THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT ON PERFORMANCE OF EMPLOYEES (Case Study : Employees Non Educative Widyatama University) (original) (raw)
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2020
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The Effect of Organizational Culture on Organizational Performance
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Abstrak -The purpose of this research was to analyze the employee performance of Dinas Pengairan Provinsi Aceh. This research uses the variables of organizational culture and motivation to analyze the influence of employee performance. This study also used organizational commitment as the intervening variables to analyze the influence of the level of employee commitment to the organization. The population of this research are all the employees Dinas Pengairan Provinsi Aceh, amounting to 472. While the sample taken in this research were as many as 100 people drawn from the population. The collected data used questionnaire method is to provide a list of questions or questionnaires directly to respondents. The Analysis data techniques in this study use SEM (Structural Equation Modeling) analysis which is operate by AMOS 20 program. The results of the show that the organizational culture variables have a positive influence of 0.83 on the performance of employees with a good level of significant (P = 0.015), the variable of organizational commitment have a positive influence of 0.33 on the performance of employees with significant levels of good (P = 0.012), but the motivation variable has a negative influence of -0.51 and no significant influence on employee performance (P = 0.239). Motivational variables have a positive influence of 0.34 for organizational commitment to the values that are not significant (P = 0.428), but organizational cultural variables have a negative influence of -0.32 and no significant influence on organizational commitment (P = 0.321).
European Journal of Business and Management, 2017
This research aims to know the influence of organizational culture, organizational commitment toward employee’s performance of PT Aisan Namasco Industri. The population of this research is consisted of 1357 respondents by sample obtained in this study amounted to 93 respondents were distributed to employees of PT Aisan Nasmoco Industri. The method of data analysis uses quantitative analysis test which is consist of validity test, reliability test, classic assumptions test and hypothesis test. Independent variables in this research are of Organizational Culture and Organizational Commitment. The dependent variable in this research is the Employee Performance.The results of this research shows that either simoultantly or partially the variable of organizational culture and organizational commitment influence to the performance of employee of PT Aisan Nasmoco Industri significantly and positively. It has been proven from the result of (F) simoultant test and the result of (t) partia...
This study aims to determine the effect of organizational culture and work environment on employee performance simultaneously, to know the influence of organizational culture on partial employee performance, to know the influence of work environment on partial employee performance, to know influence of organizational commitment to partial employee performance, organization on employee performance through organizational commitment variable and know the influence of work environment on employee performance through organizational commitment. Research conducted on employees of PT. CiwangiBerlian Motor. The sampling technique used saturated sample method involving 152 people. Data analysis using path analysis. Based on the results of the research note that the variables of organizational culture and work environment affect the performance of employees simultaneously. The effect of organizational culture on employee performance is 0.252. The influence of organizational culture on employee performance through organizational commitment is 0.427 x 0.403 = 0.172.The direct effect of work environment on employee performance is 0.798. While the influence of work environment on employee performance through organizational commitment is 0,305 x 0,403 = 0,123. In this case, the direct influence is greater than the indirect effect so that it can be said that the organizational commitment variable is not an intervening variable.
Canadian Institute for Knowledge Development (CIKD)
The purpose of the present study was to investigate the mediating role of employee’s organizational commitment on the relationship between organizational culture and organizational performance. This study was descriptive and correlational research that was conducted through the survey method. The study population consisted of all employees in education office of Kerman province and 190 persons were selected as volume of sample by using Cochran’s formula. The data gathering tools were organizational culture, organizational commitment, and organizational performance questionnaires. Descriptive and inferential statistics (structural equation modeling through path analysis) were used to analyze the data. The data was analyzed using SPSS and AMOS softwares. The findings of the research indicated that suggested model had appropriate fit and organizational culture beyond its direct impact exerted indirect impact on organizational performance through the mediation of employee’s organizational commitment that the extent of indirect impact was significantly higher than direct impact.
Association between the Organizational Culture and Employees" Performance
International Journal of Research and Innovation in Social Science (IJRISS) |Volume IV, Issue VIII, August 2020|ISSN 2454-6186 , 2020
Organizational Culture expresses to which extent the members of organization are willing to support each other and also the goals and development of their organization. It has been shown by the organizational psychology to influence important aspect of staff behaviour. Therefore, this study was carried out to measure the association between Organizational culture and Employees' Performance of Eastern Provincial Council Institutions. For this purpose of measuring five variables of organizational culture are considered such as Employee participation, Job security, Supervision, Work environment and Employee benefits. Hundred sample was selected in the method of systemic random sampling from secondary level employees. And also SPSS package used for analysis purpose. The study found that the discussed in five dimensions mostly indicate moderate organizational culture and staff performance. Therefore, it was known from the conclusion, the result shows that managing and improving the organizational culture could contribute to the performance of staff.