The Influence of Organizational Culture and Working Environment on Employee Performance at PT. Pusaka Ayu Bahari

Basuki, Prayoga Langgeng; Khalid, Zulvia

doi:10.35912/rambis.v1i1.403

Cited by 6 publications

(5 citation statements)

References 3 publications

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“…Meanwhile, finding the interconnection between the physical work environment and innovative organizational culture is still rare. Many studies revealed that the work environment and organizational culture are drivers of employee performance (e.g., Lathiifa & Chaerudin, 2022;Dimbarokke et al, 2023;and Basuki & Khalid, 2021), but it is still difficult to find a unidirectional or reciprocal relationship between the two drivers so that it creates a research gap that allows the opinion that the work environment can influence organizational culture, especially in innovation culture.…”

Section: Work Engagement Physical Work Environment Innovative Work Be...mentioning

confidence: 99%

The smart effort to build up an innovative organizational culture in a skincare company

Handoko,

Anjaningrum

2024

JSB

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Purpose – The research objective was to examine the predominant errand of work engagement (WE) and the physical work environment (PWE) in the development of innovative organizational culture (IOC) by contemplating the mediating factors of innovative work behaviour (IWB) and employee performance (EP).Design/methodology/approach – The research was conducted through a questionnaire survey of all employees of PT. Alzena Skincare Indonesia, 175 people who produced quantitative primary data. Through the PLS-SEM high-level analysis, the validity and reliability of the questionnaire were checked, and each research hypothesis was evaluated in detail.Findings – The research results showed that an ‘IOC’ in a skincare company can be developed, and ‘WE’ is the principal aspect. However, it was still essential for the company to heed the ‘PWE’. The partial mediating role of ‘IWB’ and ‘EP’ accelerated the formation of an ‘IOC’. Meanwhile, serial mediation of ‘IWB’ and ‘EP’ only supported ‘WE’ in building ‘IOC’, not the ‘PWE’.Research limitations/implications – This research was still limited to PT. Alzena Skincare Indonesia employees, so the results cannot be generalized to other types of businesses. Thus, further research is compulsory to test the research model on other objects and look for other factors that can encourage creation of an innovative organizational culture.Practical implications – The practical implication of this research was that skincare company managers need to build ‘IOC’ by strengthening ‘WE’ and improving the ‘PWE’ that supports it. These two factors created ‘IWB’ and improved ‘EP’, ultimately forming an ‘IOC’.Originality/value – It still needed to uncover research that examined the effect of ‘WE’ and the ‘PWE’ on ‘IOC’, especially if it was serially mediated by ‘IWB’ and ‘EP’. So, the complex model was the main novelty of this study.

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Section: Work Engagement Physical Work Environment Innovative Work Be...mentioning

confidence: 99%

The smart effort to build up an innovative organizational culture in a skincare company

Handoko,

Anjaningrum

2024

JSB

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“…Dalam sebuah perusahaan cara untuk meningkatkan kinerja karyawan adalah dengan memberikan pelatihan serta melakukan pengawasan secara berkala pada setiap pekerjaan yang dilakukan oleh karyawannya. Kinerja karyawan adalah proses berkelanjutan dari karyawan yang bekerja dalam suatu organisasi dengan tujuan tertentu untuk mencapai kinerja tinggi dalam pekerjaan mereka (Basuki and Khalid, 2021). Menurut Anggraini (2019), maksud dari kinerja adalah hasil dari karya individu dari segi kualitas dan kuantitas, baik itu penampilan individu ataupun kelompok secara keseluruhan didalam suatu organisasi.…”

Section: Pendahuluanunclassified

Systematic Literature Review: Pengaruh Pelatihan dan Pengawasan Kerja Terhadap Peningkatan Kinerja Karyawan

