Influence Of Organizational Climate Research Articles

The Influence of Organizational Climate, Work Ethic and Work Commitment to Teacher Performance of Junior High School Teachers in Kotabaru

This study aims to analyze the direct and indirect influence of organizational climate, work ethic, and work commitment on the work performance of junior high school teachers in Kotabaru Regency. This research is research with a quantitative approach. The study population was all junior high school teachers in Kotabaru Regency as many as 763 people with a sample of 262 people determined using Proportional Random Sampling. Data collected through questionnaires were then analyzed statistically, descriptively and inferentially. The results of this study show that the organizational climate, work commitment and work performance are in high classification, while the work ethic of teachers is very high There is a direct influence of organizational climate on work performance by 0.105, work ethic on work performance by 0.175, work commitment to work performance by 0.656, organizational climate on work commitment by 0.255, and work ethic on work commitment by 0.714. In addition, there is also an indirect influence of organizational climate on work performance through work commitment of 0.161 and work ethic on work performance through work commitment of 0.426

The Influence of Organizational Climate, Work Ethic and Work Commitment to Teacher Performance of Junior High School Teachers in Kotabaru

The Influence of Organizational Climate, Work Ethic and Work Commitment to Teacher Performance of Junior High School Teachers in Kotabaru

The Influence of Organizational Climate, Work Involvement, and Knowledge Sharing on Employee Performance

<p>This study aims to determine the effect of organizational climate, work involvement, and knowledge sharing on employee performance in the Semarang Tengah District Office, Semarang City. The population used was all employees of Semarang Tengah District with a total of 95 people, with the sampling technique using the census method or saturated sample, the size of the sample used was 95 respondents. The data source used is primary data, with the data collection method using a questionnaire. The data analysis technique used is multiple linear regression analysis. The results of hypothesis testing show that organizational climate has a positive and significant effect on employee performance, work involvement has a positive and significant effect on employee performance, and knowledge sharing has a positive and significant effect on employee performance. The coefficient of determination is 0.631, meaning that organizational climate, work involvement, and knowledge sharing can explain variations in employee performance variables by 63.1 percent, so it still needs to be followed up with further research, especially related to individual aspects and organizational commitment.</p>

Indirect Effect of Organizational Climate and Work Discipline on Employee Performance PT. Karya Lima Sahabat with Competence as a Mediator

For the purposes of investigating the performance of employees of PT. This time, the work of Lima Sahabat uses the independent variables of organizational climate, work discipline and competence. The investigation was carried out based on the indirect effect of organizational climate and work discipline on the performance of employees of PT. Karya Lima Sahabat with competence as a mediator. This indirect effect can be determined by determining the direct effect of organizational climate, work discipline and competence partially on the performance of employees of PT. Karya Lima Sahabat. The direct influence of organizational climate and work discipline partially on competence. The method used in this study is a quantitative method with a descriptive research type that describes the phenomenon being studied. For this purpose, questionnaires were distributed to 82 respondents who were employees of PT. Karya Lima Sahabat. Since the population is less than 100, a full sample is taken which is the same as the population. The regression equation work was carried out after the research data was tested with validity, reliability, normality, multicollinearity and heteroscedasticity tests. For simple regression the significant and positive effect is determined by the t-test, if tcount>ttable the regression equation is positive and significant. Whereas for multiple regression it is done by F-test, if Fcount>Ftable the multiple regression equation is significant and positive. The results of the study found that for all direct and indirect effects were significant and positive. The influence of organizational climate variables, work discipline and competence partially on the performance of employees of PT. Karya Lima Sahabat in percent is 23.3%, 25.7% and 27.0%. This effect value is true because all Fcount>Ftable(24,332, 27,715 and 29,604 > 3,57). The effect of organizational climate and work discipline partially on competency in percent is 35.3% and 63.7% of this effect is true because all Fcount>Ftable (43.552 and 140.415> 3.57).

