The Influence of Work Culture on Performance of Employees with Compensation as Variable Mediation in Department Of Industry and Trade, City Of Baubau, Province Of Southeast Sulawesi, Indonesia
Keywords:
Work Culture, Compensation and Employee PerformanceAbstract
Performance in the field of infrastructure, especially construction has a high risk as a result many work accidents are found so there needs to be a competency application (manager and worker) in the project to avoid work accidents and achieve the quality of construction performance. The purpose of this study was to analyze the influence between the potential of construction managers and the potential of construction workers on the success of construction work performance by implementing the Occupational Safety and Health Management System (SMK3) as a mediating variable. The object of this research is the construction work of the Bahteramas-Kendari Bay bridge construction in Kendari City, Southeast Sulawesi Province, Indonesia. This study uses a quantitative approach. Respondents were 100 people, 85 construction workers and 15 manager-level people. The sample is determined by random sampling stratification technique. Data were analyzed using smart PLS. The analysis shows that the competence of construction managers (X1) has a positive and significant effect on the occupational safety and health management system (Z) where the t-statistic value of 27.723 is greater than 5.4129 (t-table). Construction manager competency (X1) has a positive and significant effect on the success of construction worker performance (Y) where the t-statistic value of 5.8998 is greater than 1.965 (t-table). Construction worker competency (X2) has a positive and significant effect on occupational safety and health management systems (Z) where the t-statistic value of 10.4948 is greater than 1.965 (t-table). Construction workers competency (X2) has a positive and significant effect on the success of construction workers performance (Y) with a t-statistic value of 4.0056 greater than 1.965 (t-table). Occupational health and safety management system (Z) has a positive and significant effect on the success of construction worker performance (Y) where the t-statistic value of 2.0909 is greater than 1.965 (t-table). Occupational safety and health management system (Z) as a mediator between construction manager competencies (X1) to the success of construction workers performance (Y) is significantly positive where the t-statistic value of 2.52 is greater than t-table 1.965, and mediates the competence of construction workers (X2) on the success of construction workers performance (Y) is significantly positive with a t-statistic value of 4.858.
References
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.
Aril, Muhriza D. Lubis. (2009). Pengaruh Budaya Kerja Terhadap Sistem Kompensasi Kerja dan Prestasi Kerja Karyawan PT. Telkom Kandatel Jember. Skripsi. Universitas Jember.
Bangun, Wilson. (2012). Manajemen Sumber Daya Manusia. Erlangga. Jakarta.
Chang, Su Chao dan Ming-Shing Lee, (2007), A Study on Relationship among Leadership, Organizational Culture, The Operation of Learning Organization and Employee’s Job Satisfacion. The Learning Organization, 14(2): 155-185.
Crossman, Alf dan Basse Abou-Zaki. (2003). Job Satisfaction and Employee Performance of Lebanese Banking Staff, Journal of Managerial Psychology, 18(4): 368-376.
Daniel, Fredy dan Purwanti, Ari. (2015). He Impact of Organizational Culture and Job Performance To Organizational Commitment And Employees Job Performance (An Empirical Study at A University in Tangerang). Indonesia Open University and As-Syafi’iyah Islamic University. See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/284923044.
Fey, C. F., & Björkman, I. (2001). The effect of human resource management practices on MNC subsidiary performance in Russia. Journal of international business studies, 32(1), 59-75.
Gunlu, E., Mehmet A & Nilufer S.P. (2010). Job Satisfaction and Organizational Commitment in Turkey, International Journal of Contemporary Hospitality Management, 22(5): 693-717.
Hasibuan, Melayu SP. (2009). Manajemen Sumber Daya Manusia. Penerbit Bumi Aksara. Jakarta.
Hofstede G, (1980). Culture’ s Consequences: International Differences in Work – Related Values. Beverly Hills, CA and London: Sage Publication
Ismail. (2003). Media Pembelajaran (Model-model Pembelajaran). Proyek Peningkatan Mutu SLTP. Jakarta.
Kadarisman. (2012). Manajemen Kompensasi. PT Raja Grafindo Persada. Cetakan Pertama. Jakarta.
Khan, R. I., Aslam, H. D., & Lodhi, I. (2011). Compensation Management: A strategic conduit towards achieving employee retention and Job Satisfaction in Banking Sector of Pakistan. International journal of human resource studies, 1(1), 89.
Khusna, N. (2015). Pengaruh Kompensasi dan Lingkungan Kerja Terhadap Kinerja Serta Kinerja Karyawan Pada Sub Sector Industry Pengolahan Kayu Skala Menengah di Jakarta Timur. Universitas Khatolik Widya Mandala, Surabaya.
Kristiono, D., Suharnomo dan Intan R. (2011). Semarang. Pengaruh Kepuasan Kerja terhadap Kinerja Karyawan dengan Komitmen Organisasional sebagai Variabel Intervening (Studi pada RSUD Tugurejo Semarang), Universitas Diponegoro.
Koesmono, H. Teman (2005). Pengaruh Budaya Organisasi terhadap Motivasi dan Kepuasan Kerja serta Kinerja Karyawan pada Sub Sektor Industri Pengolahan Kayu Skala Menengah di Jawa Timur. Jurnal Ekonomi Management, 7(2): 171-188.
