5 research outputs found

    The Role Of Work Competence, Motivation, And Work Environment In Improving Employee Performance

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    ABSTRACT Competence and motivation do not necessarily improve or worsen employee performance; even working environment not only might be excessive but also might have less attention. This study aimed at exploring the changing role of working competence, motivation and environment to produce business value in achieving the excellent employee performance. This study was conducted at the Regional Planning, Research and Development Board in Tabanan Regency with a population of 80 employees by applying a sampling technique with saturated samples. The findings of this study led the results of increasing competence actually worsened the performance. However, motivation in carrying out work improved the performance due to wholeheartedly working performance and the employees realized about taking part in the work so that it can affect the performance of the organization itself. Meanwhile, good competence here meant the quality of building good working environment as positive and significant as the working motivation. Taking into account, condusive working environment encouraged employee performance in carrying out the work.  Keywords     : Work Competence; Motivation; Work Environment; Employee Performanc

    The Role of Organizational Commitment on Mediating the Relationship Between Leadership and Tri Hita Karana Culture with Subak Performance in Bali

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    Economic deceleration during recent times, has added empirical proves that agricultural sector was stronger compared with modern sector in term of facing global development challenge. Elongated and continuous economic deceleration, not only causing unbalance on social economy and politic, and worse causing the depletion of supply needed by people including the farmers in Subak organization. The purpose of this study was to explore the role of organizational commitment on mediating the relationship between leadership and Tri Hita Karana culture with Subak performance in Bali. More specifically to test the role of leadership value and organizational commitment on mediating the relationship Tri Hita Karana culture on performance. This study design used surveillance method with data collection by purposive sampling with questionnaire, which was: Subak on Balinese rice field is agriculture field to grow rice and some other crops as their main plant. The analysis unit is Subak organization in Bali Province. The respondents which then included as sample was 90 people including Pekaseh, Prajuru, and members of organization. The data analysis technique which was used to test the hypothesis was Partial Least Square (PLS).The result of the study showed that good implementation of leadership values asta dasa paramiteng prabhu and Tri Hita Karana culture can increase Subak performance directly or by organizational commitment mediation on Subak in Bali Province. Good implementation of Tri Hita Karana culture can increase leadership quality, organizational commitment, and also the performance itself. But a good value of leadership cannot take effect on organizational commitment as mediation. The originality of this study provide the fundamental of configuration on model development with PLS method and prove that the conceptual model of leadership values and Tri Hita Karana (THK) culture as well as the role of organizational commitment mediation which prove to have effect on performance increase on Subak in Bali Province.Theoretically this study has been able to build theoretic model about Bali local leadership value (asta dasa paramiteng prabhu) on Bali local culture (Tri Hita Karana) as well as the role of organizational commitment mediation on performance increase on Subak in Bali Province. Practical implication of this study can provide knowledge and understanding to stakeholder on implicating local values which is THK culture and leadership in performance increase through organizational commitment. Keywords: Tri Hita Karana culture, asta dasa paramiteng prabhu leadership, Organizational commitment and performance

    Organizational Commitment: The Mediator for Work Motivation and Organizational Climate Toward Organizational Citizenship Behavior (OCB)

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    The aim of this research is to know and analyse the role of mediated organizational commitment in determining work motivation, and organizational climate toward Organizational Citizenship Behaviour (OCB) of the employee at PT. Banoli Motor Denpasar. Census method is used in this research, where all the staff in total 76 people regarded as the sample. The data collected were then analysed further using structural equation modelling (SEM Analysis) with PLS technique. The findings of this research are; that work motivation has a positive and significant correlation towards organizational commitment, organizational climate contributes positively and significantly toward organizational commitment, work motivation does not significantly correlate toward OCB, organizational climate and organizational commitment have a significant and positive correlation toward OCB. Organizational commitment is proven as a full mediation between work motivation and OCB, and a partial mediation among organizational climate and OCB. These findings mean that mediation of organizational commitment can be the determinant on the indirect effect of work motivation toward OCB, and organizational climate toward OCB at PT. Banoli Motor’s staff Denpasar. Keywords: work motivation, organizational climate, organizational commitment, OCB, SEM-PL

    PERAN GENDER SEBAGAI VARIABEL MODERASI PADA MODEL KOMITMEN ORGANISASIONAL ,ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KINERJA KARYAWAN

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    This study has several objectives: to analyze the effect of organizational commitment on employee performance; analyze the effect of organizational commitment on organizational citizenship behavior; analyze the effect of organizational citizenship behavior on employee performance; analyze the role of gender as a moderating effect of organizational commitment on employee performance; analyze the role of gender as a moderating effect of organizational commitment on organizational citizenship behavior; analyze the role of gender as a moderating effect on organizational citizenship behavior on employee performance. The population in this study were all employees of a notary office in Bangli Regency, amounting to 45 employees. Sampling is done by taking the entire population (saturated sample) that is equal to 45 respondents. Data collection techniques used were interviews with questionnaires with multiple choice closed. In this study data analysis uses the Partial Least Square (PLS) approach. The results showed that the overall evaluation of the model seen from the coefficient of determination can be said to be sufficient, Q-Square Predictive Relevance meets existing requirements and Goodness of Fit in a large position (large) then the overall model is declared quite good. Hypothesis 1, which states organizational commitment has a significant positive effect on employee performance has not been accepted. Hypothesis 2, which states organizational commitment has a significant positive effect on employee OCB, is acceptable. Hypothesis 3, which states that employee OCB has a significant positive effect on employee performance, is acceptable. Based on gender testing has not been tested as a moderating both in terms of organizational commitment to employee performance, in terms of organizational commitment to OCB, as well as in the relationship of OCB to employee performanc
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