Iklim Organisasi, Gaya Kepemimpinan Partisipatif dan Beban Kerja terhadap Komitmen Organisasi PT Equityworld Futures

The study aims to analyze the influence of organizational climate on participatory leadership styles and workload on organizational commitment. The population in this study were 122 employees of PT Equityworld Futures. The sample size is determined by using the slovin formula so that the number of respondents in this research is 55 employees. The analysis tool used in this study is multiple linear regression eith help of SPSS verssion . the result show that the organizational climate, participatory leadership style and workload had a significant effect on organizational commitment.

The Influence of Servant Leadership and Organizational Climate on Employee Performance Through Affective Commitment as an Intervening Variabel (Study on Health Workers of Kumala Siwi Mijen Kudus Public Hospital)

Hospital is an integral part of the entire health care system that serves patients with various types of services. Health problems have a big role in improving people's standard of living. The spearhead of the hospital, namely health workers, consists of various professions that work collaboratively. Health worker performance refers to the extent to which health workers carry out their roles based on work expertise and efficiently achieve hospital goals. This study aims to examine how the influence of servant leadership and organizational climate on employee performance through affective commitment as an intervening variable. The research study was conducted at Kumala Siwi Mijen Kudus Public Hospital.
 The method used in this study is quantitative, namely using a representative sample to answer each statement submitted and using a questionnaire to collect research data. The research sample was 152 as health workers other than doctors at Kumala Siwi Mijen Public Hospital with a minimum working period of two years. The research analysis tool uses the AMOS 22.00 software with the SEM (Structural Equation Modeling) method.
 The results showed that servant leadership had no significant effect on the performance of health workers with a p-value of 0.689 (H1 was rejected). There is a significant influence of organizational climate on the performance of health workers with a p-value of 0.006 (H2 accepted). There is a significant influence of servant leadership on affective commitment with a p-value of 0.001 (H3 accepted). There is a significant influence of organizational climate on affective commitment with a p-value of 0.022 (H4 accepted). There is a significant effect of affective commitment on the performance of health workers with a p-value of 0.025 (H5 accepted). The conclusion is that affective commitment can be a mediating variable between servant leadership on the performance of health workers with an indirect effect value of 0.120 compared to a direct effect of 0.066. Then affective commitment does not mediate between organizational climate and the performance of health workers because the value of the direct effect is 0.318 greater, compared to the indirect effect of 0.073.

PENGARUH IKLIM ORGANISASI DAN KECERDASAN EMOSIONAL TERHADAP MOTIVASI KERJA KARYAWAN PT. BENUA NUSA INDONESIA MEDAN

The purpose of this study aims to test and analyze the influence of Organizational Climate and Emotional Intelligence on Work Motivation at PT. Benua Nusa Indonesia Medan. This method research uses descriptive quantitative research with 64 respondents of the total population. Multiple linear regression analysis, partial and simultaneous hypothesis testing, also the test of coefficient determination (R2) are used in data analysis methods. The conclusion from the results of this study is that Organizational Climate and Emotional Intelligence has a significant effect on employee Work Motivation at PT. Benua Nusa Indonesia Medan.

STRES KERJA MENGGANGGU KUALITAS KEHIDUPAN KERJA KARYAWAN DI PT. UNITED TRACTORS Tbk JAKARTA

High quality of work life is essential for an organization to continuously attract and retain its employees. So the objective of this research was to find out information about the influence of organizational climate, and job stress on the quality of work life. The primary data for this survey research were collected by using questionnaires that were distributed to 100 employees of United Tractors Ltd in Jakarta. The data were analyzed statistically using path analysis. The result of hypothesis testing showed that all hypotheses were acceptable, it was concluded that organizational climate has a positive and significant direct effect on the quality of work life, job stress has a negative and significant direct effect on the quality of work life, and organizational climate has a negative and significant direct effect on job stress.

