The Effect of Organizational Culture, Job Satisfaction and Achievement Motivation on Teacher Work Commitments in Junior High School of Teladan Timur in Medan

2018 ◽  
pp. 196-209
Author(s):  
Rosmay Indah Sinaga ◽  
Paningkat Siburian ◽  
Wildansyah Lubis
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Achievement Motivation ◽  
Direct Effect ◽  
Research Method ◽  
Path Coefficient ◽  
Direct Influence ◽  
Positive Direct

This study aims to describe and know: (1) the influence of organizational culture on job satisfaction; (2) the influence of organizational culture on achievement motivation; (3) the influence of organizational culture to organizational commitment; (4) the influence of job satisfaction to organizational commitment; and (5) the influence of achievement motivation to the organizational commitment of SMP Negeri Teladan Timur subdistrict and City of Medan. The research method used is survey method that is exploratory. The research method used is quantitative method with path analysis model. The number of respondents as many as 143 people taken with Random Proportional Sampling. Research instrument in the form of questionnaire, is data analysis through path analysis and previously there is data normality test with Kolmogrof-Smirnov Test (Z), linearity test and regression significance with Variance Analysis at significance level α equal to 0,05. The results of this study were found: (1) there was a positive direct effect of organizational culture on job satisfaction with path coefficient ρ21 = 0,83, with influence of 69%; (2) there is a direct positive influence of organizational culture on achievement motivation with path coefficient ρ31 = 0,79 with influence of 62%; (3) there is a positive direct influence of organizational culture on organizational commitment with path coefficient ρ41 = 0,27 with influence 7%; (4) there is a positive direct effect of job satisfaction on organizational commitment with path coefficient ρ42 = 0,43 with its influence equal to 18%; (5) there is a positive direct influence of achievement motivation toward organizational commitment with path coefficient ρ43 = 0,24 with influence 5,8%. The higher the influence of organizational culture, job satisfaction, and achievement motivation of teachers, the higher also in affecting the commitment of teacher organization SMP Negeri Teladan Timur subdistrict Medan City

scholarly journals INFLUENCE OF ORGANIZATIONAL CULTURE, SELF-EFFICACY, WORK MOTIVATION AND JOB SATISFACTION ON THE PERFORMANCE OF UMN AL-WASHLIYAH LECTURERS IN MEDAN

2020 ◽  
Vol 1 (2) ◽  
pp. 113-127
Author(s):  
Samsul Bahri ◽  
Benyamin Situmorang ◽  
Edidon Hutasuhut
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Self Efficacy ◽  
Random Sampling ◽  
Work Motivation ◽  
Path Coefficient ◽  
Direct Influence ◽  
Research Technique

This study aims to answer several hypotheses about the direct influence of organizational culture, self-efficacy, work motivation, and job satisfaction on work motivation, job satisfaction, and lecturer performance. The research technique used proportional random sampling to a sample of 152 of 246 lecturers UMN Al-Washliyah Medan, with research instruments using questionnaires with the scale Likert. Then the data is processed and analyzed with path analysis, thus producing an analysis with a coefficient of path 0.30 on the direct influence of organizational culture on work motivation, path coefficient 0.43 on the direct influence of self-efficacy on work motivation, path coefficient 0.47 on the direct influence of organizational culture on job satisfaction, coefficient of path 0.28 on the direct influence of self-efficacy on job satisfaction, path coefficient 0.22 on the direct influence of organizational culture on performance, the coefficient of line 0.15 on the direct influence of self-efficacy on lecturer performance, the coefficient of line 0.23 on the direct influence of work motivation on lecturer performance, and the coefficient of path 0.28 on the direct influence of job satisfaction on lecturer performance. From the results of the analysis, to improve the performance of lecturers need to be made various efforts, among others, by improving organizational culture, self-efficacy, work motivation, and job satisfaction.

scholarly journals Personality and Peak Performance on Commitments Organization of Theological High Schools in West Java Region II Bogor

2021 ◽  
Author(s):  
david ming ◽  
Maria Titik Windarwati
Keyword(s):  
Organizational Commitment ◽  
Direct Effect ◽  
Quantitative Methods ◽  
Path Coefficient ◽  
Direct Influence ◽  
West Java ◽  
Theological School ◽  
And Performance ◽  
Positive Direct ◽  
Region Ii