Manetje, O. dan N. Martins, (2009), The Relationship between Organizational Culture and Organizational Commitment. Southern African Business Review, 13(1): 87-111.
Mathis, R.L dan Jackson, J.H. (2006). Manajemen Sumber Daya Manusia. Terjemahan. Edisi Kelima. PT. Salemba Emban Patria. Jakarta.
Meschi PX, Roger A, (1995). Cultural Context and Social Effectiveness in International Joint Ventures. Management International Review. 34(3) pp. 197 – 215
McKinnon, Jill L. et al. (2003). Organizational Culture: Association with Comitment, Job Satisfaction, Propensity to Remain, and Information Sharing in Taiwan, International Journal of Business Studies, 11(1): 25-44.
Moeheriono. (2012). Pengukuran Kinerja Berbasis Kompetensi. Jakarta: Raja Grafindo Persada.
Nawawi, I. (2013). Budaya Organisasi Kepemimpinan dan Kinerja. Kencana. Jakarta.
Nurwati. (2013). Effect of Management Control to Organizational Culture, Compensation, Work Behavior and Employees Performance (Studies in the Village Unit Cooperatives (KUD) in Southeast Sulawesi). Kendari, Indonesia. OSR Journal of Business and Management (IOSR-JBM). PP 40-52. www.iosrjournals.org.
Nyaribo, O. L. (2016). The Effect of Non-Financial Compensation on Employee Performance of Micro-Finance Institutions: A Case of Wakenya Pamoja Sacco, Kisii County, Kenya. Imperial Journal of Interdisciplinary Research, Vol 2, No.6.
Ojo, Olu, (2009), Impact Assesment of Corporate Culture on Employee Job Performance. Business Intelligence Journal, 2(2): 399-397.
Rivai, V & Sagala, EJ. (2009). Manajemen Sumber Daya Manusia untuk Perusahaan. PT. Raja Grafindo Persada. Jakarta.
Rose, R.C., Naresh K & Ong G.P. (2009). The Effect of Organizational Learning on Organizational Commitment, Job Satisfaction and Work Performance, Journal of Applied Business Research, 25(6): 55-65.
Sachman, SA, (1992). Culture and Sub-Culture: An Analysis of Organizational Knowledge. Administrative Science Quarterly. 37.pp.140–161.
Samad, S. (2005), Unraveling the Organizational Comitment and Job Performance Relationship: Exploring the Moderating Effect of Job Satisfaction. The Business Review, 4(2):79-84.
Schein, EH. (1996). Organizational Culture and Leadership. San Fransisco: Jossey- Bass Inc.
Siddiqi, T & Tangem, S. (2018). Impact of Work Environment, Compensation and Motivation on The Performance of Employees in The Insurance Companies of Bangladesh. South East Asia Journal of Contemporary Business, Economics and Law, Vol. 15, Issue 5.
Siramiati, N. W., Hadiwidjojo, D., & Rohman, F. (2015). Performance-Based Compensation Effect on Employee Motivation, Satisfaction of Employees, and Performance of Employees (Study on Private Universities in the Province of Bali): Conceptual Frameworks. Korea, 61, 50-5.
Sunarsih, N. (2011). Jakarta. Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan Administrasi Universitas Terbuka, Laporan Penelitian Madya Bidang Ilmu Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Terbuka.
Tampu, D. L. I., & Cochina, I. (2015). Motivation & Employee Performance. In Proceedings of the International Management Conference (Vol. 9, No. 1, pp. 812-821). Faculty of Management, Academy of Economic Studies, Bucharest, Romania.
Triguno. (2000). Budaya Kerja: Menciptakan Lingkungan Yang Kondusive Untuk Meningkatkan Produktivitas Kerja. PT. Golden Terayon Press. Jakarta.
Widiastuti, N dan Rahim, S. (2014). Pengaruh Budaya Kerja, Kompensasi dan Kepemimpinan Terhadap Kinerja Pegawai Negeri Sipil Badan Perencanaan Pembangunan Daerah Kota Kendari Tahun 2013. Jurnal Kajian Bisnis. Vol. 22 No. 1. Januari 2014. Kendari.
William B. Werther., Davis, Jr. Keith., and Newsrton. (2000). Human Resources and Personal Management. Edisi ke-9. Mcgraw-Hill, Inc; USA
Wirawan. (2009). Evaluasi Kinerja Sumber Daya Manusia. Salemba Empat. Jakarta.
Yiing, L.H & Ahmad, K.Z.B. (2009), The Moderating Effects of Organizational Culture on the Relationship between Leadership Behaviour and Organizational Commitment and between Organizational Commitment and Job Satisfaction and Performance. Leadership and Organization Development Journal, 30(1):53-86.
Yousef, D.A. (2002). Job Satisfaction as a Mediator of the Relationship between Role Stressors and Organizational Commitment: A Study from an Arabic Cultural Perspective. Journal of Managerial Psychology, 17(4): 250-266.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 International Association of Management and Human Resource Development
This work is licensed under a Creative Commons Attribution 4.0 International License.
This work is licensed under a Creative Commons Attribution 4.0 International License.
