Organizational Culture Variables Research Articles

THE INFLUENCE OF PROFESSIONALISM, ORGANIZATIONAL CULTURE AND COMPETENCE ON THE PERFORMANCE OF INDONESIAN NAVY SOLDIER AT LANAL PALU

This research aimed to analyze the influence of professionalism, organizational culture and competence on the performance of Navy soldiers at Lanal Palu. This research applied verification type of research with a research population of 108 navy soldiers at the Palu Navy Base where all soldiers are used as research samples through census method. The data analysis technique used multiple linear regression. The results show that the variables of professionalism, organizational culture, and competence simultaneously have positive and significant influence on the performance of soldiers, partially the variables of professionalism, organizational culture, and competence also have positive and significant influence on the performance of the Indonesian Navy soldiers of Palu. The value of the correlation coefficient (R) shows that the close relationship (correlation) of the variables of professionalism, organizational culture, and competence with the performance of Indonesian Navy soldiers of Palu is 93.2% (very strong) with a determinant coefficient value (Adjusted R-Square) of 0.864, meaning that the variable of Soldier performance can be explained by variables of professionalism, organizational culture, and competence of 86.4%.
 Keywords : Professionalism, Organizational Culture, Competence, Soldier Performance.

Crisis Management, Agile Leadership, and Organizational Culture in Primary Schools

Educational organizations include intense human relations and social interaction. In this respect, the potential for the emergence of crises in educational organizations is quite high. In the literature, agile leadership is a significant type of leadership in which leaders possess an ability to take quick and correct decisions, cope with stress and psychological pressures, and remain calm while managing crises. In addition, a strong, established, and experienced organizational culture is essential in times of crisis. With these aspects, the variables of crisis management, agile leadership, and organizational culture are considered to be related to each other. The relationship between the variables of crisis management, agile leadership, and organizational culture, as well as the direction and size of this relationship, was examined. The study was designed in the correlational model. Teachers working in public primary schools in Malatya during the 2021-2022 academic year were included in the population of the study. In the study, 406 teachers determined by the random method were included in the sample. Data were collected through five-point Likert-type scales including “Crisis Management”, “Agile Leadership”, and “Organizational Culture”. Teachers reported that there was a moderate, positive, and significant relationship between crisis management, agile leadership, and organizational culture. In addition, it was concluded that the agile leadership of the principals and organizational culture could predict crisis management. It is recommended that agile leaders be employed in organizations, agile leadership training be provided, and strong and permanent/continuous cultures be established in organizations to avoid the negative effects of crises on organizations and employees in educational organizations.

THE EFFECT OF ORGANIZATIONAL CULTURE, QUALITY OF HUMAN RESOURCES, AND THE MOTIVATION TO THE EMPLOYEES PERFORMANCE IN THE CORRECTIONAL INSTITUTION CLASS IIA OF BATAM WITH THE WORK DISCIPLINE OF INTERVENING

The purpose of this research is to analyse the influence of organizational culture variables, human resource quality and performance motivation against work discipline as a intervening variable. The research object was conducted at the Correctional Institution class IIA of Batam City. The purpose of this research is to know the influence of organizational culture to employee performance, influence of human resource quality to employee performance, influence of work discipline on employee performance, organizational culture influence, human resource quality and motivation to employee performance through work discipline, as well as knowing greater where direct influence than indirect influence between organizational culture to performance through work discipline, quality of human resources to performance through working discipline and motivation to performance through work discipline. Respondents in this study amounted to 30 employees and the analytical models used in this study were descriptive analysis, and multiple linear regression analyses with the SPSS for Windows 20.0 program. The results of this study show that organizational culture has a positive and significant influence on employee work discipline. The quality of human resources has a positive and insignificant effect on employee work discipline. Motivation has a negative and insignificant effect on employee work discipline. Organizational culture has a positive and significant effect on employee performance. The quality of human resources has a negative and insignificant effect on employee performance. Human motivation has a positive and insignificant effect on employee performance. Work discipline has a negative and insignificant effect on employee performance

PENGARUH BUDAYA ORGANISASI ISLAMI, KEPEMIMPINAN ISLAMI DAN KOMPETENSI SUMBER DAYA MANUSIA ISLAMI TERHADAP KINERJA PEGAWAI DI MADRASAH TSANAWIYAH NEGERI BARITO SELATAN KABUPATEN BARITO SELATAN


