The influence of organizational climate and organizational culture on the performance of employees of the tourism and creative economy office of DKI Jakarta province with motivation as an intervening variable

  • Trisha Miria Gayatri Master of Management Postgraduate Program, IPWIJA University
  • Sri Lestari Prasilowati Master of Management Postgraduate Program, IPWIJA University
Keywords: organizational climate, organizational culture, employee motivation, performance

Abstract

The current condition of employee performance at the DKI Jakarta Provincial Tourism and Creative Economy Office is felt to be not optimal. This can be seen from the target performance targets, both specific and general targets, in some indicators that have not reached the target. It is indicated that several factors influence it, including organizational climate factors, organizational culture, and employee motivation in carrying out their duties. The research was carried out at the DKI Jakarta Provincial Tourism and Creative Economy Office with a research population of 84 employees; due to population limitations, the sample used was a saturated sample of 84 respondents for data collection using questionnaire method techniques and direct observation. For data analysis using the Smart Partial Least Square (PLS) analysis method version 3.0, the data tests used in this study are reliability tests, validity tests, statistical tests, and classical assumption tests. The direct influence of organizational culture is more dominant when compared to organizational climate, and the indirect influence of organizational culture is more dominant when compared to organizational climate. Organizational culture and organizational climate both directly and indirectly have the same influence. Implementing organizational culture through the development of innovation and risk-taking by giving freedom to employees to develop innovation and freedom of action also involves employees in making a vision and mission and discipline in carrying out their main duties for the organizational climate to create a harmonious relationship with the team. Employees are free to interact with the team to create relationships between teams, motivation to provide workload and responsibility in completing work results, awards for outstanding employees, and opportunities to advance.

Downloads

Download data is not yet available.

References

Danang Sunyoto. (2015). Manajemen dan Pengembangan Sumber Daya Manusia. Cetakan Pertama. Yogyakarta: CAPS.
Dessler, Gary. (2015). Human Resource Management. Fourteenth Edition. England: Pearson Education Limited.
Hartati D. Wahyuningsih. (2015). Pengaruh Kepemimpinan dan Budaya Organisasi Terhadap Kinerja Melalui Motivasi Di Rumah Sakit “Yakksi” Gemolong Sragen. Jurnal Khasanah Ilmu, 6(2), 11-20.
Hasibuan, Malayu S. P. (2016). Manajemen Sumber Daya Manusia. Edisi Revisi: Cetakan Kesembilan belas. Jakarta: PT Bumi Aksara.
Hasanuddin, Surati, Amir Tengku Ramly (2020). Pengaruh Budaya Organisasi, Kompensasi dan Lingkungan Kerja Tehadap Kinerja Karyawan Dengan Kepuasan Kerja Karyawan Sebagai Variabel Intervening pada Kantor Bappeda Bima NTB
Jajang Amiroso & Mulyanto. (2015). Influence of Discipline, Working Environment, Culture of Organization and Competence on Workers’ Performance through Motivation, Job Satisfaction (Study in Regional Development Planning Board of Sukoharjo Regency). European Journal of Business and Management, 7(36), 86-95.
Jonathan Sarwono & Umi Narimawati. (2015). Membuat Skripsi, Tesis, dan Disertasi dengan Partial Least Square SEM (PLS-SEM). Edisi 1. Yogyakarta: ANDI.
Mangkunegara, A.A. Anwar Prabu. (2017) Manajemen Sumber Daya Manusia Perusahaan. Cetakan Kesebelas. Bandung: PT Remaja Rosdakarya.
Muhammad Adi Nugroho, Saryadi, & Widiartanto. (2016). Pengaruh Kepemimpinan dan Lingkungan Kerja Terhadap Kinerja Karyawan Melalui Motivasi Sebagai Variabel Intervening (Studi Kasus Pada Karyawan Bagian Produksi PT Bandeng Juwana). Jurnal Ilmu Administrasi Bisnis, 5(1).
Robbins, Stephen P., dalam Ganyang. (2018). Manajemen. Edisi Kesepuluh: Jilid 2. Jakarta: Erlangga.
Sari Kusuma Dewi & Agus Frianto. (2013). Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan Melalui Motivasi. Jurnal Ilmiah Manajemen, 1(4), 1055-1065.
Sari & Kusni (2014) Pengaruh Lingkungan Kerja dan Kompetensi Terhadap Kinerja Karyawan Dengan Motivasi Sebagai Variabel Intervening Pada Satuan Kerja Non Vertikal Tertentu (SNVT) Kementerian Pekerjaan Umum Di Semarang.
Sedarmayanti. (2017). Perencanaan dan Pengembangan Sumber Daya Manusia untuk Meningkatkan Kompetensi Kinerja dan Produktivitas Kerja.. Bandung: PT Rafika Utama.
Sedarmayanti. (2017). Tata Kerja dan Produktivitas Kerja. Cetakan Ketiga. Bandung: CV. Mandar Maju.
Sithi Phiti Ammuai dalam Syahyuni (2018). Hubungan antara Budaya Organisasi dengan Disiplin Kerja pada Badan Kepegawaian Negara Jakarta. Jurnal dan Sekretari dalam Manajemen Vol. 2 No. 2
Sudaryono. (2017). Pengantar Manajemen. Teori dan Kasus. Yogyakarta, Caps Center for Academic Publiching service.
Sugiyono. (2015). Statistika Untuk Penelitian. Cetakan Ke-26. Bandung: CV. ALFABETA.
Suryati. (2012). Pengaruh Kepemimpinan dan Disiplin Kerja Terhadap Kinerja Karyawan Melalui Motivasi Sebagai Variabel Intervening (Studi Kasus pada karyawan bagian produksi PT Kumpai Besar Food di Kota Semarang Indonesia). Jurnal Q-MAN, 2(3), 1-16.
Veithzal Rivai Zainal, et al. (2019). Manajemen Sumber Daya Manusia Untuk Perusahaan: Dari Teori ke Praktik. Edisi Ketiga: Cetakan Ketujuh. Jakarta: Rajawali Pers.
Willy Abdillah & Jogiyanto HM. (2015). Partial Least Square (PLS) Alternatif Structural Equation Modeling (SEM) dalam Penelitian Bisnis. Edisi 1. Yogyakarta: ANDI.
Wirawan. 2015. Evaluasi Kinerja Sumber Daya Manusia Teori, Aplikasi dan Penelitian. Jakarta. Salemba Empat.
Published
2024-01-27
How to Cite
Gayatri, T. M., & Prasilowati, S. L. (2024). The influence of organizational climate and organizational culture on the performance of employees of the tourism and creative economy office of DKI Jakarta province with motivation as an intervening variable. Jurnal Scientia, 13(01), 481-496. https://doi.org/10.58471/scientia.v13i01.2223