The Influence of Work Motivation, Organizational Citizenship Behavior and Organizational Culture on the Performance of Police Personnel in Kolaka Resort
ABSTRACT: This study aims to determine the simultaneous effect of work motivation, organizational
citizenship behavior and organizational culture on the performance of police personnel and also to examine the
partial effect of work motivation on performance, organizational citizenship behavior on performance and
organizational culture on performance. The object of this research is the Kolaka Resort Police. This study uses a
quantitative approach where the population of this study amounted to 183 people. Determination of the sample
with the Slovin formula so that the sample of this study amounted to 126 personnel. Samples were drawn using
simple random sampling technique. The research data were collected by questionnaire and analyzed using
multiple linear regression. The results of the analysis of this study conclude that simultaneously work
motivation, organizational citizenship behavior and organizational culture have a significant effect on
performance. Partial test results found that work motivation has a positive and significant effect on performance.
Organizational citizenship behavior has a positive and significant effect on performance. Organizational culture
has a positive and significant effect on performance. The work motivation variable was found to be the most
dominant in influencing performanc
KEYWORDS -Work Motivation, Organizational Citizenship Behavior, Organizational Culture, Employee
Performance
The Effect of Organizational Culture, Human Resource Competency, and Effectiv...AJHSSR Journal
ABSTRACT: LPD as a traditional-based financial institution has an important role as an economic driver for
rural communities. However, over time, practices often occur that have an impact on the lack of public trust in
LPD performance, one of which is the misuse of customer funds for personal interests. This study aims to prove
the influence of organizational culture, human resource competence, and effectiveness of supervision on LPD
performance. The data used in this study were respondents' answers to statements in the questionnaire, and the
sample was determined by purposive sampling method so that a sample of 104 LPDs were obtained. The data
analysis technique used is multiple linear regression. Based on the analysis results show that the variables of
organizational culture, HR competence, and effectiveness of supervision have a positive effect on LPD
performance. The implication of the results of this study is that it can be a motivation for LPD managers related
to the importance of control aspects in the form of organizational culture and supervision to direct LPD
performance in a better direction according to community expectations, and also supported by efforts to improve
HR competencies.
KEYWORDS: Organizational culture, HR Competence, Effectiveness of supervision, LPD performance
Effect of Emotional Quotient, Servant Leadership, Complexity of Task, Cultura...inventionjournals
The purpose of this study is to analyze and examine the influence of emotional intelligence, servant leadership, the complexity of the task and organizational culture on work motivation Civil State Apparatus (ASN) in Wajo South Sulawesi province. To analyze and examine the effect of emotional intelligence, servant leadership, the complexity of the task, the organizational culture on the performance of the State Civil Apparatus (ASN) in Wajo South Sulawesi province. To implement this purpose we used data collection techniques through documentation and questionnaires, using data analysis techniques Structural Equation Modeling (SEM) using AMOS Software help release 21. The results showed that emotional intelligence is a positive and significant effect on work motivation, so in this study the hypothesis was accepted. Emotional intelligence on the performance of the civilian state apparatus and significant positive effect, so the hypothesis is accepted. Servant leadership and significant positive effect on work motivation, so the hypothesis is accepted. Servant leadership positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is rejected. The complexity of the task and a significant negative effect on work motivation, so the hypothesis is accepted. The complexity of the task and a significant negative effect on the performance of the civilian state apparatus, so the hypothesis is accepted. Organizational culture positive and significant effect on work motivation, so the hypothesis is accepted. Organizational culture positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is accepted. Work motivation positive and significant effect on the performance of the civilian state apparatus, so the hypothesis is accepted
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the work environment, compensation, work
discipline, and work ethic on the performance of the State Civil Apparatus. This research is motivated by a work
environment that is felt to be less supportive in carrying out the work, the perceived acceptance of compensation
is still low, awareness of attendance at work is still low, obedience to rules and ethical behavior is still being
violated, and the performance of the state civil apparatus is still not stable and tends to be low on the state civil
apparatus of the Sungai Penuh City Inspectorate. This type of research uses a quantitative approach with
multiple linear regression method. Data collection techniques with questionnaires, observations and interviews.
The respondents of this study were 45 people The State Civil Apparatus at the Sungai Penuh City Inspectorate.
The sampling method uses the total sampling methodwhere the entire population in this study was used as the
research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS)
version 24.0 program. From the results of this study it was found that partiallythe work environment has a
significant effect on the performance of the state civil apparatus, compensation has a significant effect on the
performance of the state civil apparatus, work discipline has a significant effect on the performance of the state
civil apparatus, work ethic has a significant effect on the performance of the state civil apparatus, and work
environment, compensation, work discipline and work ethic jointly have a significant effect on the performance
of the state civil apparatus at the Sungai Penuh City Inspectorate.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
The Effect of Organizational Culture, Human Resource Competency, and Effectiv...AJHSSR Journal
ABSTRACT: LPD as a traditional-based financial institution has an important role as an economic driver for
rural communities. However, over time, practices often occur that have an impact on the lack of public trust in
LPD performance, one of which is the misuse of customer funds for personal interests. This study aims to prove
the influence of organizational culture, human resource competence, and effectiveness of supervision on LPD
performance. The data used in this study were respondents' answers to statements in the questionnaire, and the
sample was determined by purposive sampling method so that a sample of 104 LPDs were obtained. The data
analysis technique used is multiple linear regression. Based on the analysis results show that the variables of
organizational culture, HR competence, and effectiveness of supervision have a positive effect on LPD
performance. The implication of the results of this study is that it can be a motivation for LPD managers related
to the importance of control aspects in the form of organizational culture and supervision to direct LPD
performance in a better direction according to community expectations, and also supported by efforts to improve
HR competencies.
KEYWORDS: Organizational culture, HR Competence, Effectiveness of supervision, LPD performance
Effect of Emotional Quotient, Servant Leadership, Complexity of Task, Cultura...inventionjournals
The purpose of this study is to analyze and examine the influence of emotional intelligence, servant leadership, the complexity of the task and organizational culture on work motivation Civil State Apparatus (ASN) in Wajo South Sulawesi province. To analyze and examine the effect of emotional intelligence, servant leadership, the complexity of the task, the organizational culture on the performance of the State Civil Apparatus (ASN) in Wajo South Sulawesi province. To implement this purpose we used data collection techniques through documentation and questionnaires, using data analysis techniques Structural Equation Modeling (SEM) using AMOS Software help release 21. The results showed that emotional intelligence is a positive and significant effect on work motivation, so in this study the hypothesis was accepted. Emotional intelligence on the performance of the civilian state apparatus and significant positive effect, so the hypothesis is accepted. Servant leadership and significant positive effect on work motivation, so the hypothesis is accepted. Servant leadership positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is rejected. The complexity of the task and a significant negative effect on work motivation, so the hypothesis is accepted. The complexity of the task and a significant negative effect on the performance of the civilian state apparatus, so the hypothesis is accepted. Organizational culture positive and significant effect on work motivation, so the hypothesis is accepted. Organizational culture positive and significant impact on the performance of the civilian state apparatus, so the hypothesis is accepted. Work motivation positive and significant effect on the performance of the civilian state apparatus, so the hypothesis is accepted
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the work environment, compensation, work
discipline, and work ethic on the performance of the State Civil Apparatus. This research is motivated by a work
environment that is felt to be less supportive in carrying out the work, the perceived acceptance of compensation
is still low, awareness of attendance at work is still low, obedience to rules and ethical behavior is still being
violated, and the performance of the state civil apparatus is still not stable and tends to be low on the state civil
apparatus of the Sungai Penuh City Inspectorate. This type of research uses a quantitative approach with
multiple linear regression method. Data collection techniques with questionnaires, observations and interviews.
The respondents of this study were 45 people The State Civil Apparatus at the Sungai Penuh City Inspectorate.
The sampling method uses the total sampling methodwhere the entire population in this study was used as the
research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS)
version 24.0 program. From the results of this study it was found that partiallythe work environment has a
significant effect on the performance of the state civil apparatus, compensation has a significant effect on the
performance of the state civil apparatus, work discipline has a significant effect on the performance of the state
civil apparatus, work ethic has a significant effect on the performance of the state civil apparatus, and work
environment, compensation, work discipline and work ethic jointly have a significant effect on the performance
of the state civil apparatus at the Sungai Penuh City Inspectorate.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
The Role of Leadership, Employee Commitment and Organizational Citizenship Be...AJHSSR Journal
ABSTRACT : Employees are important assets in an organization, both government and private organizations.
Employee performance is important to get attention for every leaderIn an organization or agency. This paper
aims to determine and analyze the impact of leadership in an organization and employee commitment and OCB
in an effort to improve employee performance for employees in the General Secretary's environment. Jember
Regency. The population in this study are all employees who have worked in the Regional Secretariat. Regency.
Jember which in this case amounted to 98 people, all of whom were used as research samples. To describe the
respondent's condition related to gender, age and education and to describe it, descriptive analysis is used. Data
validity test and data reliability test were also used to determine whether the questionnaire used was valid and
reliable. The developed hypothesis also needs to be tested so that the proposed hypothesis is accepted or
rejected, and the tool used is SEM with WarpPLS version 6.0. The results of the first study on the basis of
statistical analysis revealed that leadership has an impact on employee performance. The second result is that
employee commitment has a positive and significant effect on employee performance in the Sekda environment.
Regency. Jember. The last result is that employee organizational citizenship behavior/OCB has a positive effect
on employee performance in the General Section of the Regional Secretary. Regency. Jember.
KEYWORDS: leadership; employee commitment; organizational citizenship behavior; employee performance.
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Effect of Leadership Style, Organizational Climate, Work Motivation and O...AJHSSR Journal
ABSTRACT : This study aims to see the effect of (1)Leadership Style on the performance of the Sungai Penuh
City Inspectorate employees. (2)Organizational climate on the performance of the City Inspectorate of Sungai
Penuh employees.(3)Motivation on the performance of the Sungai Penuh City Inspectorate employees.
(4)Organizational Culture on the performance of the Kota Sungai Penuh Inspectorate employees
(5)Organizational climate leadership style, work motivation and organizational culture have a joint effect on the
performance of the Sungai Penuh City Inspectorate employees. The population in this study is allRiver City
Inspectorate employees as many as 45 people. And the technique of determining the number of samples taken as
respondents with this technique in sampling uses the total sampling technique (whole sample). Total sampling is
a sampling technique where the number of samples is the same as the population (Sugiyono, 2017). The reason
for taking total sampling is because according to (Sugiyono, 2017) the total population of which is less than 100
the entire population is used as a research sample. The results of this study show that (1)Leadership styleprovide
a positive influence on the performance of the employees of the Sungai Penuh City Inspectorate.