The Influence of Organizational Climate, Organizational Culture, Leadership, and Position Promotion on Employee Performance at the Office of Cooperatives and SMEs in Labuhanbatu Regency

This research was conducted at the Office of Cooperatives and SMEs in Labuhanbatu Regency, with the aim of knowing the effect of Organizational Climate, Organizational Culture, Leadership and Position Promotion on Employee Performance. This study uses quantitative methods, with several analytical techniques such as the classical assumption test, multiple linear regression test, hypothesis testing and coefficient of determination test. All hypotheses in the research are stated to be valid, it can be proven by the following description, organizational climate variable (2,520) > ttable (1.691) which means that Ha is accepted and Ho is rejected. While the significant value is smaller than the probability value of 0.017 or a significant value of 0.000 <0.017. Thus it can be concluded that the Organizational Climate variable (X1) has a positive and significant effect on Employee Performance. Organizational Culture (X2) has a tcount (3.145) > ttable (1.691) which means that Ha is accepted and Ho is rejected. While the significant value is smaller than the probability of 0.004 or a significant value of 0.000 <0.004. Thus it can be concluded that Organizational Culture (X2) has a positive and significant effect on Employee Performance. Leadership (X3) has a tcount (2.857) < ttable (1.691) which means that Ha is rejected and Ho is accepted, while the significant value is smaller than the probability of 0.05 or 0.000 <0.007. Thus it can be concluded that Leadership (X3) has a positive and significant effect on Employee Performance. Promotion (X4) has a tcount (2.457) > ttable (1.691) while the significant value is smaller than the probability of 0.05 or 0.000 <0.019. Thus it can be concluded that Promotion (X4) has a positive and significant effect on Employee Performance. The results of the F test show that the Fcount value is 11,521 > Ftable 2.503 with a significance value of 0.000 <0.05. From these results, it can be concluded that Organizational Climate (X1), Organizational Culture (X2) Leadership (X3), and Promotion (X4) simultaneously have a positive and significant effect on Employee Performance (Y). Furthermore, an analysis of the coefficient of determination was carried out to analyze the contribution of the influence of the independent variables, namely organizational climate.

Influence of organizational climate in job satisfaction among the employees in logistics firms

Organizational climate can be defined as the perceived attributes of an organization and its sub-systems as reflected in the way an organization deals with its members, groups, and issues. The primary objective of this study is to examine the impact of organizational climate on job satisfaction with reference to logistics firms. The study of organizational climate is necessary for an insight into important dimensions such as communication, cooperation, creativity, employee satisfaction, etc., and these factors determine the effectiveness of the organization. If the organizational climate is favorable, there will be greater organizational effectiveness. The results reveal that there is no significant association between age, knowledge, and enterprise recognition, while gender differences suggest that female employees may be more satisfied with their superiors' responses to issues or problems. A strong, positive correlation is found between the effectiveness of grievance settlement and the satisfaction of top management's decisions related to grievances.

Pengaruh Iklim Organisasi dan Motivasi terhadap Kinerja Pegawai melalui Organizational Citizenship Behavior

The purpose of this study was to determine and analyze the influence of organizational climate on employee performance, the effect of work motivation on employee performance, the effect of organizational climate on OCB, the effect of work motivation on OCB, the effect of OCB on employee performance, the influence of organizational climate on employee performance through OCB, and the effect of work motivation on employee performance through OCB. This research uses associative research with a sample of 66 respondents who are employees of BPSDM North Sumatra Province. Data collection techniques using interviews and a list of statements such as questionnaires and data analysis techniques using Partial Least Square (SmartPls) to test the seven hypotheses proposed in this study. The results of the research show that organizational climate has a significant effect on employee performance, work motivation has a significant effect on employee performance, the organizational climate has a significant effect on OCB, work motivation has a significant effect on OCB, OCB has a significant effect on employee performance, the organizational climate does not affect employee performance through OCB. (In other words, OCB does not act as a mediator), work motivation does not affect employee performance through OCB (In other words, OCB does not act as a mediator).

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.

Study on breaks in the office environment: Impact of worker attributes on break behaviours, consciousness and wellness

The primary purpose of this study is to quantitatively clarify the effect of worker attributes on break behaviours, consciousness, and wellness in office environments. No studies have systematically examined how worker attributes including organizational climate influence break behaviours and consciousness, and how break behaviours and consciousness affect wellness. This study revealed the following points. 1. Organizational climate has an influence on break behaviours and consciousness and wellness. 2. Break behaviours and consciousness have an influence on break satisfaction and wellness. In summary, organizational climate is important to improve the wellness of workers. In addition, an office environment that induces various actions is also important at the same time.

