Analysis of Employee Performance, Organization Culture, Work Satisfaction and Organization Commitment

Abstract

The purpose of this study is to analyze the innovation of an organization's management, strategic factors that support organizational management, efforts made, relationships with human resource development and application to human resource development. This research is a qualitative research with content analysis method. The data source in this research are document of five international articles, data collection, data analysis up to the presentation of data adopting Huberman and Milles model. Level of management maturity, organizational culture concepts and organizational performance and Information Technology systems in service to support their management. The success of the institution in carrying out its vision and mission cannot be separated from the readiness of human resources and facilities available. Innovation of an organizational management, Strategic factors that support organizational management, efforts undertaken, relationships with human resource development and application to human resource development are all dependent on Information Technology (Computer Applications), reliability and skill of human resources in using the application.

Impact of Organizational Culture and Organizational Commitment to Employee Performance through Job Satisfaction in Digital Era

“…Coefficient value is 0.051 which means that 5.1% of employee performance is influenced by organizational commitment, while 94.9% is influenced by other variables outside the research model. This result of the research in line with the results of research by Syauta, et al (2012), Rachmaliya (2017), Adyanto, et al (2018). 5.…”

“…Indirectly there is no significant impact of organizational culture on performance through job satisfaction, namely indirect influence of 0.1982 which is smaller than the direct influence of 0.416. This result of the research isn't in line with the result of the research by Syauta, et al (2014), Rachmaliya (2017), Adyanto, et al (2018). 7.…”

Work-family conflict and career development on performance of married women employees

“…Performance on the job by employee depends on the suitable of organizational job requirements, purposes, and mission comparing with the attitudes of individuals and how individuals behave according to their jobs (Ansaripour et al, 2017). Resource based view mentioned that employees are the most valuable assets needed by the organization to perform the production process (Rachmaliya & Efendy, 2017). The employee in question is certainly an employee who is able to produce optimal performance, so as to encourage the optimization of organizational performance.…”

“…The employee in question is certainly an employee who is able to produce optimal performance, so as to encourage the optimization of organizational performance. Employee performance can be defined as the success of employees completing their duties and responsibilities (Rachmaliya & Efendy, 2017). Campbell explain that employee performance on the job is a matter of behavior, that can be observed and is a total collection of work on the job.…”

Increasing Innovative Performance through Organization Culture, Work Satisfaction and Organization Commitments

“…According to Rachmaliya and Efendy (2017), organization culture is a set of basic assumptions and beliefs are held by members of the organization, then developed and inherited to overcome the problems of external supervision and internal integration problems. Organizational culture influences organizational commitment.…”