(2)Organizational climateprovide a positive influence on the performance of the employees of the Sungai Penuh
City Inspectorate. (3)Work motivationprovide a positive influence on the performance of the employees of the
Sungai Penuh City Inspectorate. (4)Organizational culturegive a positive influence on the performance of the
employees of the City of Sungai Penuh Inspectorate (5)Leadership style, organizational climate, work
motivation, and organizational culture together have a positive effect on the performance of the employees of
the Sungai Penuh City Inspectorate
KEYWORDS –Employee Performance; Leadership Style; Organizational Climate; Work Motivation;
Organizational Culture
An examination of the levels of organizational citizenship of Istanbul youth ...Sports Journal
The aim of this study is to determine the levels of organizational citizenship amongst the staff of
Istanbul’s Youth Services and Sport Directorate. The population for this study consists of the 380
employees of Istanbul’s Youth Services and Sport Directorate, 297 of whom are male and 83 are female.
The sample group for the purposes of this study comprises of 128 staff, 95 male employess and 32
female employees. The Organizational Citizenship scale adapted byH.N. Basım, H. Şeşen(2006) was
used, in this study, in order to determine the organizational citizenship levels of staff. The scale consists
of five primary dimensions and is in accordance with the organizational citizenship behaviours put
forward by Organ in 1988. The "Yarimax" axis rotation technique was employed for factor analysis and
the suitability of the data in accordance with the factor analysis was first determined. With this aim in
mind, theKaiser Mayer Orkin (KMO) and Bartlett test was employed and these values indicate that both
the sample size is adequate and the data demonstrates normal distribution.The Kruskal-Wallis Test, at a
significance level of 0,05,was implemented in order to determine whether the organizational citizienship
levels of staff differed in accordance with their demographic characteristics. The test results do not reveal
a significant difference between the average levels when employees’ gender, age and length of service is
considered in line with organizational citizenship behaviours and its subdimensions such as altruism,
conscientiousness, courtesy and civic virtue. Whereas a significant difference was determined between
the educational attainment of staff and the subdimensions of organizational citizienship.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
The performance of education office organizations was influenced by the
behavior of its employees. This study aimed to determine the direct and
indirect influence of organizational culture, leadership style, personality, and
organizational justice towards the job performance of the employee
education office in Jakarta. Research samples were 221 employees of the
Jakarta Education Office. Data collection using questioner with the Likert
scale, The results of the research there was a direct influence of leadership
style towards organizational justice; Organizational culture on organizational
justice; Personality towards organizational justice; Leadership style on job
performance; Organizational culture towards job performance; Personality
towards job performance, then organizational justice towards job
performance, and personality through organizational justice towards job
performance. It was concluded that the level of job performance was
influenced by variations in leadership style, organizational culture,
personality, and organizational justice.
THE EFFECT OF TRANSFORMATIONAL LEADERSHIPAND SOCIAL SUPPORT ON ORGANIZATIONAL...AJHSSR Journal
ABSTRACT: This study aims to determine the effect of transformational leadership and social support on
organizational citizenship behaviour mediated by emotional intelligence in village officials throughout East
Praya sub-district. The method used in this research is associative quantitative. The number of respondents in
this study were 71 village officials throughout East Praya sub-district. The data collection tool used a closed
questionnaire which was processed using the SmartPLS version 3.0 application. The findings in this study
indicate that leadership style has no positive and significant effect on organizational citizenship behaviour.
While social support and emotional intelligence have a positive and significant effect on organizational
citizenship behaviour. In addition, transformational leadership and social support have a positive and significant
effect on emotional intelligence. The mediation test shows that emotional intelligence is able to mediate the
effect of transformational leadership and social support on organizational citizenship behaviour.
Keywords: Transformational leadership, social support, emotional intelligence, organizational citizenship
behaviour, village officials.
The Influence of Job Satisfaction towards Employee Performance on the Anteced...IOSRJBM
This study aims to describe the competence, OCB, job satisfaction and employee performance, analyze the effect of competence and OCB towards employee satisfaction, analyze the effect of competence and OCB towards employee performance, analyze the influence of job satisfaction towards employee performance, competence and OCB , analyze the influence of performance towards employee satisfaction. Type of research was including explanatory research with no design quantitative approach. The population of this study is all employees of the National Trafic management Center (NTMC) of National Police Traffic Corps (Korlantas) of Indonesian National Police (Polri) consisted of police officers and civil servants as many as 135 people. The analysis technique used was descriptive analysis and Analysis of Structural Equation Modeling. The results of the analysis show that the Competence and OCB affected on job satisfaction. Competence and OCB have influence over the employee performance. Job satisfaction has influence over the employee performance and it also mediates the influence of competence and OCB towards employee performance.
Factors influencing job satisfaction: A conceptual frameworkinventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effect of Spiritual Leadership and Organizational Culture on Employee Per...AJHSSR Journal
ABSTRACT : This study aims to analyze influenceSpiritual Leadership, Organizational Culture, with
Organization Citizenship Behaviors (OCB) as a mediating variable, on Employee PerformanceRespondents in
this study were BPR employees in Badung Regency. The number of respondents in this study as many as 206.
The sampling technique used is random sampling, which is taking a random sample from a predetermined
population. This research uses Structural Equation Modeling (SEM) analysis. The results of this study indicate
that: 1) Spiritual leadership has a positive and significant effect on employee performance. 2) Spiritual
leadership has a positive and significant effect on OCB. 3) Organizational culture has a positive and significant
effect on employee performance. 4) Organizational culture has a positive and significant effect on OCB. 5) OCB
has a positive and significant effect on employee performance. 6) Spiritual leadership has a positive and
significant effect on employee performance with OCB as an intervening variable. 7) Organizational culture has
a positive and significant effect on employee performance with OCB as an intervening variable.
KEYWORDS: Spiritual Leadership, Organizational Culture, Organization Citizenship Behaviors (OCB) and
Employee Performance
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Organizational Commitment Mediate: Servant Leadership and Organizational Just...AJHSSR Journal
ABSTRACT: The purpose of this study was to analyse the effect of Servant Leadership and Organizational
Justice on Organizational Citizenship Behavior Mediated by Organizational Commitment in Desa Pramana
Swan Villa employees. The population in this study were all 70 employees of Desa Pramana Swan Villa. The
sample of this study amounted to 70 respondents. The method of determining the sample using saturated
samples. This research uses descriptive analysis techniques. Data were analysed with SEM (Structural Equation
Modelling) with the Partial Least Square (PLS) approach. The results showed that Servant Leadership and
Organizational Justice had a positive and significant effect on Organizational Citizenship Behaviour. Servant
Leadership and Organizational Justice have a positive and significant effect on Organizational Commitment.
Organizational Commitment has a positive and significant effect on Organizational Citizenship Behaviour.
Organizational Commitment partially mediates the effect of Servant Leadership and Organizational Justice on
Organizational Citizenship Behavior. The findings in this study provide implications that to increase employee
Organizational Citizenship Behaviour, companies need to pay attention to or create a conducive work
atmosphere supported by the psychological and social environment of an employee. Companies are also
expected to increase Organizational Commitment by paying attention to employee loyalty values to foster a
sense of pride and maintain their membership in the company.
KEYWORDS:Servant Leadership, Organizational Justice, Organizational Commitment, Organizational
Citizenship Behaviour
The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
MGA ESTRATEHIYA SA PAGTUTURO KAUGNAY SA PASALITANG PARTISIPASYON NG MGA MAG-A...AJHSSR Journal
ABSTRAK: Ang mga estratehiya sa pagtuturo ay mahalagang kasangkapan sa paghahatid ng mabisang
pagtuturo sa loob ng silid. Tinukoy sa pag-aaral na ito ang antas ng kagustuhan ng mga mag-aaral sa pagsasadula,
pangkatang talakayan at paggawa ng mga koneksyon sa tunay na karanasan sa buhay bilang mga estratehiya sa
pagtuturo ng panitikan sa Filipino at pasalitang partisipasyon ng mga mag-aaral sa Baitang 7 ng Misamis
University Junior High School, Ozamiz City. Ang ginamit na disenyo sa pananaliksik na ito ay deskriptivcorrelational. Ang mga datos sa pag-aaral ay nagmula sa kabuuang populasyon na 120 na mag-aaral at tatlong
mga guro na tagamasid sa pasalitang partisipasyon ng mga mag-aaral. Ang Talatanungan sa Kagamitan sa
Pagtuturo ng Panitikan at Checklist batay sa Obserbasyon sa Pasalita na Partisipasyon ay ang instrumentong
ginamit sa pagkalap ng datos. Mean, standard deviation, Analysis of Variance at Pearson Product-Moment
Correlation Coefficient ang mga ginamit na estatistiko na sangkap. Inihayag sa naging resulta na ang tatlong piling
estratehiya sa pagtuturo ng panitikan sa Filipino ay may pinakamataas na antas ng kagustuhan ng mga mag-aaral.
Ang antas ng pakilahok ng mga mag-aaral sa paggamit ng tatlong estratehiya sa pagtuturo ng panitikan ay
pinakamataas na nagpapahiwatig na aktibong nakilahok ang mga mag-aaral sa mga gawain. Inihayag din na
walang makabuluhang kaibahan sa antas ng kagustuhan ng mga mag-aaral sa mga estratehiya sa pagtuturo ng
panitikan sa Filipino. Ito ay nangahulugan na gustong-gusto ng mga mag-aaral ang pagkakaroon ng mga
estratehiya sa pagtuturo. Walang makabuluhang kaugnayan ang kagustuhan sa mga estratehiya at antas ng
pakikilahok ng mga mag-aaral. Hindi nakaapekto sa kanilang pakikilahok ang anumang estratehiyang ginamit ng
guro.
KEYWORDS : estratehiya, karanasan, pagsasadula, pagtuturo, pangkatang talakayan
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ABSTRACT : Employees are important assets in an organization, both government and private organizations.
Employee performance is important to get attention for every leaderIn an organization or agency. This paper
aims to determine and analyze the impact of leadership in an organization and employee commitment and OCB
in an effort to improve employee performance for employees in the General Secretary's environment. Jember
Regency. The population in this study are all employees who have worked in the Regional Secretariat. Regency.
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reliable. The developed hypothesis also needs to be tested so that the proposed hypothesis is accepted or
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statistical analysis revealed that leadership has an impact on employee performance. The second result is that
employee commitment has a positive and significant effect on employee performance in the Sekda environment.
