PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MEDIASI:Studi Persepsional pada Pegawai Badan Pendapatan Daerah Provinsi Banten

• Main Author: Ayu Niken Shafira Putri, - (Author)
• Format: Book
• Published: 2023-07-26.
• Subjects: Thesis; NonPeerReviewed
• Online Access: Link Metadata
• Notes: http://repository.upi.edu/101804/8/S_PEM_1908102_Tittle..pdf; http://repository.upi.edu/101804/2/S_PEM_1908102_Chapter1.pdf; http://repository.upi.edu/101804/3/S_PEM_1908102_Chapter2.pdf; http://repository.upi.edu/101804/4/S_PEM_1908102_Chapter3.pdf; http://repository.upi.edu/101804/5/S_PEM_1908102_Chapter4.pdf; http://repository.upi.edu/101804/6/S_PEM_1908102_Chapter5.pdf; http://repository.upi.edu/101804/7/S_PEM_1908102_Appendix.pdf
• Keywords: HD Industries. Land use. Labor; HD28 Management. Industrial Management

kinerja pegawai melalui motivasi kerja sebagai variabel mediasi di Badan Pendapatan Daerah Provinsi Banten. Penelitian ini menggunakan metode kuantitatif dengan sampel sebanyak 100 orang pada penelitian ini dihitung menggunakan rumus slovin dari 1.130 orang populasi, menggunakan teknik sampling Propotional Random Sampling. Teknik analisis yang digunakan adalah analisis deskriptif, Pengumpulan data dilakukan dengan penyebaran kuesioner dan menggunakan angket. Sedangkan analisis data penelitian dilakukan dengan uji validitas, uji realibilitas, uji asumsi klasik, dan uji regresi linier bergada, koefisien determinasi, dan uji t. Hasil analisis data menunjukkan bahwa budaya organisasi berpengaruh positif signifikan secara parsial terhadap kinerja pegawai dengan nilai sig (0.000) < 0.05, budaya organisasi berpengaruh positif signifikan secara parsial terhadap motivasi kerja dengan nilai sig (0.010) < 0.05, dan budaya organisasi berpengaruh positif signifikan terhadap kinerja pegawai melalui variabel mediasi yaitu motivasi kerja dengan nilai sig pada budaya organisasi yaitu (0.000) < 0.05 dan nilai sig pada motivasi kerja (0.000) < 0.05 serta motivasi berpengaruh signifikan secara parsial terhadap kinerja pegawai dengan nilai sig (0.000) < 0.05. Budaya organisasi memberikan pengaruh sebesar 17.2 % terhadap kinerja pegawai, budaya organisasi juga memberikan pengaruh sebesar 6.5% terhadap motivasi kerja serta budaya organisasi melalui variabel mediasi (motivasi kerja) berpengaruh terhadap variabel kinerja pegawai sebesar 31.9% serta motivasi berpengaruh terhadap kinerja pegawai sebesar 22.8%. This study aims to determine the influence of organizational culture on employee performance through work motivation as a mediating variable in the Regional Revenue Agency of Banten Province. The research used a quantitative method with a sample of 100 individuals, calculated using the Slovin formula from a population of 1,130 people, utilizing the Proportional Random Sampling technique. The analysis techniques employed include descriptive analysis, data collection through questionnaires and surveys, validity test, reliability test, classical assumption test, linear regression test, coefficient of determination test, and t-test. The results of the data analysis indicate that organizational culture has a significant positive partial effect on employee performance, with a significance value (sig) of 0.000, which is less than 0.05. Organizational culture also has a significant positive partial effect on work motivation, with a significance value (sig) of 0.010, which is less than 0.05. Furthermore, organizational culture has a significant positive effect on employee performance through the mediating variable, work motivation, with significance values (sig) of 0.000 for organizational culture and 0.000 for work motivation, both less than 0.05. Additionally, work motivation has a significant partial effect on employee performance, with a significance value (sig) of 0.000, which is less than 0.05. The study reveals that organizational culture contributes to 17.2% of the variance in employee performance, 6.5% of the variance in work motivation, and through the mediating variable (work motivation), it influences 31.9% of the variance in employee performance, while work motivation alone influences 22.8% of the variance in employee performance.