Pengaruh Persepsi Dukungan Organisasi dan Budaya Organisasi terhadap Kinerja Karyawan
-
Mila Hariani
*
Universitas Sunan Giri Surabaya, Sidoarjo,
Indonesia
- Mochamad Irfan Universitas Mayjen Sungkono, Mojokerto, Indonesia (*) Corresponding Author
Abstract
This study aims to analyze the effect of Perceived Organizational Support (POS) and Organizational Culture on Employee Performance in the manufacturing sector of Mojokerto City. Perceived Organizational Support reflects the extent to which employees feel valued and supported by the organization, while Organizational Culture includes values, norms, and beliefs that shape employee behavior in the workplace. This study used an explanatory quantitative approach involving 100 employees from various levels of positions. The results showed that POS and Organizational Culture have a significant influence on employee performance, both individually and together. POS encourages employee loyalty and motivation by increasing their sense of security and job satisfaction. A positive Organizational Culture encourages cooperation, innovation, and adaptation to change, which contributes to increased productivity and work efficiency. This research underscores the importance of creating synergy between POS and Organizational Culture to create a work environment conducive to individual and organizational growth. The practical implications of this research are the importance of reward policies, recognition of employee contributions, and the development of a collaborative work culture. The results of this study provide strategic insights for manufacturing companies to improve human resource management to support organizational success.
Downloads
References
Al Hakim, Y. R. & M. Hariani. (2021). The Influence of Transformational Leadership Style on Organizational Commitment and Job Performance. Journal of Science, Technology and Society, 2(2), 19-24.
Arifin, S. & R. Mardikaningsih. (2021). The Effect of Employability, and Organizational Climate on Employee Performance, Studi Ilmu Sosial Indonesia, 1(2), 33-42.
Arifin, S., & Darmawan, D. (2022). Studi tentang Pengalaman Kerja, Komitmen Kerja, Dukungan Organisasi dan Pengaruhnya Terhadap Kinerja Karyawan. Jurnal Ilmiah Edunomika, 6(1), 33–43.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (3rd ed.). San Francisco: Jossey-Bass.
Campbell, J. P. (1990). Modeling the Performance Prediction Problem in Industrial and Organizational Psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (Vol. 1, pp. 687–732). Palo Alto, CA: Consulting Psychologists Press.
Creswell, J. W. (2014). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches (4th ed.). Thousand Oaks, CA: Sage Publications.
Darmawan, D. (2019). Peranan Kompleksitas Tugas, Persepsi Dukungan Organisasi, dan Regulasi Diri Terhadap Niat Berpindah Kerja. Jurnal Ekonomi dan Bisnis, 9(1), 20–26.
Darmawan, D. (2022). Budaya Organisasi, Kepemimpinan dan Komitmen: Determinan Efektivitas Organisasi yang Akurat. TIN: Terapan Informatika Nusantara, 3(7), 260–266.
Darmawan, D. (2024). Distribution of Six Major Factors Enhancing Organizational Effectiveness. Journal of Distribution Science, 22(4), 47–58.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507.
Ernawati, E., Sinambela, E. A., Mardikaningsih, R., & Darmawan, D. (2022). Pengaruh Budaya Organisasi, Kepemimpinan, Kompensasi, dan Komitmen Organisasi Terhadap Kinerja Karyawan. Jurnal Ilmiah Edunomika, 6(1), 119–126.
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of Convenience Sampling and Purposive Sampling. American Journal of Theoretical and Applied Statistics, 5(1), 1–4.
Gani, A. (2022). The Influence of Perceptions of Organizational Support and Interpersonal Abilities on Employee Achievement Motivation. International Journal of Service Science, Management, Engineering, and Technology, 2(3), 1 – 4.
Hariani, M. (2021). Organizational Culture and Self-efficiency that form Employee Performance. Studi Ilmu Sosial Indonesia, 1(2), 23–32.