<p>The commitment of lecturers as indicated in their loyalty and performance plays a very important role in achieving organizational goals. The researcher formulates the problem as follows;. What is the personality of the theological school lecturer in West Java? 2. How is the performance of theological school lecturers in West Java? 3. How is the commitment of theological school lecturers in West Java? 4. How much influence does the personality and performance of the lecturers have on the organizational commitment of theological school in West Java? The purpose of this study was to examine the influence of personality, lecturer performance on commitment to the theological school lecturer organization in West Java. 124 lecturers who were sampled were taken from 8 theological schools in region II Bogor. Data collection techniques obtained by conducting interviews. The data were analyzed using quantitative methods, descriptive statistics, linkert scale and path analysis. Then the results show that there is a positive direct effect of personality on organizational commitment by having a positive direct influence on the path coefficient ρ31 = 0.169, Lecturer performance on organizational commitment with a positive direct effect by having a positive direct influence on the coefficient ρ32 = 0.267, Dosendan performance and personality. performance together against organizational commitment ρ32 = 0.436. So the conclusion is that the personality and high performance of the lecturers greatly influence organizational commitment</p>

scholarly journals The Effect of Organizational Culture, Leader Behaviors, Job Satisfaction, and Justice On Organizational Commitment

2020 ◽  
Vol 2 (1) ◽  
pp. 37-42
Author(s):  
Muhamad Suhardi ◽  
Syafaat Ariful Huda ◽  
Didi Mulyadi ◽  
Nada Nazopah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
High Schools ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Junior High ◽  
Junior High Schools ◽  
Leader Behaviors ◽  
Positive Direct

The purpose of this research is to find out information about the effect of organizational culture, leader behaviors, job satisfaction, and justice on organizational commitment. In this study, school is considered as an organization. The study was carried out at Islamic Junior High Schools in the Mataram City, NTB. The data for this survey reseach were collected by using quesionnaires distributed to fifty-nine teachers as the samples. The data were analyzed statistically using path analysis.The results of the analyses shows that: (1) organizational culture has a positive direct effect on organizational commitment,  (2) leader behaviors have a positive direct effect on organizational commitment, (3) job satisfaction has a positive direct effect on organizational commitment, and (4) justice has a positive direct effect on organizational commitment.

scholarly journals Theoretical Model of Language Faculty Lecturer Performance Improvement and Unimed Arts (Study of the Influence of Organizational Culture, Work Motivation, and Job Satisfaction on Lecturer Performance FBS Unimed)

2020 ◽  
Vol 3 (4) ◽  
pp. 2153-2168
Author(s):  
Syamsul Arif ◽  
Azhar Umar ◽  
TR Pangaribuan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Theoretical Model ◽  
Path Analysis ◽  
Performance Improvement ◽  
Direct Effect ◽  
Work Motivation ◽  
Endogenous Variables ◽  
Positive Direct ◽  
Positive Effect

This study aims to find: (1) a theoretical model of performance improvement Lecturer at the Faculty of Arts, Unimedwhich is built based on the associative causal relationship between endogenous variables and exogenous variables, (2) knowing the positive direct effects: (a) organizational culture on work motivationLecturer at FBS Unimed. (b) organizational culture on job satisfaction of Unimed FBS lecturers, (c) organizational culture on the performance of FBS Unimed lecturers (d) work motivation on the performance of Unimed FBS lecturers; (e) job satisfaction on the performance of Unimed FBS lecturers. The study population was 174 FBS Unimed lecturers, a sample of 100 people selected by means of proportional random sampling. The research instrument was a closed questionnaire with four scales. The research data were processed and analyzed using descriptive statistics and differential statistics, namely path analysis. Path analysis begins with a test requirements analysis including normality test and linearity test.X1) has a positive direct effect of 50.69% on Work Motivation (X2) lecturers of FBS Unimed as well as Organizational Culture (X1) a positive direct effect of 28.83% on Job Satisfaction (X3) lecturer at FBS Unimed, Organizational Culture (X1) also has a positive effect of 22.02% on lecturer performance (X4) FBS Unimed, and Work Motivation (X2) Has a positive direct effect of 26.22% on lecturer performance (X4) FBS Unimed and Job Satisfaction (X3) Directly positive effect of 17.75% on lecturer performance (X4) FBS Unimed.

scholarly journals Personality and Peak Performance on Commitments Organization of Theological High Schools in West Java Region II Bogor

2021 ◽  
Author(s):  
david ming ◽  
Maria Titik Windarwati
Keyword(s):  
Organizational Commitment ◽  
Direct Effect ◽  
Quantitative Methods ◽  
Path Coefficient ◽  
Direct Influence ◽  
West Java ◽  
Theological School ◽  
And Performance ◽  
Positive Direct ◽  
Region Ii

