Organizational Culture Variables Research Articles

The Influence of Organizational Culture, Leadership, and Work Environment on Employee Performance with Motivation as an Intervening Variable at the Tax Service Office South Batam Primary

This research was conducted to test leadership, organizational culture, work environment on employee performance with motivation as mediation. This type of research is causally comparative which shows a causal relationship between one variable and another. The object of this research is the South Batam Pratama Tax Service Office. The data obtained came from the distribution of online questionnaires to 130 employees of the South Batam Pratama Tax Service Office, or also called population. The sampling technique used is a saturated sample, so the number of samples is as many as 130 respondents. Data collection using questionnaires. This research is quantitative type with descriptive data analysis techniques and path analysis processed using Smart PLS software. Based on the results of the study, it was found that the variables of Organizational Culture, work environment, and motivation partially had a positive and significant effect on Employee Performance, while leadership did not affect employee performance. Organizational culture, leadership, and work environment partially have a positive and significant effect on employee motivation. Motivational variables are able to mediate the influence of leadership on employee performance. Motivation is able to mediate the influence of the work environment on employee performance at the South Batam Pratama Tax Service Office.

Building Superior Performance with Synergy of Work Discipline, Organizational Culture, and Employee Creativity

Basically, human resources have an important role in every aspect of an organization's life, including government organizations. The purpose of this study is to determine the influence of the influence of work discipline, organizational culture and creativity on the performance of employees of the Office of the Meteorology, Climatology and Geophysics Agency. This research method is associative type with quantitative approach. The study population in question is all employees working at the Office of the Meteorology, Climatology and Geophysics Agency which amounts to 158 people. The sample in this study amounted to 113 respondents. Data collection techniques by means of questionnaires, and data analysis techniques using instrument tests, classical assumption tests, regression analysis, coefficient of determination, tcalculate tests and Fcalculate tests with the help of SPSS 26 Software. The results showed that the results of the hypothesis test obtained a value of Fcalculate > Ftable or 58.963 > 2.69 with a value of Sig. 0.000 < 0.05. So H0 is rejected and H4 is accepted, and it can be concluded that simultaneously the variables of Work Discipline, Organizational Culture and Creativity have a significant effect on Employee Performance at the Head Office of the Meteorology, Climatology and Geophysics Agency.

Analysis Of Determinant Factors Employee Performance Of Directorate General Of Intellectual Property Rights Republic Of Indonesia

Examining the effects of leadership style, work motivation, work discipline, and job happiness on employees' performance is the goal of this study. The study's population, which totaled 100 people, was made up of workers. The required sample is gathered using a convenience sampling technique. Facts gathered directly from survey respondents are considered primary data. It is here retrieved directly by responding to a questionnaire. The scale that is widely used in the construction of questionnaires is the Likert scale. The data analysis methods employed in this study are hypothesis testing, conventional assumption testing, and data quality testing (validity and reliability testing). Workplace discipline has a significant impact on how well people perform, according to research findings. Work motivation has a big impact on employee performance. A leader's style does not significantly affect employee performance. Job satisfaction has a substantial impact on employee performance. Work ethics, work motivation, leadership style, and job satisfaction all have a big impact on employee performance. An analysis of the adjusted coefficient of determination (Adjusted R Square) shows that the competence, work discipline, remuneration, organizational culture, and organizational commitment variables may all be utilized to explain the performance variable. Meanwhile, the other difference is influenced by or explained by additional elements outside the purview of this research.

PENGARUH KEPUASAN KERJA DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN DIVISI KAPAL NIAGA PT X

Abstract. Companies need support of employees who are reliable and and demonstrate commitment to their work so that the company's vision and mission can be achieved. One way to achieve this is by willingly doing tasks beyond their responsibility for the progress of the company (extra role) or commonly known as organizational citizenship behavior. The purpose of this study was to determine the effect of job satisfaction and organizational culture on organizational citizenship behavior in employees of the Commercial Ship Division of PT PAL Indonesia (Persero). A total of 152 employees were selected as respondents using a non-probability sampling technique with accidental sampling method. The results showed that there was a simultaneous effect of job satisfaction and organizational culture variables on organizational citizenship behavior variables, with an effect size of 98.6%.

