Positive Influence Of Organizational Culture Research Articles

The Effect of Organizational Culture, Leadership Style, and Trust to Organizational Commitments of LP3I Polytechnic Jakarta Lectures

The purpose of this study is to obtain valid and reliable empirical data, facts and information about the influence of organizational culture, leadership style, and trust to the organizational commitment of the LP3I Polytechnic Lecturers in Jakarta. This study makes the use of associative quantitative approach and path analysis technique. The population in this study were all permanent lecturers at the LP3I Polytechnic Jakarta with 215 people in total. The sampling method was using simple random sampling upon all permanent lecturers at the LP3I Polytechnic Jakarta who were actively working in 2017. The sample was taken using the Slovin formula and the sample size therefore was 145 lecturers. The research data was filtered through questionnaires. The results of the study concluded that there was a positive direct effect of Organizational Culture to the Organizational Commitment, there was a positive direct effect of Leadership Style to Organizational Commitment, there was a positive direct influence Trust to Organizational Commitment, there was a positive direct influence Organizational Culture to Trust, there was a positive direct influence Leadership Style to Trust , there was a positive influence of Organizational Culture, Leadership Style and trust simultaneously to Organizational Commitment and there was a positive influence of Organizational Culture and Leadership Style simultaneously to the trustworthiness of the LP3I Polytechnic Lecturers in Jakarta. This finding implied that, should you want to increase the Commitment of LP3I Polytechnic Jakarta Lecturers to the organization, it can be done through the increase of Organizational Culture, Leadership and Trust Style in a systematic and planned manner.

Pengaruh Insentif dan Budaya Organisasi Terhadap Kepuasan Kerja Guru

This study aims to determine the effect of incentives and organizational culture on teacher job satisfaction at SMK N 2 Bukittinggi. This study uses 3 variables, namely incentives, organizational culture and job satisfaction. The research instrument used was a questionnaire distributed to 94 teachers of SMK N 2 Bukittinggi taken using total sampling techniques. Furthermore, the data collected was analyzed using multiple regression analysis to see the most dominant component of its influence on teacher job satisfaction at SMK N 2 Bukittinggi. The results of this study indicate: First, there is a positive and significant effect of incentives on teacher job satisfaction. Second, there is a positive influence of organizational culture on teacher job satisfaction. Third, there is a positive influence and organizational culture on teacher job satisfaction. The results of this study are expected to be useful for increasing teacher job satisfaction through the incentives provided and the organizational culture that is applied. Keyword: incentives, organizational culture and job satisfaction

PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA

There are many aspects and factors that can affect employee performance in a company. This study will observe about the influences of organizational culture and work motivation to the employee performance, the influence of organizational culture and work motivation to job satisfaction on and the influences of job satisfaction can affect to employee’s performance at PT. Asuransi Binagriya Upakara. This study uses literature and empirical methods with a survey approach (questionnaire) by taking a sample of 120 respondents, and statistical analysis of structural Equation Model (SEM). The research shows that there is a positive and significant influence of organization culture to employee performance (57%), there is a positive and significant influence of work motivation to employee performance (47%), there is a positive and significant influence of organizational culture to job satisfaction (49%), there is a positive influence of work motivation to job satisfaction (51%). Likewise, from indirect relations, there is an indirect positive influence of organizational culture on employee performance through job satisfaction (87%), and indirect positive effects of work motivation on employee performance through job satisfaction (72%). Based on the study above to improve employee’s performance from organizational culture aspect, it is recommended through developing innovation culture, from motivational aspect it is recommend through improvement of behavior and work ethic, as well as an active role of the leaders in motivating and evaluating company’s standard procedure such as work system, procedure, and HR Provision. Form the aspect of job satisfaction it is recommended to create an encouraging working climate, evaluating and analyzing the need of work facilities and infrastructures, as well as analyzing and evaluating compensation and benefit for employees, so that will help to increase employee’s performance. Keywords: Organizational Culture, Work Motivation, Job Satisfaction, Employees Performance