 
 
 
 Employee performance is very important in supporting the operational activities of the agency, so that every head of a government agency is required to be able to improve the performance of its employees. Various efforts can be made to improve employee performance starting from creating an Islamic organizational culture, Islamic leadership and Islamic human resource competencies owned by the agency. This study aims to analyze the influence of Islamic organizational culture, Islamic leadership and Islamic human resource competence on employee performance at Madrasah Tsanawiyah Negeri Barito Selatan.
 The author uses quantitative research methods, with a sample of 56 people. The sampling technique in this study used saturated sampling and data collection techniques through observation, documentation, questionnaires and interviews and the statistical analysis used was multiple linear regression analysis.
 The results obtained indicate that the variables of Islamic organizational culture (X1), Islamic leadership (X2) and Islamic human resource competence (X3) together (simultaneously) have a significant effect on employee performance, where Fcount > Ftable is 19,092 > 2,783 (Ho rejected), then together the independent variables also contribute to employee performance by 52.4%. As for the partial variables X1, X2 and X3 have a significant effect on the Y variable with the contribution of each variable's value of 19.53%, 4.08%, and 28.79%.
 
 
 
 
 Based on the conclusion that if individual performance is good, it is likely that organizational performance is also good and an employee's performance is good if he has high knowledge and skills, is willing to work for a salary or is paid according to the agreement and has high future expectations. better, with strategies, programs, activities and development with an Islamic perspective that has the principles, goals, vision, mission and values.

BUDAYA ORGANISASI DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA

Culture is something that must exist in a human group or organization. The purpose of this study was to determine partially and simultaneously organizational culture and work environment on job satisfaction of employees of the Regional Revenue Agency (BAPENDA) Sidenreng Rappang Regency. Data collection techniques that researchers use in this study are observation, interviews, questionnaires, and documentation. As the population in this study, researchers took employees of the Regional Revenue Agency (BAPENDA) of Sidenreng Rappang Regency who had the status of state civil servants. Thus the number of samples in this study was 43 people. The results of this study indicate that (1) Partial Organizational Culture Variable (X1) has a positive and significant effect on job satisfaction of Regional Revenue Agency employees with a count of 2.021 < from table 2.339 and a significance level greater than 0.05 (sig = 0.024 < 0.05). While the Work Environment variable (X2) has a positive and significant effect on job satisfaction of Regional Revenue Agency employees with t count 2.021 < from t table 3.976 and the significance level is greater than 0.05 (sig = 0.000 <0.05). (2) Simultaneously, the variables of Organizational Culture and work environment from the research results have a positive and significant effect with the calculated F value of 54.297, which is greater than F table 3.24 with a significance value of 0.000 which means below the significance of 0.05.

The Effectiveness of Organizational Culture on Quality of Work

Organizational culture is something to pay attention to in a company because it can affect the quality of work of its employees. Quality employees can work well if a good culture is created and will infect other employees. This study aims to determine the effect of organizational culture on the quality of work of PT. Citra Van Titipan Kilat (TIKI) Sukabumi City. The method used in this research is the quantitative method, the population in this study were employees of PT. Citra Van Titipan Kilat (TIKI) Sukabumi City. A population of 57 respondents at PT. Citra Van Titipan Kilat (TIKI). The results of the f-test research on the organizational culture variable showed the calculated f value in this study was 7.234 with a significant value of 0.000, the significant value of 0.000 was smaller than 0.05 (0.000> 0.05). So it can be interpreted that the variable organizational culture has a positive effect on the quality of work for PT. Citra Van Titipan Kilat Sukabumi City.

Pengaruh Kualitas Sumber Daya Manusia dan Budaya Organisasi Terhadap Responsivitas Penyelenggaraan Mall Layanan Publik di Kota Bengkulu

This study aims to analyze how much influence the variable quality of human resources which consists of indicators of apparatus professionalism, responsibility, creativity and organizational culture variables which consist of indicators of attitude, dominant values, climate, organization on the variables of responsiveness of Mall Operations. Public Service in Bengkulu City. This research was carried out using an explanatory survey method for the apparatus and the community in the implementation of the Public Service Mall in Bengkulu City. Data was collected by means of technical observations, questionnaires and documentation of the respondents. The results of data collection were then analyzed using cross tabulation, product moment correlation, and regression analysis. From the results of the study, it shows that there is a strong significance of the human resource variable and organizational culture variable on the responsiveness of the implementation of the Public Service Mall in Bengkulu City. The two variables indicate that both have the same level of close relationship to the service responsiveness variable. Therefore, so that the responsiveness or responsiveness of the government can run effectively, it is necessary to improve the quality of human resources and make organizational culture effective, so that bureaucratic service responsiveness can be achieved that can satisfy the wishes of the community.