Influence of Self-Efficacy, Organizational Culture, and Job Satisfaction on The Performance of Madrasah Aliyah Teachers

There are several problems that occur in the field between the expected performance and the actual performance of MA teachers in Batubara Regency at this time. If this problem does not receive special attention and is handled seriously, the result will weaken the quality of madrasa education and even become a setback for the quality of student graduates. This research uses an explanatory correlational method. The results of this research. The findings of the teacher performance model formulated in this research are novel from the results of research which shows the development of a model for improving teacher performance, especially for Madrasah Aliyah teachers in Batubara Regency. This performance model has been tested for suitability with the most dominant proportion of influence from exogenous variables being organizational culture variables, followed by self-efficacy, and achievement motivation, and followed by the smallest proportion of influence being teacher job satisfaction variables. The order of the most influential exogenous variables shows that if you want to improve the performance of Madrasah Aliyah teachers in Batubara Regency, what needs to be improved first is organizational culture, followed by achievement motivation, job satisfaction, and self-efficacy with a total of direct and indirect influences, Spurious, and Unanalyzed who conducted tests of self-efficacy and organizational culture, achievement motivation and job satisfaction on the performance of Madrasah Aliyah teachers in Batubara Regency.

Loyalty Is Reviewed From Competency, Organizational Culture, Work Environment And Rewards: Study On Working Occupational Therapists At A Hospital In The Surakarta Region

Loyalty in Terms of Competencies, Organizational Culture, Work Environment, and Rewards (Study of Hospital Occupational Therapists in the Surakarta). This study aims to determine and explain the effects of Competencies, Organizational Culture, Work Environment, and Rewards on Hospital Occupational Therapists in Surakarta. The population is all Occupational Therapists who work in Hospitals in Surakarta, the number of which is 37. The sampling technique uses the census method with a total sample of 37 respondents. Data collection using a questionnaire. Data analysis technique used statistical analysis, namely multiple linear regression test, F test, t test, and the coefficient of determination. The results of the study show that competence, organizational culture, work environment, and rewards have a positive and significant effect on the loyalty of hospital occupational therapists in the Surakarta area. This means that the higher the level of competence, organizational culture, work environment and rewards, the higher the employee loyalty, conversely the lower the level of competence, the lower employee loyalty can be. Competency, Organizational Culture, Work Environment and Rewards variables contributed to Loyalty by 57.1% while the remaining 43.9% was explained by other variables not proposed in this study. Suggestions from this research, Hospitals need to selectively provide improvement programs competence, rewards, and opportunities to practice Occupational Therapy by applying Organizational Culture at work in a conducive work environment.

Performance Model: Organizational Culture, Work Environment and Creativity (Empirical Study at Sekolah Tinggi Ilmu Ekonomi Tuah Negeri)

The purpose of this research is to determine and analyze the influence of organizational culture, work environment and creativity, both partially and simultaneously, on employee performance at the Sekolah Tinggi Ilmu Ekonomi Tuah Negeri. The population in this study were all employees (lecturers and employees) with the total number of sample respondents. The research method used multiple linear regression analysis and descriptive analysis. Regression analysis was carried out to determine whether the independent variables (Creativity, organizational culture and work environment) either partially or simultaneously had an effect on the dependent variable (Performance), and descriptive analysis was carried out by collecting data through the use of respondent questionnaires. The research results show that the organizational culture and work environment variables partially have no effect on performance, while the creativity variable partially has a positive and significant effect on performance. Simultaneously, the three independent variables of organizational culture, work environment and creativity have a positive and significant effect on performance at Sekolah Tinggi Ilmu Ekonomi Tuah Negeri

The Effect of Lecturer Performance and Organizational Culture on Students' Learning Motivation in Higher Education Institutions

The research aims to know the influences of the performance of lecturers and cultural organizations on students' higher education motivation. There are some other problems, there are students who do not see lecturers as he explained, there are students who do not collect the class, there is a student who does not answer the question asked by teachers, and there is still a student who talks to the friend when lecturers explained the materials class in class. Researchers offer a solution to overcome problems with the motivation to study. The motivation to learn this is defined as a learning process using shared potential students, whether physical, mental, or emotional, to achieve educational objectives with insight into cognitive functioning, effective, and psychomotor optimally. The methodology used is descriptive quantitative research. The subject of the study was a student of the Buddhist Religious Education study program with 107 students. The sample in the study was 84 people. Data collection techniques in this study include using interviews and quisionary. The study used multiple linear regression analysis with a 5% error rate. The value of r square or R²=0.471=47.1% indicates that variables of student learning motivation can be explained by the performance variables of lecturers and organizational culture together at 47.1%. In other words, the performance variable of lecturers and organizational culture affects student learning motivation by 47.1%, and the remaining 52.9% are influenced by other factors not included in this research model. While R = 0.686, meaning lecturer performance variable, organizational culture has a solid relationship to learning motivation. Based on data analysis, it can be concluded that 1) there is a simultaneous influence between the performance of lecturers and organizational culture on learning motivation. 2) This shows that the more positive the lecturer's performance and the higher the organizational culture, the more motivation for students to learn in higher education institutions.

