The development of the business world is very fast, as is the case with the food industry. This dynamic development means that companies are required to provide optimal results in order to have good ...competitiveness. The aim of this research is to examine the influence of organizational culture and job training on employee performance through job satisfaction as a mediating variable. The research method uses a quantitative approach through questionnaires distributed to employees in the packing oil department in various oil and gas industry companies. The population and sample used were 141 respondents. The results of this research show that organizational culture has a positive and significant direct influence on employee performance, job training has a positive and significant direct influence on employee performance, organizational culture has a positive and significant direct influence on job satisfaction, job training has a direct influence. positive and significant on employee performance, job satisfaction has a positive and significant direct influence on employee performance, while the indirect influence is that organizational culture has a positive and significant direct influence on employee performance through job satisfaction as mediation, and job satisfaction functions as partial mediation , and job training have a positive and significant direct influence on employee performance through job satisfaction as mediation, and job satisfaction functions as partial mediation. Therefore, increase job training with external parties and increase job satisfaction by creating programs for character development, so that employee performance can increase.
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.
The research aims to analyze the influence of organizational culture and competence on employee performance through transformational leadership style as a mediating variable at PT Swabina Gatra. The ...type of research used in this research is quantitative research. The sampling technique used in this research was non-probability sampling with saturated samples. The population and sample in this research were 150 employees. The results of this study show that organizational culture has a positive and significant influence on employee performance, competence does not have a positive and significant influence on employee performance, organizational culture has a positive and significant influence on transformational leadership style, competence does not have a positive and significant influence on leadership style transformation, and transformational leadership style have a positive and significant influence on employee performance, while the indirect influence of organizational culture on performance through transformational leadership style shows full mediation because the indirect influence is greater than the direct influence of organizational culture, and for the indirect influence of competence on employee performance through a transformational leadership style shows partial mediation because the direct influence is greater. Therefore, it is necessary to pay attention to the transformational leadership style to influence organizational culture by maintaining consistency and carrying out company commitments well, while the opportunities to increase competency given to employees are sufficient and need to be maintained fairly.
This research aims to explore the influence of school organizational culture on teachers' contextual performance with the mediation of cultural intelligence. To achieve this goal, a survey was ...conducted using a questionnaire in the form of a Likert scale, which was given to 275 elementary school teachers as a sample. Data analysis uses structural equation modeling. The results show that school organizational culture and cultural intelligence significantly affect teacher contextual performance, cultural intelligence, and teacher contextual performance through cultural intelligence. Thus, this research promotes a new empirical model of the influence of school organizational culture on teachers' contextual performance through cultural intelligence. These findings provide theoretical contributions to developing performance literature, especially contextual performance about organizational culture and cultural intelligence. These findings also provide practical implications for school management to consider school organizational culture and cultural intelligence as instruments for improving teacher contextual performance. Therefore, researchers and practitioners can consider these new findings to develop teachers' contextual performance in the future.
In the context of organizational culture, in order for organizations to be adaptive, to develop adaptability in daily activities, it becomes important to look for solutions on how to systematically ...adapt to constantly changing conditions in the organization and help organizations to become more adaptive. However, it is not easy, and it becomes a problem, because adaptability in educational institutions is systemic and it is one of the processes of organizational culture. Therefore, the aim of the article is to reveal the expression of the trait of adaptability and its constituent indicators (creating change, organizational learning and customer focus) in the study of organizational culture in general education schools based on the internationally recognized Denison Organizational Culture Survey (DOCS). The results of the study revealed that educational institutions of Lithuania pay great attention to organizational learning, however, there are challenges in the creating change and customer focus fields of organizational culture.
Organizacinės kultūros kontekste organizacijoms, siekiančioms būti adaptyviomis, ugdyti adaptyvumą, kasdienėje veikloje tampa svarbu ieškoti sprendimų, kaip sistemiškai organizacijoje prisitaikyti nuolat kintamomis sąlygomis ir tapti labiau adaptyviomis. Tačiau tai nėra lengva ir yra problemiška, nes adaptyvumas ugdymo įstaigose yra sisteminis ir vienas iš organizacinės kultūros procesų. Todėl straipsnio tikslas – remiantis tarptautiniu mastu pripažintu Denison organizacinės kultūros instrumentu (angl. Denison Organizational Culture Survey (DOCS) atskleisti adaptyvumo charakteristikos ir ją sudarančių rodiklių (pokyčių įgyvendinimo, organizacinio mokymosi, požiūrio į klientus) raišką tiriant organizacinę kultūrą bendrojo ugdymo mokyklose. Tyrimo rezultatai atskleidė, kad Lietuvos ugdymo įstaigose skiriama daug dėmesio organizaciniam mokymui, tačiau kyla iššūkių pokyčių įgyvendinimo ir požiūrio į klientus organizacinės kultūros srityse.