Pengaruh Budaya Organisasi dan Kompensasi Terhadap Loyalitas Karyawan PT Parako Ekatama Rangkasbitung di Era Pandemi COVID-19

<p><em>This study aims to analyze the influence of organizational culture on employee loyalty of PT Parako Ekatama Rangkasbitung, the effect of compensation on employee loyalty of PT Parako Ekatama Rangkasbitung, the influence of organizational culture and compensation on employee loyalty of PT Parako Ekatama Rangkasbitung. The purposes of this study were 1) to determine organizational culture on employee loyalty at PT Parako Ekatama Rangkasbitung 2) to determine the effect of compensation on employee loyalty at PT Parako Ekatama Rangkasbitung 3) to determine organizational culture and compensation influence employee loyalty at PT Parako Ekatama Rangkasbitung. The research method used is quantitative method and uses SPSS 20 software. The sample used is 89 respondents. The analysis tool uses Multiple Linear Regression and the research time is 4 months June-September 2021.</em><em> </em><em>The results of the study show: 1) Partially organizational culture affects employee loyalty of PT Parako Ekatama Rangkasbitung 2) Partially compensation affects employee loyalty at PT Parako Ekatama Rangkasbitung 3) There is a joint influence of organizational culture and compensation on employee loyalty of PT Parako Ekatama Rangkasbitung . Organizational culture and compensation simultaneously on loyalty by 35.0%.</em><em> </em><em>Based on the results of the study also obtained the following findings: 1) organizational culture is the most dominant variable in influencing employee loyalty 2) compensation is a mediating variable for organizational culture variables in influencing employee loyalty.</em></p>

PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN HOTEL NAGOYA PLASA KOTA BATAM

Hotel Nagoya Plasa is one of the oldest hotel in Batam City, until 2020 the hotel will turn 28 years old. The existence of the hotel has been long and the turnover phenomenon is not really significant and it is found that many employees with permanent contracts have worked for a long time at this hotel so that indirectly many organizational cultures grow independently among employees. This study aims to determine the effect of organizational culture on employee performance at Hotel Nagoya Plasa. Organizational culture variables were tested using 6 dimensions. Employee performance variables were tested using 7 dimensions. This research was conducted at the Nagoya Hotel Plasa. The research method used is quantitative research methods, data collection techniques are done by distributing questionnaires. The sample used is a saturated sample of 78 samples, which are all employees. Data analysis used descriptive analysis and simple linear regression analysis using SPSS 26. The results of this study are that organizational culture has a significant effect on employee performance at Hotel Nagoya Plasa.

The Effect of Work Motivation, Competence, and Organizational Culture on Employee Performance

The aims of this study were to: 1) determine and analyze the effect of motivation on employee performance at the Majene Regency Personnel and Human Resources Empowerment Agency, 2) Determine and analyze the influence of competence on employee performance at the Majene Regency Personnel and Human Resources Empowerment Agency, and 3 ) Knowing and analyzing the influence of organizational culture on employee performance at the Agency for Personnel and Human Resources Empowerment Majene Regency. The data used are primary data and secondary data. The population in this study consisted of all Civil Servants (PNS) at the Majene Regency Personnel and Human Resources Empowerment Agency, amounting to 42 people. By looking at the number of populations that are not too large, this study uses the census method, namely the entire population as respondents. Data was collected through observation, questionnaires, and documentation. The data analysis method used descriptive statistical analysis, and multiple linear regression using the SPSS program. The results showed that the variables of motivation, competence, and organizational culture had a positive and significant effect on employee performance at the Majene Regency Personnel and HR Empowerment Agency. Of the three independent variables used in determining the level of employee performance, it turns out that the motivational variable has a dominant influence in improving employee performance at the Majene Regency Personnel and Human Resources Empowerment Agency.

