Positive Influence Of Organizational Culture Research Articles

The Impact of Organizational Culture and Human Resource Quality on Employee Job Satisfaction in Social Services

This research aims to analyze the positive influence of organizational culture and the quality of human resources on employee performance through job satisfaction. We involved 100 employee respondents in the research and conducted the analysis using the descriptive model and multiple linear regression analysis with the SPSS 25 program. The results of the research show that organizational culture has a positive and significant influence on performance, as does the quality of human resources, which also has a positive and significant influence on employee performance. Apart from that, simultaneously, organizational culture and the quality of human resources also have a positive and significant effect on performance. Another finding is that organizational culture has a positive and significant influence on job satisfaction, as does the quality of human resources, which has a positive and significant influence on employee job satisfaction. Research has proven that job satisfaction significantly and positively affects employee performance. Finally, simultaneously, organizational culture and the quality of human resources have a positive influence on employee performance through job satisfaction. Thus, this research contributes to understanding the complex interactions between organizational culture, quality of human resources, job satisfaction, and employee performance so that it can become a basis for improving and developing management strategies in the organizational environment.

The Influence of Organizational Culture, Alliance Partners, Digital Capability on Firm Performance Mediated by Strategy Flexibility

Aims: The study examines the effects of organizational culture, alliance partners, and digital capability on firm performance, mediated by strategy flexibility in the national automotive component industry in Indonesia.
 Study Design: The data collection technique was non-probability sampling with purposive sampling method in which the number of samples that met the criteria to be analyzed were 228 companies.
 Place and Duration of Study: The population of this study were all automotive component companies located in Jakarta, Banten and West Java, totaling 237. Each sampled company is represented by one respondent, namely a manager or senior manager of an automotive component industry company.
 Methodology: Structural Equation Model (SEM).
 Results: These findings suggest the importance of flexible strategies for leveraging internal and external resources to enhance performance. Strategy flexibility partially mediates the effects of organizational culture and digital capability on firm performance, and fully mediates the effect of alliance partners.
 Conclusion: This study shows the results of the positive influence of Organizational culture, Alliance Partners, Digital Capability, and Strategy Flexibility toward Firm Performance. Strategy Flexibility as a mediating variable can mediate the effect of Organizational Culture, Alliance Partners and Digital Capability on Firm Performance. The implications of this research can be an input for the leaders of the national automotive component industry companies in making a strategic decision to face the challenges of increasingly complex business competition through the implementation of a flexible strategy in the services and processes of the manufacturing industry which has implications for improving company performance.

The Influence of Organizational Culture and Providing Incentives on Employee Performance

This research is motivated by the author's observations regarding the problem of low employee performance at the Office of Education and Culture of the City which shows that organizational culture and incentives are still not in accordance with what is expected and employee performance is still not optimal. The purpose of this study was to analyze positive influence of organizational culture and the provision of incentives on employee performance at the Education and Culture Office of the City. This research is a correlational quantitative research with associative type. The population in this study was all employees at the Office of Education and Culture of the City totaling 90 employees and the sample was determined using the Cohran formula with an error rate of 10% with the Proportionate Stratified Random Sampling technique obtained 63 employees. The research instrument uses a questionnaire with a Liker scale which has 5 alternative answers. Before the questionnaire was used, trials were carried out to determine its validity and reliability. Data analysis techniques were performed using multiple linear regression tests which were processed using SPSS version 24. The results of the data analysis show that there is a significant influence between organizational culture and the provision of incentives jointly on employee performance. So the multiple linear regression equation used is 32.864+0.324X1+0.427X2+e. In the determination coefficient test, the gain is r² = 0.613 which shows that the determination of the organizational culture variable and the provision of incentives on employee performance is 61.3%.

