Effect of Organizational Culture and Business Climate Within the Work Environment on Transfer of Training From the Perspective of Workers in Palestinian Government Hospitals

2016 ◽  
Vol 36 (1) ◽  
pp. 459-490
Author(s):  
Hussein Abed ◽  
Majeed Mansur ◽  
Bashar Saleh
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Transfer Of Training ◽  
Business Climate ◽  
Government Hospitals

scholarly journals PENGARUH LINGKUNGAN KERJA, BUDAYA ORGANISASI, TERHADAP KOMITMEN ORGANISASI DALAM MENINGKATKAN KINERJA PEGAWAI PADA UPT PERPUSTAKAAN UNIVERSITAS JEMBER

BISMA ◽  
2017 ◽  
Vol 11 (1) ◽  
pp. 50
Author(s):  
Iswahyudi Iswahyudi
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Causal Relation ◽  
Research Support ◽  
Organization Commitment ◽  
And Performance

Abstract: This research aims to know and analyze the effect of work environment, organizational culture to organization commitment increase performance of library employees at UPT Jember University. This research is using kind of explanatory research with kuantitative aapproach by sampel is performance of library employees at UPT Jember University as much forty tree (43) sampel. Primary fact is using kuesioner result obtainable from performance of library employees at UPT Jember University. Analyse tools which use in this research is correlation analyse by software SPSS 18. To analyse the causal relation between the variable and to verify reseach of simultan wilful so, analyse tools which using is assumsiont classic test. The result known that the work environment and organizational culture through organization commitment take effect performance of library employees At UPT Jember University by significant whre direct or indirect to performance of library employees at UPT Jember University. Result of this research support by some teories and consisten with before result of this research.Keywords: Work Environment, Organizational Culture, Organization Commitment and Performance of Library.

scholarly journals Analisis Budaya Organisasi dan Gaya Kepemimpinan dalam Komunitas Wadah Pemimpin

Koneksi ◽  
2021 ◽  
Vol 5 (1) ◽  
pp. 106
Author(s):  
Phoebe Kristianti ◽  
Riris Loisa
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Leadership Styles ◽  
Leadership Style ◽  
Communication Theory ◽  
Visionary Leadership ◽  
Family Impact ◽  
Ethnographic Approach ◽  
Community Forum ◽  
A Company

In the continuity of a company, there is a pattern of behavior that is carried out continuously by its members. Then formed a culture that is characteristic of the company. Each leader also has his own leadership style in operating the company. With a good organizational culture and leadership style, it can form a comfortable work environment and can support the success of the company. The formulation of the problem that will be examined is how is the organizational culture and leadership style in the Leader Forum Community? The method used in this research is a qualitative ethnographic approach, studied with organizational communication theory, organizational culture, and leadership style. The purpose of this research is to describe and find out the organizational culture and leadership style in the Community of Leaders Forum. The object to be studied is the organizational culture and leadership styles used in the Leader Community Forum. Based on the results of research related to organizational culture and leadership styles in the Community of Wadah Leaders, it can be concluded that the value of Family Impact Teamwork continues to be emphasized to members as a reference for acting in the community. And leaders apply a combination of charismatic, transactional, transformational, and visionary leadership styles in Komunitas Wadah Pemimpin.Dalam keberlangsungan suatu perusahaan terdapat pola perilaku yang dilakukan secara terus menerus oleh anggotanya. Kemudian terbentuk sebuah budaya yang menjadi ciri khas dalam perusahaan tersebut. Setiap pemimpin juga memiliki gaya kepemimpinan tersendiri dalam mengoperasikan perusahaan. Dengan adanya budaya organisasi dan gaya kepemimpinan yang baik dapat membentuk lingkungan kerja yang nyaman serta dapat medukung keberhasilan perusahaan. Rumusan masalah yang ditelaah dalam penelitian ini adalah bagaimana budaya organisasi dan gaya kepemimpinan dalam Komunitas Wadah Pemimpin? Metode yang digunakan dalam penelitian ini adalah metode etnografi dengan pendekatan kualitatif. Penelitian ini dikaji dengan teori komunikasi organisasi, budaya organisasi, serta gaya kepemimpinan. Tujuan dari penelitian ini yaitu untuk menggambarkan dan mengetahui budaya organisasi dan gaya kepemimpinan dalam Komunitas Wadah Pemimpin. Objek yang diteliti adalah budaya organisasi serta gaya kepemimpinan yang digunakan dalam Komunitas Wadah Pemimpin. Penelitian ini menyimpulkan bahwa nilai Family Impact Teamwork terus ditekankan kepada anggota sebagai acuan untuk bertindak dalam komunitas. Pemimpin menerapkan kombinasi dari gaya kepemimpinan kharismatik, transaksional, transformasional, dan visioner dalam Komunitas Wadah Pemimpin.

