DETERMINATION OF ORGANIZATIONAL CULTURE, WORK DISCIPLINE, AND MOTIVATION WORK WITH THE WORK SATISFACTION OF THE VARIABLE MEDIATOR TO THE PERFORMANCE THE EDUCATION EMPLOYEE CITY OF TANJUNG PINANG
DOI:
https://doi.org/10.37776/jzm.v10i3.580Abstract
In this study, researchers used data respondents, such as gender, age and long working respondents to provide information on the characteristics of respondents. The questionnaire was spread over 42. The discussion in this chapter is the result of field studies to obtain data on the questionnaire responses that measure five key variables in the study, namely organizational culture, work discipline, work motivation, job satisfaction and employee performance. Analysis of data with parametric and non parametrics statistics using SEM-PLS (structural Equation Modelling-Partial Least Square) on the research variables, instrument test, normality test, hypothesis test, as well as discussion of the hypothesis test results and path analysis Path. This research uses path analysis to test relationship patterns that reveal the influence of variables or a set of variables against other variables, both direct influences and indirect influences. Calculation of line coefficient in this study assisted with Smart PLS Ver 3.0. To find out the direct and indirect influences between variables then be seen from the calculation result of the line coefficient and to know the significance. The effect of the X3 variable against X4 has a P-Values value of 0.024 < 0.05, so it can be stated that the effect between X3 against X4 is significant. The effect of the variable X3 against Y has a P-Values value of 0.009 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of X4 to Y variables has a P-Values value of 0.023 < 0.05, so it can be stated that the effect between X4 to Y is significant. The effect of the X1 variable against X4 has a P-Values value of 0.007 < 0.05, so it can be stated that the effect between X1 against X4 is significant. The effect of a X1 variable against Y has a P-Values value of 0.028 < 0.05, so it can be stated that the effect between X1 to Y is significant. The effect of a variable X2 against X4 has a P-Values value of 0.007 < 0.05, so it can be stated that the effect of X2 against X4 is significant. The effect of a variable X2 against Y has a P-Values value of 0.010 < 0.05, so it can be stated that the effect of the X2 against Y is significant.References
Aliyah, H. (2017). Pengaruh Lingkungan Kerja, Status Kerja dan Beban Kerja Terhadap Keterikatan Kerja Dosen Perguruan Tinggi Swasta di Kecamatan Way Jepara Lampung Timur. Jurnal Dinamika.
Arianto, D. A. (2013). Pengaruh Kedisiplinan, Lingkungan Kerja dan Budaya Kerja Terhadap Kinerja Tenaga Pengajar. Jurnal Economia.
Humairoh, & Wardoyo. (2017). Analisis Pengaruh Budaya Organisasi Terhadap Employee Engagement Dengan Kepuasan Kerja Sebagai Variabel Intervening (Studi Kasus: Perusahaan Jasa Layanan Pelabuhan). jurnal Ultima Management.
Jain, R. (2014). Impact of Work Environment on Job Satisfaction. International Journal of Scientific and Research Publications.
Lumbantoruan, A., & Silvianita, A. (2014). Pengaruh Lingkungan Kerja Fisik Dan Lingkungan Kerja Non Fisik Terhadap Motivasi Kerja Karyawan Di Pt Indonusa Telemedia Regional Office Bandung. eProceedings of Management.
Meyer, J. P., dan Allen, N. J. (2012), Commitment in The Workplace: Theory, Research, and Application. London: Sage Publication Inc.
Meyer, J. P., Stanley, D. J., Herscovitch, L., dan Topolnytsky, L. (2013), "Affective, continuance, and normative commitment to the organization: Ameta-analysis of antecedents, correlates, and consequences." Journal of Vocational Behavior 61, no. 1: 20-52.
Mondy, R. W. (2016). Human Resource Management. Harlow: Pearson Education Limited.
Muhammad, S. R., Adolfina, & Lumintang, G. (2016). Pengaruh Lingkungan Kerja, Kompensasi Dan Beban Kerja Terhadap Kinerja Karyawan Pada Dinas Pendapatan Daerah Kota Manado. Jurnal EMBA.
Muhraweni, R. G. (2017). Pengaruh Lingkungan Kerja Fisik, Lingkungan Kerja Non Fisik Dan Komunikasi Terhadap Kepuasan Kerja Pegawai Di Bagian Umum Sekretariat Daerah Kabupaten Soppeng. Jurnal Mirai Management.
Novianto, D., & Yuniati, T. (2015). Pengaruh Kompensasi Dan Lingkungan Kerja Terhadap Kepuasan Kerja PT Galang Kreasi Sempurna. Jurnal Ilmu dan Riset Manajemen.
Riduwan, 2011. Metode & Teknik Menyusun Tesis. Bandung: Alfabeta.
Rumengan Jemmy. 2010. Research Methodology with SPSS. BATAM: UNIBA Press.
Rumengan Jemmy / Satriawan, Bambang / Juliandi, Azuar / Irfan, (2011), Path Analysis with SPSS, Diktat lectures and training. BATAM: UNIBA
Rumengan Jemmy, Suhardis Adnan, Rumengan Tommy 2020. Health Research Methodology. Sefa Bumi Persada ISBN-978-623-7648-49-9.
Rumengan Jemmy, Juliandi Azuar, Khaddafi Muammar, Rumengan Eleonora Angelina 2019. Research Methods. Sefa Bumi Persada ISBN-978-602-0768-85-4.
Rumengan Jemmy, Khaddafi Muammar, Syarif Arman, Yanti Sri 2020. Research Methodology. Sefa Bumi Persada. ISBN-978-623-7648-57-4.
Ridwan. (2011). Metode & Teknik Menyusun Proposal Penelitian. Edisi I. Alfabeta. Bandung
Sedarmayanti, 2010, Manajemen Sumber Daya Manusia, edisi I, Refika Aditama,
Bandung.
Sedarmayanti (2011). Sumber Daya Manusia dan Produktivitas Kerja. Bandung : Mandar Maju.
Siagian, P Sondang, 2010, Manajemen Sumber Daya Manusia, Bumi Aksara,
Jakarta.
Published
Issue
Section
License
Manuskrip yang diserahkan penulis haruslah sebuah karya yang tidak melanggar hak cipta (copyright) yang ada. Naskah yang dimasukkan harus yang belum pernah diterbitkan dan tidak dikirimkan pada waktu yang bersamaan kepada penerbit lain. Hak cipta atas semua material termasuk yang berbentuk cetak, elektronik dan bentuk lainnya dipegang oleh Jurnal Agrifo. Setelah manuskrip telah melewati proses penyuntingan substansi dan positif diterima, penulis mengirimkan berkas Pernyataan Hak Cipta b ke alamat redaksi Jurnal Zona Manajemen.