Regency. Jember. The last result is that employee organizational citizenship behavior/OCB has a positive effect
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The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
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secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
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The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
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secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
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The Effect of Leadership Style, Organizational Climate, Work Motivation and O...AJHSSR Journal
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for taking total sampling is because according to (Sugiyono, 2017) the total population of which is less than 100
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(2)Organizational climateprovide a positive influence on the performance of the employees of the Sungai Penuh
City Inspectorate. (3)Work motivationprovide a positive influence on the performance of the employees of the
Sungai Penuh City Inspectorate. (4)Organizational culturegive a positive influence on the performance of the
employees of the City of Sungai Penuh Inspectorate (5)Leadership style, organizational climate, work
motivation, and organizational culture together have a positive effect on the performance of the employees of
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An examination of the levels of organizational citizenship of Istanbul youth ...Sports Journal
The aim of this study is to determine the levels of organizational citizenship amongst the staff of
Istanbul’s Youth Services and Sport Directorate. The population for this study consists of the 380
employees of Istanbul’s Youth Services and Sport Directorate, 297 of whom are male and 83 are female.
The sample group for the purposes of this study comprises of 128 staff, 95 male employess and 32
female employees. The Organizational Citizenship scale adapted byH.N. Basım, H. Şeşen(2006) was
used, in this study, in order to determine the organizational citizenship levels of staff. The scale consists
of five primary dimensions and is in accordance with the organizational citizenship behaviours put
forward by Organ in 1988. The "Yarimax" axis rotation technique was employed for factor analysis and
the suitability of the data in accordance with the factor analysis was first determined. With this aim in
mind, theKaiser Mayer Orkin (KMO) and Bartlett test was employed and these values indicate that both
the sample size is adequate and the data demonstrates normal distribution.The Kruskal-Wallis Test, at a
significance level of 0,05,was implemented in order to determine whether the organizational citizienship
levels of staff differed in accordance with their demographic characteristics. The test results do not reveal
a significant difference between the average levels when employees’ gender, age and length of service is
considered in line with organizational citizenship behaviours and its subdimensions such as altruism,
conscientiousness, courtesy and civic virtue. Whereas a significant difference was determined between
the educational attainment of staff and the subdimensions of organizational citizienship.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
The performance of education office organizations was influenced by the
behavior of its employees. This study aimed to determine the direct and
indirect influence of organizational culture, leadership style, personality, and
organizational justice towards the job performance of the employee
education office in Jakarta. Research samples were 221 employees of the
Jakarta Education Office. Data collection using questioner with the Likert
scale, The results of the research there was a direct influence of leadership
style towards organizational justice; Organizational culture on organizational
justice; Personality towards organizational justice; Leadership style on job
performance; Organizational culture towards job performance; Personality
towards job performance, then organizational justice towards job
performance, and personality through organizational justice towards job
performance. It was concluded that the level of job performance was
influenced by variations in leadership style, organizational culture,
personality, and organizational justice.
THE EFFECT OF TRANSFORMATIONAL LEADERSHIPAND SOCIAL SUPPORT ON ORGANIZATIONAL...AJHSSR Journal
ABSTRACT: This study aims to determine the effect of transformational leadership and social support on
organizational citizenship behaviour mediated by emotional intelligence in village officials throughout East
Praya sub-district. The method used in this research is associative quantitative. The number of respondents in
this study were 71 village officials throughout East Praya sub-district. The data collection tool used a closed
questionnaire which was processed using the SmartPLS version 3.0 application. The findings in this study
indicate that leadership style has no positive and significant effect on organizational citizenship behaviour.
While social support and emotional intelligence have a positive and significant effect on organizational
citizenship behaviour. In addition, transformational leadership and social support have a positive and significant
effect on emotional intelligence. The mediation test shows that emotional intelligence is able to mediate the
effect of transformational leadership and social support on organizational citizenship behaviour.
Keywords: Transformational leadership, social support, emotional intelligence, organizational citizenship
behaviour, village officials.
The Influence of Job Satisfaction towards Employee Performance on the Anteced...IOSRJBM
This study aims to describe the competence, OCB, job satisfaction and employee performance, analyze the effect of competence and OCB towards employee satisfaction, analyze the effect of competence and OCB towards employee performance, analyze the influence of job satisfaction towards employee performance, competence and OCB , analyze the influence of performance towards employee satisfaction. Type of research was including explanatory research with no design quantitative approach. The population of this study is all employees of the National Trafic management Center (NTMC) of National Police Traffic Corps (Korlantas) of Indonesian National Police (Polri) consisted of police officers and civil servants as many as 135 people. The analysis technique used was descriptive analysis and Analysis of Structural Equation Modeling. The results of the analysis show that the Competence and OCB affected on job satisfaction. Competence and OCB have influence over the employee performance. Job satisfaction has influence over the employee performance and it also mediates the influence of competence and OCB towards employee performance.
Factors influencing job satisfaction: A conceptual frameworkinventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effect of Spiritual Leadership and Organizational Culture on Employee Per...AJHSSR Journal
ABSTRACT : This study aims to analyze influenceSpiritual Leadership, Organizational Culture, with
Organization Citizenship Behaviors (OCB) as a mediating variable, on Employee PerformanceRespondents in
this study were BPR employees in Badung Regency. The number of respondents in this study as many as 206.
The sampling technique used is random sampling, which is taking a random sample from a predetermined
population. This research uses Structural Equation Modeling (SEM) analysis. The results of this study indicate
that: 1) Spiritual leadership has a positive and significant effect on employee performance. 2) Spiritual
leadership has a positive and significant effect on OCB. 3) Organizational culture has a positive and significant
effect on employee performance. 4) Organizational culture has a positive and significant effect on OCB. 5) OCB
has a positive and significant effect on employee performance. 6) Spiritual leadership has a positive and
significant effect on employee performance with OCB as an intervening variable. 7) Organizational culture has
a positive and significant effect on employee performance with OCB as an intervening variable.
KEYWORDS: Spiritual Leadership, Organizational Culture, Organization Citizenship Behaviors (OCB) and
Employee Performance
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Organizational Commitment Mediate: Servant Leadership and Organizational Just...AJHSSR Journal
ABSTRACT: The purpose of this study was to analyse the effect of Servant Leadership and Organizational
Justice on Organizational Citizenship Behavior Mediated by Organizational Commitment in Desa Pramana
Swan Villa employees. The population in this study were all 70 employees of Desa Pramana Swan Villa. The
sample of this study amounted to 70 respondents. The method of determining the sample using saturated
samples. This research uses descriptive analysis techniques. Data were analysed with SEM (Structural Equation
Modelling) with the Partial Least Square (PLS) approach. The results showed that Servant Leadership and
Organizational Justice had a positive and significant effect on Organizational Citizenship Behaviour. Servant
Leadership and Organizational Justice have a positive and significant effect on Organizational Commitment.
Organizational Commitment has a positive and significant effect on Organizational Citizenship Behaviour.
Organizational Commitment partially mediates the effect of Servant Leadership and Organizational Justice on
Organizational Citizenship Behavior. The findings in this study provide implications that to increase employee
Organizational Citizenship Behaviour, companies need to pay attention to or create a conducive work
atmosphere supported by the psychological and social environment of an employee. Companies are also
expected to increase Organizational Commitment by paying attention to employee loyalty values to foster a
sense of pride and maintain their membership in the company.
KEYWORDS:Servant Leadership, Organizational Justice, Organizational Commitment, Organizational
Citizenship Behaviour
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The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
MGA ESTRATEHIYA SA PAGTUTURO KAUGNAY SA PASALITANG PARTISIPASYON NG MGA MAG-A...AJHSSR Journal
ABSTRAK: Ang mga estratehiya sa pagtuturo ay mahalagang kasangkapan sa paghahatid ng mabisang
pagtuturo sa loob ng silid. Tinukoy sa pag-aaral na ito ang antas ng kagustuhan ng mga mag-aaral sa pagsasadula,
pangkatang talakayan at paggawa ng mga koneksyon sa tunay na karanasan sa buhay bilang mga estratehiya sa
pagtuturo ng panitikan sa Filipino at pasalitang partisipasyon ng mga mag-aaral sa Baitang 7 ng Misamis
University Junior High School, Ozamiz City. Ang ginamit na disenyo sa pananaliksik na ito ay deskriptivcorrelational. Ang mga datos sa pag-aaral ay nagmula sa kabuuang populasyon na 120 na mag-aaral at tatlong
mga guro na tagamasid sa pasalitang partisipasyon ng mga mag-aaral. Ang Talatanungan sa Kagamitan sa
Pagtuturo ng Panitikan at Checklist batay sa Obserbasyon sa Pasalita na Partisipasyon ay ang instrumentong
ginamit sa pagkalap ng datos. Mean, standard deviation, Analysis of Variance at Pearson Product-Moment
Correlation Coefficient ang mga ginamit na estatistiko na sangkap. Inihayag sa naging resulta na ang tatlong piling
estratehiya sa pagtuturo ng panitikan sa Filipino ay may pinakamataas na antas ng kagustuhan ng mga mag-aaral.
Ang antas ng pakilahok ng mga mag-aaral sa paggamit ng tatlong estratehiya sa pagtuturo ng panitikan ay
pinakamataas na nagpapahiwatig na aktibong nakilahok ang mga mag-aaral sa mga gawain. Inihayag din na
walang makabuluhang kaibahan sa antas ng kagustuhan ng mga mag-aaral sa mga estratehiya sa pagtuturo ng
panitikan sa Filipino. Ito ay nangahulugan na gustong-gusto ng mga mag-aaral ang pagkakaroon ng mga
estratehiya sa pagtuturo. Walang makabuluhang kaugnayan ang kagustuhan sa mga estratehiya at antas ng
pakikilahok ng mga mag-aaral. Hindi nakaapekto sa kanilang pakikilahok ang anumang estratehiyang ginamit ng
guro.
