dengan budaya organisasi. Budaya organisai diperlukan untuk mengubah perilaku individual menjadi perilaku organisasional. Karena itu, akan dipaparkan tentang: (1) Makna Dari Budaya Organisasi; (2) Tingkatan Budaya Organisasi; (3) Bagaimana Budaya Organisasi Dimulai (4) Peran Budaya Organisasi; (5) Implementasi Budaya Organisasi; (6) Membangun Budaya yang Kuat Pada Organisasi (7) Mengenali Lingkungan dan Proses Adaptasi; (8) Budaya Organisasi di Madrasah Aliyah Amiriyyah Blokagung Tegalsari Banyuwangi; (9) Peran Pimpinan dalam Sosialisasi dan Implementasi Budaya Organisasi di MA al-Amiriyyah Blokagung Tegalsari Banyuwangi. Secara sederhana penelitian ini dapat disimpulkan bahwa budaya organisasi didefinisikan sebagai seperangkat asumsi yang dibangun dan dianut bersama oleh organisasi sebagai moral dalam beradaptasi dengan lingkungan eksternal dan proses integrasi internal.
 Diantranya proses organisasi, artifak; nilai-nilai; dan asumsi dasar yang dipengarauhi oleh para pendiri organisasi secara tradisional. Budaya organisasi yang ada di Madrasah Aliyah al-Amiriyyah Blokagung dibagi menjadi tiga ranah, yaitu: (1). Budaya Keagamaan kegiatan pesantren; (2) Budaya Keindonesiaan, (3) Budaya Kemanusiaan. Hal ini juga didukung dengan peran pimpinan dalam sosialisasi dan implementasi budaya organisasi di Madrasah Aliyah al-Amiriyyah dilakukan secara tertulis dan tidak tertulis.

Effect of Style of Leadership on Implementation of Organizational Culture, Motivation and Performance of PT HNR TBK Employees

Effect of Style of Leadership on Implementation of Organizational Culture, Motivation and Performance of PT HNR TBK Employees

Budaya Organisasi STAI YASNI Kabupaten Muaro Bungo Provinsi Jambi

To achieve the goals of education effectively and efficiently, a pattern of management of the organization's culture is needed The development of organizational culture theory has been very varied and innovative. By knowing the development of the implementation of organizational culture at STAI YASNI, it is expected to present a solution in building a professional culture in educational institutions. The study was conducted at STAI YASNI using a qualitative design with a phenomenology approach. The focus of the study consists of (1) the formation of values, beliefs, and habits within the organization; (2) the form of organizational culture interpreted by members of the organization; (3) organizational culture, climate, and organizational effectiveness; and (4) factors that become obstacles to cultural implementation. The results of the study show that the organizational culture formed through situational leadership is (1) able to improve the community's organizational capacity; (2) organizational culture can improve organizational performance; (3) the innovative culture that is formed covers the fields of academics, human resource development and technology improvement.

The Influence of Workplace Spirituality and Oganizational Culture on Employee Engagement of Y Generation in PT. Krama Yudha Tiga Berlian Motors (KTB)

The dominance of the number of Y generation slowly but sure changing the face of the corporation in Indonesia. The purpose of this research is to investigate the influence of workplace spirituality and organizational culture on employee engagement Y Generation in PT. Krama Yudha Tiga Berlian Motors. Sampling method used was sampling incidental, using 164 employees of generation Y from total population of 379 people. Data collection using a questionnaire with Likert scale. Multiple linear regression analysis method used to answer the hypothesis with SPSS ver. 20. The results of this study showed that the variables of workplace spirituality and organizational culture simultaneously have a positive and significant effect on the employee engagement. The strongest correlation is between the dimensions meaning full work found in workplace spirituality variable and the dimensions of vigor found in employee engagement variable. Conducive working atmosphere and the implementation of organizational culture in the company will increase the level of employee engagement. Employee engagement is a very important contributor to the success of a company.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE (Study in PT Pelayaran Samudera Selatan Jakarta)

Organizational culture and organizational commitment are the two factors that related to unoptimal employee performance The purpose of this research is to know, firstl; the implementation of organizational culture,organizational commitment, employee performance; and secondly, the influence of organizational culture and organizational commitment on the employee performancet. Variables of this research consist of organizational culture (X1), organizational commitment with subvariables; affective commitment (X2), continuance commitmen (X3), normative commitment (X4). and employee performance (Y).This research use explanatory method to explain causal relation among variables through hipotetical assessment. The population of the research is all employees worked in PT Pelayaran Samudera Selatan Jakarta. All of the employees became respondens of this research. The indicators of organizational culture are based on the Stephen Robbins Theory, organizational commitment indicators adoptedfrom Meyer and Allen Theory, and employee performance based on Bernardin and Russel theory. Generally, it is found that the perception to organizational culture, organizational commitment and employee performance of PT pelayaran Samudera Selatan can be categorized as good. From the path analyses, it is found that the organizational culture and organizational commitment has a strong positive impact either partially or simultancy on the employee performance.