scholarly journals The Influence of Organizational Culture, Compensation, and Work Environment on Employee Performance in Class II B Bangko Correctional Institutions

2020 ◽  
Vol 10 (2) ◽  
pp. 416
Author(s):  
Anggara Bratama ◽  
Erianjoni Erianjoni
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Employee Performance ◽  
Empirical Test ◽  
Class Ii ◽  
Correctional Institution ◽  
Correctional Institutions ◽  
Analysis Technique ◽  
Endogenous Variables ◽  
Intervening Variables

ABSTRACTThis study aims to reveal the influence of organizational culture, compensation, and work environment on employee performance at the Bangko Class II Penitentiary, either directly or indirectly for Bangko Class II B Prison employees. This study uses a quantitative method, with exogenous variables, namely organizational culture (X1), compensation (X2), work environment intervening variables (X3) and endogenous variables, namely employee performance (Y) at Bangko Class II Correctional Institution (Lapas). The population of this research is all employees of Lapas in Bangko Class II Correctional Institution, namely 55 people. The sample was obtained through total sampling so that the respondents in this study amounted to 55 samples. The data analysis technique used is path analysis and is divided into 2 paths, namely sub-structure 1 and sub-structure 2. Data is collected through a questionnaire that has been validated and reliable in advance, both content and empirical test of items in the field. The results of this study have found that the hypothetical model is proven to be used as a new model in improving employee performance for every employee at the Bangko Class II Penitentiary.

scholarly journals Work environment, work motivation and organizational culture in influencing teachers’ performance

2020 ◽  
Vol 53 (3) ◽  
pp. 276
Author(s):  
Niko Sudibjo ◽  
Rosdiana Akmal Nasution
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Data Collection ◽  
Work Environment ◽  
Work Motivation ◽  
Quantitative Approach ◽  
Organizational Goals ◽  
Research Instrument ◽  
Positive Effects ◽  
Survey Technique

One crucial factor in determining the successes of learning in schools is the teachers’ performances. Teacher’s performance not only determines the learning successes but also the achievements of the organizational goals. This study aims to determine the effects of the work environment, work motivation, and organizational culture on the teachers’ performance in the XYZ School. The number of subjects in this study was 82 teachers who taught at the XYZ, both the Primary and Secondary levels. A quantitative approach with the PLS-SEM method, in which the Smart PLS application was implemented to process the data, was used in this study. For the data collection, a survey technique using a questionnaire was selected as a research instrument. The results of the data analysis have shown that the work environment, work motivation, and organizational culture have positive effects on performance.

PENGARUH KOMPENSASI, LINGKUNGAN KERJA DAN BUDAYA ORGANISASI TERHADAP LOYALITAS DAN KINERJA KARYAWAN (Studi Pada Karyawan STIE-AUB Surakarta)

EXCELLENT ◽  
2018 ◽  
Vol 5 (1) ◽  
pp. 159-169
Author(s):  
BRM. Suryo Triono
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Significant Influence ◽  
Employee Performance ◽  
T Test ◽  
Research Model ◽  
Employee Loyalty ◽  
Performance Variable ◽  
And Performance ◽  
Positive Effect

The purpose of this study is to examine the effect of compensation, work environment and organizational culture on employee loyalty and performance Result of t test that is Organizational Culture have positive and significant influence to Employee Loyalty, Compensation have positive effect and not Significant to Employee Loyalty And Work Environment negatively and Not Significant to Employee Loyalty. Organizational Culture has a positive and significant impact on Performance, And While Compensation and Work Environment is Positive and Not Significant to Employee Performance and Loyalty is negative and not Significant to Performance.Value of R2 square total equal to 0,5141 which mean employee performance variable explained by compensation, work environment, and organizational culture with job loyalty as interverning variable equal to 51,41% and the rest equal to 48,59% explained other factor outside research model. Effect of the most effective and dominant variable in order to improve the performance of employees STIE AUB Surakarta is a variable of organizational cultureKeywords             : Compensation, Work environment, Organizational culture, Loyalty,        Employee performance

Work Environment Factors Affecting the Transfer of Training in Female Workers in the Apparel Sector of Sri Lanka

2019 ◽  
pp. 105-137
Author(s):  
Sayuri Piyumindi Wijekoon
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Transfer Of Training ◽  
Training Transfer ◽  
Training Data ◽  
Apparel Manufacturing ◽  
Factors Affecting ◽  
Environment Factors ◽  
Female Workers ◽  
Work Environment Factors

With the increased investment in training and development initiatives, the organizations wishing to enhance their return on investment must understand the factors that influence transfer of training. This research analyzes the impact of the work environment factors on the transfer of training. Data were garnered through a questionnaire from a sample of 100 female workers in an apparel manufacturing company in Sri Lanka. Partial least squares structural equations modeling was used to analyze the proposed model and it could achieve the coefficient of prediction (R2) of transfer of training as high as 82%, implying the significance of supervisor support, peer support, openness to change, and personal outcomes – positive on transfer of training, while feedback reported no significant impact. Further, positive personal outcomes had the strongest influence on transfer of training. Therefore, practitioners should take into account the contributions associated with each environmental factor and especially to ensure that training transfer outcomes are positive and valued by the employees.