KEYWORDS : estratehiya, karanasan, pagsasadula, pagtuturo, pangkatang talakayan
The Role of the Instruction of Reading Comprehension Strategies in Enhancing ...AJHSSR Journal
ABSTRACT :Throughout my studies and teaching English in different language centers and higher studies
institutions, I have come to conclude that students consider Reading comprehension as a nightmare that
frightens them and hinders their language acquisition in the Moroccan EFL Context. This may cause them to
develop an internal psychological obstacle that grows as their lack of the necessary instruments or tools to
overcome are not equipped with. They become lost and unaware about or unfamiliar with the necessary reading
comprehension strategies that could help them to face the problem of misunderstanding or non-understanding
of English texts. Respectively, this article which is only one part of my whole study aims at showing the effect
of teaching reading strategies in enhancing the S1 students‟ familiarity with reading strategies and raising their
frequency use. A sample of 283 University students in EFL context have been chosen randomly and have
attended the usual academic reading classes, yet only 76 are subject to this survey. 38 of them constitute the
experimental group who have attended the treatment regularly in one of the language centers and the other 38
participants are chosen randomly from the whole population to constitute the Control group. They all have
Psychosocial Factors and Deviant Behaviors of Children in Conflict with the L...AJHSSR Journal
ABSTRACT:This study aims to determine the relationship between psychosocialfactors and deviant
behaviors among children in conflict with the law (CICL) inDavao Region. The researchers want to discover the
prevalent factors thatdrive these children to their behaviors. Further, the study sought to determinethe
manifestation of psychosocial factors in terms of life satisfaction, emotionalsupport, self-esteem, and personality
traits. The study's data came from N-83children in conflict with the law (CICL) at the Regional Rehabilitation
Center forYouth (RRCY) in Bago Oshiro, Davao City; all respondents are male. This studyused a total
enumeration sampling technique due to the relatively smallpopulation size. The researchers adapted the
Psychosocial surveyquestionnaires by Zabriskie & Ward (2013) and by John and Srivastava (1999)as well as the
Deviant Behavior Variety Scale (DBVS) by Sanches et al. (2016).Through the use of a validated questionnaire,
the mean and standard deviationare determined. The researchers modified this questionnaire and translated itinto
the respondents' mother tongue (Cebuano) for them to comprehend itbetter. The study discovered no significant
relationship between psychosocialfactors and deviant behaviors of children in conflict with the law (CICL) in
theDavao Region
KEYWORDS :Children in Conflict with the Law (CICL), deviant behaviors, psychosocial factors
Entropy: A Join between Science and Mind-SocietyAJHSSR Journal
ABSTRACT: Entropy is join, intersection and interaction between natural science and human mind-society.
We proposed that if internal interactions exist in isolated systems, entropy decrease will be possible for this
system. Management in system is a typical internal interaction within the isolated system. The purpose of
management is to use regulating the internal interactions within the system, and to decrease the increasing
entropy spontaneously. We propose the principle of social civilization and the developing direction is: freedom
of thought, rule of action. Both combinations should be a peaceful revision and improvement of social rules and
laws. Different countries and nations, different religions and beliefs should coexist peacefully and compete
peacefully. The evolution of human society must be coevolution. Its foundation is the evolution of the human
heart and the human nature.
KEYWORDS: entropy, science, society, management, mind, evolution.
A Model of Disaster Resilience Among Colleges and Universities: A Mixed Metho...AJHSSR Journal
ABSTRACT :This research paper aimed to create a comprehensive framework for measuring disaster
resilience in colleges and universities. The study used a mixed method through Exploratory Factor Analysis
(EFA), which involved analyzing data from a survey questionnaire. The questionnaire was developed based on
in-depth interviews with 12 selected participants from the University of Mindanao, as well as relevant literature
and studies. It was reviewed and validated by 10 experts using a method called Content Validity Ratio (CVR).
This questionnaire was then administered to 400 students from 10 different colleges in University of Mindanao.
After conducting the Exploratory Factor Analysis and performing rotations and iterations, the researchers
identified five main constructs that characterize disaster resilience among colleges (1) disaster preparedness, (2)
disaster awareness, (3) community readiness, and (4) disaster management, (5) disaster resilience. The
researchers aimed to create an organization called “Council of College Disaster Volunteers (CCDV)” which
consist of student volunteers. These factors can be used to develop effective management strategies and
strengthen efforts in preventing and managing disasters and accidents.
KEYWORDS:content validity ratio, criminology, disaster resilience, disaster management, exploratory factor
analysis, and Philippines.
Environmental Struggles and Justice Among Lumad Farmers of Davao CityAJHSSR Journal
ABSTRACT : The study described the various environmental struggles experienced among the participants
and their status in accessing justice. The study followed a qualitative multiple-case study approach; the
participants are the Lumad farmers of Marilog, Davao City selected through a Critical sampling method and
aims to present the environmental violations experienced by the Lumad farmers in Davao City and how it
affected their families and sustenance further, their status in accessing justice is also explored. The study
concluded that the most common struggles the participant experience are Illegal logging and improper waste
disposal, which affect their farms, family, health, and income. Their preferred means to accessing justice is
through barangay settlement; the rigors of accessing courts, such as distance, expenses, fear of ruling, and the
hassle of being called to be present in court, are the most prevalent barriers that hinder the lead farmers from
accessing justice or seeking legal action. Nevertheless, the participants believed that the government would help
them in accessing justice.
KEYWORDS :access to justice, criminology,environmental justice, environmental struggles, lumadfarmers
CYBERBULLYING EXPERIENCES OF UNIVERSITY OF MINDANAO CRIMINOLOGY STUDENTSAJHSSR Journal
ABSTRACT:This paper explores the cyberbullying experiences among Criminology students at the
University of Mindanao. A simple random sampling method was used to distribute the study's online
questionnaire to the respondents and to survey the target population. This study has four hundred (400)
respondents, and the respondents are Criminology students at the University of Mindanao. The findings of this
study revealed that the level of cyberbullying experiences is sometimes manifested. On the other hand, the
cyberbullying experiences of the students indicate a moderate level, which indicates that the cyberbullying
experiences of the respondents are sometimes manifested. Also, the computations showed that among the
indicators presented, the highest mean is obtained in the psychological effect, which implies that there is a
significant effect of cyberbullying experiences of the respondents in terms of the Gender level of the
respondents. Therefore, respondents with a low level of cyberbullying experiences tend to have a moderate level
of cyberbullying experience. However, there is no significant effect in terms of age and year level of the
respondents according to the results regarding the psychological, emotional, and physical impact of
cyberbullying.
KEYWORDS :cyberbullying, emotional, experiences, psychological,physical effect, and simple random
sampling method.
A philosophical ontogenetic standpoint on superego role in human mind formationAJHSSR Journal
ABSTRACT: One of the most significant contributions of psychoanalysis to understand the human being is the
elaboration of a model about the mind from a topical and dynamic perspective. Freud explains the mind by the
constitution of the preconscious, conscious, and subconscious. Later, by three dynamic components: the id, the
ego and the superego. Such an organization of the psychic apparatus supposes not only individual elements, but
social influences along the process of hominization. In this paper, we recover the findings of the renowned
anthropologist Lewis Morgan, trying to link some of them to the psychoanalytic theory. Especially highlighting
the importance of superego in Haidt’s social intuitionism.
Keywords: evolutionism, intuitionism, psychoanalysis, Freud, Haidt, Morgan
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Psychological Empowerment and Empathy as Correlates of ForgivenessAJHSSR Journal
ABSTRACT: The study explores Psychological Empowerment and Empathy as Correlates of Forgiveness.
The two variables are regarded to have influence on the decision one makes to forgive another. The study aimed
at examining the relationships between psychological empowerment and forgiveness, empathy and forgiveness
and to identify which one of the two,Psychological Empowerment or Empathy, is the more powerful predictor of
forgiveness. The study took a survey design with a sample of 350 drawn from a population of university students
using a self-administered questionnaire with four sections: Personal information, Psychological empowerment
scale, Toronto Empathy questionnaire, and the Heartland Forgiveness Scale (HFS). Data analysis employed
Pearson’s product moment correlation and regression analysis to test hypotheses. The results show significant
relationships between psychological empowerment and forgiveness as well as empathy and forgiveness.
Empathy was found to be the more powerful predictor of forgiveness.
KEY WORDS: Psychological empowerment, empathy, forgiveness
Exploring The Dimensions and Dynamics of Felt Obligation: A Bibliometric Anal...AJHSSR Journal
ABSTARCT: This study presents, to our knowledge, the first bibliometric analysis focusing on the concept of
"felt obligation," examining 120 articles published between 1986 and 2024. The aim of the study is to deepen our
understanding of the existing knowledge in the field of "felt obligation" and to provide guidance for further
research. The analysis is centered around the authors, countries, institutions, and keywords of the articles. The
findings highlight prominent researchers in this field, leading universities, and influential journals. Particularly,
it is identified that China plays a leading role in "felt obligation" research. The analysis of keywords emphasizes
the thematic focuses of these studies and provides a roadmap for future research. Finally, various
recommendations are presented to deepen the knowledge in this area and promote applied research. This study
serves as a foundation to expand and advance the understanding of "felt obligation" in the field.
KEYWORDS: Felt Obligation, Bibliometric Analysis, Research Trends
Les autorités traditionnelles et l’administration coloniale au Tchad : 1900-1960AJHSSR Journal
ABSTRACT : In Africa, traditionalauthorities are the guardians of tradition. Recently, however, they have
been caughtbetween tradition and modernity in the exercise of political power in Chad. However, we are
witnessing the revival of chieftaincy and the hybridization of the politicalpowersexercisedwithinit. In this
cohabitation of powers, traditionalauthorityisescapingitsrole as guardian of tradition.
Traditionalauthorityisthereforepresented in itscurrent state, as a proxy for the modern state in traditional
administrative districts. The aim of thisstudyis to analyze the mutations and adaptability of
traditionalauthorityfrom the pre-colonialperiodthrough the colonial period to the post-colonial period. This
workanalyzes the mutations of authorities. The data collected and processedrevealthattraditionalauthorities have
survivedalmosteverywhere, the former chiefdomsdissolvedduringcolonization have been restored by
republicanheads of state, while more and more frequently civil servants, businessmen, academics and
othermembers of the literateelite, whopreviouslyhad no attraction for the position of traditionalchief, are
beingenthroned.
Key words:Authorities, Administration, colonization, Chad, Kanem.
A Conceptual Analysis of Correlates of Domestic Violence and Adolescent Risky...AJHSSR Journal
ABSTRACT: The study explores domestic violence and how it influences adolescent risky behavior.
Domestic violence is a devastating social problem resulting in significant and enduring effects on children,
threatening both their health and emotional well-being. The study aimed at examining the relationships between
domestic Violence and Psychological Empowerment, Domestic Violence and Self-esteem, psychological
Empowerment and Self-Regulation, Self Esteem and Psychological empowerment, Self-Esteem and Selfregulation, Self-Regulation and Adolescent Risky Behavior and identify the stronger predictor of self-regulation
between psychological empowerment and Self-esteem. Adolescent respondents who experienced domestic
violence were purposely selected and guided by teachers and administrators who had provided support to these
children.The questionnaire had six sections namely; personal information, the Child Exposure to Domestic
Violence Scale, the Psychological empowerment scale, the Rosenberg Self-esteem Inventory, and the Brief
Self-Control Scale. Data analysis employed Pearson's product-moment correlation (r) to test hypotheses 1,
2,3,4,5, and 6. Regression analysis was used for hypothesis 7.The results show a significant relationship
between domestic Violence and Psychological Empowerment, Domestic Violence and Self-esteem,
psychological Empowerment and Self-Regulation, Self Esteem and Psychological empowerment, Self-Esteem
and Self-regulation, Self-Regulation, and Adolescent Risky Behavior. The study documents that Psychological
empowerment is a stronger predictor of self-regulation than Self-esteem.
