The Influence of Organizational Culture and Organizational Commitment Towards Employee Performance Through Work Ethics at PT. PLN (Persero) UPDK Belawan

Abstract

Human resources are one of the factors that need to be well managed by companies. Human resource management must be done professionally in order to produce competent human resources so that they can improve the performance of individuals and companies. This study aims to determine the influence of organizational culture and organizational commitment on employee performance through work ethics at PT. PLN (Persero) Belawan. This study is associative research with a quantitative approach. The sample in this study has as many as 175 respondents, and the data analysis techniques used to test the hypothesis are descriptive analysis and structural equation modeling (SEM) analysis. According to the findings, organizational culture has a positive and significant impact on work ethic. Work ethics are positively influenced by organizational commitment. Work ethic has a positive and significant impact on employee performance. Organizational culture has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance, while indirect effect results show that organizational culture has a positive and significant effect on employee performance through work ethic. Organizational commitment has a positive and significant effect on employee performance through work ethic. Keywords: Organizational Culture, Organizational Commitment, Work ethic, Employee Performance

Organisational Commitment Influenced by Motivation and Training with Job Satisfaction and Performance as Mediator

“…Organisational commitment is significantly influenced by job satisfaction. It aligns with previous research reports (Paramita, Lumbanraja, & Absah, 2020;Rosas, Herrera, & Rodríguez-Fernández, 2021;Seema et al, 2021). Organisational commitment is a perceived level of identification, such as satisfaction or dissatisfaction with members of the organisation in which it works, which has implications for the entry and exit of employees.…”

Assessing the impact of occupational health and safety, work environment, organizational culture, transformational leadership, and motivation on employee performance in the post-COVID-19 Malawi

“…Furthermore, this study's findings support those of a study by which discovered that organisational culture had little bearing on worker performance (Paramita et al, 2020). However, the research's results are at odds with those of a study which found that corporate culture had an impact on employee performance (Mogi et al, 2022).…”

“…In contrast, the same study concluded that organizational culture has no direct or advantageous impact on employee performance. Furthermore, another research demonstrated that organizational culture has little impact on workers' productivity (Paramita et al, 2020). In the perspective of Herzberg's theory, the employees who are happy with both the motivation and hygiene elements will perform well.…”

“…While one research suggested that organisational culture had a favourable and significant impact on employee performance (Fitria, 2018), another research demonstrated that organisational culture had no such favourable or direct effect on employee performance (Sapta et al, 2021). In a similar vein, a particular study demonstrated that organizational culture had little impact on worker performance (Paramita et al, 2020). So, "what impact does organizational culture have on employee performance?"…”

Pengaruh Budaya Organisasi, Lingkungan Kerja, dan Beban Kerja terhadap Kinerja Karyawan pada PT. Uphus Khamang Indonesia

“…Hasil penelitian ini sejalan dengan penelitian dari Sugiono & Ardhiansyah (2021) menemukan bahwa budaya organisasi berpengaruh positif signifikan terhadap kinerja karyawan. Hasil penelitian dari Omela, Lumbanraja, & Absah (2021), menemukan bahwa budaya organisasi berpengaruh positif signifikan terhadap kinerja karyawan. Penelitian serupa dari Kayoi, Bharanti, & Listyarini (2021) menemukan bahwa konflik berpengaruh positif signifikan terhadap kinerja karyawan.…”