Strategy for Implementing Organizational Culture in Companies and Their Impact on Work Motivation, Job Satisfaction, and Organizational Commitment
Abstract
This study aims to analyze the relationship and interaction between work motivation, job satisfaction, and organizational commitment towards organizational culture. The research method uses a qualitative and quantitative approach, distributing questionnaires to respondents, which are then analyzed using descriptive statistics, correlation tests, mean difference tests, and ANOVA. The research results indicate that employee motivation, satisfaction, and commitment are at a fairly high level. The relationships between variables are positive, with the strongest correlation shown between job satisfaction and organizational commitment. ANOVA tests confirm the existence of significant interactions between motivation and satisfaction, as well as between satisfaction and commitment, but no simultaneous effect was found when all three variables were tested together. This finding confirms that job satisfaction plays a crucial role in creating a healthy organizational culture. A productive organizational culture can be built by strengthening work motivation, increasing satisfaction, and fostering commitment, especially by focusing on a combination of proven significant variables.
Downloads
References
Alrawi, O., Ameen, A., & Mohammed, K. (2019). The relationship between intrinsic motivation and job satisfaction in the workplace. International Journal of Business and Management, 14(4), 112–123.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.
Basyir, M., Haris, H., & Mutmainnah, N. (2019). Job satisfaction and its impact on organizational commitment. International Journal of Human Resource Studies, 9(4), 45–59.
Blau, P. M. (1964). Exchange and power in social life. Wiley.
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2019). Organizational behavior: Improving performance and commitment in the workplace (6th ed.). McGraw-Hill.
Ferine, K. (2021). Pengaruh budaya organisasi terhadap kinerja pegawai melalui komitmen dan etika kerja. Jurnal Ekonomi dan Manajemen, 18(2), 87–99.
Fitriani. (2020). Pengaruh budaya organisasi terhadap motivasi kerja karyawan. Jurnal Manajemen dan Bisnis, 7(2), 115–126.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Addison-Wesley.
Handayani, S., & Rachmawati, R. (2018). Pengaruh motivasi terhadap kepuasan kerja karyawan. Jurnal Manajemen dan Organisasi, 12(2), 133–142.
Isbahi, M. B., Zuana, M. M. M. ., & Mariana, E. R. . (2022). The Technology Strategy in Website Communication Media in Improving Business Activities. Majapahit Journal of Islamic Finance and Management, 1(2), 126–138. https://doi.org/10.31538/mjifm.v1i2.17
Isbahi, M. B., Zuana, M. M. M., & Toha, M. (2024). The Multi-Social Relation of the Cattle Industry in the Plaosan Subdistrict Animal Market of Magetan Regency. Malacca: Journal of Management and Business Development , 1(1), 31–46. https://doi.org/10.69965/malacca.v1i1.51
Lok, D., & Crawford, J. (2004). The effect of organizational culture and leadership style on job satisfaction and organizational commitment: A cross-national comparison. Journal of Management Development, 23(4), 321–338.
Lund, R. (2012). Organizational culture and job motivation. International Journal of Organizational Behavior, 15(1), 50–63.
Luthans, F. (2016). Organizational behavior: An evidence-based approach (13th ed.). Information Age Publishing.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage.
Mukarramah, S., & Saroyo. (2023). Budaya organisasi dan dampaknya terhadap kepuasan kerja. Jurnal Ilmu Administrasi, 15(1), 45–57.
Purwanto, A., Asbari, M., & Santoso, D. (2020). Pengaruh motivasi terhadap kinerja dan komitmen organisasional. Jurnal Ilmiah Manajemen, 7(2), 85–96.
Putri, N., & Riyanto, S. (2021). Pengaruh kepuasan kerja terhadap komitmen organisasional karyawan. Jurnal Riset Manajemen Indonesia, 13(1), 25–34.
Rivai, V., & Mulyani, A. (2012). Manajemen Sumber Daya Manusia Untuk Perusahaan. Rajawali Pers.
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.
Samuel, P., et al. (2020). The influence of organizational culture on affective commitment of employees. International Journal of Business and Management Studies, 12(1), 55–68.
Schein, E. H. (2017). Organizational culture and leadership (5th ed.). Wiley.
Shah, S., Shah, R., & Khan, M. (2020). Impact of motivation on employees’ performance and organizational commitment. International Journal of Business and Social Science, 11(5), 45–52.
Sugiyono. (2017). Statistika Untuk Penelitian. Alfabeta.
Sugiyono. (2022). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabeta.
Suliman, A. H. (2001). Organizational culture and its impact on job satisfaction: Evidence from a UAE organization. Human Resource Development International, 4(3), 369–385.
Supardi. (2017). Statistika Dalam Penelitian. Rajawali Pers.
Toha, M., Zuana, M. M. M., & Isbahi, M. B. (2024). Acculturation of Mataraman Local Wisdom with Islamic Values: Implications for Social and Economic Development. Danadyaksa: Post Modern Economy Journal, 2(1), 33–47. https://doi.org/10.69965/danadyaksa.v2i1.143
Tran, Q. T., Le, N. T., & Nguyen, P. H. (2021). The relationship between job motivation, job satisfaction, and organizational commitment: Evidence from Vietnam. Management Science Letters, 11(5), 1421–1430.
Widodo, B. (2021). Lingkungan kerja dan kepuasan karyawan: Peran budaya keterbukaan. Jurnal Psikologi Industri dan Organisasi, 10(3), 210–222.
Zamroni, M. A., Toha, M., Zuana, M. M. M., & Baiqun Isbahi, M. (2023). Exploring Zakat Distribution Via Blockchain in Indonesia Perspective of Maslahah Mursalah Wahbah Zuhaili. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 6(3), 3544-3555. https://doi.org/10.31538/iijse.v7i3.5821
Copyright (c) 2025 Charles Jonson Siregar, Widodo Sunaryo, Nancy Yusnita
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