KEYWORDS:Domestic violence, psychological empowerment, self-regulation, and Adolescent risky behavior
Driving Sustainable Competitive Advantage Through an Innovative Aggregator Bu...AJHSSR Journal
ABSTRACT : The aim of the research is to analyze the influence of the aggregation business model on
Sustainable Competitive Advantage (SCA). Through a survey of 216 MSMEs in the creative economy sector
selected randomly using an ex post facto causal research approach, an overview of the aggregator business
model and its impact on financial resources and SCA was obtained. The aggregator business model plays a role
in facilitating increased access to financial resources to meet both available and required working capital for
realizing SCA in Malang's Lokanima area. The strength of ABM lies in understanding the resources needed for
SCA and the effectiveness of mobilizing services while considering the most cost-effective options, including
providing various alternatives in their provision. Financial resources are an important factor supporting the
achievement of SCA. Access to financial resources is key to facilitating business growth and sustainability.
Theoretical implications: The concept of the aggregator business model emphasizes the efficient and effective
collection, aggregation, and distribution of resources in connecting service providers with consumers in an
economical and efficient manner. Practical implications: ABM can enhance the performance of financial
resource provision by optimizing relationships with MSMEs and financial institutions, leading to business
growth and sustainability for MSMEs.
KEYWORDS -Aggregator Business, Creative Economy, Financial Resources, Sustainable Competitive
Advantage
Accuracy of ChatGPT for Basic Values of Trigonometric FunctionsAJHSSR Journal
ABSTRACT : This study analyzes the accuracy of ChatGPT, an artificial intelligence model based on GPT3.5, in determining the values of basic trigonometric functions. To this end, we examine ChatGPT's responses to
sine, cosine, tangent, and cotangent values for a wide range of angles. We compare the results provided by
ChatGPT with the accuracy values determined by basic trigonometry. We also explore differences in accuracy
depending on changes in question complexity and given context. The results show a high level of accuracy of
ChatGPT in determining the values of trigonometric functions, especially for common angles. However, it is
noted that accuracy may be affected in certain cases of extreme angles or complex questions. This analysis
provides an important representation of ChatGPT's capabilities in the field of mathematics, using a new method
for testing the accuracy of artificial intelligence models in determining trigonometric values.
Keywords -Accuracy, AI Model, ChatGPT, Trigonometric Functions, Trigonometry
Postmodern Marketing and Its Impact on Traditional Marketing Approaches: Is K...AJHSSR Journal
ABSTRACT : The essay discusses the concept of postmodern marketing and its impact on marketing theory
and practice. It explores the characteristics of postmodernism, including openness, tolerance, hyper-reality,
fragmentation, and the lack of clear boundaries, and how they challenge traditional marketing approaches. The
paper also looks at the contributions of postmodern marketing to consumer and marketing research and how it
has redefined the way we think about marketing as a science. Ultimately, it raises the question of whether and
how marketing should adapt itself to the new conditions brought about by postmodernism.
KEYWORDS :Postmodernism, Postmodern Marketing, Kotler, Marketing Theory, Postmodern Consumer
Reorientation of Health Service Governance Toward the Fulfillment of Social J...AJHSSR Journal
ABSTRACT: Health insurance is a human right. At the practical level, this health insurance program in
Indonesia is organized by BPJS Kesehatan (Social Security Administering Body for Health). The
implementation of BPJS Kesehatan is still not optimal and effective. Three problems are discussed in this
writing: the dynamics of health insurance governance in Indonesia, the implementation of the fulfillment of the
right to health by BPJS Kesehatan, and the reorientation of BPJS Kesehatan services toward social justice.
These problems are then answered by scientific research methods using a sociological juridical approach.
Complaintsoften occur regarding the regulations, the services provided by the health facility providers, and the
distance between the community and the health facilities. Such complaints affect the public interest in becoming
BPJS Kesehatan participants. The aforementioned conditions must be considered and evaluated for the
government's success in the aspired national health insurance plan.
KEYWORDS -BPJS Kesehatan, Health Insurance, Social Justice
“To be integrated is to feel secure, to feel connected.” The views and experi...AJHSSR Journal
ABSTRACT: Although a significant amount of literature exists on Morocco's migration policies and their
successes and failures since their implementation in 2014, there is limited research on the integration of subSaharan African children into schools. This paperis part of a Ph.D. research project that aims to fill this gap. It
reports the main findings of a study conducted with migrant children enrolled in two public schools in Rabat,
Morocco, exploring how integration is defined by the children themselves and identifying the obstacles that they
have encountered thus far. The following paper uses an inductive approach and primarily focuses on the
relationships of children with their teachers and peers as a key aspect of integration for students with a migration
background. The study has led to several crucial findings. It emphasizes the significance of speaking Colloquial
Moroccan Arabic (Darija) and being part of a community for effective integration. Moreover, it reveals that the
use of Modern Standard Arabic as the language of instruction in schools is a source of frustration for students,
indicating the need for language policy reform. The study underlines the importanceof considering the
children‟s agency when being integrated into mainstream public schools.
.
KEYWORDS: migration, education, integration, sub-Saharan African children, public school
Sport et vieillissement : une analyse de la pratique des activités physiques ...AJHSSR Journal
Abstract : The aim of thispaperis to report on the effects of physicalactivity and sport on the health of older
people. Based on a mixed-methodsapproach, several techniques, namelydocumentaryanalysis and semistructured interviews, wereused in thisresearch in order to obtain a range of data thatwasavailable, accessible
and relevant to the subjectunderstudy. This enabled us to arrive at the resultsaccording to which the
stakeholders' perceptions of theirhealth are based on the practice of physicalactivities and sport as a social
construct in a socio-cultural context. Older people see sport as a way of curingillnesses, but above all as a way
of givingtheir bodies vitality. Othersseeit as a way of reinvigoratingthemselvesafter retirement.
Key words: Ageing, Physical activities, Sports activities, Elderly people.
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The Influence of Work Motivation, Organizational Citizenship Behavior and Organizational Culture on the Performance of Police Personnel in Kolaka Resort
1. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
A J H S S R J o u r n a l P a g e | 71
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN : 2378-703X
Volume-6, Issue-9, pp-71-82
www.ajhssr.com
Research Paper Open Access
The Influence of Work Motivation, Organizational Citizenship
Behavior and Organizational Culture on the Performance of
Police Personnel in Kolaka Resort
Wayan Santika1
, Aidin Hudani Awasinombu2
, Sinarwaty3
, Nursaban Rommy
Suleman4
1
Master’ Student of Management, Postgraduate, Halu Oleo University
2
Department of Management, Faculty of Economics and Business, Halu Oleo University
3
Department of Management, Faculty of Economics and Business, Halu Oleo University
*)4
Department of Management, Faculty of Economics and Business, Halu Oleo University
ABSTRACT: This study aims to determine the simultaneous effect of work motivation, organizational
citizenship behavior and organizational culture on the performance of police personnel and also to examine the
partial effect of work motivation on performance, organizational citizenship behavior on performance and
organizational culture on performance. The object of this research is the Kolaka Resort Police. This study uses a
quantitative approach where the population of this study amounted to 183 people. Determination of the sample
with the Slovin formula so that the sample of this study amounted to 126 personnel. Samples were drawn using
simple random sampling technique. The research data were collected by questionnaire and analyzed using
multiple linear regression. The results of the analysis of this study conclude that simultaneously work
motivation, organizational citizenship behavior and organizational culture have a significant effect on
performance. Partial test results found that work motivation has a positive and significant effect on performance.
Organizational citizenship behavior has a positive and significant effect on performance. Organizational culture
has a positive and significant effect on performance. The work motivation variable was found to be the most
dominant in influencing performanc
KEYWORDS -Work Motivation, Organizational Citizenship Behavior, Organizational Culture, Employee
Performance
I. INTRODUCTION
The role of human resources (HR) in public organizations is very important because humans are the
determining factor for the success of an organization. Humans are the most important asset of the organization
that must be managed effectively because of the uniqueness of diverse human resources. The success of an
organization in achieving predetermined goals cannot be separated from the role of human resources (Syahriani,
N., & Hatani, L. 2017). Human resources are not only the object of achieving goals, but at the same time
become actors to realize the goals of the organization. The importance of the role of human resources in
achieving organizational success, not only occurs in private organizations, but also in government agencies such
as police agencies. The National Police of the Republic of Indonesia is one of the many state institutions of the
Republic of Indonesia that has a function and duty in providing services to the community, so as to create a safe,
just, prosperous and prosperous society.
Based on law number 2 of 2002 article 1 concerning the National Police of the Republic of Indonesia,
it is stated that the Police are all matters related to the functions and institutions of the police in accordance with
laws and regulations. The duties and functions of the National Police are stated in Law number 2 of 2002 article
13 explaining that the National Police has duties, among others, to maintain Kamtibmas, law enforcement, and
provide protection, protection and provide services to the community. The duties and functions of the police
must run in accordance with the achievement of its vision and mission in providing the best service for the
nation, society and state. In achieving its vision and mission, the National Police must be able to provide good
performance, therefore human resources are needed who are able to realize this.
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To be able to know the extent of the existence, role, and contribution of human resources in achieving
organizational success, performance measurement is certainly needed. According to Sudarmanto (2015: 5)
withoutevalu asi or performance measurement in achieving organizational goals, the causes or obstacles of
organizational failure in achieving goals cannot be known. So it can be concluded that performance is a
foundation for an organization or company. According to Tulandi, et al (2015) performance can be improved
through variations in job characteristics, so that employees will not feel saturated and will work more directed.
Motivation is one of the important factors in supporting the needs of organizational members in
creating good performance. According to Pamela and Oloko (2015) motivation is the key of a successful
organization to maintain the continuity of work in the organization in a strong way and help to survive.
Motivation provides appropriate guidance or direction, resources and rewards so that members of the
organization are inspired and interested in working in the desired way. If the working conditions run relevantly
and are acceptable to the members of the organization then the member will feel motivated to complete his work
as part of the organization. In a study conducted by Ali & Syah (2019) explained the importance of work
motivation in providing encouragement for organizational members to want to work well. Motivational
encouragement from within as well as from the organization itself will have an impact on the results of the work
achieved. Kusuma et al (2018) in their research also concluded that the motivation possessed by members of the
organization has a good impact on improving the resulting performance.
