Organizational Culture Variables Research Articles

Employee Performance Engineering Based on Organizational Culture, Compensation and Motivation

Employee performance is determined, among other things, by organizational culture, compensation and motivation. This research aims to examine the influence of organizational culture, compensation and motivation simultaneously or partially on employee performance at the regional public water company, Mojopahit Mojokerto, East Java, Indonesia. The research population was 124 employees of the Mojopahit Drinking Water Regional Public Company in Mojokerto. Meanwhile, 45 people were selected as research samples. Meanwhile, the sampling technique uses simple random sampling. Data collection uses a questionnaire that is distributed directly to respondents. The analysis tool uses multiple linear regression. Hypothesis testing uses the F test to prove the simultaneous influence of the independent variable on the dependent variable and the t test to prove the partial influence of the independent variable on the dependent variable. The research results concluded that organizational culture, compensation and motivation simultaneously or partially affect employee performance, but organizational culture variables have a stronger influence on employee performance than compensation and motivation variables.

Analysis Of The Influence of Organizational Culture, Work Discipline, And Job Satisfaction On Employee Performance At Pt. Bank Syariah Indonesia Office Area Semarang City

This study aims to analyze the significant effect of Organizational Culture, Work Discipline, and Job Satisfaction on Employee Work Productivity with Work Motivation as a Moderating Variable at Bank Syariah Indonesia Branch Office of the Student Army Soldiers in Semarang City, either simultaneously or partially. The population in this study were all employees of Bank Syariah Indonesia Semarang City Area Office, while the sample in this study were 34 respondents who became employees of Bank Syariah Indonesia Semarang City Area Office who were selected using a saturated sampling technique. The data used in this study are primary data obtained through distributing questionnaires. The analysis model used in this study was the Multiple Linear Regression Analysis Model, while the data analysis technique used a simultaneous significance test (F test), coefficient of determination test (R2), and partial significance test (t-test) which were processed with the SPSS 25.00 program. The results of proving the hypothesis and discussion show that the variables of organizational culture, work discipline, and job satisfaction simultaneously have a significant effect on employee performance at PT Bank Syariah Indonesia Semarang City Area Office. Partially, the organizational culture and work discipline variables each have a positive and significant effect, while the job satisfaction variable partially has a positive but not significant effect on employee performance at PT Bank Syariah Indonesia Semarang City Area Office.
 Keywords: Employee Performance, Organizational Culture, Work Discipline, Job Satisfaction

Approaches to sustainability-driven innovation in high-performing Italian firms: A cross-case analysis

This paper investigated the nexus between sustainability-oriented innovation (SOI) initiatives and exceptional profitability in high-performing companies. To this aim, employing a multiple comparative case study methodology, we analyzed 10 cases that excel in both return-on-sales (ROS) compared to industry medians and are actively engaged in SOI initiatives with public evidence. The findings of the study are categorized into internal and external factors affecting company performance, shedding light on managerial practices, organizational culture, and industry-specific variables. From a managerial standpoint, this paper offers valuable insights for managers seeking to balance between sustainable practices, encompassing multiple social and environmental aspects of corporate initiatives, while optimizing economic performance. The paper’s originality lies in its contribution to a deeper understanding of the factors influencing the profitability of SOI and their implications for company management. This exploratory research seeks to expand the knowledge of the relationship between SOI and financial performance (FP), providing a foundation for future research in this domain.

The effect of work motivation, work discipline, organizational culture, and leadership on employee performance in reporting post-immunization adverse events (KIPI)

The purpose of this study was to analyze the effect of work motivation, work discipline, organizational culture, and leadership on the performance of employees in reporting KIPI in Gorontalo Regency. The method in this study was a descriptive-analytic method with a cross-sectional study approach. The research sample consisted of 42 immunization officers and survey officers at Puskesmas in Gorontalo Regency. The data collection method used a questionnaire and the data analysis technique used was multiple linear regression analysis. The results showed that, partially, work motivation (X1), organizational culture (X3), and leadership (X4) had a positive and significant effect on employee performance, while work discipline (X2) did not affect employee performance (Y). The work motivation variable (X1) is the most dominant in its influence on officer performance with a regression coefficient of 0.354. Simultaneously, the variables of work motivation (X1), work discipline (X2), organizational culture (X3), and leadership (X4) have a significant effect on officer performance (Y) in reporting KIPI in Gorontalo District. The independent variables can explain employee performance variables by 62.1% (R-Square), while the other 37.1% is explained by other variables outside this model.