The Influence of Organizational Culture and Providing Incentives on Employee Performance

This research is motivated by the author's observations regarding the influence of organizational culture and the provision of incentives on employee performance at the Education and Culture Office of the City of Bukittinggi which shows that organizational culture and provision of incentives are still not in accordance with what is expected and employee performance is still not optimal. The purpose of this study was to obtain data and information about (1) the positive influence of organizational culture on employee performance at the Education and Culture Office of the City of Bukittinggi, (2) the positive effect of providing incentives on employee performance at the Office of Education and Culture of the City of Bukittinggi, This research is a correlational quantitative research with associative type. The population in this study were all employees at the Office of Education and Culture of the City of Bukittinggi totaling 90 employees and the sample was determined using the Cohran formula with an error rate of 10% with the Proportionate Stratified Random Sampling technique obtained 63 employees. The research instrument uses a questionnaire with a Liker scale which has 5 alternative answers. Before the questionnaire was used, trials were carried out to determine its validity and reliability. Data analysis techniques were performed using multiple linear regression tests which were processed using SPSS version 24. The results of data analysis show that there is a significant influence between organizational culture on employee performance with tcount> ttable 2.118> 1.669. There is a significant influence between giving incentives and employee performance with tcount>ttable (2.118>1.669). There is a significant influence between organizational culture and the provision of incentives on employee performance with a value of Fcount>Ftable (1.559> 3.14), so there is a significant influence between organizational culture and provision of incentives jointly on employee performance. The regression table shows a constant value of 59.576 and a regression coefficient of the X1 variable of 0.352 and a regression coefficient of the X2 variable of 0.202. So the multiple linear regression equation used is 59.576+0.352X1+0.202X2+e.

An Inferential Response of Organizational Culture upon Human Capital Development: A Justification on the Healthcare Service Sector

Abstract Research background Many studies have declared the influence of organizational culture on the performance of employees, however little attention was given to the correlation of organizational culture and human capital development in the healthcare sector in the Indian context. Purpose The current study intends to elucidate the effects that organizational culture has on the development of Human Capital for various healthcare service sector organizations in Odisha. Research methodology A total of 300 responses were gleaned from various employees employed in different healthcare service sector organizations operating in the Odisha market. The positive influence of Organizational Culture (OC) was observed on the development of human capital as was found from the results of the data analysis. Results From the findings of the study the positive influence of various Reward Systems, Trend towards Participation and Trust was observed on the development of human capital. However, the results of the study showed no significant influence of the dimensions of information systems on the development of human capital. Novelty There are no previous studies which have substantiated the positive impacts of Organizational Culture on Human Capital Development (HCD) which were explicit to the Indian healthcare service sector. Furthermore, the findings of this study provide a unique insight into the influences of certain elements of organizational culture upon developing the human capital of healthcare service sector employees in the Indian context.

The Influence of Principal Leadership and Organizational Culture on The Work Commitment of Public High School Teachers

This research is motivated by the author's observations regarding the influence of the principal's leadership and organizational culture on the work commitment of teachers at SMA Negeri Pasaman Barat which shows that the principal's leadership and organizational culture are still not good and teacher work commitment is still low. The purpose of this study was to obtain data and information about (1) the positive influence of the principal's leadership on the work commitment of teachers of West Pasaman District Senior High School, (2) the positive influence of organizational culture on the work commitment of teachers of West Pasaman District Senior High School, and (3) The influence of positive leadership of the principal and organizational culture on the work commitment of West Pasaman Regency State Senior High School teachers. This research is a correlational quantitative research with associative type. The results of the data analysis show that there is a significant influence between the principal's leadership on teacher work commitment with tcount>ttable (2.578>1.660). There is a significant influence between organizational culture and teacher work commitment with tcount>ttable (6.937>1.660). There is a significant influence between the principal's leadership and organizational culture on teacher performance with a value of Fcount>Ftable (40.629 > 3.09), so there is a significant influence between the principal's leadership and organizational culture together on teacher work commitment. The regression table shows a constant value of 32.864 and a regression coefficient of the X1 variable of 0.263 and a regression coefficient of the X2 variable of 0.646

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN PT. SUMBER ALFARIA TRIJAYA TBK

This study discusses the influence of organizational culture and job satisfaction on organizational citizenship behavior at PT Sumber Alfaria Trijaya Tbk. The purpose of this research is to find out whether there is a positive influence of organizational culture on organizational citizenship behavior, to determine the positive effect of job satisfaction on organizational citizenship behavior, and to find out the positive effect of job satisfaction on organizational citizenship behavior. This research is quantitative with a questionnaire as a data collection tool. Questionnaires were distributed to 90 employees at PT Sumber Alfaria Trijaya, Tbk. A total of 90 questionnaires were returned, and were analyzed using SPSS 25 software. The results of this study prove that there is a significant effect of job satisfaction on organizational citizenship behavior partially, there is a significant effect of job satisfaction on organizational citizenship behavior partially and simultaneously.