Hariani, M. (2023). Unleasing Organizational Commitment: Unravelling the Impact of Contract Worker Competence, Leadership, and Organizational Culture. International Journal of Service Science, Management, Engineering, and Technology, 3(1), 11–16.
Hariani, M. & M. Irfan. (2022). The Influence of Leadership and Work Culture on Employee Work Loyalty, Studi Ilmu Sosial Indonesia, 2(1), 39-48.
Infante, A. & D. Darmawan. (2022). Women in Human Resource Management Practice. Journal of Social Science Studies, 2(1), 27-30.
Irfan, M., & Al Hakim, Y. R. (2022). The effect of Perceived Organizational Support and Organizational Culture on Job Satisfaction. International Journal of Service Science, Management, Engineering, and Technology, 2(2), 25–30.
Jahroni, J., Darmawan, D., Mardikaningsih, R., & Sinambela, E. A. (2021). Peran Insentif, Perilaku Kepemimpinan, dan Budaya Organisasi Terhadap Penguatan Komitmen Organisasi. Jurnal Ekonomi dan Ekonomi Syariah (JESYA), 4(2), 1389–1397.
Lestari, U. P. & R. Mardikaningsih. (2020). Effect of Leadership Behavior and Work Climate on Employee Performance, Journal of Science, Technology and Society, 1(1), 5-12.
Mardikaningsih, R., & Darmawan, D. (2012). Studi tentang Karakteristik Individu, Kepemimpinan, Kompensasi, Organizational Citizenship Behavior, dan Budaya Organisasi untuk Membentuk Kepuasan Kerja dan Kinerja Karyawan. Jurnal Ekonomi dan Bisnis, 2(2), 7–25.
Mardikaningsih, R. & S.N. Halizah. (2022). Relationship between Internal Locus of Control and Employees' Ethical Behaviour in Organisations, Bulletin of Science, Technology and Society, 1(2), 7-10.
Mardikaningsih, R. & D. Darmawan. (2022). The Influence of Working Conditions and Employee Motivation on Job Performance, Studi Ilmu Sosial Indonesia, 2(2), 1-10.
Ningwulan, E. P., Akhmal, D., & Darmawan, D. (2012). Studi tentang Kesan Dukungan Organisasi dan Keseimbangan Kehidupan Kerja untuk Membentuk Perilaku Inovatif Karyawan. Jurnal Ekonomi, Bisnis dan Manajemen, 2(2), 103–116.
Putra, A. R. & R. Mardikaningsih. (2022). Study on Employee Performance Reviewing from Leadership, Innovative Behavior and Work Engagement, International Journal of Service Science, Management, Engineering, and Technology, 1(3), 4 – 10.
Putra, A. R., & Darmawan, D. (2024). The Role of Supervisory Support and Self-efficacy on Work Effectiveness with Work Burnout as a Moderator Variable. Jurnal Simki Economic, 7(2), 439–451.
Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, 87(4), 698–714.
Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). San Francisco: Jossey-Bass.
Wulandari, W., Nuraini, R., Maghfiroh, F., Darmawan, D., Halizah, S. N., & Mardikaningsih, R. (2022). Pengaruh Kemampuan Interpersonal, Modal Psikologi, dan Dukungan Supervisor Terhadap Kinerja Tenaga Penjualan. TIN: Terapan Informatika Nusantara, 3(4), 123–131.
Wulandari, W., & Darmawan, D. (2024). The Influence of Emotional Intelligence on Salesperson Performance. Jurnal Manajemen Bisnis dan Terapan, 2(2), 124–132.
Bila bermanfaat silahkan share artikel ini
Berikan Komentar Anda terhadap artikel Pengaruh Persepsi Dukungan Organisasi dan Budaya Organisasi terhadap Kinerja Karyawan
Pages: 329-334
Copyright (c) 2024 Mila Hariani, Mochamad Irfan
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under Creative Commons Attribution 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (Refer to The Effect of Open Access).