Can organization team culture benchmark effective teams – performance management concerns, insights and HR implications

PurposeTeams have become the dominant mode of work in contemporary organizations and critical for successful completion of various tasks, projects and overall organizational effectiveness. Organizational factors such as organizational culture have often been investigated as contributing to team performance since it is difficult to develop and engage teams. But the effect of (organizational) team culture on team effectiveness (TE) has received less support. Therefore, this paper examines how factors such as organization team culture (OTC) affect different dimensions of TE in a power sector organization which has undergone a business transformation resulting in adoption of team-based work structures.Design/methodology/approachSurvey instrument capturing the variables of organizational team culture and TE was administered to mid-level managers in a power sector organization in India. Structural equation modeling (SEM) was used to test the model fit for the proposed model.FindingsA key finding of the research was that team culture (OTC dimensions) (i.e. participation, communication, trust, training inputs and support and support for teamwork) contribute to TE.Originality/value OTC and its impact on creating effective teams, particularly in the power sector, is an original contribution of this research. The OTC and TE framework may be used to diagnose team weaknesses and concerns and to design effective HR interventions.

Faktor yang Berpengaruh Terhadap Kualitas Audit Pada Inspektorat Pemerintah Kabupaten Badung

This study aims to determine the effect of Organizational Ethical Culture, Professionalism, Work Experience, Time Pressure and Locus of Control on Audit Quality at the Government Inspectorate of Badung Regency. The sample in this study were all auditors in the Government Inspectorate of Badung Regency, totaling 50 respondents. Determination of samples using saturated samples. The data analysis technique used was multiple linear regression analysis. The results of this study indicate that the variables of organizational ethical culture, professionalism, work experience have a positive effect on audit quality and time pressure has a negative effect on audit quality, while Locus of Control has no effect on audit quality.

The influence of organizational culture and leadership on principal’s organizational commitment

This study aims to analyze the influence of organizational culture and leadership on the principal's organizational commitment The method used in this research is a survey method. The unit of analysis in this study is the principal of the elementary school. The analytical technique used is path analysis using Lisrel Software. The sample of this research includes principals of public elementary schools who meet the predetermined criteria, with a total sample of 90 principals and 90 teachers. The results showed that organizational culture and leadership had a direct positive effect on organizational commitment, which was 0.31. This means that there is a direct positive influence of organizational culture and leadership on organizational commitment because the value of tcount = 3.09 > ttable = 1.988. The coefficient of this path is marked alpha 5%, meaning that this hypothesis is proven, thus the organizational culture and leadership variables have a direct positive effect on the organizational commitment variable. This means that culture and leadership directly affect the commitment of organizational leaders in the city of Palembang. A person's organizational suitability has a strong positive direct influence on a commitment to the organization, members who are in the organization have a high level of effectiveness towards the organization.

THE EFFECT OF ORGANIZATIONAL CULTURE, QUALITY OF HUMAN RESOURCES, AND THE MOTIVATION TO THE EMPLOYEES PERFORMANCE IN THE CORRECTIONAL INSTITUTION CLASS IIA OF BATAM WITH THE WORK DISCIPLINE OF INTERVENING

The purpose of this research is to analyse the influence of organizational culture variables, human resource quality and performance motivation against work discipline as a intervening variable. The research object was conducted at the Correctional Institution class IIA of Batam City. The purpose of this research is to know the influence of organizational culture to employee performance, influence of human resource quality to employee performance, influence of work discipline on employee performance, organizational culture influence, human resource quality and motivation to employee performance through work discipline, as well as knowing greater where direct influence than indirect influence between organizational culture to performance through work discipline, quality of human resources to performance through working discipline and motivation to performance through work discipline. Respondents in this study amounted to 30 employees and the analytical models used in this study were descriptive analysis, and multiple linear regression analyses with the SPSS for Windows 20.0 program. The results of this study show that organizational culture has a positive and significant influence on employee work discipline. The quality of human resources has a positive and insignificant effect on employee work discipline. Motivation has a negative and insignificant effect on employee work discipline. Organizational culture has a positive and significant effect on employee performance. The quality of human resources has a negative and insignificant effect on employee performance. Human motivation has a positive and insignificant effect on employee performance. Work discipline has a negative and insignificant effect on employee performance.

