The Effects Of Organizational Culture, Leadership And Work Motivation Toward Performance Of Employees And Its Implications On The Development Of School Organization At Badan Pendidikan Kristen Penabur (Bpk) In Province

Trisnowati* NIM: 0966390071

ABSTRACT Such an implementation of effective organizational culture supported by leadership and motivation from the doers in an organization can improve the performance of employees, which in turn, will proceed to be a program in managing organizational development agenda. The purpose of this research is to find out the effects of organizational culture, leadership and work motivation toward the performance of employees partially and simultaneously and their implications on the development of school organization. Therefore, this research applies Structural Equation Modeling (SEM). The result of SEM indicates that the variables of organizational culture, leadership and work motivation affect the performance of employees and simultaneously influence the organization development. Partially, organizational culture affects on performance of employee but not on the organization development

*Trisnowati is the full-time lecturer at Economic Faculty of Sang Bumi Ruwa Jurai University (USBRJ-SABURAI) in , and post graduated from doctoral programme for management at Economic Faculty of Persada University (UPI - Y.A.I) Email: [email protected]

1 Keywords: Organizational Culture, Leadership, Work motivation, Performance of Employees, Organization Development

INTRODUCTION organizational culture are influenced Any organization has a by the quality of its employees. prevailing culture. Organizational Moreover, according to Murni culture is a common perception held by Sugih, the Chairman of BPK all members of an organization and PENABUR Bandar Lampung (period each of them shares this perception. It 2010-2014) said that the is the values of Christian faith that implementation of organizational become ideological basis for culture requires re-evaluation on its Foundation of Christian Education values, as the new employees need to Board (BPK) PENABUR as understand about the vision and the accordance to its statement in the mission of BPK PENABUR by doing Preamble of Statutes. continues effort of dissemination. Development of organization Furthermore, she also said that the is a planned process. It is development of foundation requires systematically managed to change a qualified and professional employees. culture, a system and organizational At the moment, the foundation is behavior in order to improve conducting development of human organizational effectiveness in solving resource capabilities on information problems and achieving goals. systems management and information Development of organization required technology (IT) is based on performance of employees, which lays its importance on the role of Formulation of the Problem human resources (human capital), Formulation of problem as the especially on organization of focus of research are as followed: educational service. According to the 1. Are there any effects of Chairman of BPK PENABUR , organizational culture on dr. Alexander K. Ruslim, Sp.PK performance of employees in BPK (Period 2010-2014), stated that the PENABUR school? leadership, work motivation and

2 2. Are there any effects of leadership of employees towards the on performance of employees in development of organization in BPK PENABUR school? BPK PENABUR school? 3. Are there any effects of work motivation on performance of Objectives of the Research employees in BPK PENABUR Based on formulation of the school? problem, the objectives of this research 4. Are there any effects of are as followed: organizational culture, leadership, 1. To find out the effects of and work motivation organizational culture toward simultaneously on performance of performance of employees in BPK employees in BPK PENABUR PENABUR school. school? 2. To find out the effects of 5. Are there any effects of leadership toward performance of organizational culture toward the employees in BPK PENABUR development of organization in school. BPK PENABUR school? 3. To find out the effects of work 6. Are there any effects of leadership motivation toward performance of toward development of employees in BPK PENABUR organization in BPK PENABUR school school? 4. To find out the effects of 7. Are there any effects of work organizational culture, leadership, motivation towards development work motivation toward of organization in BPK performance of employees in BPK PENABUR school? PENABUR school. 8. Are there any effects of 5. To find out the effects of performance of employees organizational culture toward towards development of development of organization in organization of BPK PENABUR BPK PENABUR school. school? 6. To find out the effects of 9. Are there any effects of leadership toward development of organizational culture, leadership, organization in BPK PENABUR work motivation and performance school. 3 7. To find out the effects of work behavior. Gibson (2000:77) states that motivation toward development of organizational culture contains a organization in BPK PENABUR mixture of values, beliefs, assumptions, school. perceptions, norms, and behavior 8. To find out the effects of patterns and peculiarities and performance of employees toward according to Luthans (2006:213), it is development of organization in said that organizational culture is BPK PENABUR school norms and values that guide behavior 9. To find out the effects of of members of an organization. organizational culture, leadership, According to Yukl (2009: work motivation and performance 4.8), it is said that leadership is the of employees toward development process of influencing others to of organization in BPK understand and to agree with what PENABUR school. needs to be done and how a task is done effectively, as well as a process Methodology for facilitating individual and Organizational culture is a collective efforts to achieve common shared-meaning system on the values goals. Similarly, Hadari Nawawi held and appreciated in an (2006:236) said that leadership is to organization, which serves to create a make the organization effective, which clear distinction between one is very much influenced by the organization and other ones, to create a intelligence of the leader. sense of identity for all members of an According to Mangkunegara organization, to facilitate a collective (2010:61), work motivation is commitment to the organization, to something that makes people act or improve stability of the social system behave in certain ways. Work and to create the making and control of motivation is a condition or energy meaning mechanism that guides the that drives employees to achieve shaping of attitudes and behaviors organizational goals of the company. (Robbins 2008:525). Furthermore, While, according to Herzberg in according to Ndraha (2000:18), it is Luthans (2006:283), work motivation said that value can only be understood is the process of influencing or if it is associated with attitudes and encouraging employees to complete 4 the task or work, which are intrinsic Nawawi (2006:199) said that (motivator) and extrinsic (hygiene). development of organization is a According to Wibowo (2009:7), it is process of designing (planning) the said that performance of employees is changes in organizational culture by the result of work that has strong using knowledge about behavior of relationship with organizational technology (behavior in science of strategic goal, customer satisfaction, technology), research and any relevant and to contribute to the economy theories. Thus, development of matters. Performance of employees is organization is to make planned about conducting the work and the changes (Planned Changes). results achieved from the work. While, Kienel (1998: 215) said that the role of the Christian teacher is categorized as a model (the teacher as a model), teacher as instructor (the teacher as an instructor of truth), teacher as pelatih (the teacher as a trainer), teachers as father and mother (the teacher as father and mother), the teacher as a shepherd (the teacher as a shepherd).According to Gibson (2000:353), it is said that development of organization is a systematically planned and managed process to change culture, system and organizational behavior, in order to improve organizational effectiveness in solving problems and achieving goals. The sub-objective of organizational development is to change the attitudes or values, to modify behavior, and to induce changes in a structural form and policy. Similarly, W. Warner Burke in

