The Influence of Corporate Culture on Employee Commitment to the Organization

Nongo, Ezekiel Saasongu; Ikyanyon, Darius Ngutor

doi:10.5539/ijbm.v7n22p21

Cited by 77 publications

(62 citation statements)

References 26 publications

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“…In particular, perceived constructive culture has a strong positive relationship with job satisfaction and organizational commitment. More studies from Nigeria [12], Iran [13], [14], and Malaysia [15], also confirm the finding that there is a significant relationship between organizational culture and organizational commitment. Either as one dimension or in sub-dimension, the strong culture of the organization, will eventuate to the higher organizational commitment.…”

Section: A Organization Culture and Organizational Commitmentmentioning

confidence: 61%

The Mediation Effect of Organizational Commitment in the Relation of Organization Culture and Employee Performance

Adam¹,

Yuniarsih²,

Ahman³

et al. 2020

Proceedings of the 3rd Global Conference on Business, Management, and Entrepreneurship (GCBME 2018)

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The present study investigate the relation of organization culture and employee performance and the mediation role of organizational commitment. The research conducted in a local public company who served clean water to the society. Non-probability sampling method with accidental sampling technique was used to gather 260 employees to participate in this study. Descriptive and verificative method were used to analyze the relation between variables through hypothesis testing. The study found that organizational culture has significant effect on employee performance. Meanwhile organizational commitment proved to be a mediator in the relation. Organization should develop strong culture and commitment in order to enhance employee performance.

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Section: A Organization Culture and Organizational Commitmentmentioning

confidence: 61%

The Mediation Effect of Organizational Commitment in the Relation of Organization Culture and Employee Performance

Adam¹,

Yuniarsih²,

Ahman³

et al. 2020

Proceedings of the 3rd Global Conference on Business, Management, and Entrepreneurship (GCBME 2018)

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“…Remiantis R. Balvočiūtės, L. Sandu (2013) tyrimu, galima teigti, kad daugeliui Lietuvos verslo įmonių aktualu organizacinę kultūrą plėtoti puoselėjant darbuotojų vertybes, įsitikinimus, kuriant tradicijas, simboliką, daugiau dėmesio skiriant vadovų ir kitų darbuotojų mokymui, tobulinant darbo užmokesčio sistemą, gerinant fizinę aplinką. Organizacinė kultūra yra labai svarbi palaikant darbuotojų atsidavimo ir intensyvumo lygį, kas dažnai būdinga sėkmingai organizacijai (Nango, Ikyanyon [2012], cituoja Deal ir Kennedy, 1982). Pasak R. T. Farmer (2005), organizacinė kultūra yra tai, kas skiria verslo nugalėtojus nuo pralaimėtojų.…”

Section: Organizacinės Kultūros Teorinės Prielaidos Remiantis Mokslinunclassified

Lietuviško ir užsienio kapitalo organizacijų organizacinės kultūros tyrimas Klaipėdos mieste

Paužuolienė

Docienė

Vaitiekus

2021

Regional Formation and Development Studies

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ĮvadasŠiuolaikinių gamybos įmonių technologinio modernizavimo ir rinkos plėtros nepakanka, siekiant už-tikrinti organizacijos sėkmę. Kaip pastebi L. Šimanskienė, T. Tarasevičius (2010), vien ekonomine nauda grindžiama veikla yra nepatvari. Vis svarbesni veiksniai, užtikrinantys efektyvų organizacijos darbą, yra individas, jo vertybinės nuostatos, darbuotojų motyvavimas, veiksminga komunikacija, lyderystės raiška, organizacijos pokyčių valdymas ir dėmesys organizacinei kultūrai, kuri tampa ypač svarbi didinant veiklos efektyvumą bei siekiant įgyvendinti strateginius planus (Studžė, 2010). Organizacinės kultūros kūrimo, jos diegimo ir puoselėjimo mechanizmas būtinas kiekvienoje organizacijoje. Klestinčios organizacijos remiasi išplėtota vertybių ir įsitikinimų sistema.Organizacinė kultūra pasireiškia jos narių elgesiu, įsitikinimais ir prielaidomis, vertybėmis, požiūriais ir yra vertingas įmonės konkurencinio pranašumo šaltinis, nes ji formuoja organizacines procedūras, į dar-