In addition to work motivation, when it comes to performance, it always has to do with the culture of
behavior within the organization itself. Organizational Citizenship Behavior (OCB) is a new concept in terms of
performance analysis. This concept explains that OCB behavior is carried out by an individual with full freedom
(at will) in determining something and mutual understanding in the absence of a request for rewards or other
formal rewards towards the organization, so this behavior is very helpful and beneficial to the organization. This
concept of behavior was first introduced in the mid-1980s by Dennis Organ and continues to develop and
expand. From research conducted by Batilmurik et al (2020) it shows the results that OCB tends to see
employees as social beings rather than as self-interested individual beings. As a social being, humans have the
ability to have empathy for others with their environment and align the values they adhere to. Another research
related to OCB was also conducted by Basu et al (2017) whose findings showed that the good behavior of OCB
applied will have an impact on improving employee performance.
The achievement of the performance of the members of the organization is also inseparable from the
values adopted and carried out by the members in the organization. Organizational culture is closely related to
performance, organizational culture can be said to be a habit that regulates the behavior that must be followed
by each member of the organization. Aranki, et al (2019) stated that if the organization builds the right
organizational culture it can give the members of the organization more authority to help them deal with their
daily work activities. Organizational culture holds importance in retaining members of the organization. Arifin
(2015) stated that if organizational culture affects performance, because low identity, integrity, and discipline
are indeed oriented towards outputs that do not encourage employee morale.
As the research findings from Fuadi & Setiawati (2019) where organizational culture provides space
for organizational members to behave and work in accordance with applicable regulations and the conformity of
the application of existing values and norms in work can lead employees to the achievement of desired work
results. Laras et al (2021) also in their research concluded that the improvement in performance is partly due to
the good organizational culture applied in an organization by members of their organization. Compliance of
employees with the applicable rules both in their behavior and in work activities will have an impact on the
good performance produced.
This research takes the object of the police organization as one of the government organizations that
has a mission to provide excellent service to the community. The Kolaka Resort Police (Polres) as one of the
executors of the duties and authorities of the National Police in the Kolaka regency area has a policy of realizing
excellent community services to the farthest regional ranks and productive police synergy supported by the
Police SpecialIty based on police technology, quality human resources and the adequacy of the welfare of Polri
personnel to face the conditions of the nation's competitiveness and national excellence.
In the initial observations made on the aspect of work motivation, it was found that there was still a
lack of awareness of some police personnel at the Kolaka Police Station to the responsibilities and obligations
possessed by each police personnel which made the results of the work given less than optimal. In addition to
this, the aspect of adjusting the needs provided by the Kolaka Police To its members is also one of the factors
causing the lack of work motivation from personnel. This is reflected in the award that receives less attention
from superiors when there are personnel who achieve good performance, besides that there are still gaps or
seniorities that occur making the condition of interpersonal relationships between personnel less good.
In the aspect of organizational citizenship behavior and also work culture, based on observations made,
it was found that personnel were still less than optimal in carrying out their duties due to personnel shortages.
As in the aspect of deploying Bhabinkamtibmas, the non-fulfillment of defenitive Bhabinkamtibmas in each
village /kelurahan in the jurisdiction of the Kolaka Police is influenced by the fundamental problem that is the
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problem is that the Kolaka Police Is still experiencing a shortage of Personnel where out of 1,209 Personnel
according to the DSP fulfilled only 588 Personnel spread across the Kolaka Police Ranks so that the fulfillment
of Bhabinkamtibmas cannot necessarily meet all existing villages / villages. Based on this, personnel are
required to be ready at all times to fill the shortage with greater responsibility.
Based on this phenomenon, it is felt that optimization of aspects of motivation, organizational
citizenship behavior and organizational culture needs to be carried out to maximize the services provided by
kolaka police personnel. From the review, it indicates that there is still a need for research to find out how the
role of each of these aspects in improving the performance possessed by members of the Police is based on
empirical phenomena that occur. "
II. LITERATURE REVIEW
Work Motivation
A person is encouraged to do activities because he hopes that this will lead to a more satisfactory state
than the current state. Work is a human physical and mental process in achieving its goals. According to Siagian
(2012), work motivation is a driving force that results in a member of the organization willingly and willingly to
move his ability to form the expertise and skills of his energy and time to organize various activities that are his
responsibility and fulfill his obligations in order to achieve the goals and various goals of the organization that
have been predetermined.
Motivation is a psychological process that awakens and directs behavior to the achievement of goals or
goal-directed behavior" (Kreitner and Kinicki, 2001). Whereas according to Latham and Pinder (2005) Work
motivation is a set of energetic forces that originate both inside and outside the individual, and determine the
shape, direction, intensity and duration of work-related behaviors. Furthermore Sedarmayanti (2014) also
defines motivation as the willingness to expend a high level of effort towards organizational goals conditioned
by the ability of effort to meet individual needs.
The theory of motivation from Herzberg states that a person can be motivated based on two factors that
meet their satisfaction. Herzberg (1996) states that motivation is the impulse that directs oneself to behave in
deeds to achieve the desired goal. There are two factors that affect a person's work conditions, namely the
motivation factor which is also called satisfier or intrinsic motivation and the health factor (hygienes) which is
also called disatisfier or extrinsic motivation.
Motivation is the key of a successful organization to maintain the continuity of work in the
organization in a strong way and help to survive. Motivation provides proper guidance or direction, resources
and rewards so that they are inspired and interested in working the way you want (Pamela & Oloko, 2015).
Organizational Citizenship Behavior
Organizational Citizenship Behavior (OCB) is part of organizational behavior science, OCB is a form
of work behavior that is usually not seen or taken into account. There are two approaches to the concept of
OCB, namely OCB is an extra role performance that is separate from in-role performance or performance that
matches the job description. OCB can be defined as an employee's work behavior within the organization that is
carried out voluntarily outside the job description that has been set with the aim of improving the progress of
organizational performance.
Organ (1988) defines OCB as a behavior that is an individual choice and initiative, not relating to the
organization's formal reward system but in the aggregate increasing organizational effectiveness.
Organizational Citizenship Behavior is an individual's willingness to exceed the demands of roles in the
workplace (Aldag and Resckhe, 1997). Greenberg and Baron (2003) define the OCB as actions performed by
members of an organization that exceed the formal provisions of its work. According to Khalid and Ali (2005)
Organizational Citizenship Behavior is defined as behavior that heightens the value and social maintenance of
the psychological environment that supports the results of the work.
Robbins (2009) describes Organizational Citizenship Behavior as a behavior of choice that is not part
of an employee's formal work obligations but supports the effective functioning of the organization. OCB is a
form of individual choice and initiative behavior that if not displayed is okay. In today's world of work where
there are more and more tasks, organizations need good Organizational Citizenship Behavior behavior such as
issuing constructive opinions about their workplace, helping other members of their team, avoiding unnecessary
conflicts, and being heartened to understand the work interruptions that inevitably occur sometimes.
According to Muhdar (2015: 14), organizational citizenship behavior (OCB) is a model of activity that
makes organizations intrinsically able to cooperate and relate in the context of an open system. For an
organization to be effective, individuals must enter into such systems, be willing to demonstrate roles with
minimal criteria to achieve their performance, and carry out innovative and spontaneous behaviors to carry out
organizational functions. Organizational citizenship behavior arises from within the individual in the form of his
desire to contribute to the organization. Spector (2006) defines OCB as a behavior outside the formal
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requirements of the job that provides an advantage to the organization. Employees who show this behavior make
a positive contribution to the organization through behavior outside the job description, in addition to employees
continuing to carry out responsibilities according to their work.
Organizational Culture
Organizational culture is generally seen as a set of key values, assumptions, understandings, and norms
shared by members of the organization and taught to new members as the right thing (Daft, 2005). It is said that
organizational culture may be an important key that can be used to direct the course of an organization
(Smircich, 1983).
Organizational culture has been defined as a pattern of shared values and beliefs over time that
generates behavioral norms adopted in solving problems (Owens 1987, Schein 1990). Schein (1990) also notes
that culture is a solution to a problem that has worked consistently and is therefore taught to new members as a
true way to understand, think and feel in relation to the problem. In fact, these shared philosophies, assumptions,
values, expectations, attitudes, and norms bind the organization together (Kilman et al. 1985). Thus, an
integrated set of concepts becomes the means or strategies that the organization uses to achieve its specific
goals. It can therefore be postulated that the collective culture of the organization influences the attitudes and
subsequent behavior of its employees, as well as the level of performance that the organization achieves.
Culture in general has been thoroughly reviewed and elaborated from various perspectives (Awadh &
Saad, 2013). According to Aktas et al. (2011) culture is the norm, values, beliefs, and attitudes that influence or
determine an organizational behavior. The concept has been defined by many others including Schwartz &
Davis (1981) as "a common philosophy, ideology, values, assumptions, beliefs, expectations, behaviors and
norms that bind organizations together".
Nawawi (2003) revealed that organizational culture or work culture is a habit that is carried out
repeatedly by employees in an organization. Employees have morally agreed that such habits are habits that
must be adhered to in the framework of carrying out work to achieve goals. Sedarmayanti (2014) revealed that
cultural management sometimes focuses on developing shared values and getting a commitment to those shared
values. this value relates to the type of behavior that management trusts in accordance with the interests of the
organization. The core values of the organization represent beliefs about what management considers important
regarding how people should behave. The goal is to ensure that these beliefs are also shared and implemented by
employees. Cultural management strategies are supposed to analyze appropriate behaviors and then be brought
into the process, such as performance management that will drive the development of those behaviors.
Employee Performance
Performance is very important in the achievement of organizational goals. Performance is the result or
success rate of a person as a whole during a certain period in carrying out a task compared to various
possibilities, such as standards of work results, targets or target criteria that have been determined in advance
and have been mutually agreed upon.
The concept of performance is basically a change or paradigm shift from the concept of productivity.
Related to this, Barch (1995) put forward three performance labels, namely (1) organizational performance is
the achievement of results at the organizational level, (2) process performance is performance at the stage
process in producing products or services, and (3) individual performance which is the achievement of
effectiveness at the employee level. In the literature performance and work presatasi are used interchangeably,
the concept of performance of which is very difficult to define, since it is an abstract or latent construction. In
general, performance is assumed to be related to the ability of the individual to realize his work goals, meet
expectations as well as achieve job targets or achieve standards set by the organization (Mathis and Jackson,
2011:78).
Robbins (2009:629) suggests that performance is a function of interaction of ability, motivation, and
opportunity to perform. The performance of individual employees is a factor that greatly influences the success
of an organization. In addition to being a competitive advantage, they can also be liabilities or obstacles. In
essence, performance is the result of work achieved by a person in carrying out his duties in accordance with the
standards and criteria set for the work. Performance refers to the level of success of an individual in carrying out
tasks as well as his ability to achieve the goals that have been set. If the desired goal can be achieved well, then
the performance is declared good and successful.