5 Figure 1. Theoretical Framework and Research Hypothesis

The method used in this research is Augusty Ferdinand (2006), the descriptive survey with descriptive requirement of using technique of analysis and qualitative descriptive SEM, if taken from the number of techniques. Data of the research are samples, SEM analysis method is 100- from primary and secondary data for 200, depending on the number of collected both by research indicators used in all latent variables. (questionnaires) and the second party. The number of samples is the number Data from questionnaires use Likert of indicators 25 × 5 = 125. scale with interval type. After the data are collected The population in this (questionnaire), validity and reliability research is the employees of Badan tests are conducted. Data analysis Pendidikan Kristen (BPK) PENABUR method hypothesis test uses model of in Lampung (Bandar Lampung and Structure Equation Model (SEM). Metro), 125 people, from which the SEM model is used since the variables total population as samples is taken for analyzed consists of independent the research using SEM. According to variables, which are organizational

6 culture, leadership, work motivation dependency relationships. The setting (variable X1, X2 and X3), and of these relationships, in which each of dependent variables are development dependent and independent variables of organization performance of as an are the foundation (base) of SEM intervening variable. In addition, this (Supranto, 2004). research examines a dependent relationship series / sequence Discussion simultaneously which turn out to be Validity test for each question are as independent variable in the subsequent follows:

Table 1. Validity of Questionnare Variables Item r-hit r-tab t-hit t-tab Remark BO1 .559 0,176 7.477 1,979 BO2 .618 0,176 8.718 1,979 BO3 .664 0,176 9.849 1,979 Valid as the value is r- > r- Organizational hitung tabel BO4 .696 0,176 10.750 1,979 and Significant as the value is t- Culture BO5 .711 0,176 11.214 1,979 hitung> t-tabel BO6 .624 0,176 8.856 1,979 BO7 .498 0,176 6.369 1,979 KP1 .593 0,176 8.168 1,979 Valid as the value is r- > r- KP2 .430 0,176 5.282 1,979 hitung tabel Leadership and Significant as the value is t- > KP3 .527 0,176 6.877 1,979 hitung t- KP4 .412 0,176 5.015 1,979 tabel M1 .477 0,176 6.019 1,979 Valid as the value is r- > r- and Work M2 .427 0,176 5.237 1,979 hitung tabel Significant as the value is t- > t- Motivation M3 .596 0,176 8.232 1,979 hitung M4 .503 0,176 6.455 1,979 tabel K1 .561 0,176 7.516 1,979 K2 .611 0,176 8.560 1,979 Valid as the value is r- > r- and Performance hitung tabel K3 .573 0,176 7.754 1,979 Significant as the value is t- > t- of Employees hitung K4 .634 0,176 9.092 1,979 tabel K5 .542 0,176 7.153 1,979 PO1 .694 0,176 10.690 1,979