The Effect of Organizational Culture, Work-Life Balance, and Job Satisfaction on Non-Commercial Employee Work Engagement

A person's attachment to their work (work engagement) is a view that is satisfying and provides positive motivation related to work results, which is characterized by a high level of enthusiasm and strong identification with one's work. Employees with high work engagement will be able to mobilize all their abilities for the progress and sustainability of the company. The problem formulation in this research is to determine the influence of Organizational Empowerment, Work Life Balance, and Job Satisfaction on the Work Engagement of Employees of the Non-Commercial Division of PT. Royalboard Banguninti Granito. Research data was taken using observation techniques and questionnaires using Google Form media, with a sample of 56 staff-up employees. The data analysis technique used is multiple linear regression analysis to prove the research hypothesis. Data that has met validity, reliability, and classical assumption tests is then processed to obtain a regression equation. Based on the results of this research, it can be concluded that there is a positive and significant influence of the variables Organizational Culture, Work Life Balance, and Job Satisfaction on Work Engagement among employees PT. Royalboard Banguninti Granito both simultaneously and partially.

Pengaruh Motivasi, Budaya Organisasi dan Disiplin terhadap Kinerja Karyawan pada PT. Ardisal Jasa Utama

The aim of this research is to determine the influence of Motivation, Organizational Culture and Discipline on Employee Performance at PT Ardisal Jasa Utama. The type of research used in this research is Quantitative Research. The sampling technique in this research was a saturated sample, namely 57 respondents. The data processing tool used in this research is SPSS software version 26. Based on the results of the research, it shows that motivation variables have a significant effect on the performance of PT. Ardisal Jasa Utama employees, organizational culture variables have a significant effect on the performance of PT.Ardisal Jasa Utama employees, discipline variables have an effect significant impact on the performance of PT Ardisal Jasa Utama employees. The research results also show that the variables of motivation, organizational culture and discipline simultaneously have a positive and significant effect on the performance of PT Ardisal Jasa Utama employees.

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA DENGAN PENEMPATAN KERJA SEBAGAI VARIABEL MODERASI

This research aims to obtain empirical evidence regarding the influence of organizational culture and job satisfaction on ASN performance with job placement as a moderating variable. This research was conducted at RSUD dr. Sadikin Pariaman. The sampling technique is a sampling technique, namely Stratified Proportional Sampling. This technique uses the number of samples taken from each stratum against the number of elements in each stratum so that the total sample is 103 ASN consisting of the management, the medical, the paramedic, and the support department. The analysis method used is descriptive statistical analysis using SmartPLS 3.0. Based on the results of research testing, it shows that organizational culture has insignificant effect on performance; job satisfaction has a positive and significant effect on performance; job placement has a positive and significant effect on performance; organizational culture and job satisfaction has a positive and significant effect with job placement as a moderating variable. Based on the results, the R square value of 0.434 means 43.4% of the ASN performance at dr. RSUD. Sadikin is explained by the variables organizational culture, job satisfaction, and job placement. Meanwhile, the remaining 56.6% was influenced by other variables not explained in this research.

The Influence of Intrinsic Motivation, Organizational Culture, and Work Discipline on the Performance of Employees in Jakarta BKN Personnel Bureau

This research aims to analyze how much influence intrinsic motivation, organizational culture and work discipline have on the performance of BKN Jakarta personnel bureau employees. Data management uses validity and reliability tests as well as multiple linear regression and multiple correlation using the SPSS 17.0 program. The results of the analysis of multiple linear regression calculations obtained the equation Y = 4.905 + 0.460 X1 + 0.175 X2 + 0.218 X3. This shows that intrinsic motivation (X1), organizational culture (X2), and work discipline (X3) have a positive effect on employee performance (Y). The coefficient of determination (R square) value is 53.3%, this shows that the variables of intrinsic motivation, organizational culture and work discipline contribute 53.3% to the performance of BKN Jakarta personnel bureau employees, while the remaining 46.7% is influenced by variables others not analyzed in this study. The magnitude of this influence shows that intrinsic motivation, organizational culture and work discipline are important elements in improving the performance of BKN Jakarta personnel bureau employees.
 Keywords: Intrinsic motivation, organizational culture, work discipline, employee performance, Jakarta BKN Personnel Bureau

The Influence of Organizational Culture, Physical Work Environment and Compensation (Reward) on Employee Performance at PT. Adroady Jakarta