Pengaruh Budaya Organisasi, Lingkungan Kerja dan Karakteristik Individu Terhadap Kinerja Karyawan

This study aims to determine and analyze the effect of organizational culture, work environment, and individual characteristics on employee performance in a company. This research uses quantitative methods with descriptive analysis. Data collection was carried out by distributing questionnaires to 138 employee respondents at a company. The sample used in this study was 102 respondents. The data analysis technique used in this study is the Outer Model with the calculation of Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha and Inner Model with the calculation of T-statistic, f-square, and VIF using Smartpls 4.0. The results showed that all variables of Organizational Culture, Work Environment, and Individual Characteristics had a positive and significant effect on Employee Performance in a Company.

FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN TPI TASIK AGUNG REMBANG

This study aims to determine the influence of organizational culture, job engagement, organizational environment on the performance of Tpi Tasik Agung Rembang employees. This type of research uses quantitative research methods and the data used in this study is primary data. The population in this study was TPI Tasik Agung Rembang, this study used non-probability techniques with a saturated sample of 80 respondents. The measurement of this study used a Likert scale which was then processed with the IBM SPSS Statistical Version 25 analysis tool using multiple linear analysis. The results of this study show that there is a positive and significant influence between organizational culture and performance partially, job engagement has a positive and significant effect on performance partially, the organizational environment has a positive and significant effect on performance partially. The results of the coefficient of determination (R2) test obtained a value from Ajusted R Square of 0.341 or 34.1% showed that performance variables were influenced by organizational culture variables, job engagement, organizational environment while 65.9% were influenced by other variables

The Influence of Commitment, Quality of Work, and Organizational Culture to Employee’s Achievement

ABSTRACT
 This research was conducted with the aim to study and analyze the Commitment, Quality of Work, and Organizational Culture of Employee Job Performance at the Secretariat of the Film Censorship Institution of the Ministry of Education and Culture. The population in this study were all employees of the Film Censorship Institution Secretariat and the sample used was 121 saturated newspaper reports. In conducting this research, the authors used a quantitative method using Structural Equation Modeling (SEM) with the help of Lisrel 8.8 software. and Annova. There is a significant difference and there is a positive difference between the variable Work Quality with Work Performance (t value> 1.96) and there is a significant difference but there is no difference between Organizational Culture and Work Performance variables (t value <1.96).

Pengaruh Budaya Organisasi, Kompensasi, Motivasi Dan Stress Kerja Terhadap Kinerja Pegawai KPP Pratama Kediri

Every company expects its employees to perform well. This study aims to analyze the influence of organizational culture, compensation, motivation, and work stress together on the performance of Employees of Kantor Pajak Pelayanan Kediri. This type of research is quantitative. Free variables (X) of organizational culture, compensation, motivation, and work stress and bonded variables (Y) of employee performance are used as research objects. The research instrument uses questionnaire questionnaires. Data analysis techniques include instrument trials, descriptive analysis, classical assumption tests, multiple linear regressions, and hypothesis tests. Research results: (1) Organizational Culture has a significant effect on employee performance at Kantor Pelayanan Pajak Kediri. (2) Work compensation has a significant effect on employee performance at Kantor Pelayanan Pajak Kediri. (3) Work motivation has a significant impact on employee performance at Kantor Pelayanan Pajak Kediri. (4) Work stress has no significant effect on employee performance at Kantor Pelayanan Pajak Kediri.

The Impact of Organizational Culture and Working Motivation on Performance of Employee: A Case Study at Government Organization

An effective human resource management strategy, which focuses on employee development, can help an organization gain a competitive advantage and achieve its long-term goals. This research aims to determine the influence of organizational culture and work motivation on the performance of employees of the Department of Cooperatives SMEs, Industry and Trade in Purwakarta Regency. This research is quantitative descriptive research, the sampling technique used is stratified random sampling. The number of samples taken from respondents, namely employees of the Department of Cooperatives SMEs, Industry and Trade in Purwakarta Regency, was 80 participants. Instrument testing in this research is validation testing and reliability testing. Meanwhile, data analysis techniques use linearity tests, normality tests, partial hypothesis tests, simultaneous tests. The results of this research show that organizational culture and work motivation variables have a positive effect on employee performance. The variables of organizational culture and work motivation have a positive effect on the performance and the results of this research show that the variables of organizational culture and work motivation have a positive and significant effect on the performance.

