Organizational Work Environment Research Articles

THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK ENVIRONMENT AND COMPENSATION ON EMPLOYEE PERFORMANCE AT PT. MARINATAMA GEMANUSA

This study was conducted to test and analyze the influence of organizational culture, work environment and compensation on employee performance at PT Marinatama Gemanusa. The population in this study were all employees of PT Marinatama Gemanusa, totality 46 people. The sampling technique with non-probability sampling using saturated sampling technique, where the total population is made entirely into research samples, namely 46 respondents. The research uses a quantitative approach using primary and secondary data. Researchers process data using statistical software. The analysis used in this study is multiple linear regression and partial hypothesis testing (t test). The results showed that partially organizational culture has a significant effect on employee performance; work environment and compensation partially have no significant effect on employee performance.

Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB

Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB

Pengaruh Budaya Organisasi dan Lingkungan Kerja terhadap Kepuasan Kerja Karyawan

Employee satisfaction is an important factor that can influence organizational productivity and performance. This research aims to analyze the influence of organizational culture and work environment on employee satisfaction. The research method uses a quantitative approach with data collection techniques using questionnaires. The research sample was 50 employees of PT. XYZ. The data analysis technique uses multiple regression analysis and classical assumption tests consisting of normality tests, multicollinearity tests and heteroscedasticity tests. The results of the analysis show that both organizational culture and work environment have a significant positive influence partially and simultaneously on employee satisfaction

Factors affecting retention of occupational therapists in adult mental health service: A systematic review with narrative synthesis

Introduction: There are over 43,000 occupational therapists across the United Kingdom, with mental health occupational therapists being acknowledged as a main workforce of OT services. However, staff shortages are occurring, and urgent action is needed to retain this important workforce. Methods: The systematic literature search was conducted in the CINAHL, PsycINFO and Scopus databases to identify research literature published since 2008. Due to the heterogeneity of the included studies, a narrative synthesis was utilized. Results: A total of 20 studies (21 papers) were included in the review. Five thematic factors – well-being at work, organizational work environment factors, job resources, supervision and staffing, along with various subtheme factors emerged from the synthesis. The findings suggest that retaining mental health occupational therapists is a complex issue, affected by many factors. The study emphasizes the triangular relationship among three aspects of well-being (job satisfaction, professional identity and burnout) at work and introduces the concept of a ’Retention Ecosystem’. This illustrates how subtheme factors interconnect and influence the retention of mental health occupational therapists. Conclusion: The retention of mental health occupational therapists is revealed to be a multifaceted challenge. There is a need for developing more targeted, meaningful and holistic strategies for retaining the current mental health occupational therapist workforce.

The Influence of Organizational Culture, Work Environment and Job Stress on Job Satisfaction Through Organizational Commitment as an Intervening Variable on Employees

This study aims to analyze the influence of Organizational Culture, Work Environment, and Job Stress on Job Satisfaction through Organizational Commitment as an intervening variable. The data analysis method in this study uses quantitative analysis, specifically descriptive statistical analysis and inferential statistical analysis. The inferential analysis in this study employs PLS-SEM (Partial Least Square – Structural Equation Modeling) with the software SmartPLS 3. The results of the study indicate that Organizational Culture and Work Environment have a positive and significant influence on Job Satisfaction and Organizational Commitment. Meanwhile, Job Stress significantly has a negative impact on Job Satisfaction and Organizational Commitment. Organizational Commitment significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, Organizational Culture significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, the Work Environment positively and significantly affects Job Satisfaction. Through Organizational Commitment, Job Stress is not significant and has a negative influence on Job Satisfaction.

Trust as a Mediator in Employee Retention: Exploring Organizational Culture, Work Environment, and Corporate Image in Open Online Flexible Distance Learning Institutions

Trust as a Mediator in Employee Retention: Exploring Organizational Culture, Work Environment, and Corporate Image in Open Online Flexible Distance Learning Institutions

Influence of Trust on Knowledge Sharing, Empirical Evidence and Managerial Implications

Purpose: This paper is an endeavor to present an account of the influence of trust on knowledge sharing to familiarize managers and practitioners with this essential aspect of knowledge sharing in light of existing literature and empirical evidence. Design/Methodology/Approach: This research is based on the PhD research dissertation of the author and it was conducted through qualitative content analysis of research articles on the subject matter. Findings: In the light of existing literature and available empirical findings, trust has been identified as not only an important, but the most important of the critical factors in sharing knowledge amongst organizational members, since trust reduces the feelings of strangeness and apprehension and enhances confidence of the organizational members to share the knowledge. Implications/Originality/Value: This paper presents some key implications and recommendations for managers and practitioners to realize the significance of trust for knowledge sharing and for creating an organizational working environment characterized by a high level of trust among the organizational members to enable the efficient and effective sharing of knowledge among organizational members.