This study aims to determine the effect of, Organizational Culture,Physical Work Environment and Compensation (Reward) on Employee Performance at PT. Adroady, Jakarta. The data of this study used primary data in the form of questionnaires to 158 employees of PT. Adroady, Jakarta. Data analysis techniques using multiple linear regression analysis and using the SPSS program. The results showed an influence between Organizational Culture (X1), Employee Performance (Y) of 0.351 and an influence of 35,1%. Similarly, the variable Physical Work Environment (X2) on Employee Performance (Y) of 0.233 and has an influence of 23.3%. Then for the variable Compensation (Reward) (X3) on Employee Performance (Y) of 0.199 and has an influence of 19,9%. Partially or simultaneously have a strong influence among the three variables, the most significant is the Organizational Culture variable of 0,000. The results of this research hope that companies can increase compensation (Rewards) which can support employee performance.

Pengaruh Budaya Organisasi dan Motivasi Kerja terhadap Kinerja Karyawan (Studi Kasus PT. Nikomas Gemilang)

This research aims to determine the influence of Organizational Culture (X1) and Work Motivation (X2) on Employee Performance (Y) at PT. Nikomas Gemilang. Sampling technique in this research is simple random sampling, the sample in this research consisted of 50 respondents. The data collection method uses a questionnaire and the measuring instrument used is a Likert scale. Using IBM SPSS Statistics 24 software. Partial research results (t test) state that the organizational culture variable has tcount > ttable, namely 1.872 > 1.678 and a significance level of 0.067 < 0.05, meaning that organizational culture has a positive and significant influence on employee performance, variable work motivation has a value of tcount > ttable, namely 4.082 > 1.678 and a significance level of 0.000 < 0.05, meaning that work motivation has a positive and significant effect on employee performance, and the variables of organizational culture and work motivation have a value of fcount > ftable, namely 64.456 > 2.802 and a significance level 0.000 > 0.05 means that organizational culture and work motivation have an influence on performance. positive and significant influence on employee performance simultaneously.

Faktor-Faktor Yang Mempengaruhi Kinerja Organisasi Bawaslu Republik Indonesia

This research examines the factors that influence the performance of Bawaslu RI, namely using organizational culture variables, change management and information system success. This research uses descriptive analysis and the Structural Equation Modeling (SEM)-Lisrel statistical method. Data was collected from questionnaires distributed and returned from 325 Bawaslu members in Indonesia as respondents. The results of the study show that organizational culture, change management and the success of information systems have a positive and significant effect on the performance of Bawaslu RI.

THE ANALYSIS OF PARTIAL EFFECT AND ORGANIZATIONAL CULTURE MODERATION, TRANSFORMATIONAL LEADERSHIP, AND LOCAL CULTURE, TOWARD PRIVATE HIGHER EDUCATION ORGANIZATION CHANGES

Purpose: This paper aims to analyse the partial effect and moderation between variables of organizational culture, transformational leadership, and local culture; toward organizational changes. Theorical framework: The process of higher education in Indonesia cannot be separated from government intervention as the highest stakeholder, including in educational institutions. Some policies related to the curriculum, teaching staff, education staff, facilities, administration, and so on. Thus, higher education providers must fulfil administrative elements predominantly, rather than developing knowledge and skills. By looking at this phenomenon, there has to be a link between political interests, policies, and higher education (Zhai and Yuan, 2019). Design/methodology/approach: This study uses descriptive qualitative analysis. Data analysis used in this study is using SmartPLS 3.0 with 315 samples of higher education institution leaders in Jakarta. The research questions of this study are: a. the Effects of organizational culture on organizational change; b. the impact of transformational leadership on organizational change; c. impact of local culture on organizational change; d. the impact of transformational leadership facilitation on organizational change; e. effects of local culture moderation on the relationship between organizational culture and organizational change. Findings: The results of this study are: 1) organizational culture has positive and significant impact toward organization changes (relatively low, only 7.1%); 2) transformational leadership has positive and significant impact toward organization changes (relatively high, 88.9%); 3) local culture has positive and significant impact toward organization changes (relatively low, only 5.3%); 4) transformational leadership has no moderation relationship between organizational culture and organization changes; 5) local culture has no moderation relationship between organizational culture and organization changes, hence those two moderation variables are not getting stronger nor weaken. They are independently has partial effect to the organization and need no moderation toward organizational culture to achieve organization changes. Research, Practical & Social Implications: This study has come up with empiric and scientific findings that transformational leadership has the highest effect toward organizational changes in private owned higher education organizations in Jakarta, Indonesia. Originality/value: The novelty of this study has shown that shows that transformational leadership has the greatest impact on organizational change in a private university in Jakarta, Indonesia.