Pengaruh budaya organisasi dan komitmen organisasi terhadap kinerja karyawan di Universitas Slamet Riyadi (UNISRI) Surakarta

This study aims to determine the effect of organizational culture and organizational commitment on the performance of Universitas ‘Aisyiyah employees with motivation as an intervening variable. This research is quantitative research using a questionnaire as a data collection tool. The sample of this study was 50 employees of the Universitas Slamet Riyadi (UNISRI) Surakarta using a saturated sampling technique and ata analysis using multiple linear regression. The results of this study indicate that there is a positive influence from organizational culture on employee performance with a significance value of 0.001; there is a positive effect of organizational commitment on employee performance with a significance value of 0.005; there is a positive influence of organizational culture and organizational commitment on employee performance with a significance value of 0.000.

Pengaruh Organizational Culture dan Quality Of Work Life terhadap Motivasi Kerja Guru Madrasah Ibtidaiyah

This study aims to determine the influence of Organizational Culture and Quality of Work Life on the Work Motivation of Madrasah Ibtidaiyah (MI) teachers, Gunung Sari District, West Lombok Regency, for the 2021/2022 Academic Year. This research is a quantitative study in madrasas organized under the Ministry of Religion, Gunung Sari District, West Lombok Regency, West Nusa Tenggara. This study uses a survey method with path analysis applied in hypothesis testing. The study was conducted on 179 teachers as respondents who were selected at simple random. The results of this study are: (1). There is a positive direct influence of organizational culture (Organizational Culture) on work motivation. (2). There is a positive direct influence on the quality of work life (Quality of Work Life) on work motivation, and (3). There is a direct positive influence of organizational culture (Organizational Culture) on the quality of work life (Quality of Work Life).
 Keywords: organizational culture, work motivation, quality of work life.

Pengaruh Budaya Organisasi dan Komitmen Organisasi terhadap Disiplin Guru dengan Kepemimpinan sebagai Variabel Intervening

This study aims to examine how much influence Organizational Culture and Organizational Commitment have on the Discipline of State Vocational High School Teachers in Padang Timur District with Leadership as an Intervening variable. The method of collecting data is through surveys and distributing questionnaires, with a sample of 94 respondents. The analytical method used is path analysis using smartpls. The results obtained based on the Partial Test have a significant positive effect on Organizational Culture on Leadership. There is an insignificant positive effect of Organizational Commitment on Leadership. There is a significant positive influence of Organizational Culture on Teacher Discipline. There is an insignificant positive effect of Organizational Commitment on Teacher Discipline. There is a significant positive effect of Leadership on Teacher Discipline. Leadership mediates the influence of Organizational Culture on Teacher Discipline. Leadership does not mediate the effect of Organizational Commitment on Teacher Discipline.

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.

Pengaruh Budaya Organisasi dan Pemberian Insentif terhadap Kepuasan Kerja Karyawan

The aimed of this research is to determine the effect of organizational culture and the provision of incentives on job satisfaction of employees of Astra Credit Companies Medan. The problem is focused on the organizational culture that is run and the incentive system carried out by the company. In order to approach the problem, the theoretical references from Robbins (2012) and Luthans (2011) are used. Measuring tool use is organizational culture scale, incentive provision scale and job satisfaction scale to 92 employees of Astra Credit Companies Medan and conducting quantitative data analysis. Data analysis is done by multiple linear regression analysis. The results of the study indicate that there is a positive influence of organizational culture and the provision of incentives on employee job satisfaction. Thus, it can be concluded that there is an influence of organizational culture and the provision of incentives on employee job satisfaction.