<p>The commitment of lecturers as indicated in their loyalty and performance plays a very important role in achieving organizational goals. The researcher formulates the problem as follows;. What is the personality of the theological school lecturer in West Java? 2. How is the performance of theological school lecturers in West Java? 3. How is the commitment of theological school lecturers in West Java? 4. How much influence does the personality and performance of the lecturers have on the organizational commitment of theological school in West Java? The purpose of this study was to examine the influence of personality, lecturer performance on commitment to the theological school lecturer organization in West Java. 124 lecturers who were sampled were taken from 8 theological schools in region II Bogor. Data collection techniques obtained by conducting interviews. The data were analyzed using quantitative methods, descriptive statistics, linkert scale and path analysis. Then the results show that there is a positive direct effect of personality on organizational commitment by having a positive direct influence on the path coefficient ρ31 = 0.169, Lecturer performance on organizational commitment with a positive direct effect by having a positive direct influence on the coefficient ρ32 = 0.267, Dosendan performance and personality. performance together against organizational commitment ρ32 = 0.436. So the conclusion is that the personality and high performance of the lecturers greatly influence organizational commitment</p>

scholarly journals PENGARUH BUDAYA ORGANISASI DAN MOTIVASI BERPRESTASI TERHADAP KINERJA KEPALA SEKOLAH

2010 ◽  
Vol 1 (2) ◽  
pp. 141
Author(s):  
Darusman Taufik
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Achievement Motivation ◽  
Direct Effect ◽  
Testing Hypothesis ◽  
Survey Method ◽  
Positive Direct

The objective of the research is to obtain the direct effect of organizational culture and achievement motivation on the headmasters’ performance. The study was conducted at Bangka Regency and Pangkalpinang  town in Bangka Belitung Province in 2010 by using a survey method with path analysis applied in testing hypothesis and 36 samples selected by simple random sampling.The finding of the research are: (1) there is a positive direct effect of organizational culture on headmasters’ performance; (2) there is a positive direct effect of  achievement motivation on headmasters’ performance; and (3) there is a positive direct effect of organizational culture on achievement motivation.Based on these findings, it could be concluded that any changing or variation occured at headmasters’ performance might have been directly significant effected by achievement motivation and organizational culture.Therefore, when we want to minimaze the variation which occurred in headmasters’ performance, these factors such as achievement motivation and organizational culture are necessary to be taken into account.

scholarly journals The Influence Of Organizational Culture, The Attitude Of The Lecturer Toward Women’s Leadership, And Job Satisfaction On Organizational Commitment In The ‘Aisyiyah University Yogyakarta

2020 ◽  
Vol 4 (1) ◽  
pp. 62-80
Author(s):  
Rufaida Setyawati ◽  
Ma'ruf Akbar ◽  
Muchlis R. Luddin
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Sampling Technique ◽  
Women's Leadership ◽  
Study Program ◽  
Positive Attitudes ◽  
Negative Effect ◽  
Positive Direct

The research is conduted to find the relationship between organizational culture, ob statistifaction, and the attitude of lecturers who were not serving in leadership, both structural and functional positions toward women’s leadership on organizational commitment in ‘Aisyiyah University (UNISA) Yogyakarta. The population of the research was 153 people, then the number of samples was determined by following the Slovin formula and obtained 111 respondents. Samples used as respondents from each faculty and study program were determined randomly. so the sampling technique is included in the category of random sampling. The research method uses a quantitative approach with survey data collection methods, and uses path analysis techniques. The findings of this research are 1) there is a positive direct effect of organizational culture on organizational commitment, 2) there is a direct negative effect on organizational culture on job satisfaction, 3) there is a positive direct effect of attitudes on women's leadership on job satisfaction, 4) there is a positive direct effect of organizational culture on organizational commitment, 5) there is a positive direct effect of attitudes on women's leadership on organizational commitment, 6) there is a direct positive direct effect on job satisfaction on organizational commitment, 7) there is an indirect direct negative effect on women's organizational culture on organizational commitment through job satisfaction, 8) there is a direct indirect effect of positive attitudes towards women's leadership on organizational commitment through job satisfaction.  

scholarly journals Pengaruh Budaya Organisasi dan Lingkungan Organisasi Terhadap Kepuasan Kerja dan Komitmen Organisasi

2019 ◽  
Vol 12 (2) ◽  
pp. 12-22
Author(s):  
Dwi Junianto ◽  
Joko Sabtohadi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Climate ◽  
Exploratory Study ◽  
Research Method ◽  
Organization Culture ◽  
Organizational Environment ◽  
Analytical Tools

This study is aimed at investigating the effect organizational environment and organizational culture on job satisfaction and organizational commitment on PT Wahyu Daya Mandiri employes. The exploratory study to investigation to find out and explain the influence of variables aimed at testing the theory or hypothesis. The analytical tools using Smart-PLS 3.2.8 and the research method used is quantitative of path analysis. The sample in this study was taken 34 and used saturated or census sampling, which is PT Wahyu Daya Mandiri employes request to respond to the questionnaire. The results show that organizational culture, organizational climate have a positive significant impact on job satisfaction in PT Wahyu Daya Mandiri and organization culture, job satisfaction have a positive significant on organizational commitment.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK COMPETENCE AND COMPENSATION TOWARDS THE PERFORMANCE OF THE HEAD OF MADRASAH TSANAWIYAH IN DELI SERDANG DISTRICT