THE INFLUENCE ANALYSIS OF ORGANIZATIONAL CLIMATE AND WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE THROUGH HAPPINESS AT WORK AS MEDIATION VARIABLE

This study discusses the influence of Organizational Climate and Work-life Balance on Employee Performance through Happiness at Work as Mediation Variable at the Sinduadi Village office. The number of samples in this study were 105 employees. The data collection technique for sampling used simple random sampling by applying the questionnaire method. The analytical method used the Structural Equation Modeling (SEM) method processed through the AMOS 22 program. The results of this study indicate that Organizational Climate has positive effect but is not significant on Employee Performance, Organizational Climate has a positive effect on Happiness at Work, Happiness at Work has a significant positive effect on Employee Performance, Work-life Balance has a significant positive effect on Employee Performance, Work-life Balance has a significant positive effect on Happiness at Work, Organizational Climate has a significant effect on Employee Performance through Happiness at Work, Work-life Balance has a significant positive effect on Employees Performance through Happiness at Work.

Pengaruh Iklim Organisasi Terhadap Kinerja Karyawan Dengan Semangat Kerja Sebagai Variabel Intervening Pada Pt. Bank Pembangunan Daerah Jawa Timur Kota Kediri

This research has the objectives of, among others, finding out and analyzing the direct influence of Organizational Climate, knowing and analyzing the direct influence of organizational climate on Morale, knowing and analyzing the direct influence of Morale on Employee performance, knowing and analyzing the indirect influence of organizational climate on Employee performance through Morale at PT. East Java Regional Development Bank, Kediri City. The population in this study was all employees of PT. East Java Regional Development Bank Kediri City, which totals 250 people. The determination of the number of samples in this study used the Slovin formula. Then data collection techniques, data analysis techniques, research instrument tests, validation tests, reliability tests, and path analysis were carried out. From the calculation results, results were obtained, based on the results of the validation test of the organizational climate variable instrument, that all r-calculated values are greater than the r- table. This shows that the research instrument is said to be valid and can further be used in the study; the validation test of the working spirit variable instrument shows that all r-count values are greater than the r- table. This suggests that the research instrument is valid and can be used further in the study; the result of the instrument relibrium test that reliability test on the research variable instrument shows that all Cronbach‟s Alpha values are greater than 0.60. This suggests that the research instrument is reliable; the hypothesis test results can be concluded that the first hypothesis that reads Organizational climate affects employee performance is accepted since it has a statistical t value of 2.138> 1.98 (critical limit). Furthermore, the second hypothesis states that the organizational climate affects employee performance is accepted because it has a statistical t value of 2,220 > 1.98. The third hypothesis that Morale affects employee performance is accepted because it has a statistical t value of 10.049> 1.98. Furthermore, the fourth hypothesis, which reads that the organizational climate affects employee performance through Morale, is accepted because it has a statistical t value of 2.261 > 1.98 so that the fourth hypothesis is accepted

The Influence Of Perception Of Leadership Style And Climate Organization On Teacher Performance

The aims and objectives of this research are to answer three research questions: 1). to analyze the influence of leadership style on teacher performance; 2). Analyzing the influence of Organizational Climate on Teacher performance, and 3). analyze the influence of Leadership Style and organizational climate together on Teacher performance. The analytical method used in this research is descriptive analysis, simple linear regression, and multiple linear regression, using simultaneous significance experiments (F-test) and partial experiments (t-test), and the coefficient of certainty (R2), and using the SPSS type application program 21.0 version. The illustrations used in this research were obtained through the Non-Probability Sampling method of collecting images, namely sampling with 100 teachers. After testing the information, it is known that the Leadership Style (X1) has a positive effect on Teacher Ability (Y), with a Regression Coefficient of +0.481; significance level of 0.000 < 0.05; as a result (t-count) 5.284 > 1.985 (t-table), with a regression obtained Y = 90.005 + 0.481 X1 + e. After that, it was known that Organization Climate (X2) had a positive effect on Teacher Ability (Y), with a Regression Coefficient of +0.662; degrees of significance 0.000 < 0.05, as a result (t-count) 7.499 > 1.985 (t-table), with a regression obtained Y = 71.101 + 0.662 X1 + e. Finally, the Elastic Leadership Style (X1) and the Elastic Group Eve (X2) jointly have a positive effect on Teacher Ability (Y), with an F number of 31,614 and a chart F-number of 3,09. As a result, the F number is more significant than the F chart (31.614 > 3.09), with a significance level of 0.000 < 0.05.