This performance is calculated based on the established working time, as indicated in the employee
performance plan, and reflects the general vision of the organization. According to Viswesvaran and Ones
(2000:216), performance is a measurable action, behavior and work results of employees that contribute to the
achievement of organizational goals. This means that the productivity and work results of employees influence
or help the organization to work efficiently and effectively in achieving its goals. Furthermore, Sempane et al.
(2002) stated that employee performance is an overall perception and individual evaluation of the work
environment. This view seems to be supported by Islam and Siengthai (2009) stating that employee performance
5. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
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is a positive feeling that develops from employees due to the evaluation of work results and individual work
experience. The same opinion by Mathis and Jackson (2011:89) defines performance in relation to quantity,
quality, punctuality, presence on work, efficiency of work and effectiveness of work that has been completed.
Similarly, Mastrangelo et al. (2014) emphasize the effectiveness of an organization consisting of the efficiency
of each of its employees.
III. CONCEPTUAL FRAMEWORK
Work Motivation Towards Performance
Motivation is a desire within a person that causes that person to perform actions. A person often
performs actions for a thing to achieve the goal. Motivation questions how to encourage passion, so that they are
willing to work hard by giving all their abilities and skills to realize organizational goals. Mangkunegara (2013)
stated that the factors that affect performance are ability factors and motivational factors. While Malthis and
Jackson (2011) stated that the performance sought by the organization of a person depends on the ability,
motivation, and support of the individual received. According to Munandar (2001) there is a positive
relationship between motivation and performance with achievement, meaning that workers who have high
achievement motivation tend to have high performance, on the contrary, those who have low performance are
possible because of low motivation. A person's motivation starts from needs, desires and the drive to act in order
to achieve needs or goals. Motivation is an important variable, where motivation needs to receive great attention
for the organization in improving its performance. The relationship between these variables is supported by
previous research from Ali & Shah (2019), Hanif (2021), Muzakki et al (2017), Winarsih & Hidayat (2022),
Fuadi & Setiawati (2019), Zusrony et al (2021), Dharma (2018), Handayani (2017), and Kusuma et al (2018)
which stated that work motivation has a significant effect on performance
Organizational Citizenship Behavior Towards Performance
Robbins and Judge (2011) revealed the fact that organizations that have employees who have good
organizational citizenship behavior will have better performance than other organizations. This is reinforced by
Podsakoff et al (2000) which state that Organizational citizenship behavior can affect organizational
performance in terms of increasing the productivity of colleagues and managerial workers, streamlining the use
of organizational resources and increasing the ability of organizations to adapt to changes in their business
environment. Organizational citizenship behavior is the individual contribution of an employee that exceeds the
demands of roles in the workplace. OCB arises because there are a number of factors that precede that cause an
employee to perform OCB. The improvement of the performance of an organization is greatly influenced by the
quality of behavior shown by employees or members in it, where this behavior is expected to be not only related
to the quality of implementation or tasks that have been set (in-role) but more than that also extra-role behavior
(Dyne et al, 1994). The relationship between these variables is supported by previous research from Batilmurik
et al (2020), Dotulong & Andriany (2021), Dinka (2018), Muzakki et al (2017), Rizky et al (2020), Basu et al
(2017), Laras et al (2021), Lestari & Ghaby (2018), Anwar & Ahmadi (2021), and Dharma (2018) which stated
that OCb has a significant influence on performance
Organizational Culture Towards Performance
According to Robbins and Judge (2011:512) culture refers to a system of shared meaning embraced by
the members that distinguishes that organization from other organizations. Gibson (1997) employees or
employees are as the drivers of organizational operations, if the employee's performance is good, then the
performance of the organization will also increase. There are many factors that affect employee performance,
one of which is organizational culture. Organizational culture as a general perception shared by all members of
the organization, so that every employee who is a member of the organization will have values, beliefs and
behaviors in accordance with the organization. Robbins (2009: 189) who revealed that a strong organizational
culture is needed to increase job satisfaction and employee performance which will ultimately affect the overall
performance of the organization. Therefore, every organization needs to form a strong organizational culture.
The organization needs to disseminate its core values to all employees. The relationship between these variables
is supported by previous research from Ali & Syah (2019), Hanif (2021), Winarsih & Hidayat (2022), Fuadi &
Setiawati (2019), Laras et al (2021), Nuryasman - Suryaman (2018), Mariati - Mauludin (2018), Zusrony et al
(2021), and Kusuma et al (2018) which stated that organizational culture has a significant effect on
performance.
Based on the conceptual description that has been described, this research will be focused on seeing
the influence of work motivation, organizational citizenship behavior and organizational culture on performance
on the basis of the results of previous research and also theoretical analysis that has been carried out. For more
details on the conceptual framework of this study can be seen in the following figure:
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Research Hypothesis
Based on the conceptual framework and the relationship between existing variables, the hypothesis in
this study can be formulated as follows:
Hypothesis 1:Simultaneously work motivation, organizational citizenship behavior and organizational culture
have a significant effect on employee performance
Hypothesis 2:Work motivation has a positive and significant effect on employee performance
Hypothesis 3: Organizational citizenship behavior has a positive and significant effect on employee
performance
Hypothesis 4: Organizational culture has a positive and significant effect on employee performance
IV. METHOD
A quantitative approach is used to statistically confirm the conceptual model designed in this study.
This study is classified as applied research and uses causal or correlational methods intended to obtain answers
to the problems and hypotheses proposed. This research was conducted at the Kolaka Resort Police. The
population of this study was the entire Police Personnel Unit of the Kolaka Police Station excluding the Chief of
Police with a total of 183. The sample was determined by the Slovin formula, based on the calculations carried
out, the sample in this study amounted to 126 people, a technique for determining respondents with simple
random sampling. The collected data will be analyzed using multiple linear regression.
The variables of this study consist of two types, namely independent variables: work motivation, OCB,
and Organizational culture, while the dependent variables: performance. An independent variable consisting of
Work motivation is measured by adopting the two-factor theory from Herzberg (1959) which measures work
motivation based on two factors, including motivator factors and hygiene factors.
Then the variable Organizational citizenship behavior is measured by adopting measurements from
Organ (1988) which consists of 5 indicators including (1) Conscientiousness, (2) Altruism, (3) Civic virtue, (4)
Sportsmanship, (5) Courtesy.
Organizational culture variables are measured by adopting measurements from the Organizational
Culture Assessment Instrument (OCAI) from Cameron and Quinn (2011:30-32), which include: (1) dominant
characteristics, (2) organizational leadership, (3) employee management, (4) organizational adhesives, (5)
strategic orientation, and (6) success criteria.
Finally, the performance variable is measured by adopting measurements from Perkap No. 2 of 2018
which looks at performance generically through indicators of (1) Leadership, (2) Service orientation, (3)
Communication, (4) Emotional control, (5) Integrity, (6) Empathy, (7) Commitment to the organization, (8)
Initiative, (9) Disipin, and (10) Cooperation
V. THE FINDING
The respondents in this study were Civil Servants (PNS) at the General Election Commission (KPU) of
Southeast Sulawesi Province, totaling 132 people. The description of respondents' characteristics aims to
explain the characteristic role in the employees who are made respondents according to: Gender, Age, Last
education and Length of service. The characteristics of respondents in this study are as follows:
Employee
Performance
(Y)
H2
H3
Work Motivation
(X1)
Organizational Citizenship
Behavior (X2)
H1
H4
Organizational
Culture (X3)
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Table 1 Characteristics of Respondents
Characteristic Category Number (Persons) Percentage
Gender
Man 113 90
Woman 13 10
Age
23 - 30 Years 31 25
31 - 38 Years Old 50 40
39 - 46 Years Old 38 30
> 47 Years Old 7 6
Education Level
Sma 84 67
D3 1 1
S1 40 32
S2 1 1
Service Life
2 - 9 Years 33 26
10 - 17 Years 48 38
18 - 25 Years 38 30
> 26 Years Old 7 6
Status
Marry 76 60
Unmarried 50 40
Total 126 100
Source : Primary Data Processed, 2022
From table 1, it can be seen that the characteristics of respondents by gender show that the majority of
police personnel at the Kolaka Police Station are men with a total of 113 people or 90% of the total respondents
available compared to female personnel who only number 13 people or 10%. For the age of respondents , the
majority of the police personnel at the Kolaka Police Station are in the age range of 31-38 years with a total of
50 people or 40%, while the least are in the range of >47 years with a total of 7 people or 6%. Furthermore,
regarding the level of education, at the Kolaka Police Station, the majority of police personnel at the Kolaka
Police Station have a high school education level of 84 people or 67% of the total respondents, besides that the
least level of education is the D3 and S2 levels with a total of 1 person or 1%. In addition, regarding the period
of service, the majority of police personnel at the Kolaka Police Station have a service period in the range of 10-
17 years with a total of 48 people or 38%, while the least service period is in the range of >26 years. Finally, in
personnel status, the majority of police personnel at the Kolaka Police Station have been married, namely as
many as 76 personnel or 60%, while unmarried personnel are 50 people or 40%.
Assumption Test Results
A good regression model is to have a normal or near-normal data distribution. normality test in this study
using kolmologorov-Smirnov Normality test. This test is performed to test the assumption of data normality.
The test in this test is a goodness of fit test where the test is to measure the suitability between the distribution of
a series of samples (observation data) and a certain frequency distribution. The test results can be seen in the
following table.
Table 2. Kolmogorov-Smirnov Normality Test
Unstandardized Residual
N
Normal ParametersMean
Std. Deviation
Kolmogorov-SmirnovZ
Asymp. Sig. (2-tailed)
126
0E-7
2,62843737
0.598
0.867
Primary data processed, 2022
Based on table 2 it can be known that the value is significant (Asymp. Sig) is 0.867 or greater than 0.05
(> 0.05). Based on this, the data in this study can be concluded to be distributed normally.
Hypothesis Testing
To be able to answer the problems and hypotheses proposed in this study, namely the influence of work
motivation, organizational citizenship behavior and organizational culture on performance both partially and
simultaneously carried out with multivariate regression analysis. The computational results of multivariate
regression are presented in table 3 below.
Table 3 Computational Results of Multivariate Regression Analysis
Influence between variables
Standardized
Coefficient
t-value Sig. t Result
8. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
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Work Motivation Performance 0.496 7.243 0.000 Accepted
Organizational Citizenship Behavior Performance 0.310 4.518 0.000 Accepted
Organizational Culture Performance 0.208 4.000 0.000 Accepted
R
R-Square
See
=
=
=
0,845
0,714
2,660
F-value = 101,378
Sig. F = 0.000
n = 126
Primary data processed, 2022
Testing of hypotheses and coefficients of partial and simultaneous lines of influence between the
variables of work motivation, organizational citizenship behavior and organizational culture on personnel
performance shows that both partially and simultaneously have a positive and significant effect. The results of
this hypothesis testing analysis are presented on the path diagram in Figure 2
Figure 2 Path Coefficient Diagram and Hypothesis Testing
The test results obtained can havea simultaneous significant influence between work motivation,
organizational citizenship behavior and organizational culture on the performance ofpersonnel in the kolaka
police is H1 work motivation, organizational citizenship behavior and organizational culture simultaneously
have a positive and significant effect on performance . The results of the study can be proven that the results of
the F test obtained a value (F-value) of 101.378 and a signifingcation value of F (p-value) = 0.000 < = 0.05.