Development PO2 .612 0,176 8.582 1,979 Valid as the value is r-hitung> r-tabel and of PO3 .556 0,176 7.419 1,979 Significant as the value is t-hitung> t- Organization PO4 .531 0,176 6.950 1,979 tabel PO5 .540 0,176 7.116 1,979 Source: Primary Data processed in 2012

Based on the table above, it appears the itemis considered reliable if the that each item is valid that can be used value of Cronbach is greater than to address the problems in this 0.600. The following is the statement research. Reliability test on these items of reliability test results for each uses Cronbach Alpha formula in which research variable. 7 Table 2. The Result of Reliability Test for Research Instruments

Result of Measuring Variables Cronbach Alpha Decision Cronbach Alpha Value Organizational 1,979 Culture 0,851 Leadership 0,701 1,979 Work Motivation 0,708 1,979 Reliable since the value of Performance of cronbach alpha > 0,600 0,799 1,979 Employee Development of 0,802 1,979 Organization Source: Primary Data processed in 2012

Based on the table above, it appears that each item question is considered reliable and trustworthy to discuss the problems in this research.

Structural Model Test After conducting the test of measurement model, the next step is to coonduct the test of structural model (Structural Model). There are two stages in this test, which are suitability . test model and hypothesis test (path coefficient)

8 Figure 2. Estimation of Full Structural Model Test after being modified

Figure 3. T-values of Full Structural Model Test after being modified

9 Tabel 3. Goodness of fit Index Model Struktural

Goodness of Fit Statistics Result of Model Criteria Chi Square (P) 435.83 (0.000) Good NFI; NNFI 0.90; 0.94 Good CFI; IFI 0.95; 0.95 Good RMSEA 0.076 Good GFI; AGFI 0.78; 0.72 Fair

Based on the results found in direction of arrows from one variable Table 3, the value of suitability is to another one. The symbol of arrow better. The value of Chi square which indicates the direction of this causal comes down from 657.60 to 435.83 relationship (effect) of independent with a probability of 0.000 indicates variables with dependent variable. The that the result is better than before values attached to each line is identical though the probability is below 0.05, to the path coefficient of beta therefore the whole model is said to be coefficient in regression analysis. goodfit. Although the values of GFI Based on the result of estimation and AGFI do not meet the required in path diagram model in Figure 2 and 3, criteria but other models’ suitability it can be arranged a structural equation as values have already met all criteria of follows: being goodfit. So, this model need not K = 0.36 BO + 0.25 KP + 0.39 M, R² = modified anymore and it can be 0.76 analyzed. PO = 0.52 K - 0.13 BO + 0.37 KP + 0.30 M, R² = 0.95 Path Diagram Model Analysis In this equation, it is known From the test results above, it that there is a path coefficient with is obtained the model of path diagram positive and negative signs. The based on estimation of parameter positive sign indicates positive effect (coefficients), which is a model that of independent variables toward can explain the relationship of the dependent variable. Positive values structural model. From Figure 2 and 3, indicates that the higher the values of it can be seen that there are 7 lines independent variables, the higher the (paths) that showpath hypothesis to be value of dependent variable. tested. The path is indicated by the Whereas,the negative sign indicates 10 negative effect of independent independent variables, the higher the variables toward dependent variable. value of dependent variable. Negative values indicate that the higher Hypothesis test that shows causality the values of independent variables, the relationship of SEM is basically to test lower the value of dependent variable. the path coefficients (path coefficient) or beta coefficient, with one-way t-test Hypothesis Test at alpha 5% so it is decided that Ho is Hypothesis test is conducted rejected if the value of E value> 1.96, using path coefficient significance test which means that the hypothesis of the T test at alpha 5%. In this equation, it research is proved. is known that there is a sign of positive The result of hypothesis test path coefficient that indicate positive based on Figure 2 and 3, which effect of independent variables toward describes the effect between variables dependent variables. Positive values in the research model, can be seen in indicate that the higher the values of the following table:

Table 4. The Result of Hypothesis Test

Estimation/ Path Koef. Value -t Conclusion Result Regresion H1. Organizational Culture→ 0.36 2.82 Significant H1 Accepted Performance of Employees H2. Leadership→ Performance 0.25 2.12 Significant H2 Accepted of Employees H3. Work Motivation→ 0.39 2.99 Significant H3 Accepted Performance of Employees H5. Organizational Culture → Not -0.13 -1.06 H5 Rejected Development of Organization Significant H6. Leadership → 0.37 3.30 Significant H6 Accepted Development of Organization H7. Work Motivation → 0.30 2.18 Significant H7 Accepted Development of Organization H8. Performance of Employees → Development of 0.52 2.77 Significant H8 Accepted Organization Source: Primary Data processed in 2012