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“…Pengalaman kerja juga menjadi faktor penentu terhadap keahlian dan keterampilan yang dimilikinya, sehingga dapat mempengaruhi loyalitas karyawan (Handoko, 1987:17). Loyalitas karyawan dinilai sejauh mana karyawan mengidentifikasi organisasi dan seberapa tinggi keinginannya untuk terus aktif dalam organisasi (Nongo & Ikyanyon, 2012). Loyalitas karyawan terhadap organisasi dan proses yang terus menerus sehingga karyawan akan menunjukkan dan mengekspresikan perhatian atau hal yang penting terhadap perusahaan (Soeghandi, Sutanto, & Setiawan, 2013:17), menimbulkan rasa memiliki kepada setiap karyawan yang berada dalam organisasi (Leite, Rodrigues, & Albuquerque, 2014).…”

Section: Pendahuluanunclassified

Efek Lingkungan Kerja Sosial Dan Kepuasan Kerja Pada Loyalitas Karyawan Dalam Industri Jasa Properti

Maulana¹,

Sumiyati

Razati

2020

JBME

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The problem of employee loyalty is still the main concern in the company. It is because there are still many people researching for half a decade that the main components of loyalty include strong beliefs, acceptance of organizational goals, willing to mobilize considerable effort on behalf of the organization and a desire to maintain membership in the organization. Employees who have loyalty to their work will work more effectively and efficiently so that they can optimize their performance and produce good output in the form of products and services. Employee loyalty is a problem that almost happened in every type of company both services and manufacturing in various countries. Starting from the tourism industry, restaurant industry, education industry, health industry, and others. The low employee loyalty toward the company is characterized by decreasing performance, increasing attendance and employee turnover. This occurred to PT. Rezeki Jaya Makmur Sentosa in Ciamis, where the level of employee loyalty has decreased every year, especially in 2014-2018. Surely this is far from the expectations of companies that want their employees to have high loyalty. This study aims to determine (1) the influence of the social work environment on employee loyalty (2) the effect of job satisfaction on employee loyalty (3) the influence of the social work environment and job satisfaction on employee loyalty. This study uses a quantitative method involving 36 respondents using saturated sampling with data collection techniques using questionnaires. The data analysis technique used is multiple linear regression. The results of this study indicate that (1) the influence of the social work environment on employee loyalty partially influences by 70.6% (2) the effect of job satisfaction on employee loyalty partially influential by 63.3% (3) the influence of social work environment and job satisfaction on employee loyalty simultaneously influences by 73.5%. This shows that the better the social work environment and job satisfaction, the higher the employee loyalty. This means that if the social work environment and good job satisfaction will be obtained optimal work output, so that employee loyalty can increase properly.Abstrak: Permasalahan loyalitas karyawan masih menjadi perhatian utama dalam perusahaan. Hal ini dikarenakan masih banyak orang meneliti selama setengah dekade bahwa komponen utama loyalitas mencakup keyakinan kuat, penerimaan tujuan organisasi, rela mengerahkan usaha yang cukup atas nama organisasi dan keinginan untuk mempertahanan keanggotaan dalam organisasi. Karyawan yang mempunyai loyalitas pada pekerjaannya akan bekerja lebih efektif dan efesien sehingga bisa mengoptimalkan kinerjanya dan menghasilkan output yang baik berupa produk dan jasa. Loyalitas karyawan menjadi masalah yang hampir terjadi pada setiap jenis perusahaan baik jasa maupun manufaktur diberbagai negara. Mulai dari industri pariwisata, industri restoran, industri pendidikan, industri kesehatan, dan lain-lain. Rendahnya loyalitas karyawan terhad...

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The Influence of Corporate Culture on Employee Commitment to the Organization

Cited by 77 publications

References 26 publications

The Mediation Effect of Organizational Commitment in the Relation of Organization Culture and Employee Performance

The Mediation Effect of Organizational Commitment in the Relation of Organization Culture and Employee Performance

Lietuviško ir užsienio kapitalo organizacijų organizacinės kultūros tyrimas Klaipėdos mieste

Efek Lingkungan Kerja Sosial Dan Kepuasan Kerja Pada Loyalitas Karyawan Dalam Industri Jasa Properti

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