Optimalisasi Budaya Organisasi Dalam Upaya Meningkatkan Kinerja
Abstract
The purpose of this paper is to obtain empirical evidence of personality abilities and work motivation in encouraging the improvement of organizational culture and organizational performance, so besides obtaining empirical evidence it is necessary to increase the mediating ability of organizational culture. The writing uses quantitative methods, and the method used is the SEM-PLS program. Data were obtained through questionnaires distributed to 100 employees of KPP Pratama Bitung. Empirical evidence obtained in the form of personality and high motivation and able to encourage increased strengthening of organizational culture and organizational performance. In addition, it was also found that organizational culture is able to act as a strong mediation. Accurate and careful work results in the attention to detail indicator, obeying regulations even though they are not monitored in the aggressiveness indicator, and employee careers are considered by the organization in the stability indicator are items from each indicator that strongly support the creation of a strong organizational culture at KPP Pratama Bitung. This finding is supported by descriptive statistics the four research variables that get respondents' responses are high on average, characterized by sympathy for others, fluid and non-rigid working relationships, obeying the rules even though they are not supervised, as well as the percentage of realized tax revenues.
References
[2] A. Turner, “How does intrinsic and extrinsic motivation drive performance culture in organizations,†2017.
[3] D. Pratiwi, Wahyu Kusuma & Nugrohoseno, “Pengaruh kepribadian terhadap kerjasama tim dan dampaknya terhadap kinerja karyawan,†J. BISMA (Bisnis dan Manajemen), vol. Vol 7, N, pp. 2549–7790.
[4] R. & S. Nurjanah, Rian , Rofaida, “Kepribadian karyawan dan budaya organisasi: Faktor determinan keterikatan karyawan (employee engagement),†J. Manaj. Univ. Dian Nuswantoro Semarang, vol. Volume XX, pp. 310–324, 2016.
[5] V. Awais Bhatti, M., Mohamed Battour, M., Rageh Ismail, A. and Pandiyan Sundram, “Effects of personality traits (big five) on expatriates adjustment and job performance", Equality, Diversity and Inclusion,†vol. Vol. 33, no. No. 1, 2014.
[6] S. Sawyerr, O.O., Srinivas, S. and Wang, “Call center employee personality factors and service performance,†J. Serv. Mark., vol. Vol. 23, pp. 301–317, 2009.
[7] M. Yang, Cheng-Liang & Hwang, “Personality traits and simultaneous reciprocal influences between job performance and job satisfaction,†vol. 8, 2014.
[8] & R. G. Pawirosumarto, Suharno, Purwanto Katijan Sarjana, “The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador Hotels and Resorts, IndonesiaNo Title,†Int. J. Law Manag., vol. Vol 59 , no. Issue: 6, p. pp.1337-1358, 2017.
[9] I. N. W. A. Yobi, Ni Made Dwi Juni & Putra, “Faktor-faktor yang mempengaruhi kinerja Account Representative di KPP Pratama Gianyar,Tabanan, dan Singaraja,†J. Akunt. Univ. Udayana, no. vol 20. 3, pp. 2449-2478., 2017.
[10] M. Matul, Financial Behaviours and Vulnerability to Poverty in Low-Income Households in Transition Context. Geneva: International Labour Organisation (ILO), 2009.
[11] See-Kwong Gho dan Brian Zhen-Jie, “The Influnce of Trust in Leaders. Iternational Journal of Bussiness and Management,†Publ. by Can. Cent. Sci. Educ., vol. Vol.9,No.1, no. . ISSN 18833-3850 E-ISSN 1833-8119, 2013.
[12] Barakat, Livia L. Lorenz, Melanie P, Ramsey, & Jase R. Sherban L Cretoiu, “Global managers: An analysis of the impact of cultural intelligence on job satisfaction and performance", Markets,†Int. J. Emerg., vol. Vol. 10 , no. Issue: 4, p. pp.781-800, 2015.
[13] H. Y. & H. A. Jamaluddin, Rudi Salam, “Pengaruh Budaya Organisasi terhadap Kinerja Pegawai pada Dinas Pendidikan Provinsi Sulawesi Selatan. Jurnal Administrare,†J. Pemikir. Ilm. dan Pendidik. Adm. Perkantoran, vol. Vol. 4, no. no 1, 207AD.
[14] N. Novziransyah, “Pengaruh budaya organisasi terhadap kinerja karyawan pt. Pln (persero) kantor wilayah Sumatera Utara Medan,†J. JUMANTIK, vol. Volume 2, no. No 1, 2017.
[15] M. J. Jason A. Colquitt, Jeffery A, Lepine, & Wesson, Organizational behavior: Improving performance and commitment in the workplace. New York,: McGraw-Hill Education, 2015.
[16] D. Gautam, D.K. and Basnet, “"Organizational culture for training transfer: the mediating role of motivation,†Int. J. Organ. Anal., vol. vol 1, 2020.
[17] A.A Anwar Prabu Mangkunegara, Manajemen Sumber Daya Perusahaan. Bandung: Remaja Rosda Karya, 2009.
[18] Sopiah, Perilaku Organisasi. Yogyakarta: Penerbit Andi, 2008.
[19] N. W. M. & I. W. M. U. Ardhana, I Komang, Manajemen Sumber Daya Manusia, Edisi Pert. Yogyakarta: Graha Ilmu, 2012.
[20] V. & E. J. S. Rivai, Manajemen Sumber Daya Manusia Untuk Perusahaan. Jakarta: Raja Grafindo Persada, 2009.
[21] A. dyah Kartika, D. Hamid, and A. Prasetya, “Pengaruh Komitmen Organisasi dan Disiplin Kerja Terhadap Prestasi Kerja Karyawan (studi pada karyawan tetap PT. pabrik gula Toelanagan Sidoarjo),†J. Adm. Bisnis, vol. Vol 5 No 4, 2014.
[22] Robbins P. Stephen/Marry Coulter, Manajemen, jilid2 ed. Jakarta: Erlangga, 2010.
The Authors submitting a manuscript do so on the understanding that if accepted for publication, copyright of the article shall be assigned to Jurnal Ilmu Ekonomi & Sosial and Faculty of Ekonomi, Musamus University as publisher of the journal.