Pengaruh Dukungan Organisasi, Hubungan Kerja dan Lingkungan Kerja terhadap Kepuasan Kerja yang berdampak pada Kinerja Karyawan

This study aims to examine the effect of organizational support, work relations and work environment on job satisfaction and the impact of job satisfaction on employee performance. Data was collected from 110 respondents, namely employees of the Directorate General of Intellectual Property using a purposive sampling method, with the criteria of employees/employees who worked at home during the Covid-19 pandemic but are now back at work and have worked for at least 1 year. In the current quantitative research, researchers used primary data and used the Partial Least Square-Structural Equation Modeling (PLS-SEM) research method, with data processing and analysis using SmartPLS 4 software. The results of this study are organizational support has a positive effect on job satisfaction, work relationships have a positive effect on job satisfaction, the work environment has a positive effect on job satisfaction, and job satisfaction has a positive effect on employee performance.

Impact of Transformational Leadership Style, Adhocracy Organizational Culture, Work Environment, Work Motivation, and Job Satisfaction toward Work Productivity of Bank XYZ Employees in Regions K and L

Impact of Transformational Leadership Style, Adhocracy Organizational Culture, Work Environment, Work Motivation, and Job Satisfaction toward Work Productivity of Bank XYZ Employees in Regions K and L

The Influence of Organizational Commitment and Work Environment on Employee Performance Mediated By Job Satisfaction (Empirical Study: Employees at PT. Global Loyalty Indonesia)

The Influence of Organizational Commitment and Work Environment on Employee Performance Mediated By Job Satisfaction (Empirical Study: Employees at PT. Global Loyalty Indonesia)

Peran Self-Control Dalam Memediasi Pengaruh Komitmen Organisasi, Lingkungan Kerja Dan Stres Kerja Terhadap Perilaku Cyberloafing

The aim of this research was to determine and analyze the role of self-control in mediating the influence of organizational commitment, work environment, and work stress on cyberloafing behavior among employees of the Religious Court Regional Coordinator I of the High Religious Court of Bandung. The method used in this study was a survey with a descriptive quantitative approach. The sample size in this study was 230 respondents, determined using the saturated sample technique. Using Partial Least Square-Structural Equation Model (PLS-SEM), the study found that organizational commitment and work environment had a significant positive effect on self-control, while work stress had a significant negative effect on self-control. Organizational commitment had a significant negative effect and work stress had a significant positive effect on cyberloafing behavior, while work environment had no effect on cyberloafing behavior. Self-control had a significant negative effect on cyberloafing behavior. Self-control was able to mediate the influence of organizational commitment, work environment, and work stress on cyberloafing behavior among employees of the Religious Court Regional Coordinator I of the High Religious Court of Bandung.

PENGARUH BUDAYA ORGANISASI, LINGKUNGAN KERJA DAN KEPEMIMPINAN TERHADAP KINERJA PERANGKAT DESA PADA KANTOR DESA KESAMBIRAMPAK DAN DESA KAPONGAN KABUPATEN SITUBONDO MELALUI MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING

Organizations have various kinds of resources as input to transform an environment into a productive one with the division of labor, human resources are also the most important element. The aim of this research is to analyze and test the influence of organizational culture, work environment and leadership on the performance of village officials through work motivation as an intervening variable. The population used in this research was Village Officials at the Kesambirampak Village Office and Kapongan Village, Situbondo Regency, a total of 33 people were selected. This sampling technique is saturated sampling. Data analysis and hypothesis testing in research uses Structural Equation Models - Partial Least Square (PLS-SEM). The results of the direct influence hypothesis test using the Smart PLS 3.0 application, show that Organizational culture has a significant positive effect on work motivation. The work environment has a significant positive effect on work motivation. Leadership has a significant positive effect on work motivation. Organizational culture has a negative but not significant effect on performance. The work environment has a positive but not significant effect on. Leadership has a negative but not significant effect on performance. Work motivation has a significant positive effect on performance. Then the results of the indirect influence hypothesis test show that the organizational culture variable on performance through work motivation has a significant positive effect. The work environment on performance through work motivation has a positive but not significant effect. Leadership on Performance through work motivation has a significant positive effect

PENGARUH BUDAYA ORGANISASI, LINGKUNGAN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA APARATUR SIPIL NEGARA (ASN) BADAN PENDAPATAN DAERAH KABUPATEN SITUBONDO MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