The Effect Of Organizational Culture,Motivation, And Communication On Employee Job Satisfaction With Organizational Commitment As A Moderating Variable At Pt Fan Solusindo Bersama

This study aims to determine the effect of organizational culture, motivation, communication and level of knowledge on employee job satisfaction with organizational commitment as a moderating variable. Case study at PT. Fan Solusindo Bersama. Methods of data collection is done through a questionnaire distributed to employees of PT. Fan Solusindo Bersama. This type of research is quantitative research. The object of research used is all employees of PT. Fan Solusindo Bersama. The population in this study were employees of PT. Fan Solusindo Bersama, with a sample of 100 respondents. By using accidental sampling method. The data obtained were then processed with SPSS version 16 and data analysis techniques using validity tests, reliability tests, statistical tests, classical assumption tests and MRA (Moderated Analysis Regression) tests. Based on the Moderated Regression Analysis (MRA) test, it shows that organizational culture, motivation, communication and level of knowledge on employee job satisfaction have a positive and significant effect. Organizational commitment can be a moderating variable of organizational culture, motivation, communication on job satisfaction of employees at PT. Fan Solutions Bersama.

PENGARUH SKALA USAHA, UMUR USAHA, BUDAYA ORGANISASI DAN PELATIHAN PENYUSUNAN LAPORAN KEUANGAN TERHADAP IMPLEMENTASI STANDAR AKUNTANSI KEUANGAN ENTITAS TANPA AKUNTABITAS PUBLIK (SAK ETAP)

The purpose of this study was to determine the effect of Business Scale, Age of Business, Organizational Culture and Financial Reporting Training on the Implementation of Financial Accounting Standards for Entities Without Public Accountability (Sak Etap) (Empirical Study on Cooperatives in Ende Regency). Based on the purposive technique, this study used a sample of 36 respondents. The type of research used is quantitative. This study uses primary data, namely questionnaires. Data were analyzed using multiple linear regression analysis which processing through IBM SPSS Statistics ver 25. The results of this study indicate that: (1) Business Scale has an effect on the implementation of SAK ETAP. This is evidenced by the regression coefficient value of the Business Scale variable of 0.449 with tcount > ttable (2.205 > 2.040) and a significant level of 0.035 <0.05. (2) Age of Business affects the Implementation of SAK ETAP. This is evidenced by the regression coefficient value of the Age of Business variable of 0.885 with tcount > ttable (3.076 > 2.040) and a significant level of 0.004 <0.05. (3) Organizational Culture influences the implementation of SAK ETAP. This is evidenced by the regression coefficient value of the Organizational Culture variable of 0.765 with tcount > ttable (4.690>2.040) and a significant level of 0.000<0.05. (4) Financial Report Preparation Training has an effect on the Implementation of SAK ETAP. This is evidenced by the regression coefficient value of the Financial Statement Preparation Training variable of 0.560 with tcount > ttable (5.809>2.040) and a significant level of 0.000 <0.05. Simultaneously, the variable of SAK ETAP implementation is influenced by the variables of Business Scale, Age of Business, Organizational Culture, and Training on Financial Reporting by 59.8%. While the remaining 40.2% is explained by other variables outside the model. 

Pengaruh Budaya Organisasi Dan Kepuasan Kerja Terhadap Turnover Intentions Karyawan Pada PT.Niagamas Gemilang Di Kecamatan Loa Kulu Kabupaten Kutai Kartanegara

