budaya organisasi

Dewi, Lies Kumara

doi:10.31227/osf.io/2gsv9

Cited by 7 publications

(9 citation statements)

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“…Employee performance can be assessed through work time, which includes the number of absences or attendance, lateness, duration of work, as well as the quantity and time spent on work-related activities [18]. Employee performance can be summarized based on quality, quantity, work timeliness, and collaboration to achieve the goals set by the company [19]. Individual employee performance is influenced by factors including ability, effort invested, and organizational support.…”

Section: Employee Performancementioning

confidence: 99%

“…With the presence of discipline formed within each individual, it can enhance work motivation and assist in achieving organizational and individual goals more effectively [27]. Work discipline can be measured through several indicators, including adherence to time rules, adherence to company rules, and adherence to behavioral rules [19].…”

Section: Work Disciplinementioning

confidence: 99%

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E-Leadership: Unveiling the Role of Digital Era Leadership in Enhancing Employee Performance in Higher Education Institution

Sapta,

Rahmatika,

Suliyanto

2023

ijcsrr

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This study examines the role of E-Leadership, a leadership concept in the digital era on employee performance in higher education institutions. It investigates the impact of management information systems, digital culture, and work discipline. The research methodology is Structural Equation Modelling (SEM) based on Partial Least Squares (PLS). The sample consists of 120 participants who work as Educational Staff at Pancasakti University, Tegal, Indonesia. Data analysis uses the SmartPLS v.4 software with the Second Order method. The findings of the study indicate that: 1) management information system has a positive impact on employee performance, 2) digital culture has a positive impact on employee performance, 3) work discipline has a positive impact on employee performance, 4) E-Leadership moderates the influence of management information systems on employee performance, 5) E-Leadership does not moderate the influence of digital culture on employee performance, and 6) E-Leadership does not moderate the influence of work discipline on employee performance.

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Section: Employee Performancementioning

confidence: 99%

Section: Work Disciplinementioning

confidence: 99%

E-Leadership: Unveiling the Role of Digital Era Leadership in Enhancing Employee Performance in Higher Education Institution

Sapta,

Rahmatika,

Suliyanto

2023

ijcsrr

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“…Faktor-faktor yang mempengaruhi kinerja pegawai, (Sutrisno, 2017) di antaranya yaitu: Efektivitas dan Efisiensi, Otoritas dan Tanggung Jawab, Disiplin, Inisiatif.…”

Section: Kinerjaunclassified

Pengaruh Kompetensi dan Lingkungan Kerja Terhadap Kinerja Pegawai

Septya Yolanda,

Surajiyo,

Nasruddin

et al. 2023

MAMEN: Jurnal Manajemen

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The purpose of this study was to determine the effect of competence and work environment partially and simultaneously on employee performance at the Office of Industry and Trade of Lubuklinggau City. The population and sample used amounted to 48 employees. This research uses quantitative research methods. The results obtained 1) Competence has a partially significant effect on Employee Performance at the Office of Industry and Trade of Lubuklinggau City with tcount = 7.201 > ttable = 1.677 significant 0.000 <0.05; 2) Work environment has a partially significant effect on employee performance at the Office of Industry and Trade of Lubuklinggau City with tcount = 6.919 > ttable = 1.677 significant 0.000 <0.05; 3) Competence and work environment have a significant effect simultaneously on employee performance at the Office of Industry and Trade of Lubuklinggau City with Fcount = 40.478 > Ftable = 3.20, significant 0.000 <0.05. The conclusion is that competence and work environment have a partial and simultaneous effect on employee performance at the Office of Industry and Trade of Lubuklinggau City.

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“…Persepsi ini telah dilakukan dengan baik dan diajarkan kepada anggota baru untuk memecahkan masalah [1]. Menurut Sadiartha (2015), budaya organisasi merupakan common understanding atau kebersamaan pengertian dari para anggotanya dalam berperilaku di dalam maupun di luar organisasi [2].…”

Section: Pendahuluanunclassified

Analisis Budaya Organisasi, Kompensasi, Dan Disiplin Kerja Terhadap Organizational Citizenship Behavior (OCB) Melalui Motivasi Sebagai Variabel Moderasi

Suseno

Kirana

Lukitaningsih

2021

NUSAMBA

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This research purported to discover the influence of corporate culture, compensation and working discipline on Organizational Citizenship Behavior (OCN) using motivation as moderating variable. Research population covered all employees in PERUMDAM Bantul having permanent officer status as many 115 persons. Research sampling was based on Slovin method resulting in 90 people selected using random sampling technique. Research method was based on quantitative approach. The research utilized SmartPLS 3.2.8 to conduct inferential analysis. Based on the result of inferential analysis using SmartPLS 3.2.8 it can be concluded that there was tangible influence of corporate culture, compensation and working discipline on Organizational Citizenship Behavior (OCN) using motivation as moderating variable.The result of this research is applicable as reference to improve OCB in any companies simply by strengthening corporate culture, rationalizing compensation, maintaining workplace discipline and motivating the employees to work even harder.

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budaya organisasi

Abstract: budaya organisasi dan kompetensi

Cited by 7 publications

References 0 publications

E-Leadership: Unveiling the Role of Digital Era Leadership in Enhancing Employee Performance in Higher Education Institution

E-Leadership: Unveiling the Role of Digital Era Leadership in Enhancing Employee Performance in Higher Education Institution

Pengaruh Kompetensi dan Lingkungan Kerja Terhadap Kinerja Pegawai

Analisis Budaya Organisasi, Kompensasi, Dan Disiplin Kerja Terhadap Organizational Citizenship Behavior (OCB) Melalui Motivasi Sebagai Variabel Moderasi

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