The Regional Revenue Agency is a regional government organization that regulates and manages regional taxes and levies. The target population in this research is the civil servants of the Situbondo Regional Revenue Agency. There were 40 respondents in this study. The sampling technique used was simple random sampling. Data analysis and hypothesis testing in this research used the Partial Least Square - Structural Equation Model (PLS-SEM). Organizational culture, work environment, and work motivation are essential components in maintaining the stability of employee performance. This research aims to determine the influence of these factors on performance through job satisfaction as an intervening variable. The results of the direct influence hypothesis test using the Smart PLS 3.0 application show that organizational culture has a positive but not significant effect on job satisfaction, the work environment has a positive but not significant effect on job satisfaction, work motivation has a negative but not significant effect on job satisfaction, organizational culture has a significant positive effect on performance, work environment has a significant positive effect on performance, work motivation has a negative but not significant effect on performance, and job satisfaction has a positive but not significant effect on performance. Then, the results of the indirect effect hypothesis test show that the organizational culture variable on performance through job satisfaction has a positive but not significant effect, the work environment on performance through job satisfaction has a positive but not significant effect, work motivation on performance through job satisfaction has a negative but not significant effect.

Pengaruh Budaya Organisasi, Disiplin Kerja, dan Lingkungan Kerja terhadap Kepuasan Kerja Pegawai Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Penajam Paser Utara

This study aims to analyze the influence of organizational culture, work discipline, and work environment on job satisfaction among employees of the Civil Service and Human Resource Development Agency in Penajam Paser Utara Regency. A quantitative descriptive method was used, with total sampling of 44 employees consisting of civil servants and government contract employees. Data collection was conducted through literature review, interviews, and questionnaires based on a Likert scale. Data analysis was performed using SEM-PLS with Smart-PLS and SPSS applications. The outer model was tested for construct validity and reliability, while the inner model measured relationships between variables using R-square values and t-statistic hypothesis testing. Results indicated composite reliability and Cronbach's Alpha values above 0.70, demonstrating good reliability. The R-square value of 0.729 showed that job satisfaction was influenced by organizational culture, work discipline, and work environment by 70.9%. Hypothesis testing showed that organizational culture, work discipline, and work environment significantly affected job satisfaction with p-value < 0.05. Based on the findings, it is recommended to enhance organizational culture, work discipline, and work environment to improve employee job satisfaction.

Gender barriers to career growth and support programs for women managers

In the modern world, where equality and justice are the key principles of social development, the issue of gender equality in the workplace is becoming particularly relevant. This article analyzes the gender barriers that women face in the process of career growth and examines effective support programs aimed at strengthening their positions in leadership roles. Purpose of the research – analyze gender barriers to leadership positions and evaluate the eff ectiveness of support programs for women leaders. Methodology – use of such methods of analysis as comparison, collation, systematization and statistical analysis. Originality / value – manifested in an integrated approach to the problem of gender inequality in career growth, which takes into account both structural and institutional, as well as individual and socio-cultural aspects. Findings – consist in the formulation of specifi c strategies and recommendations for organizations and government agencies to eliminate gender barriers in career growth. This includes the development of effective mentoring and sponsorship programs, the creation of educational and training programs, as well as the introduction of changes in corporate culture to reduce gender bias and stereotypes. The recommendations presented in the article can be used to shape gender equality policies and create a more equitable and inclusive work environment in various organizations and industries.

Enhancing Employee Performance through Transformational Leadership: A Study

This research investigates the influence of transformational leadership on employee performance, with a specific focus on the mediating roles of job stress reduction and organizational work environment. Transformational leadership, characterized by its ability to enhance employee engagement and clarity, is examined as an independent variable impacting employee performance, the dependent variable. The study aims to achieve the following objective: (1) explore the impact of transformational leadership on organizational work environments, (2) understand the effect of transformational leadership on reducing job stress, and (3) examine the role of transformational leadership in improving employee performance. The research delves into how transformational leadership fosters a positive work environment—by reciprocating performance, establishing role clarity, and increasing employee participation—and mitigates job stress—by alleviating anger and depression. Conducted in the Meerut district of Delhi NCR, the study considered academicians from private higher educational institutes, selected through stratified random sampling (sample size N=151). Utilizing a descriptive research design, data was collected via a structured questionnaire with a high- reliability score (Cronbach's alpha = 0.88) and analyzed using SmartPLS 4.0 (student version) software. Findings reveal that transformational leadership significantly reduces job stress and enhances the organizational work environment, which collectively boosts employee performance. Key performance indicators observed include improved work quality, effective communication, timely completion of tasks, teamwork, reliability, and problem-solving skills. This study underscores the significant role of transformational leadership in cultivating a supportive work environment and reducing job stress to elevate overall employee performance.

