Date: 07-12-2019 Digital Publication Services : OSREL | JABM | JAM | ABMR | ABMCS

PENGARUH BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

Detail
Author Salva Novaria Safitri
Category Manajemen Perbankan

Abstract

The purpose of this research is to examine and analyze the influence of organizational culture and motivation on employee performance, test and analyze organizational culture and motivation on employee performance through job satisfaction as an intervening variable. This research was conducted at PT Karya Mekar Dewatamali Jombang. With a total of 60 respondents. This study uses a purposive sampling technique, namely the sampling technique in accordance with the established criteria. The results of this study indicate that the results of the F test between the variables of Organizational Culture (X1), Motivation (X2) and Job Satisfaction (Z) on Performance obtained F count of 104.594, the calculated F value is greater than the value of F table (104.594> 3.162). So it can be concluded that simultaneously or together, Organizational Culture (X1), Motivation (X2) and Job Satisfaction (Z) on Performance (Y). From this study also shows that each variable has an effect on the performance variable partially. This can be proven from the results of the calculation of multiple regression analysis, namely Y = -3,963 + 0,350 (X1) + 0,529 (X2) + 0,167 (Z). Thus the empirical hypothesis which states that the Motivation Variable has a dominant influence on Performance can be proven. And from this study also can be seen that the influence of Organizational Culture variables (X1) on Employee Performance (Y) is directly at 0.350 while the indirect effect is 0.058. From these results it can be seen that the direct influence of Organizational Culture on Employee Performance is greater than its indirect influence (through intervening variables of job satisfaction). It states that with a good organizational culture it will immediately make employee performance good without paying too much attention to job satisfaction. The influence of Motivation variable (X2) on Employee Performance (Y) directly is 0.529 while the indirect effect is 0.054. From these results it can be seen that the direct influence of Motivation on Employee Performance is greater than the indirect effect (through intervening variables of job satisfaction). This states that high motivation will immediately make employee performance high without paying attention to the job satisfaction that is in the employee.