The object of this research was carried out at PT. Niagamas Gemilang is a growing Foreign Investment Company in the field of Oil Palm Plantation with the Manager Mr. Haribuang Senobroto having the address at Sungai Payang Village, Loa Kulu District, Kutai Kartanegara Regency, 17 Rt.10 with a total number of 1,405 employees. The purpose of this study is to Know, Are Organizational Culture Variables and Job Satisfaction Influence Simultaneously Against Turnover Intentions of Employee Employees at PT. Niagamas Gemilang In Loa Kulu Subdistrict, Kutai Kartanegara Regency, To Know, Are Organizational Culture Variables And Job Satisfaction Partially Influence On Turnover Intentions Of Employees At PT. Niagamas Gemilang in Loa Kulu Subdistrict, Kutai Kartanegara Regency and To Know, From the two variables, which variable has the most dominant influence on Turnover Intentions of Employees at PT. Niagamas Gemilang in Loa Kulu District, Kutai Kartanegara Regency.A population of 132 people and a sample of 66 employees.The first hypothesis which states "That, Organizational Culture Variables and Job Satisfaction Influence Simultaneously Against the Desire to Switch Employees at PT. Niagamas Gemilang in Loa Kulu Subdistrict, Kutai Kartanegara Regency "was accepted and proven true. The second hypothesis states that, Organizational Culture Variables Influentially Influence the Desire to Change Employees at PT. Niagamas Gemilang in Loa Kulu Subdistrict, Kutai Kartanegara Regency was accepted and proved to be true. The second hypothesis states "That, Variable Job Satisfaction Partially Influences the Desire to Change Employees at PT. Niagamas Gemilang in Loa Kulu Subdistrict, Kutai Kartanegara Regency "was accepted and proven true. The third hypothesis in this study "That, Organizational Culture variables have the most dominant influence on the desire to move employees at PT. Niagamas Gemilang in Loa Kulu Subdistrict, Kutai Kartanegara Regency "was accepted and proven true. Keywords: Organizational Culture, Job Satisfaction, Turnover Intentions

Implikasi Budaya Organisasi Terhadap Disiplin Kerja Karyawan Pada PT Kereta Api Indonesia (Persero) Daerah Operasi 1 Jakarta

Abstract-Organizational Culture has an important role in efforts to achieve organizational goals and for organization have employee high discipline that is very desired by organization. This research uses quantitative descriptive with questionnaires research instrument with 35 respondens. The sampling that used are saturation sampling using likert scale, the calculate methods the use are test of correlation coefficient, determination coefficient and regression equation. Data processing uses the help of the Statistical Package For Social Sciences (SPSS) computer application program. Multiple regression analysis techniue was used to analyze this research. The results show that there is a positive influence between organizational culture variables on employee work dicipline, with the coefficient of determination of organizational culture on work discipline with the remaining 37.1% can be explained by other factors such as work environment, compensation, motivation and others. This implies that companies must focus on improving organizational culture to be able to improve employee work discipline.Keywords: Organizational Culture, Work Discipline

THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK ENVIRONMENT AND WORK MOTIVATION TOWARDS THE LECTURERS' PERFORMANCE AT PANCASETIA ECONOMIC COLLEGE IN BANJARMASIN, SOUTH KALIMANTAN

This study aims to analyze the influence of organizational culture, work environment and work motivation on the performance of lecturers at the Pancasetia School of Economics Banjarmasin. The population in this study were all permanent lecturers who had NIDN as many as 135 people. With the sampling technique using the purposive sampling method, the selected sample was 80 lecturers. this type of research method uses the correlational method where this study compares and determines the relationship between organizational culture, work environment and work motivation variables with the performance of lecturers at the Pancasetia School of Economics Banjarmasin. Analysis of the data in this study using multiple linear regression analysis, while testing the hypothesis using the F test, R2, and t test. The results showed that simultaneously and partially organizational culture, work environment and work motivation had a significant effect on the performance of lecturers at the Pancasetia School of Economics Banjarmasin. The organizational culture variable has the most dominant influence compared to the work environment and work motivation variables.

The Effect of Organizational Culture and Work Motivation on Madrasah Aliyah Teacher's Work Discipline

It is the goal of this research to determine the influence of organizational culture on the work ethics of Madrasah Aliyah teachers in Gunung Sitoli City., the impact of work motivation on the work discipline of Madrasah Aliyah teachers in Gunung Sitoli City, and the impact of organizational culture and work motivation on the work discipline of Madrasah Aliyah teachers in Gunung Sitoli City. The registrant-respondent statistics of 60 teachers are used in this study. A questionnaire was used to collect information. Simple and multiple regression techniques, as well as partial correlation, were used to analyze the data. According to the research findings, organizational culture has a positive and significant influence on teacher work discipline. There is a 28.7% effective influence on the work discipline of Madrasah Aliyah's teachers in Gunung Sitoli City if the organizational culture is higher and more positive. As a result, 28.7% of the variation in the organizational culture variable is correlated with an improvement in teacher work discipline; this is a positive and significant relationship. In other words, the more positive and motivating a teacher's work motivation is, the more effective the teacher's work discipline is. Work motivation can be predicted with a 32 percent accuracy in terms of improving teacher work discipline, and there is a joint positive and significant influence between organizational culture and work motivation.