Фактори, що визначають ефективність роботи співробітників Управління ісламської освіти

The success of the organization in achieving its goals depends on the effectiveness of employees. Because the results of the organization are correlated with the work of its employees. Therefore, it is important to timely assess the factors that affect employee performance. This study aims to analyze the influence of servant leadership, organizational culture, organizational commitment on employee performance at the Directorate of Islamic Education in Indonesia. The research sample in this study is the 180 employees of the Directorate General of Islamic Education of the Indonesian Ministry of Religious Affairs. Data was collected by spreading the survey with a 5-point Likert scale. For each variable in this study, the indicators used and substantiated in previous studies were taken. The data analysis method used in this study is exploratory factor analysis and Structural Equation Modeling (SEM) using Amos version 24. This study shows that servant leadership has a significant effect on employee performance. There is also a direct positive influence of servant leadership on organizational commitment. In addition, there is a positive influence of organizational culture on organizational commitment and employee performance. In turn, organizational commitment has a significant effect on employee performance.

ROLE OF ORGANIZATION CULTURE ON ORGANIZATIONAL AGILITY FOR DIGITAL TRANSFORMATION IN XYZ GOVERNMENT ORGANIZATION

The current situation of VUCA, where changes are more directed at customer needs, speed, accuracy, and sustainability. The presence of technology and the almost simultaneous COVID-19 pandemic requires organizations to have agility in the digital transformation process. This change in situation was also brought about by the XYZ organization, an organization engaged in digital security management. The purpose of this research is to be able to create the right model for talent management within the organization in order to encourage organizations to be more agile and able to go through digital transformation well through organizational culture and knowledge sharing. This research was conducted using quantitative methods. Data were obtained through filling out online questionnaires to 259 members of the XYZ organization. The results showed that there was a significant and positive influence of organizational culture on organizational agility. In addition, knowledge sharing has a significant and positive effect on organizational culture. Meanwhile, the perception of organizational support has a significant and positive effect on both knowledge sharing and organizational culture. This research shows that it is important for organizations to build a good organizational culture in supporting each other to become an agile organization in changing situations like today.

Analisis Pengaruh Kompetensi, Kompensasi Dan Budaya Organisasi Terhadap Komitmen Kontinuan (Study Empiris Pada PT. Eastwind Mandiri Semarang)

The purpose of this study was to determine the effect of competence, compensation, and organizational culture on continuance commitment (empirical study at PT. EastWind Mandiri Semarang). The sample used as a sample is all employees of the Production Department, totaling 100 people, with a purposive sampling method. The analytical method used is data quality test, model quality test, hypothesis testing t-test and multiple linear regression analysis.
 There is an influence between competence on continuance commitment with a significant number of 0.002 < α = 0.05 so it is significant. Meanwhile, t count = 3.226 > t table = 1.660. thus, H0 is rejected and Ha is accepted, meaning the hypothesis that there is a positive influence of competency on the continuance commitment of PT. EastWind Mandiri Semarang. There is an influence between work compensation on continuance commitment with a significant number of 0.000 < α = 0.05 so it is significant. While the t count = 7.315 > t table = 1.660. thus H0 is rejected and Ha is accepted means the hypothesis that there is a positive effect of compensation on the continuance commitment of PT. EastWind Mandiri Semarang. There is an influence between organizational culture on continuance commitment with a significant number of 0.000 < α = 0.05 so it is significant. Meanwhile, t count = 3.635 > t table = 1.660. thus H0 is rejected and Ha is accepted, meaning the hypothesis that there is a positive influence of organizational culture on the continuance commitment of PT. EastWind Mandiri Semarang

Meningkatkan Kinerja Karyawan Dengan Budaya Organisasi Melalui Motivasi Berprestasi Dan Pemberdayaan Karyawan (Studi di Hotel Le Dian – Kota Serang)

The research objective is to find out how Le Dian Hotel can carry out its commitment to provide quality service to every guest represented in an organizational culture so that it can make employees more motivated to achieve maximum work performance and performance assisted by optimal empowerment. The research object was the employees of Hotel Le Dian, Serang with a total sample of 100 people. Data analysis using SEM-PLS model. The results showed that there was a positive influence of organizational culture on employee performance and achievement motivation. There is a positive influence of achievement motivation on employee performance and there is a positive moderation of empowerment on the relationship between achievement motivation and employee performance. This research implies the importance of organizational culture at Le Dian Hotel to be able to improve employee performance which is strengthened by high achievement motivation and employee empowerment.