scholarly journals MEASURING THE EFFECT OF SOCIAL NETWORKING, ORGANIZATIONAL CULTURE TOWARD EMPLOYEE ENGAGEMENT IN SOES ORGANIZATION: CASE STUDY OF SOES IN INDONESI

2020 ◽  
pp. 181
Author(s):  
Victor Wiley ◽  
Thomas Lucas
Keyword(s):  
Organizational Culture ◽  
Social Networking ◽  
Employee Engagement ◽  
Employee Performance ◽  
Business Climate ◽  
Private Organization ◽  
New Strategies

SOEs in Indonesia has been expanded their project with tight time and more challenged business climate. In fact, similar to private organization, SOEs also faced with employee performance in their projects. The employee performance has many aspects of social networking, organizational culture and employee engagement. This study tested the influence of social networking, organizational culture and employee engagement on in several projects which ventured by State Owned Enterprises in Indonesia. The variables are analyzed by using SEM AMOS. It is explained that social networking, organizational culture and employee engagement affect employee engagement in SOEs-based projects in Indonesia. This study suggested an approach to improve social networking, organizational culture and employee engagement as new strategies for SOEs in Indonesia. This study result can be a recommendation to the SOEs managers to maintain social networking, organizational culture and employee engagement in order their project to be manageable.

scholarly journals Organizational Culture and Spirituality Workplace: Empirical Study of Influence of Organizational Culture and Spirituality Workplace

2018 ◽  
Vol 73 ◽  
pp. 11017 ◽  
Author(s):  
Rolland Epafras Fanggidae
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Human Resources ◽  
Work Environment ◽  
Empirical Studies ◽  
Simple Random Sampling ◽  
Work Attitudes ◽  
Linear Regression Method ◽  
Definition Of ◽  
The Relationship

In today’s organizations, Human Resources is one of the important driving factor. By creating a humanistic work environment, employees are more creative and have a passion to do the job. In order to improve the quality and quantity of human resources needs to the strategy of the organization. One of the strategies that can be undertaken by the organization is the psychic and spiritual fulfillment of employees in order to create a work environment that is humane. Spirituality is not about the workplace as religious practices are organized and not on God or theology. In this study proposes a theory Spirituality workplace, through a review of the literature and empirical study shows the definition of spirituality, the effects on work attitudes, as well as clarify the link spirituality and culture of the organization. This research is done through empirical studies related link workplace spirituality and organizational culture on college lecturer in East Nusa Tenggara (NTT)-Indonesia. Data were collected through a survey with simple random sampling proportional and involve ± 320 Lecturer Private college as respondents. Data analysis techniques with linear regression method using SPSS 23 determines the relationship between Organizational Culture and Spirituality workplace.

scholarly journals Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093588
Author(s):  
Zohra Saleem ◽  
Zhou Shenbei ◽  
Ayaz Muhammad Hanif
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Employee Engagement ◽  
Workplace Violence ◽  
Equation Modeling ◽  
Mediating Role ◽  
Customer Care ◽  
Negative Effect ◽  
The Impact ◽  
The Relationship

Employees working across all domains of professions are exposed to workplace violence (WPV). Few researchers have investigated the effects of WPV on employee engagement (EE) and the impact of the work environment and organizational culture on their relationship. The aim of this research is to describe the effect of WPV on EE and clarify the relationship between WPV, work environment, organizational culture, and EE. A cross-sectional study was performed on the data, collected from 178 alumni of a university, currently employed in caring, customer care, managerial, and technology professions in Pakistan. Structural equation modeling (SEM), confirmatory factor analysis (CFA), analysis of variance (ANOVA), and Tukey post hoc tests were employed for data analysis. The results showed that 88.7% of respondents had experienced WPV during the last 12 months. Significant differences existed in the work-related harassment and physical violence reported by occupational groupings. WPV had a significant direct negative effect on EE (β = −.556**), work environment (β = −.440) and organizational culture (β = −.758**). Furthermore, the work environment (β = −.123**) and organizational culture (β = −.157**) have a significant negative effect on EE, and both mediated the relationship between WPV and EE. The results show that employees working in caring and customer care are exposed to considerable risk of WPV. The findings underscore that a supportive work environment and positive organizational culture play a mediating role between WPV and EE among employees.

scholarly journals PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA YANG BERDAMPAK PADA KINERJA DOSEN POLITEKNIK ATMI SURAKARTA

2020 ◽  
Vol 30 (01) ◽  
pp. 015-030
Author(s):  
Dewi Kartikasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Indirect Effect ◽  
Working Environment ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Test Results

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

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