2020 ◽  
Vol 1 (3) ◽  
pp. 27-50
Author(s):  
Amiruddin Amiruddin ◽  
Benyamin Situmorang ◽  
Zainuddin Zainuddin
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Direct Effect ◽  
Total Sample ◽  
Significance Test ◽  
Research Data ◽  
Path Coefficient ◽  
Workers Compensation ◽  
Direct Influence ◽  
Normality Test

This study aims to address the problems of the eleven hypotheses proposed, which include 1) the direct influence of organizational culture on compensation, 2) the direct effect of work competence on compensation, 3) the direct influence of organizational culture on the performance of the madrasa head, 4) the direct effect of work competence on performance madrasah head, 5) direct effect of compensation on madrasa head performance. The population of this study was the Head of Madrasas as many as 133 people with a total sample of 103 people taken using the Krejcie and Morgan tables. The research instrument was a questionnaire with a Likert scale and tests. The research data is processed and analyzed by path analysis path analysis. This path analysis begins by testing the analysis requirements including the normality test through the Lilifors formula, and the linearity and regression significance test. The results of the analysis show there is a direct influence of organizational culture on compensation with a path coefficient of 0.285, a direct effect of work competence on compensation with a path coefficient of 0.286, Likewise, there is a direct effect of organizational culture on the performance of madrasah heads with a path coefficient of 0.216, there is a direct influence of work competence on the performance of madrasa head with a path coefficient of 0.171, there is a direct effect of workers compensation on the performance of the madrasa head with a path coefficient of 0.178. This study aims to address the problems of the eleven hypotheses proposed, which include 1) the direct influence of organizational culture on compensation, 2) the direct effect of work competence on compensation, 3) the direct influence of organizational culture on the performance of the madrasa head, 4) the direct effect of work competence on the headmaster's performance, 5) the direct effect of compensation on the headmaster's performance. The population of this study was the Head of Madrasas as many as 133 people with a total sample of 103 people taken using the Krejcie and Morgan tables. The research instrument was a questionnaire with a Likert scale and tests. The research data is processed and analyzed by path analysis. This path analysis begins by testing the analysis requirements including the normality test through the Lilifors formula, and the linearity and significance test of regression. The results of the analysis show there is a direct influence of organizational culture on compensation with a path coefficient of 0.285, a direct effect of work competence on compensation with a path coefficient of 0.286, Likewise, there is a direct effect of organizational culture on the performance of madrasas head with a path coefficient of 0.216, there is a direct influence of work competence on the performance of madrasa head with a path coefficient of 0.171, there is a direct effect of workers compensation on the performance of the madrasa head with a path coefficient of 0.178.

PENGARUH MOTIVASI, KEDISIPLINAN, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA, KOMITMEN ORGANISASI SERTA KINERJA PEGAWAI (STUDI DI DINAS PERDAGANGAN TENAGA KERJA KOPERASI USAHA KECIL DAN MENENGAH KABUPATEN KARANGANYAR)

EXCELLENT ◽  
2018 ◽  
Vol 5 (1) ◽  
pp. 66-83
Author(s):  
Eny Widyastuti
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Significant Influence ◽  
Indirect Effect ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Direct Influence ◽  
Linearity Test

The purpose of this study was to find out empirically influences of motivation, discipline, leadership, organizational culture to job satisfaction and organizational commitment, and influences of motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The technique of sampling that used in this study was sampling method.The sample that used in this research was 51 respondents. The data collecting technique used observation and questionnaire. The data analytical technique used instrument research test such as validity and reliability tests; linearity test; hypothesis test such as path analysis, t test, F test, coefficient determination and coefficient correlation tests. The instrument test result showed that all of instruments were valid and reliable. The hypothesis result of this study showed that: Motivation had positive and significant influence on job satisfaction, while discipline, leadership and organizational culture had positive but insignificant influence on job satisfaction. Motivation and organizational culture had positive and significant influence on organizational commitment, while leadership had positive but insignificant influence on organizational commitment, and discipline had negative but insignificant influence on organizational commitment. Motivation, leadership, organizational culture and job satisfaction had positive and significant influence on performance, while discipline and organizational commitment had positive but insignificant influence on performance. Motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment simultaneously are significant influence to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The result of path analysis showed that the direct influence of motivation to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of discipline to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of leadership to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of organizational culture to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. Job satisfaction as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. Organizational commitment as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. The direct influence of leadership to performance was the most dominant path which affected performance. The total effect of leadership to performance through job satisfaction was the most dominant total influence that affected performance.Keywords:        Motivation, discipline, leadership, organizational culture, job satisfaction, organizational commitment and performance.

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