Kinerja Dilihat dari Perspektif Kepemimpinan Militer dan Budaya Organisasi

This study aims to determine the role of military leadership and organizational culture on leaders' performance in the TNI AD Military Police unit. The approach used is descriptive verification with multiple regression methods. The population in the study were 69 POMDAM and DENPOM commanders throughout Indonesia. Data collection used a questionnaire distributed via google forms in one data collection (cross-sectional method). Military leadership variables are measured by task-oriented, relationship-oriented, change-oriented, and external dimensions. Organizational culture variables are measured using the dimensions of individual behavior, norms, dominant values, philosophy, applicable regulations, and organizational climate. Meanwhile, the TNI Commander's regulations measure the leader's performance, including quantity, quality, creativity, cooperation, initiative, and personal qualities. The findings show that military leadership and organizational culture significantly affect leadership performance, partially or simultaneously. Military leadership, which is a projection of the personality and character of a leader to make his subordinates do what is asked, can explain performance. Oath-based military culture includes matters such as commitment, values, and behavior which are elements in the culture that play a role in improving the performance of every level of personnel in the organization.

THE RELATIONSHIP BETWEEN THE IMPLEMENTATION OF SCHOOL-BASED MANAGEMENT (MBS) AND ORGANIZATIONAL CULTURE ON TEACHER PERFORMANCE AT DAAR EL QOLAM HIGH SCHOOL

This research discusses the low performance of teachers at SMA Daar el-Qolam, Gintung, Jayanti, Tangerang. The low performance is attributed to cultural organizational factors and the suboptimal implementation of school-based management. Therefore, this study explores the relationship between school-based management, organizational culture, and teacher performance at SMA Daar el-Qolam. The research design is quantitative and employs a correlational method. All data for this study were obtained through observation, documentation, and interviews, with a questionnaire as the research instrument. The population for this study consists of 95 teachers. The sample used in this study is a saturated sample, so the sample size is equal to the population size. Based on the research findings (1) There is a positive and significant relationship between the implementation of School-Based Management (SBM) and teacher performance at SMA Daar el-Qolam. This is evidenced by the percentage of the relationship between SBM and teacher performance variables, which is 41.60%, while the remaining 58.40% represents other unexplained factors in this study. (2) There is a positive and significant relationship between organizational culture and teacher performance at SMA Daar el-Qolam. The percentage of the relationship between organizational culture and teacher performance variables is 34.40%, while the remaining 65.60% is not explained in this study. (3) There is a significant combined relationship between the implementation of School-Based Management (SBM) and organizational culture with teacher performance at SMA Daar el-Qolam. The percentage of the variables SBM and Organizational Culture in explaining teacher performance variables is 52.60%, while the remaining 47.4% is unexplained. The R-value has been adjusted without any other factors included.

Analysis of Leadership Style, Organizational Culture, and Organizational Commitment on Employee Performance Moderated by Reward System

Employee performance has a very important role in the success of a company. Employees who have good performance will help the company achieve its goals and vision, but not all have good performance; some employees only meet sufficient criteria, as happened with the employees of RM SME Regional Office Jakarta 1 PT. Plat Merah Berwarna Biru Bank. This research aims to analyze the role of reward system variables in moderating the influence of leadership style, organizational Culture, and organizational commitment on employee performance. This research is categorized as causality research with a quantitative approach. The sample was determined using a simple random sampling technique. Research data was collected by distributing questionnaires to 145 samples. Data analysis was carried out using the partial least squares method through the SmartPLS version 3 program. The research results show that each variable of leadership style, organizational culture, organizational commitment, and reward system directly has a significant effect on employee performance. The reward system can only moderate the influence of organizational culture on employee performance, but the reward system has yet to moderate the influence of leadership style and organizational commitment on employee performance.

