Organizational Culture Variables Research Articles

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.

Pengaruh Budaya Organisasi dan Motivasi Kerja terhadap Kinerja Karyawan dengan Employee Engagement Sebagai Variabel Mediasi (Studi Kasus Pada Lembaga Pendidikan dan Pelatihan Kepolisian Negara Republik Indonesia)

The National Police Education and Training Institute is a supporting element in the Indonesian National Police whose task is to plan, develop and carry out educational functions in the context of “Creating Tribrata Persons who are moral, professional, modern and superior”. This study aims to determine the effect of organizational culture and work motivation on employee performance with employee engagement as a mediating variable at the Indonesian National Police Education and Training Institute. The population in this study were all personnel of the National Police Education and Training Center and a sample of 202 people was obtained using the slovin formula. Data was collected using a online questionnaire. The data that has been collected is analyzed by path analysis using PLS. The results of data analysis show that: (1) Organizational culture variable has a direct and significant influence on employee performance, (2) Work motivation variable has a direct and significant influence on employee performance, (3) Organizational culture variable has a direct but not significant effect on employee engagement, (4) Variables of work motivation have a direct and significant influence on employee engagement (5) Variables of organizational culture and work motivation have an indirect influence on employee performance with employee engagement as a mediating variable at the National Police Education and Training Institute (6) Variables of employee engagement have an influence on employee performance

Pengaruh Budaya Organisasi, Dukungan Organisasi Dan Keterlibatan Kerja Terhadap Kinerja Karyawan Dengan Komitmen Organisasi Sebagai Variabel Intervening Pada Pada PDAM Pasaman Barat

Abstract. This study aims to examine how big the influence of organizational culture, organizational support and work involvement on employee performance with organizational commitment as an intervening variable at West Pasaman PDAM. The method of collecting data is through surveys and distributing questionnaires, with a sample of 64 respondents. The analytical method used is multiple linear regression analysis and path analysis using SPSS. The results obtained based on the Partial Test (t test) obtained Organizational Culture and Organizational Support have a significant effect on Organizational Commitment. Work Involvement has no significant effect on Organizational Commitment. Then Organizational Culture, Work Involvement and Organizational Commitment have a significant effect on Employee Performance. There is no significant effect between Organizational Support on Employee Performance. Organizational Commitment does not mediate the influence of Organizational Culture on Employee Performance. Organizational Commitment does not mediate the effect of Organizational Support on Employee Performance. Organizational Commitment does not mediate the effect of Job Involvement on Employee Performance. The contribution of the independent variables of Organizational Culture, Organizational Support and Work Involvement to the dependent variable of Organizational Commitment is 75.9%. While the remaining 23.1% is influenced by other variables outside of this study. The independent variable contribution contribution of Organizational Culture, Organizational Support, Work Involvement and Organizational Commitment to the dependent variable of Employee Performance is 91.4%. While the remaining 8.6% is influenced by other variables outside of this study

Diagnosis and Proposal of a Management and Innovation Model in Palm Oil Exporting Companies: The Case of Colombia

ABSTRACT This research article analyzed the Colombian palm oil sector business model to understand its competitive advantages in the markets where they operate. A Cronbach alpha and the analysis of variance (ANOVA) were applied in the independent variables organizational culture and innovation, innovation process, methodologies and tools, and partner ecosystems to determine if there were statistically significant differences between them. It was found that palm oil exporting companies do not have a formal innovation system. It is necessary to create procedures that potentiate the innovation system within it through the human capital that sustains it, given its training and experience capacities.

EMPLOYEE PERFORMANCE IS VIEWED FROM SELF-EFFICACY, TEAMWORK, ORGANIZATIONAL CULTURE AND JOB SATISFACTION (Study at the Institute for The Development and Empowerment of Principals and Superintendents of Karanganyar Regency)

The purpose of this research is to find out the effect of a variable of self-efficacy, teamwork, organizational culture and job satisfaction on a variable called employee performance at LPPKSPS Karanganyar Regency. This research has been conducted using an approach called quantitative. The population in all employees who currently work at LPPKSPS Karanganyar Regency which has a total of 100 people. The sample technique used is simple random sampling technique with 50 respondents. Data were collected by questionnaire. The technique for analyzing the data of this research which has been used statistical analysis is multiple linear regression test. The results of the research that have been carried out have shown that a variable of self-efficacy, teamwork, organizational culture and job satisfaction has a positive and significant impact on a variable called employee performance at LPPKSPS Karanganyar Regency. Suggestions from this research, LPPKSPS Karanganyar Regency in the future will continue to maintain and improve the quality of self-efficacy, teamwork, organizational culture and job satisfaction, so that later it will continue to make employee performance will also continue to increase and of course be better than before.
 