Conclusion 11 The presence of the effects of motivate, technical and disciplinary organizational culture toward the action, interaction between performance of teachers and management and other groups, and the employees basically represents interaction between groups. organizational culture norms of There are the effects of work behavior held by teachers and motivation from teachers and staffs as employees, including all members of educator employees who determine the organization in its organizational important factor in the success of hierarchy. The measurement of educational goals as the teachers are organizational culture in this research the people who directly deal with focuses on the application of the students in giving direction and values, attitudes and behaviors, so that guidance during the class. Teachers as every teacher and staff who are able to planners, educators determine the apply the values in BPK PENABUR achievement of educational goals, and have positive attitudes and while employees as the executor of behaviors will directly improve their administration of the school. Thus, to performance. support the activities of teachers and The presence of the effects of employees, work motivation and good leadership toward the performance of relationships among elements that exist teachers and staff is due to, if viewed in schools as principals, fellow in the context of leadership, the very teachers, administrators and students basic things that a person who leads, are highly required. Not only that, but drives, communicates the goals of also a good relationship between the organization brings the benefits. elements that exist outside the school Basically, any action taken by the such as parents and community principal of school will affect the There are the effects of performance of teachers and staffs, organizational culture, leadership, such as regulations, policies, and work motivation and performance of procedures the organization, especially employees towards the development of on personnelia issues, distribution of organization. The application of compensation or rewards, organizational culture for teachers and communication styles, ways to employees is based on the values, 12 attitudes and behavior of teachers and enhance organizational effectiveness employees as the drives of the school's through planned interventions in the performance and others existing in organization that uses behavioral school. As motivation of teachers and science. One of the efforts to develop employees are as the pioneer in the organization through advancing school employees. In organizational-oriented culture addition, the leadership factor also innovation. Meaning, that all elements determines the performance of teachers that exist in the organization are given and school employees. Principals as the freedom to innovate their works leaders in the school should provide and be responsible for those motivation to all teachers and staff to innovations, so that the competence of continue improving their performance teachers and employees can be based on their respective roles. The optimalized. principal’s concern becomes the There are the effects of foundation for helping teachers and leadership on the development of employees in implicating the vision, organization. The function of mission and goals of the school. leadership in developing the Hence, the support from organizational organization is to integrate the culture, leadership and work development of organization with the motivation play essential role for concept of leadership and organization teachers and employees to improve the development. Development of performance of organization and organization in this research focuses individual as well.. on the development of teachers and Organizational culture that does school employees of BPK PENABUR not result in any effects for the Bandar Lampung and Metro as well. development of organization is one of There are the effects of work the findings that requires attention motivation towards the development from the management of BPK of organization. Work motivation as PENABUR in Bandar Lampung and energy is to boost to awaken inner- Metro since the development of drives of the influential teachers and organization is basically well-planned employees, that generate, direct and and managed by the top leadership to maintain behavior based on working 13 environment. So to say, work program in managing organization motivation is the self- drives of development agendas. teachers and employees to meet the Recommendation needs of goal-oriented and individual achievement of a sense of satisfaction. Managerial recommendations based on Sructural Equation Model There are the effects of (SEM) states that the development of performance of teachers and BPK PENABUR Bandar Lampung and employees toward the development of Metro is strongly influenced by the organization. Development of orientation of humanity, which is the organization is the preparation of an development of teachers and individual to take on different or higher employees in accordance with their responsibilities in the organization. respective potentials. Therefore, to Development of organization is usually increase the development of BPK associated with the increase of better PENABUR schools in Bandar intellectual and emotional abilities. Lampung and Metro, it is necessarily Without good performance of the to further enhance potential of all teachers and employees, the school is teacher and appreciation for employees hardly able to make changes. as well. There are effects of Development of organization of organizational culture, leadership, BPK PENABUR Bandar Lampung and work motivation and performance of Metro is strongly influenced by the employees toward the development of performance of teachers and staff organization. The value of R ² at 0.95 employees. Therefore, if BPK means that the value of all these PENABUR Bandar Lampung wishes aspects is 0.95 (95%), and the effect of to further enhance the development of other variables is 100% - 95% = 5%. their organization, they need to focus Implementation of an effective more on improving the performance of organizational culture along with the teachers and staff employees. support of the leader and the work motivation from the organization can Development of school improve the performance of employees organization of BPK PENABUR is or teachers, which eventually become a influenced by the performance of 14 employees and work motivation as well. Indicator that greatly affect work motivation of the employees is

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