The Impact Of Work Stress As Moderator Between Organizational Culture And Employee Performance At Musical Equipment Company In Medan

Employees can experience job stress if the work they are responsible for is beyond their abilities, affecting their performance. Organizational culture can help improve employee performance by creating high work comfort for employees to give their best. This study aims to analyze the impact of work stress as a moderation between organizational culture and employee performance. This research approach is quantitative explanatory research conducted at PT Citra Perdana Sejahtera (Medan Musik), West Medan, in December 2022. The population of all employees totaled 102 people; the sampling technique used saturated sampling. Data analysis using the SPSS version 21 program, the test used is multiple regression, the coefficient of determination (R2), the F test, and the t-test with a significant limit of 0.05. The results showed that the work stress variable partially had a positive and significant effect on employee performance with a t-count value of 4.486 ≥ t table 2.5 with an essential matter of 0.000 ≤ 0.05. Organizational culture variables partially have a positive and significant effect on employee performance with a t-count value of 5.816 ≥ t table 2.5 with an essential value of 0.001 ≤ 0.05. Job Stress and Organisational Culture positively and significantly affect employee performance at PT Citra Perdana Sejahtera (Medan Musik) with an f-count weight of 97.029 ≥ f-table 3.10 with a significant deal of 0.00 ≤ 0.05. In conclusion, based on partial and simultaneous tests, work stress and organizational culture variables have a relationship with employee performance with a coefficient of determination (R2) value of 65%; the remaining 35% is explained by independent variables not examined in this study, such as work environment, compensation, and others.

THE INFLUENCE OF LEADERSHIP STYLE AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE AT PT. BUMI MEKAR HIJAU

This study examines the analysis of the effect of leadership style and organizational culture on employee performance at PT. Bumi Mekar Hijau (BMH) Ogan Komering Ilir, South Sumatra Province. The purpose of this study is to determine whether the leadership style has a partial influence on employee performance at PT BMH then to determine whether the organizational culture has a simultaneous influence on employee performance at PT BMH and to determine which is more dominant between the influence between leadership style and organizational culture on employee performance at PT BMH. The R number is obtained 0, meaning that the correlation between the leadership style and organizational culture variables is 0.816, this means that there is a strong relationship because the value is close to 1. While the results of R Square (R2), which shows the coefficient of determination. This figure will be converted to percent form which means the percentage contribution of the dependent variable. The R2 value of 0.569 means that the contribution of leadership and motivation to job satisfaction is 56.9% while the rest is influenced by other variables not included in this study.

The Impact of Decreased Individual Behavior and Organization Culture on Employee Performance in PT. Saran Bhuana Jaya

The main problem in the following research is that the implementation of employee performance at PT. Sarana Bhuana Jaya is classified as inadequate. The purpose of this research is to evaluate how employees behave and the importance of habits that exist on the results of employee performance at PT. Sarana Bhuana Jaya. Based on this problem, the problem is classified into a number of sub-problems, namely 1). Does organizational culture and individual behavior have an impact on employee performance at PT. Bhuana Jaya Facilities. 2). Which variable has the most impact on employee performance at PT. Bhuana Jaya Facilities. This type of research includes quantitative research using an associative research approach whose purpose is to test the correlation of 2 or more variables. The data collection methods used were questionnaires, reference searches, documentation, and observations to determine the actual facts to support the results. Multiple regression analysis using the SPSS Version 22 program was used to describe the effects of a number of independent variables (X) on the dependent variable (Y). The results explain that individual behavior has a significant and positive impact on employee performance and organizational culture has a significant and positive impact on employee performance. And It turns out that individual behavior has an impact but not significant on employee performance while organizational culture variables have a significant impact on employee performance. Implications for the theory and practice are discussed.

Pengaruh Motivasi, Kompensasi, dan Budaya Organisasi Terhadap Kinerja Karyawan pada PT. Pos Indonesia (Persero) Padang

This research aims to identify dominant indicators in the variables of employee performance, motivation, compensation, and organizational culture at PT. POS Indonesia (Persero) Padang and to see the influence of motivation, compensation, and organizational culture partially and jointly on employee performance at PT. POS Indonesia (Persero). Research data using primary data was obtained by distributing questionnaires to employees of PT. Pos Indonesia Padang branch on the street. Bagindo Aziz Chan, numbering 78 people. The technique for data analysis uses multiple linear regression, t-test, and F then the coefficient of determination. The research results include (1) The dominant indicator in the motivation variable is the need for security with an average of 4.20 with a TCR of 84.00%. The dominant indicator in the compensation variable is allowances with an average of 4.22 with a TCR of 84.40%. The dominant indicator of organizational culture is performance with an average of 4.10 and a TCR of 82.00%. The dominant indicator of employee performance is work quantity with an average of 4.21 and TCR of 84.20%.