The Influence of Workload and Organizational Culture on Quality of Nursing Work Life : A Case Study

A high quality of nursing work life is important for a hospital to achieve high nurse performance and grow profits in attracting and retaining nurses. Increased workload and unsupportive organizational culture can affect the balance of nurses' lives at work and home, so the quality of nursing work life could be better. This study aims to determine and analyze the workload, organizational culture, and quality of nursing work life and the partial or simultaneous influence of workload and organizational culture on the quality of nursing work life at Arjawinangun Regional General Hospital. This study used analytical survey research methods with a cross-sectional approach. The respondents in this study were 73 nurses at Arjawinangun Regional General Hospital who were selected using random sampling techniques. The independent variables studied in this study were workload (X1) and organizational culture (X2), while the dependent variable was the quality of nursing work life (Y). Information about research variables was obtained by distributing questionnaires and then analyzed using the SPSS program. The results of this study concluded that the workload variables were in the low category, the organizational culture variables were in the high category, and the quality of nursing work life was in the high category. Both partially and simultaneously, workload and organizational culture affect the quality of nursing work life at Arjawinangun Regional General Hospital. Workload variables influence nurses' work-life quality variables less than organizational culture variables.

The Influence of Organizational Culture, Work Attitudes, Work Behavior and Work Conflict On The Employee's Performance of PT. Hastari

The purpose of this study is to understand the Influence of Organizational Culture, Work Attitudes, Work Behavior, and Work Conflicts on the Performance of PT. HASTARI in South Jakarta. The survey population used primary data by distributing the survey to 100 respondents. Analysis of this data uses inference and descriptive analysis. The survey in this study used primary data obtained from the distribution of questionnaires and processed in SPSS 25. From the results of the study, it is known that variables of organizational culture, work attitudes, work behavior, and work conflicts have a positive and significant impact on employee performance are classified as very strong. Dependent variables, or changes in employee performance, are understandably independent variables, a combination of organizational culture, work attitudes, work behavior, and work conflicts. This can be predicted by the ups and downs of employee performance.

Strategy for Reducing Employee Turnover Intention: The Influence of Organizational Culture and Work Environment as Mediated by Job Satisfaction

The research aims to analyze the influence of Organizational culture variables and Work environment variables on turnover intention variables, to analyze the influence of Organizational culture variables and Work environment variables on Job satisfaction variables and to analyze the influence of Organizational culture and Work environment on turnover intention with Job satisfaction as a mediating variable in PT Adhi Karya Manyar Smelter Gresik Project, The type of research used in this research is quantitative research. The population and sample in this study were employees of PT Adhi Karya Manyar Smelter Gresik Project, totaling 271 respondents. The research results show that Organizational culture and Work environment have a positive and significant influence on Turnover intention. Organizational culture has a positive and significant influence on job satisfaction, while work environment does not have a significant influence on job satisfaction. Job satisfaction has a positive and significant influence on turnover intention. Organizational culture has a significant influence on turnover intention through job satisfaction as mediation, but work environment does not have a significant influence on turnover intention through job satisfaction as mediation. From the research results of PT Adhi Karya Manyar Smelter Gresik Project, it is recommended to condition the organizational culture that is implemented, and provide or complete work facilities so that employees feel more at home at work, apart from that, increasing salaries or giving bonuses can also be done for employees to prevent turnover intention from increasing.

Dampak Budaya Organisasi, Kompetensi dan Motivasi Kerja terhadap Kinerja Guru

This research aims to obtain proof and analysis of the impact of organizational culture, competence and work motivation on teacher performance at AL Mubaarok Rembang Vocational School. The sampling technique applied was a saturated sample of 38 permanent teachers. The type of research is quantitative with data analysis techniques using multiple linear regression analysis. Data collection was carried out by distributing questionnaires. Research findings show that organizational culture and work motivation have a significant positive impact on teacher performance. On the other hand, competence has an insignificant positive impact on teacher performance. Based on the determination test, the resulting Adjusted R Square value is 0.626, which means that the variables of organizational culture, competency and work motivation can explain teacher performance by 62.6%, while the remaining 37.4% of teacher performance is explained by other variables outside the model.