Pengaruh Budaya Organisasi dan Etos Kerja Terhadap Kinerja Karyawan PT Muara Krakatau Semarang

This study aims to examine the influence of organizational culture and work ethic on the performance of employees of PT Muara Krakatau in Tengaran District, Semarang Regency. Respondents in this study were employees of the sewing section of PT. Muara Krakatau, Semarang Regency, totaling 90 employees. The method used to obtain information data is through a questionnaire. The analytical technique used in this research is multivariate regression analysis. The results showed that there was a positive influence of organizational culture and work ethic on the performance of employees of PT. Muara Karang. It is suggested that to improve employee performance the company must improve organizational culture and work ethic.

The Dynamic of Teachers’ Job Performance

Professional teacher performance is the hope of the Indonesian community to teach the next generation well. The research aimed to find out a direct and an indirect effect of exogenous variables toward endogenous variables. The sample research amounted to 360 public high school teachers in Jakarta. Smart-PLS with r > .70 is used to gain the validity and reliability test required to analyze research data. The results showed that there were: direct positive influences of organizational culture and personality on the trust and decision-making; the direct positive influence of organizational culture, trust, and decision-making on job performance; and also there was an indirect influence of organizational culture through trust on teachers’ job performance; an indirect influence of organizational culture through the decision-making on teachers' job performance; personality through trust on teachers’ job performance. Trust and decision-making as variables intervening did not have an effective influence on job performance, because pandemic has changed the situation of teacher performance.

Penerapan Budaya Organisasi terhadap Peningkatan Kinerja Karyawan pada CV. Desain & Bangunan Sukabumi

In an industrial world, organizational culture is an important element that must be highlighted in an industry because it can affect the performance of its employees. A company will have more advantages if its employees are able to work well in accordance with their main duties and functions, it can be dealt with by growing a good culture in order to provide examples of good ways of working for fellow employees. The purpose of this study is to determine how much influence the organizational culture of improving employee performance on the CV. Design & Building Sukabumi, with a population of CV employees. Sukabumi Design & Building. The population in CV. Sukabumi design & Building totaling 50 respondents, proving the results of this hypothesis using simple linear analysis, the results obtained from this study are, the results of the t test in this study amounted to 13,587 with a significant value of 0,000 significant value of 0,000 smaller than 0.05 (0,000 <0.05). From this it can be interpreted that there is a positive influence of organizational culture on employee performance in the CV. Sukabumi Design & Building.

PENGARUH KOMITMEN TUGAS PIMPINAN PERUSAHAAN DAN BUDAYA ORGANISASI KARYAWAN TERHADAP EFEKTIVITAS KERJA KARYAWAN PADA CV TRIKARSA UTAMA

ABSTRACT
 
 This study aims to reveal the influence of the Commitment of Corporate Leadership (X1) and organizational culture (X2) to the effectiveness of employee work (Y). The research method used was a survey method. The sampling technique uses stratified random sampling. The research sample amounted to 48 respondents. The trial results of the research instruments show that the reliability of the Likert scale instrument of organizational culture is 0.917, work motivation is 0.792, and work effectiveness is 0.854. Analysis of the data used is regression analysis. The conclusion of the research results revealed: (1) There is an influence of the Commitment of the Leadership of the Company to the effectiveness of the work of employees. From the analysis results obtained a regression coefficient of 3,336 means that the influence of the Commitment of the Leadership of the Company amounted to 33.36%. (2) There is a positive influence of organizational culture on work effectiveness. From the analysis results obtained a correlation coefficient of 3742 means that there is a positive influence of organizational culture on work effectiveness by 37.42%. (3) There is a positive influence of the Commitment of the Company's Leadership Tasks and organizational culture together on work effectiveness. From the results of the analysis obtained a regression value of 14.58 means that there is a positive influence on the Commitment of the Leadership of the Company and organizational culture together on work effectiveness is 14.58%.
 Keywords: leadership commitment, organizational culture, work effectiveness, employees