Although receiving growing attention, research concerning spirituality and its impact on culture has been researched for decades. For that reason, we mapped the research on spirituality and culture ...to gain a better understanding of how this domain has evolved by carrying out a systematic
literature review using Scopus to collect metadata. First, using Biblioshiny, we conducted a bibliometric analysis and content analysis of the conceptual and social structures of the metadata to reveal research evolution from 1977 to 2021, networks, and collaborations. Next, we offer key insights
regarding trends, journals, papers, authors, institutions, and countries. Then, we classified these results into major thematic clusters - (i) leisure, pilgrimage, and tourism, (ii) leadership, (iii) religion and spirituality in business, and (iv) cultures - emphasizing their contributions
and presenting a research agenda. Finally, we present implications for future research on spirituality and culture.
To achieve high levels of performance, it depends on a variety of influence factors. There are at least six external factors that determine an employee's performance level, namely: (a) environment, ...(b) management behavior, (c) position design, (d) level of education, (e) training, (f) motivation and (g) administration Remuneration. The purpose of this research was to determine the principal's leadership style and organizational culture on the motivation of teachers and employees. With a total population of 150 people, this study used quantitative research methods. The focus of this research is to measure variables. The procedure of this research emphasizes theories through the measurement of variables. By using the path analysis included in the multivariate model with the Amos version 5.0 program. The sampling technique are used in this research is a random method, where the samples taken were 60 people. This reseach00 uses a survey approach that examines by taking samples from a population using a questionnaire to collect data. Based on the results of the research , it can be concluded that the Principal's leadership style affects the Work Motivation of Teachers and employees, and organizational culture has a significant positive effect on organizational performance and employee job satisfaction. Keyword: Organizational culture, Leadership style, Motivation Abstrak: Untuk mencapai tingkat kinerja yang tinggi, sangat bergantung pada berbagai faktor yang mempengaruhi. Setidaknya ada enam faktor eksternal yang menentukan tingkat kinerja seseorang pegawai yaitu: (a) lingkungan, (b) perilaku manajemen, (c) design jabatan, (d) jenjang pendidikan, (e) pelatihan, (f) motivasi dan (g) administrasi pengupahan. Tujuan penelitian ini untuk mengetahui gaya kepemimpinan kepala sekolah dan budaya organisasi terhadap motivasi guru dan karyawan. Dengan jumlah populasi dalam penelitian ini yaitu sebanyak 150 orang Penelitian ini menggunakan metode penelitian kuantitatif. Fokus penelitian ini untuk mengukur antar variabel. Prosedur penelitian ini menekankan pada teori-teori yang melalui pengukuran variabel. Dengan menggunakan path analysis yang termasuk dalam model multivariate dengan program Amos versi 5.0. Teknik pengambilan sampel dalam penelitian ini menggunakan metode random, dimana sampel yang diambil adalah 60 orang. Penelitian ini menggunakan pendekatan survey yang meneliti dengan mengambil sampel dari suatu populasi dengan menggunakan kuesioner untuk mengumpulkan data. Berdasarkan hasil penelitian, dapat disimpulkan bahwa gaya kepemimpinan Kepala Sekolah berpengaruh terhadap Motivasi Kerja Guru dan karyawan, dan budaya organisasi berpengaruh positif yang signifikan terhadap kinerja organisasi dan kepuasan kerja karyawan. Kata kunci: Budaya organisasi, Gaya kepemimpinan, Motivasi.
Purpose- This research provides a new strategy for stakeholders regarding factors influencing the improvement of employee performance through work discipline in the Indonesian Air ...Force.Design/Methodology- This is quantitative research. The research population consisted of all Indonesian Air Force employees. The sample size for this research was 400 employees. Data collection was survey with a questionnaire. This study utilized Smart PLS version 3.2.9 and data analysis employed PLS-SEM.Findings- The findings indicate that organizational culture, work environment and work discipline significantly impact employee performance. Additionally, training, organizational culture, and work environment have an effect on work discipline and work discipline acts as a mediator in the relationship between training, organizational culture and work environment with employee performance.Practical Implications- The practical implications can assist the Indonesian Air Force in enhancing employee performance and creating a better work environment. Through appropriate actions, the organization can achieve improved outcomes in pursuing its objectives.
This study aims to examine the effect of the Budgetary Goal Characteristics on management performance. In addition, this study also examines the influence of job-relevant information and ...organizational culture in moderating the Budgetary Goal Characteristics on management performance. The sampling method used is purposive sampling method. The population of this study was the OPD Bappeda Badung. The Population of this research is 83 people and obtained 67 samples respondent. This study used SEM-PLS analysis for data analysis. The results showed that Budgetary Goal Characteristics affect management performance. Job Job-relevant information and Organizational Culture does not moderate the influence of Budgetary Goal Characteristic on management performance.
This program evaluation assessed a caring science program's impact on nurse and interdisciplinary professionals' self-reported caring, compassion satisfaction, and intent to leave at an ...academic-affiliated community hospital. A 3-session program resulted in self-caring and intent to leave significant increases at 60 days post intervention. Findings demonstrated caring science interventions alone are insufficient to impact staff engagement and intent to leave. Further actions for organizational culture changes are discussed.