These results show that work motivation, organizational citizenship behavior and organizational culture
simultaneously have a significant effect on performance, so that the first hypothesis in the study is acceptable.
H2 Work motivation has a positive and significant effect on performance. The test results showed an estimated
value of the path coefficient of 0.496 with a positive direction., the value of Sig. t was 0.000 < = 0.05. The test
results prove that work motivation has a positive and significant effect on performance. This means that the
better the work motivation felt by the personnel, the better the resulting performance will be. Based on this, the
second hypothesis shown in this study is acceptable. H3 Organizational citizenship behaviour has a positive
and significant effect on performance. The test results showed an estimated value of the path coefficient of
0.310 with a positive direction, a t signifingcation value of 0.000 < = 0.05. The test results prove that
organizational citizenship behavior has a positive and significant effect on performance that can be accepted or
supported by the reality that occurs. This means that the better the implementation of organizational citizenship
behavior carried out by personnel, the higher the performance produced by these personnel. Based on this, the
third hypothesis referred to in this study is acceptable. H4 Organizational culture has a positive and significant
effect on performance. The test results showed an estimated value of the path coefficient of 0.208 with a
positive direction, a t signifingcation value of 0.000 < = 0.05. The test results prove that organizational culture
has a positive and significant effect on performance that can be accepted or supported by the reality that occurs.
This means that the better the personnel in implementing the existing organizational culture, the better the
performance they produce will be. Based on this, the fourth hypothesis referred to in this study is acceptable.
Based on the results of tests conducted on the simultaneous influence of work motivation, organizational
citizenship behavior and organizational culture on performance, it was found that simultaneously work
motivation, organizational citizenship behavior and organizational culture have a positive and significant
influence on the performance of police personnel at the Kolaka Police Station. This means that with the good
work motivation possessed by the personnel both from within himself and from what is obtained at the Kolaka
Police Station, then the better the organizational citizenship behavior possessed and the better the organizational
β = 0.208; Sig.t = 0.000 (S)
H4 Accepted
β = 0.496; Sig.t = 0.000 (S)
H2 Accepted
β = 0.310; Sig.t = 0.000(S) H3 Accepted
Work Motivation
(X1)
Organizational Citizenship
Behavior (X2)
Organizational Culture
(X3)
Employee
Performance
(Y)
Fvalue = 101,378; Sig.F = 0.000 (S)
R2
= 0.714 ; H1 Accepted
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culture applied by the personnel, the higher the work given by the personnel to the Kolaka Police Station. Based
on this, it is important for the Kolaka Police to pay attention and make improvements in every aspect that exists
so that the performance of its personnel can continue to improve. The results of this study are in line with the
findings of previous research conducted by Muzakki et al (2017) who conducted research on employee
performance, from the results of his research it was concluded that there is a simultaneous influence between
organizational culture, work motivation and organizational citizenship behavior on employee performance. His
research also found that organizational culture is the lowest variable in influencing changes in the performance
of organizational members. In addition, the findings of Rizky et al (2020) who looked at the role of the three
variables studied on employee performance concluded that organizational culture, work motivation and
organizational citizenship behavior had a positive and significant influence on employee performance. However,
from these results, it was found that the role of OCB was able to have the most dominant real impact on changes
in performance.
Based on the results of the analysis carried out on the effect of work motivation on performance in
kolaka police personnel, it was found that work motivation has a positive and significant effect on performance.
This means that changes in the increase in work motivation reflected through motivator and hygiene aspects
have a positive contribution to improving personnel performance which is reflected through leadership, service
orientation, communication, emotional control, integrity, empathy, commitment to organization, initiative,
discipline and cooperation. In addition, this result also shows that a person's motivation in doing things both
from within and from an organization that is getting better will be able to give personnel the desire to work well
and complete their tasks and responsibilities which in turn will affect their performance. The results of this study
are in line with the findings of previous research from Ali & Syah (2019) which concluded that work motivation
has a significant effect on performance. This shows that the enthusiasm in oneself to achieve the need or desire
to get something then all the efforts made will lead to good performance. In its application in police personnel
who have a high spirit to achieve a certain goal will give rise to all efforts that will be able to produce the best
results that are close to the progress of the goal. In addition, the findings of Muzakki et al (2017) who looked at
the work motivation of government employees found that good performance resulted from one of them from the
high work motivation possessed by employees. Furthermore, the results of this study are also in line with the
research findings of each of Hanif (2021), Winarsih & Hidayat (2022), Fuadi & Setiawati (2019), Zusrony et al
(2021), Dharma (2018), Handayani (2017), Kusuma et al (2018) who in their research concluded similarly that
work motivation has a positive and significant influence on performance.
Based on the results of hypothesis testing conducted on the influence of organizational citizenship
behavior on performance, it was found that organizational citizenship behavior has a positive and significant
influence on the performance of police personnel at the Kolaka Police Station. This means that changes in the
improvement of organizational citizenship behavior reflected through conscientiousness, altruism, civic virtue,
sportsmanship and courtesy have a positive contribution to the improvement of personnel performance. The
results of this study also mean that with good work behavior shown by existing personnel where they are willing
to spend more time to carry out work both which is their responsibility and work outside their duties and
responsibilities in order to achieve the goals of the Kolaka Police, it will be able to improve the results of the
work owned not only by personnel but also for the Kolaka Police. Therefore, it is important for the Kolaka
Police to pay attention to and improve the condition of organizational citizenship behavior owned by personnel
so that organizational goals can be achieved. The results of this study are also in line with the findings of
previous research from Batilmurik et al (2020) which also looked at the influence of OCB on the performance of
police members where the findings of this study concluded that organizational citizenship behavior has a
significant influence on the resulting performance. These results also show that police who are good at their
behavior as individuals and organizations are able to contribute to law enforcement by resolving legal cases that
occur. In addition, the findings from Dotulong & Andriany (2021) that OCB affects performance. These
findings can strengthen the performance of police members that each member needs an OCB so that personnel
will be formed that not only increase their needs but also attach importance to the development of the institution.
Another finding from Dinka (2018) that OCB has a significant effect on performance, namely that employees
are willing to do more tasks that are not in their job description.
Based on the results of hypothesis testing conducted on the influence of organizational culture on
personnel performance at the Kolaka Police Station, it was found that organizational culture has a positive and
significant effect on performance. This means that the police personnel at the Kolaka Police Station consider the
values and behavioral norms that exist in the Kolaka Police Station to be good in supporting them to carry out
their activities in working both in terms of resource management to existing leadership which encourages them
to produce better performance. The results of this study also mean that an increase in organizational culture
reflected through dominant characteristics, organizational leadership, member management, organizational
adhesive, strategic orientation and success criteria has a positive contribution to the improvement of personnel
performance reflected through leadership, service orientation, communication, emotional control, integrity,
empathy, commitment to the organization, initiative, discipline and cooperation. Therefore, it is important for
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the Kolaka Police To always pay attention to how the culture created in the organization in order to encourage
positive behavior and personnel in completing their work. The results of this study are also in line with the
findings of previous research from Ali & Syah (2019) which states that organizational culture has a significant
effect on performance. A strong organizational culture will trigger members of the organization to think, behave
in accordance with organizational values, the conformity between organizational culture and supporting
organizational members will encourage members to improve performance to the maximum level. Another
finding from Hanif (2021) also revealed that the better the organizational culture owned by an organization, the
better the performance produced by its employees. The better the management in carrying out the function of
human resources will certainly be able to improve the performance of employees in carrying out their daily
duties. Winarsih and Hidayat (2022) also found that organizational culture has a positive and significant effect
on performance where in an organization the application of culture needs to be considered to provide identity
and characteristics, this aims as a guideline for organizational members to improve their performance.
VI. LIMITATIONS AND FUTURE RESEARCH
Based on studies that have been carried out on testing and analysis related to work motivation, OCB and
organizational culture on performance. There are several limitations, including:
1. This research is a quantitative study with data that analyzes respondents at one time condition that allows
changes in existing conditions due to the dynamics of individual characteristics that are constantly
changing. Therefore, it is hoped that it can then use data that is better able to cover this such as time series
data so that the results can include existing situational changes.
2. This research is limited to police personnel at the Kolaka Police Station, because it can limit the
generalization ability of the findings of this study, especially to public organizations or Police Units in
other regions. Thus, researchers are then expected to be able to multiply the organizational units studied so
that they can expand the level of generalization of research findings.
3. The variables of organizational culture were found to have the lowest influence on performance, therefore
for subsequent research can use different measurement indicators from this study to see the magnitude of
influence of organizational culture on performance.
VII. CONCLUSION
Based on the results of the research and discussion that has been described in the previous chapter, it can
be concluded that work motivation, organizational citizenship behavior and organizational culture
simultaneously have a positive and significant effect on personnel performance. This means that the higher the
work motivation possessed by personnel, and the better the organizational citizenship behavior of personnel and
the better the application of organizational culture by personnel, the higher the resulting performance will be. In
addition, performance can be formed from the dominant factors of emotional control and commitment to the
organization of existing personnel, so to maintain personnel performance, kolaka police need to continuously
improve the emotional control and commitment of its personnel in working.
Work motivation has a positive and significant effect on personnel performance. This can be interpreted
to mean that the higher the work motivation possessed by police personnel at the Kolaka Police Station, the
better the resulting performance will be. The motivator factor is the most dominant indicator in creating
motivation, especially in the aspect of being challenged to work and a sense of responsibility at work, so the
Kolaka Police Department in increasing the motivation of its personnel needs to pay attention to this.
Organizational citizenship behavior has a positive and significant effect on personnel performance. This
can be interpreted to mean that the better the level of organizational citizenship behavior possessed by kolaka
police personnel, the higher the performance it produces. To improve the OCB from personnel, kolaka police
need to continue to encourage Altruism or the willingness of personnel to help each other in providing
assistance to other members who are experiencing problems in working.
Organizational culture has a positive and significant effect on personnel performance. This can be interpreted to
mean that the better the organizational culture applied by the personnel to the Kolaka Police Station, the higher
the performance produced by the personnel. Optimization of organizational culture can be done by increasing
personnel's understanding of the success criteria highlighted and developed in the Kolaka Police Station so far.
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