Impact of Work Culture on Motivation and Performance Level of Employees in Private Sector Companies

Sinha, Smrita; Singh, Ajay; Gupta, Nisha; Dutt, Rajul

doi:10.18267/j.aop.321

Cited by 18 publications

(24 citation statements)

References 8 publications

(5 reference statements)

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“…A work culture consisting of innovation and taking risks, attention to details, results orientation, human orientation, team orientation, aggressiveness, and stability, if implemented properly and always improved, employee motivation will increase. The results of the study are in accordance with the findings of Giantari and Riana (2017) and Sinha et al (2010). Work culture has a significant effect on employee performance in the Surabaya City Government.…”

Section: Hypothesis Testingsupporting

confidence: 90%

The Role of Motivation as Mediation in Improving Employee Performance in the Government of Surabaya City, East Java

Sumiati¹

2021

jmk

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This paper discusses the causal relationship between servant leadership, professionality, work culture, motivation, and the performance of Surabaya City government employees. One model is proposed to examine the role of motivation as a mediating variable in the indirect relationship of servant leadership, professionality, work culture and performance. The population is the government employees of Surabaya City. Analysis by SEM, on 290 respondents, using the convenience sampling method. The results show that the model is accepted, and also show that servant leadership, professional, and work culture has an effect on motivation. Servant leadership, work culture and motivation have an effect on employee performance. Motivation is a positive mediating variable in the relationship between servant leadership, professional, and work culture with performance.

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Section: Hypothesis Testingsupporting

confidence: 90%

The Role of Motivation as Mediation in Improving Employee Performance in the Government of Surabaya City, East Java

Sumiati¹

2021

jmk

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“…Second, organizational culture can be built and developed through transformational leadership and organizational communication media. This confirms the meaning that organizational culture is very important and therefore needs to be developed because it is proven to affect the important joints of the organization, including motivation (Sinha et al, 2010;Cucu-Ciuhan & Guit-Alexandru, 2014), organizational…”

Section: Methodssupporting

confidence: 65%

“…Based on various relevant studies, organizational culture has an impact on the perceptions, attitudes, and behavior of members of the organization, including motivation. The result of research conducted by Sinha at al. (2010) and Cucu-Ciuhan and Guit-Alexandru (2014) show that organizational culture influences motivation.…”

Section: The Impact Of Organizational Culture On Organizationmentioning

confidence: 99%

The Determinant of Organizational Culture and Its Impact on Organization: A Conceptual Framework

Aryani¹,

Widodo²

2020

IJHE

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This research was conducted to find a conceptual framework of organizational culture that can be relied upon to build and develop organizations. Research methods use a literature review by relying on data sourced from various relevant literature, both books, and journals. The data were analyzed by critical analysis. The results of the study found a conceptual framework of organizational culture mediating the effect of transformational leadership and organizational communication media on motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, OCB, productivity and performance. This conceptual framework can be utilized by academics, researchers and practitioners in the future as an effort to build and develop highly competitive organizations.Luthans (2011) identified six main characteristics of organizational culture, namely: rules of behavior that are shared by the organization; norms which are standard in behavior and work; dominant values, namely the main values in the organization that must be carried out by all staff; philosophy, organizational policies in treating employees and customers; rules, which are a set of rules that serve as guidelines or guidelines for all employees in the organization; and organizational climate, namely the apparent habits of interaction between individuals within the organization, and the ways members of the organization serve customers and other related parties. Langton and Robbins (2006) mention seven dimensions of organizational culture, namely: innovation and decision making, attention to small things, results in orientation, orientation to people, team orientation, aggressiveness, and stability.These characteristics and dimensions, in part or whole, may be present in every organization, but the conditions may differ from one organization to another. The difference is caused, among others, by factors that are reflected in the organizational culture of each organization.

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“…In the study of In addition to having a direct effect on innovative behavior, organizational culture is also known to have an indirect effect on innovative behavior through achievement motivation. The occurrence of these indirect effects because of organizational culture theoretically influences achievement motivation (Colquitt et al, 2019;Sinha et al, 2010), and on the other hand achievement motivation influences innovative behavior (Aamodt, 2010; George & Jones, 2012; Ruan et al, 2010). The results of previous hypotheses testing also proved that organizational culture directly influences achievement motivation, and achievement motivation also directly influences innovative behavior.…”

Section: Hypothesis Testingmentioning

confidence: 99%

The Mediating Effect of Achievement Motivation on the Relationship Between Organizational Culture and Innovative Behavior in Public Sector

Marzuki¹,

Tunas²,

Mukhtadi³

2019

IJAR

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In a dynamic environment, the public sector continues to face pressure to provide the best service and innovation is the key factor to answer the demands of society. This study aims to investigated the mediating effect on the relationship between achievement motivation and innovative behavior. This research was conducted at a government institution namely the Educational Service Unit of Education Department in Bekasi City. The study involved sample of 118 officers taken through simple random sampling. This study revealed that organizational culture and achievement motivation have a positive direct effect on innovative behavior and organizational culture also have a positive direct effect on achievement motivation. Other finding show that achievement motivation mediate the influence of organizational culture on innovative behavior. Based on these results, the organizational culture and achievement motivation in the Educational Service Unit of Education Department in Bekasi City need to be improved in order to improve employees' innovative behavior.

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Impact of Work Culture on Motivation and Performance Level of Employees in Private Sector Companies

Cited by 18 publications

References 8 publications

The Role of Motivation as Mediation in Improving Employee Performance in the Government of Surabaya City, East Java

The Role of Motivation as Mediation in Improving Employee Performance in the Government of Surabaya City, East Java

The Determinant of Organizational Culture and Its Impact on Organization: A Conceptual Framework

The Mediating Effect of Achievement Motivation on the Relationship Between Organizational Culture and Innovative Behavior in Public Sector

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