Effects and Influential Factors on the Performance of State Elementary School Principals in North Sumatra

Many factors are projected to affect the success of elementary school principals. The basis of this research is the impact and factors that influence the central performance of the State Elementary School Principals in North Sumatra Labuhan Batu Regency, especially the variables of organizational culture, interpersonal communication, innovative behavior, work motivation, and performance of the elementary school principal. This research is quantitative research with ex post facto research. The variables analyzed were not controlled and modified by the researcher, but the facts were revealed based on measuring the symptoms that have been owned or testing what will happen. The path analysis technique was used to investigate the pattern of relationships between variables to know the direct and indirect effects between endogenous and exogenous factors. Research results indicated that the exogenous component that had more substantial direct effect on the principal’s work motivation was the innovative behavior of the principle, interpersonal communication abilities, and the relatively less influential variable was the school’s organizational culture. Meanwhile, exogenous characteristics that had more substantial direct effect on the success of school principals are the school’s organizational culture, the principal’s work drive, innovative conduct and the lowest interpersonal communication abilities.

THE STUDY OF THE IMPACT OF ORGANIZATIONAL CULTURE AND INNOVATION STRATEGY ON BUSINESS PERFORMANCE OF ENTERPRISES

This study constructed a core conceptual framework by introducing the following demographic variables: gender and age, organizational culture, innovation strategy, and business performance. Attempting to analyze the differences in the mean values of the respondents' perceptions of the demographic variable groupings in each variable of organizational culture, innovation strategy, and business performance and the influence of the independent variables on the dependent variables, this study proposes research hypotheses and takes the case of the working employees of Company A. In the overall study of the working employees, a survey and research are carried out using the snowball sampling method. A total of 450 questionnaires are distributed in the study. Questionnaires were distributed, and 400 questionnaires were returned, of which 389 were valid.
 This study finds the specific embodiment of the company's organizational culture, innovation strategy, etc. in the subsequent development and change of the actual business performance. This study provides a reference basis for subsequent research by scholars, discusses the improvement and enhancement of future corporate management methods, and provides an outlook and suggestions for future related research.

The Influence of Change Management, Organizational Culture and Transformational Leadership on the Performance of Indonesian Sharia Bank Employees

Performance is important for a company or organization to support progress and achieve the organization's vision and mission. Many factors and variables can influence employee performance. The purpose of this study is to analyze the effect of change management, organizational culture, and transformational leadership on the employee performance of Bank Syariah Indonesia. This research fills the research gap and requires repeated testing to assess the impact of change management and organizational culture with transformational leadership on employee performance from different perspectives. This empirical study research uses sampling techniques using non-probability sampling of 100 respondents for all employees of Bank Syariah Indonesia Solo Branch. Multiple linear regression analysis data processing techniques reveal that Change Management and Organizational Culture variables influence Transformational Leadership. While Change Management does not influence employee performance, Transformational Leadership and Organizational Culture influence employee performance. The results of this analysis provide a very important picture of the leader's role in empowering and encouraging workers through active involvement with them, in addition to visualizing positive organizational principles that can improve organizational performance.

The Influence of Organizational Culture, Leadership Style, and Remuneration on Improving Employee Performance At The Regional Office of The Directorate General of Customs and Excise (DJBC) Banten

This study aims to analyze and prove the influence of organizational culture, leadership style, and remuneration on improving employee performance at the Regional Office of the Directorate General of Customs and Excise (DJBC) Banten. The method used in this study is a quantitative descriptive research method, data collection using a questionnaire. The sampling technique uses saturated samples, namely taking the entire population of 131 respondents. The data analysis method used is multiple linear regression—data processing using SPSS 26 analysis tools. The results of partial data testing using the t-test show that organizational culture has a positive effect on employee performance with a significant value of 0.000 <0.050, leadership style has a positive effect on employee performance with a significant value of 0.032 <0.050. Remuneration has a positive effect on employee performance, with a significant value of 0.048 <0.050. The results of the F test show a positive and significant influence between the variables of organizational culture, leadership style, and remuneration on the performance of employees of the Regional Office of the Directorate General of Customs and Excise (DJBC) Banten. This is based on the results of the F test, which obtained the Fcount value of 47.18 and Ftable of 2.60. The size of the contribution contributed by the influence of organizational culture variables, leadership style, and remuneration can be seen in the R Square value of 0.527, which means that the influence of these three variables simultaneously on employee performance variables is 52% and 48% is influenced by other factors which were not examined in this study.