Crucial Factors to Boost Village Officer Performance: Does It Work?

Villages play an important role in achieving Sustainable Development, yet most village officers in Indonesia still demonstrate low performance. Therefore, this study aims to explore factors that strengthen the influence of competency on performance, such as work culture, work climate, job demand, perceived organizational support, work engagement, and work environment. Involving 9886 respondents of village officers in 25 regencies and cities in Indonesia, this study used questionnaires and SEM-PLS for data analysis. The findings showed that job demand and work environment had no significant impact on performance, while the other factors had a significant impact. Work climate did not significantly strengthen the relationship between competency and performance. Other factors seemed to play a role in increasing the impact of competency on performance. This research is expected to contribute to the field of village personnel administration by complementing knowledge about factors that moderate the relationship between competency and performance.

INFLUENCE OF MULTICULTURAL ENVIRONMENT ON THE DICISION-MAKING PROCESS

Mamuka Zakaradze E-mail: mamuka.zakaradze@ciu.edu.ge PhD Students of Caucasus Internationl University Tbilisi, Georgia https://orcid.org/0009-0000-9022-5673 Abstract: The article aims to explore the impact of a multicultural environment on the decision-making process, both in a positive and negative context, and shed light on the diverse dynamics and challenges that arise when working groups interact with different cultures. In view of globalization, in the wake of the development of international relations in the field of other things, it is becoming more and more important to emphasize the importance of multiculturalism and the processes taking place in it, both in the creation of a fruitful working environment and in the decision-making process. Its role in terms of sharing experience, acquiring new knowledge and the possibility of innovation, which is accompanied by the challenges of multiculturalism in the process of creating an effective working environment, gaining trust in the team, adaptation and integration, should be emphasized here. Based on the research and analysis of the features of the multicultural environment, the paper contains conclusions and recommendations for the interested parties on what are the ways to create a productive and effective work environment in organizations characterized by a multicultural work team. Keywords: Multicultural environment, decision-making, teamwork, adaptation in a team, global challenges. JEL classification: M10; M12; M16.

Organizational Climate and Performance in Higher Education: A Bibliometric Analyses Using Dimensions Database

This study conducts a comprehensive bibliometric analysis of research on organizational climate and performance in higher education. The analysis identifies a significant trend in publication patterns, noting a paucity of relevant studies from the early 1980s to 2016. However, from 2016 to 2023, there has been a consistent increase in the number of articles published, reflecting a growing recognition of the significance of organizational climate and performance in higher education. Most publications focus on trade, management, tourism, and services, with substantial contributions from education policy, sociology, philosophy, and related fields. Indonesia leads in publication output, followed by the USA, Malaysia, and Australia. The top-cited articles explore various topics, including the relationship between organizational culture, climate, and employee turnover, servant leadership approaches, university departmental climate, research excellence assessment, and trust dynamics. Although bibliometric analysis may not capture all research activities, this study provides valuable insights into the current research landscape. Future research directions may include investigating specific mechanisms linking organizational climate, work environment, satisfaction, and engagement across different sectors, examining the role of organizational behavior in employee productivity, and assessing and enhancing performance measurement systems.

Analysis of the Influence of Organizational Culture, Remuneration, and Job Satisfaction on the Performance of Education Personnel

The aim of this research is to determine: a description of the organizational culture profile and remuneration system; organizational culture influences the performance of education personnel; the remuneration system affects the performance of education personnel; the influence of the work environment on the performance of education personnel; and the influence of organizational culture, remuneration, and work environment simultaneously on the performance of education personnel. The research approach uses an associative approach. The research was conducted at the Medan Aviation Polytechnic. The research results show: (1) there are anomalies in the application of remuneration at the Medan Aviation Polytechnic; (2) individual organizational culture shows an unstandardized coefficient beta value of 0.531 and shows a significant value of <0.05, then H1 is accepted. Thus, organizational culture influences performance; (3) remuneration testing shows an unstandardized coefficient beta value of 0.248 and a significant value of <0.05, so H2 is accepted. Thus, remuneration influences performance; (4) if the unstandardized coefficient beta value is 0.135 and shows significance at <0.05, then H3 is accepted. Thus, job satisfaction influences performance; (5) the individual influence of organizational culture on performance with job satisfaction as an intervening variable shows unstandardized beta coefficients of 0.000 and shows significance at <0.05, as well as the influence of remuneration with job satisfaction as an intervening variable shows a significance <0.05. Thus, it can be concluded that organizational culture and remuneration variables influence performance by intervening with job satisfaction.