Nur Cahyani

2023

comserva

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Penelitian ini bertujuan untuk mengetahui seberapa besar tingkat pelatihan dan pengawasan yang diberikan oleh perusahaan dalam meningkatkan kinerja karyawan. Pelatihan adalah salah satu fungsi sumber daya manusia yang biasa diterapkan karena pelatihan sangat penting untuk kinerja karyawan dalam memotivasi dan mengendalikan posisi yang mereka dapatkan. Pengawasan adalah suatu proses yang dilakukan untuk memastikan bahwa seluruh rangkaian kegiatan yang telah direncanakan, diorganisasi dan diimplementasikan dapat berjalan dengan baik. Penelitian ini mengungkapkan beberapa teori yang diungkapkan oleh penelitian terdahulu tentang pelatihan dan pengawasan terhadap kinerja karyawan. Metode analisis data yang digunakan dalam penelitian ini yaitu systematic literatur review. Systematic Literature Review merupakan istilah yang digunakan untuk merujuk pada metodologi penelitian atau riset tertentu dan pengembangan yang dilakukan untuk mengumpulkan serta mengevaluasi penelitian yang terkait. Dari hasil analisis literatur pada jurnal terpilih menjelaskan bahwa pelatihan dan pengawasan sangat berpengaruh terhadap kinerja karyawan. Maka dapat disimpulkan pemimpin seharusnya menmberikan metode pelatihan yang baik bagi para karyawannya. Selain pelatihan, pengawasan juga perlu dilakukan secara berkala guna meningkatkan kinerja karyawan. Hal ini diharapkan agar perusahaan berkembang dengan baik dan bisa mencapai tujuan dengan cepat.

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“…In conclusion, the study highlights the importance of motivation in enhancing performance through self-efficacy. Basuki and Khalid (2021) Organizations need to understand the importance of employee motivation and implement strategies that motivate employees and enhance their job satisfaction and performance. Improved motivation levels lead to higher self-efficacy, which ultimately leads to higher job performance and better outcomes for the organization.…”

Section: The Indirect Effect Of Motivation On Employee Performance Th...mentioning

confidence: 99%

The influence of competence, motivation, and work culture on employee performance through self-efficacy as an intervening variable for medical support employees Regional General Hospital Tanjungpinang City

Muliyanto,

Indrayani,

Satriawan

et al. 2023

Journal of Multidisciplinary Academic Business Studies

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Purpose: This study investigates the impact of competence, motivation, and work culture on employee performance, with self-efficacy serving as the mediating variable. It hypothesizes that competence, motivation, and work culture influence self-efficacy, and in turn, self-efficacy affects performance. Research methodology: The sample in this study were all Medical Support employees at the Tanjungpinang City Regional General Hospital. The number of samples used was 105 respondents. The data obtained was analyzed using data analysis techniques with AMOS 24.0 software rocks. Results: The findings reveal the significance of these relationships: Competence positively affects self-efficacy, as indicated by CR Value (5.045) and Probability (0.000 < 0.05). Similarly, motivation (CR Value 2.802, P-Value 0.002 < 0.05) and work culture (CR Value 4.267, P-Value 0.001 < 0.05) have a positive impact on self-efficacy. Competence (CR Value 3.066, P-Value 0.002 < 0.05) and work culture (CR Value 2.075, P-Value 0.039 < 0.05) significantly influence performance through self-efficacy. However, motivation does not have a direct significant effect on performance (CR Value 1.157, Probability 0.248 > 0.05). Limitations: The research focuses on 105 Medical Support employees at the Tanjungpinang City Regional General Hospital, employing AMOS 24.0 for data analysis. Contribution: This study underscores the importance of competence, motivation, and work culture in enhancing employee performance via the mediating role of self-efficacy.

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The Influence of Organizational Culture and Working Environment on Employee Performance at PT. Pusaka Ayu Bahari

Cited by 6 publications

References 3 publications

The smart effort to build up an innovative organizational culture in a skincare company

The smart effort to build up an innovative organizational culture in a skincare company

Systematic Literature Review: Pengaruh Pelatihan dan Pengawasan Kerja Terhadap Peningkatan Kinerja Karyawan

The influence of competence, motivation, and work culture on employee performance through self-efficacy as an intervening variable for medical support employees Regional General Hospital Tanjungpinang City

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