The Influence of Leadership Style and Organization Culture on Employee Performance at Pt. Suri Tani Pemuka, Simalungun Regency

Widya, Elda Triana; Raja, Posma Lumban; Marpaung, Nicholas

doi:10.55047/cashflow.v2i1.430

Cited by 1 publication

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“…It is in the line with results of the research by (Efrina, 2024;Sabuhari et al, 2020) that stated the adaptation of organizational culture does not have a significant impact on employee performance. Moreover, the results by (Triana Widya et al, 2022) showed that employee performance is not positively and significantly impacted by organizational culture. The lack of a career path is one of the organizational cultures at PT.…”

Section: T-testmentioning

confidence: 91%

The effect of Islamic leadership, organizational culture, motivation, work environment, and job satisfaction on employee performance

Rabbad,

Justiana Astuti,

Tubastuvi

et al. 2024

IJRBS

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This research aims to determine the effect of Islamic leadership, organizational culture, motivation, work environment, and job satisfaction on employee performance. Utilizing a quantitative approach, data was gathered through a survey method using a Likert-type scale with 5 rating options. The population in this study was all the employees of Universitas Muhammadiyah Purwokerto as many as 721 and the sample of 142 respondents was conveniently selected for this research. In this study the technique of analyzing the data using multiple regression analysis and the coefficient of determination test R2. Research results indicate that while organizational culture has no significant effect on employee performance, Islamic leadership, motivation, the work environment, and job satisfaction all positively and significantly affect employee performance. The findings of this research offer insights that can enhance employee performance within organizations. The independent variables Islamic leadership, organizational culture motivation work environment, and job satisfaction have an impact on 69.6% of the employee performance variable at Universitas Muhammadiyah Purwokerto and factors not covered in this study will have an impact on the remaining 30.4% of the employee performance variable. Organizations should prioritize enhancements in Islamic leadership, organizational culture, motivation, work environment, and job satisfaction to achieve this. Strategies for improvement may include fostering learning and development opportunities for employees, cultivating a positive and supportive workplace atmosphere, and providing competitive compensation and benefits packages.

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Section: T-testmentioning

confidence: 91%