PENGARUH PARTISIPASI ANGGARAN TERHADAP PENINGKATAN KINERJA MANAJERIAL DENGAN PSYCHOLOGICAL CAPITAL DAN BUDAYA ORGANISASI SEBAGAI VARIABEL INTERVENING

This study was conducted to determine the effect of budget participation on managerial performance with psychological capital and organizational culture as an intervening variable. The data to be used in this study are primary data obtained through questionnaires.. Respondents were selected by random sampling method with the following criteria: have a minimum education S1, has experience in the field of budget for at least one year actively involved in the budgeting process, large-scale manufacturing company with employees more than 300 people, and the total assets owned by the company over one hundred billion. The sample used in this study were 115 respondents manager of a manufacturing company in the Province of Banten. Data analysis was performed using Partial Least Square (PLS). The study provides empirical evidence that there is a positive effect of budget participation at psychological capital, the positive influence of budget participation on culture organization, the positive influence of budget participation on managerial performance, the positive influence of psychological capital on managerial performance, and the positive influence of organizational culture on managerial performance. Result This study also shows the role of psychological and cultural capital No organization as variables mediating the effect of budget participation on managerial performance.

PENGARUH BUDAYA ORGANISASI, GAYA KEPEMIMPINAN, DAN JABATAN FUNGSIONAL AUDITOR TERHADAP KOMITMEN ORGANISASI DAN DAMPAKNYATERHADAP KINERJA AUDITOR INTERNAL (Studi pada BPKP dan Inspektorat Sumatera Selatan)

This study examines the influence of organizational commitment, organizational culture, leadership style, functional position on performance of auditors.. This research uses convenience sampling technique to select the respondent . Data were collected through a survey on 98 government auditors who work at Inspectorate of South Sumatra Province and BPKP representative of South Sumatra. Structural Equation Model (SEM) with Partial Least Square (PLS) was applied to analyzed the data. The result of this research indicate positive influence of organizational culture, leadership style, functional position on performance of auditors. Futhermore, it was found that there were no significant influence on organizational culture, leadership style, functional position on performance of auditors with organizational commitment as antecedent

Impact of Supplier Relational Capital on Supply Chain Performance in Pakistani Textile Industry

This research aims to improve supply chain performance (SCP) through successful usage of supplier relational capital (SRC). This can be through investigating the effect of enterprise resource planning (ERP) system and organizational culture (OC) on the relationship between supplier relational capital and supply chain performance in the context of Pakistani manufacturing firms. The questionnaire survey was posted to the Pakistani manufacturing firms that are using ERP system. A total of hundred (100) usable responses were received and used in the analysis. The findings of this research indicated that there is a strong and significant positive relationship between SRC on SCP. In addition, the results also show a significant and positive influence of organizational culture on the relationship between SRC and SCP. Moreover, a significant but moderate influence of ERP on SCP was observed. The evidences show that textile firms in Pakistan not only have to improve their relationship with suppliers but also promote a conducive organizational culture to reap the benefits of ERP implementation and consequentially supply chain performance.

Commitment to Work and its Relationship with Organizational Culture Mediated by Satisfaction

Purpose – The objective of this study is to analyze the mediating effect of satisfaction on the relationship between organizational culture and commitment at work. Design/methodology/approach – This paper adopts a quantitative and descriptive approach, applying an online questionnaire to employees of a public development bank operating in the Northeast of Brazil. The analysis method involved the use of structural equations modeling. Findings – The main results indicate that job satisfaction plays an important role in employee commitment, mediating the positive influence of organizational culture on commitment to work in its affective, instrumental, and normative dimensions in adhocratic cultures, and on affective commitment in clan cultures. They also indicate that satisfaction is a direct predictor of organizational commitment in the same way it mediates the relationship between culture and commitment. Originality/value – This paper contributes to increasing the theoretical knowledge about the relationships established between culture, satisfaction, and commitment. For the area of people management, this knowledge can favor organizational performance, allowing managers to act more accurately in each of these constructs.

BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI PT. PERKEBUNAN NUSANTARA

Employee who has a big commitment to the company will increase the productivity and goal achievement of the company itself. This research is aimed to know the influence of organizational culture toward affective commitment, continuity commitment, and normative commitment in PT. Perkebunan Nusantara XIV. The subject of this research are 84 employees that chosen by Cluster Sampling Technique. This research used Simple Regressive Linear Test. The research result showed that there was positive influence of organizational culture toward affective commitment (p=0,000, Rsquare=0,269), there was no negative influence of organizational culture toward continuity commitment (p=0,000, Rsquare=0,168), and there was any positive influence of organizational culture toward normative commitment (p=0,000, Rsquare=0241). This research may have a benefit for the company making the employee owns the responsibility to implement the important aspects of organizational culture

The THE INFLUENCE OF LEADERSHIP BEHAVIOR, ORGANIZATIONAL CULTURE, AND WORK MOTIVATION TOWARD THE WORK ETHIC OF MUHAMMADIYAH TEACHERS IN PEKANBARU CITY RIAU PROVINCE

This research was motivated by the work ethics of teachers in Muhammadiyah schools that were not good yet, where loyality and compliance to organization is still low and there is less concern with the morality of the job. The aim of this research is to study the influence of leadership behavior, organizational culture, and work motivation toward the work ethics of Muhammadiyah teachers in Pekanbaru of Riau Province. This research has used a survey method with the causal technique. Meanwhile, to analyze the influence between variables the path analysis is used. The path analysis requires of a significant linear regression relationship between two variables. Meanwhile, to calculate the coefficient of each path, a positive correlation coefficient of two variables is required. The population in this research is Muhammadiyah teachers in Pekanbaru of Riau Province of totally 172 teachers and the sampling is 120 teachers. The results of this study indicate that there is; (1) a direct positive influence of leadership behavior toward teachers' work ethic, (2) a direct positive influence of organizational culture toward teachers' work ethics, (3) a direct positive influence of work motivation toward teachers' work ethics, (4) a direct positive influence of organizational culture toward work motivation, (5) a direct positive influence of leadership behavior toward work motivation. Thus, the improvement of work ethics of teachers can be achieved well if there is a strong influence of leadership behavior, organizational culture and well organized work motivation.
 Keywords: work ethics, leadership behavior, organizational culture, and work motivation

PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MODERASI PADA STEKOM SEMARANG

This research aims at analyzing the influence of organizational culture, motivation, organizational commitment as moderating variables and their impact on employee performance. The proposed hypotheses: An organizational culture has a significant influence on employee performance, motivation has a significant influence on employee performance, organizational commitment has a meaning effect on employee performance. The results showed that organizational culture positive and significant effect on employee performance, motivation and significant positive effect on employee performance, organizational commitment moderates the positive influence of organizational culture on employee performance, organizational commitment moderates the positive effect of work motivation on employee performance

Effect of Spiritual Leadership to Organizational Culture and Employee’s Loyalty

<p>Although the leader of the Society’s Eye Hospital, East Java has the characteristics of spiritual leadership as in the dimensions of spiritual leadership developed by Fry (2003) including vision, hope / faith, and altruistic love, however the level of employee turn over is still high. To address this problem, the research is using a quantitative causality approach and SEM PLS model as the data analysis technique used. The result of the research shows that there is a significant positive influence on spiritual leadership towards the organizational culture. A significant positive influence of organizational culture also seen on employee’s loyalty, and there is a positive but insignificant influence of spiritual leadership on employee’s loyalty.</p>

ANALISIS PENGARUH BUDAYA ORGANISASI, KOMPENSASI, DAN KEPUASAN KERJA TERHADAP TINGKAT TURNOVER KARYAWAN PT. YUASA BATTERY INDONESIA – TANGERANG