 Keywords: Employee Performance, Self-Efficacy, Teamwork, Organizational Culture, Work Goals

ANALISIS PENGARUH SIKAP KERJA, KARAKTERISTIK INDIVIDU DAN BUDAYA ORGANISASI TERHADAP PRODUKTIVITAS KARYAWAN DI UNIVERSITAS MUHAMMADIYAH BENGKULU

ABSTRACTThis research aims to find out the Analysis of Work Attitudes, Individual Characteistics and Organizational Culture Effect on Employee Productivity at Muhammadiyah University Bengkulu with quantitative approach.The object of this research is a permanent employee at Muhammadiyah University of Bengkulu with a method of sample withdrawal namely non probility sampling. The number of respondents in this study was 38 people. Method of collecting the data used through the questionnaire, and multiple linear regression data analysis techniques.The results of this study can be concluded that the variables of work attitudes, individual characteristics and organizational culture have a significant effect on the employeesproductivity of Muhammadiyah University of Bengkulu.keywords: workattitudes, individual characteristics, organizational culture and employee productivity.

Pengaruh Perencanaan Sumber Daya Manusia dan Budaya Organisasi terhadap Kinerja Pegawai pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Seluma

The purpose of this study was to determine the effect of human resource planning and organizational culture on employee performance at the Department of Population and Civil Registration of Seluma Regency. The sample in this study as many as 48 employees at the Department of Population and Civil Registration of Seluma Regency who have become ASN and honorary. Collecting data using a questionnaire and the analytical method used is multiple linear regression, determination test and hypothesis testing. The results of the regression analysis show Y = 0.868 + 0.547X1 + 0.448 X2+e, this describes a positive regression direction, meaning that there is a positive influence between X1 (HR planning) and X2 (organizational culture) on performance (Y). It means that if the variables of HR planning and organizational culture increase, it will increase performance. The value of the coefficient of determination is 0.602. This means that X1 (HR planning) and X2 (organizational culture) affect performance (Y) by 60.2% while the remaining 39.8% is influenced by other variables not examined in this study. HR planning has a significant effect on employee performance at the Department of Population and Civil Registration of Seluma Regency because the significant value of 0.000 is smaller than 0.05. Organizational culture has a significant influence on employee performance at the Department of Population and Civil Registration of Seluma Regency because the significant value of 0.010 is smaller than 0.05. The results of the F test at a significance level of 0.05 explain that the variables of HR planning and organizational culture have a significant simultaneous influence on employee performance at the Population and Civil Registration Office of Seluma Regency because the significant value of 0.000 is smaller than 0.05

An Influence of Organizational Culture, Motivation and Work Discipline on Performance of Employees at the Center For Forest Area Construction, Region I, Medan

This study was conducted to explain the partial or simultaneous influence of organizational culture, motivation, and work discipline variables on employee performance at the Center for Stabilization of Forest Areas Region I Medan. The total population used was 57 respondents consisting of employees who work at the Forest Area Stabilization Center for Region I Medan, which were taken using a questionnaire that was used as a data collection method in this study. and uses multiple linear regression analysis. The results of the analysis show that there is a simultaneous significant influence between the three variables and a partially significant influence between organizational culture, motivation, and work discipline variables on employee performance at the Forest Area Stabilization Center Region I Medan.

Pengaruh Budaya Organisasi dan Komitmen Organisasi terhadap kepuasan Kerja Karyawan di Koperasi Kredit Hiro Heling

This research was grounded on the issue of employee job satisfaction at the Hiro Heling Credit Cooperative. This research aimed to (1) Know the description of employee job satisfaction, organizational culture, and organizational commitment. (2) analyze the influence of organizational culture and organizational commitment on employee job satisfaction either partially or simultaneously.The population in this study were KSP Kopdit Hiro Heling office employees, totaling 63 people. Due to limited population, this research was conducted through census or saturated sampling. Data were collected through questionnaires and analyzed using descriptive methods. Hypothesis testing was done through the F-test and t test.The descriptive analysis shows that the variables of employee job satisfaction, organizational culture, and organizational commitment were categorized as good. The results of the t-test statistic revealed that partially, organizational culture and organizational commitment had a significant influence on employee job satisfaction. The results of the F-test statistics show that simultaneously, the two independent variables had a significant influence on employee job satisfaction. The determination analysis shows that the magnitude of the contribution of organizational culture and organizational commitment to employee job satisfaction at the Hiro Heling Credit Cooperative had a 61% impact on employee work satisfaction at the Hiro Heling Credit Cooperative, whereas 39 % were influenced by factors other than the research variables.

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 SISTEM PENGENDALIAN INTERNAL, PERILAKU TIDAK ETIS DAN BUDAYA ORGANISASI TERHADAP KECENDRUNGAN KECURANGAN (FRAUD) PADA LEMBAGA PEKREDITAN DESA (LPD) SE-KECAMATAN SUSUT

Fraud is a deliberate fraud that causes losses to other parties and provides benefits to the perpetrator of the fraud and / or his group. This study aims to determine the effect of internal control systems, unethical behavior, and organizational culture on the (fraud) tendency to cheat. This research was conducted at the Village Credit Institution (LPD) in Susut District. The sample in this study were 167 LPD employees. The sampling method used is proposive sampling. The data analysis technique used in this research is descriptive statistics, validity test, reliability test, classical assumption test, multiple linear regression, coefficient of determination, F test, and t test. From the results of this study that the internal control system variable has no effect on the tendency of fraud. The variable of unethical behavior has a positive and significant effect on the (fraud) tendency to cheat. Organizational culture variables have a negative and significant effect on the (fraud) tendency to cheat.

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.