The Influence of Organizational Climate on Simultaneous the Effectiveness of General Election Public Services During the Covid-19 Pandemic

ABSTRACTThis research aims to determine and analyze the influence of organizational climate on simultaneous general election public services during the Covid-19 Pandemic at the General Election Commission Bone Bolango regency. This study uses a questionnaire as a primary data collection tool and data analysis techniques in quantitative research using statistics. The statistical test used in this study is descriptive statistics which is carried out to find the effect between the two variables through analysis of the regression test. The variables used in this study are Organizational Climate as the independent variable and public service as the dependent variable. This study found that the simple linear regression coefficients from organizational climate data and the effectiveness of simultaneous general election public services during the Covid-19 Pandemic were obtained at a = 19.38 and b = 0.30. Thus, the form of the simple linear regression equation obtained is Y = 19.38 + 0.30x. The results of the analysis of variance show that this equation is linear. In other words, the linear regression equation model is accepted and can be used to predict that if the organizational climate increases by one unit, the effectiveness of simultaneous general election public services during the Covid-19 Pandemic will increase by 0.30 units at a constant rate of 19.38 .

Assessing the Impact of Organizational Climate, Human Resources Quality, Work Ethos, and Job Satisfaction on Employee Performance

The company has human resources that have a high level of competence, so several problems within the company must be prevented and resolved by the company, one of which is the performance of employees within the company. With this research it is intended to obtain or collect data and then process it into information about the influence of organizational climate, quality of human resources, work ethic, and job satisfaction on employee performance. To answer the following objectives, a quantitative scientific method is needed, with a sample of 95 employees. The data analysis method used in conducting this research is instrument test, classical assumption test and linear regression analysis. So the results obtained in this study are that there is a significant influence of organizational climate, quality of human resources, work ethic, and job satisfaction simultaneously on employee performance.

Analysis of the Effect of Organizational Climate, Work Motivation, and Job Satisfaction on Lecturer Performance at Medan State Polytechnic

The human qualities needed by the Indonesian nation in the future are humans who are able to compete with other countries. Obtaining quality human beings will be produced through the implementation of quality education. This study aims to determine the effect of organizational climate, work motivation and job satisfaction on the performance of lecturers at the Medan State Polytechnic. The population includes all lecturers who have civil servant status, totaling 310 people with a sample of 76 people taken by proportionate random sampling. Data was collected by using interview techniques, questionnaires and documentation studies. The data analysis technique uses Multiple Regression analysis so that it can be seen the influence of organizational climate, work motivation and job satisfaction on lecturer performance either partially or simultaneously. The results of the research show that simultaneously organizational climate, work motivation and job satisfaction have a positive and significant effect on lecturer performance. Partially, organizational climate and work motivation have a positive and significant effect on lecturer performance, while job satisfaction has a positive and insignificant effect on lecturer performance.

Influence of organisational climate on communication in organisations

The situation/environment in which a person finds himself, influences his behaviour - also his "communication" behaviour. A large part of this situation/environment in the organisational setting is accounted for by the organisational climate which is established and maintained in the particular organisation. In this paper the term organisational climate is defined and from the vast body of literature that exists on the topic, some common characteristics are emphasised. A model of organisational climate is presented, showing the components of organisational climate and their interaction and interrelatedness and how it affects communication in the organisation. The characteristics of a sound organisational climate will be stressed and reference will be made to some research in this field in the South African industry.