ABSTRACT PATH ANALYSIS OF ORGANIZATIONAL CULTURE, COMPENSATION AND JOB SATISFACTION ON EMPLOYEES TURNOVER OF YUASA BATTERY INDONESIA, CO,-LTD.-TANGERANG. The study attempted to examine a phenomena and to gain empirical evident, as well as to get a brief data on the influence of organizational culture, compensation and job satisfaction on employee turnover. The study applied descriptive and inductive of multivariat regresion method it’s include 94 respondents as the samples. The samples were selected through proporsionate stratified sampling. The statistical tool were used is SPSS 17 software as the means to examine the data. The findings could be concluded as follows: (1) There was positive effect from all independent variables toward employee turnover within value influence 80,9%. (2) The results of this research indicated that job satisfaction was the greatest affecting to the employee turnover was as much as 59.1%. (3) Meanwhile there are positive influence of organizational culture was equal to 26.7%. (4) Then there are positive affecting of compensation was equal to 12.6%. Based on the analysis of the conclusions and implications of this research, there are several suggestions as follows:(1) Based on the calculation results of the questionnaire, organizational culture variables (X1) which consists of 4 dimensions and 12 indicators, dimensions of employee engagement have a presentation of the most low at 48.94%. It should be a concern for the company improve employee engagement as a problem-solving discussion, provides an opportunity to move forward, and so on. (2) The compensation variable (X2) consisting of 4 dimensions and 12 indicators, dimensions of the facility have a presentation that is equal to 51.33% lower. It should be a concern for the company improve employee facilities required such as parking areas, parks, sports facilities, so that employees feel comfortable in the company area. (3) The Job satisfaction variables (X3) which consists of 4 dimensions and 16 indicators, job security dimension has the lowest presentation that is equal to 52.38%. It is recommended that companies pay more attention to health and safety, and social security so employees do not feel anxious in doing the job.(4) The Turnover variable (Y) consisting of 4 dimensions and 13 indicators, dimensions of the work environment has a presentation of the work value that is equal to 53.19%. This is not apart from polluting production processes and pollution and generate waste hazardous and toxic material. Although the company has done with the implementation of an Environmental Management System ISO 14001 but is still expected to increase in the control of potential environmental pollution and threats, so that not only the employees in the company that would avoid the risk of pollution and contamination of the surrounding community but also will feel calm and do not disturb the existenceof the c ompany. Kata Kunci: Budaya Organisasi, Kompensasi, Kepuasan Kerja, Tingkat Trun Over Karyawan

Hubungan Motivasi dan Budaya Organisasi Terhadap Kinerja Pegawai BKKBN Provinsi Jawa Tengah

Human resources is one factor that has an important role in improving employee performance. Given the importance of human resources, it is a company or organization must pay attention to the factors that affect human resources work. Organizational culture and motivation affect the performance of employees in accordance with procedures and increase employee performance. This research was conducted in the city of Semarang. Samples were taken by using simple random sampling technique. Methods of data collection is done by using a questionnaire distributed to respondents who work in Central Java Province BKKBN office. The data obtained in this study were analyzed using multiple linear regression analysis. These results indicate that the variables of motivation and organizational culture has a positive and significant impact on employee performance. With the positive influence of organizational culture and motivation can improve employee performance.

The Influence of Organizational Culture on Job Satisfaction towards Improving the Quality of Education in University of Riau

This study aims to determine the influence of organizational culture on job satisfaction of employees at University of Riau, Pekanbaru. The study used survey methods with correlational techniques. This study involves 60 employees from University of Riau who were selected by simple random sampling. Questionnaires were administered to collect data on job satisfaction and organizational culture among the employees. A pilot study involving 30 employees was conducted for validity and reliability of the instrument. The analysis of the pilot study showed Cronbach alpha value of 0.87 and 0.90 which indicates a high reliability. In this study, the descriptive analysis involves frequencies, percentages, mean, mode and median while the inferential analysis involves linear regression. The findings showed that organizational culture and job satisfaction among employees is at a sufficient level, and there is a positive influence of organizational culture on employees’ job satisfaction. The better the organizational culture the higher the employees’ job satisfaction. The results of this study show that employees’ job satisfaction can be improved through an organizational culture that is conducive. The findings of this study have implications for the management of the University of Riau to involve employees in taking part in cultural activities and conduct trainings to improve their skills in administrative management.