Moderation: work culture to improve employee performance with a non-physical work environment
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Abstract
Organizations can achieve success through their resources, especially human resources. Therefore, employees become the locomotor in making a real contribution to the organization's success on an ongoing basis. Of course, only employees with optimal performance achieve this success. However, to maximize employee performance, there must be a strategy to increase it. This study aims to find out how this strategy improves employee performance. The PLS-SEM approach is used in this study. The results of this study indicate that the non-physical work environment and culture can affect employee performance. Work culture can strengthen the effect of the non-physical work environment on employee performance
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How to Cite
Riyanto, S. ., Liza Mumtazah Damarwulan and Didit Haryadi (2022) “Moderation: work culture to improve employee performance with a non-physical work environment”, Jurnal Mantik, 6(3), pp. 3737-3743. doi: 10.35335/mantik.v6i3.3258.
References
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Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
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Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management & Data Systems, 116(1), 2–20. https://doi.org/10.1108/IMDS-09-2015-0382
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Muratin. (2022). Pengaruh Budaya Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai. Parameter, 6(2), 11–25. https://doi.org/10.37751/parameter.v6i2.171
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Rasoolimanesh, S. M. (2022). Discriminant validity assessment in PLS-SEM: A comprehensive composite-based approach. Data Analysis Perspectives Journal, 3(2), 1–8.
Saputra, D. (2018). Pengaruh kompetisi, gaya kepemimpinan, budaya kerja dan lingkungan kerja terhadap kepuasan kerja pegawai dan dampaknya terhadap kinerja pegawai Kantor Kementerian Agama Kabupaten Aceh Barat. Jurnal Magister Manajemen Fakultas Ekonomi Dan Bisnis Unsyiah, 2(1), 36–45. http://202.4.186.66/JMM/article/viewFile/10240/8078
Sianturi, E. I. P., Halin, H., & Handayani, S. (2021). Pengaruh Penerapan Budaya Kerja (Corporate Culture) terhadap Kinerja Pegawai pada PT Bank Perkreditan Rakyat Puskopat Palembang. Jurnal Nasional Manajemen Pemasaran & SDM, 2(1), 43–59. https://doi.org/10.47747/jnmpsdm.v2i1.212
Sihaloho, R. D., & Siregar, H. (2019). Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan Pada PT. Super Setia Sagita Medan. Jurnal Ilmiah Socio Secertum, 9(1), 273–281.
Sinaga, S. D., & Sinulingga, N. A. B. (2018). Pengaruh Motivasi , Pengawasan , Dan Budaya Kerja Terhadap Kinerja Karyawan Pada PT . Nagalan Maju Bersama. Journal of Management Science (JMAS), 1(4), 87–91.
Tiwari, M., & Jha, R. (2022). Narcissism, toxic work culture and abusive supervision: a double-edged sword escalating organizational deviance. International Journal of Organizational Analysis, 30(1), 99–114. https://doi.org/10.1108/IJOA-05-2020-2187
Wahyudi, W., Kurniasih, D., Haryadi, D., & Haquei, F. (2022). Strategy To Improve Employee Performance. Enrichment: Journal of Management, 12(1), 1–7.
Wibawanto, Y. T., Razak, M., & Hidayat, M. (2021). Pengaruh Disiplin, Motivasi dan Budaya Kerja terhadap Kinerja Aparatur Sipil Negara pada Dinas Perindustrian Dan Perdagangan Propinsi Papua Barat. Journal of Applied Management and Business Research (JAMBiR), 1(1), 39–46.
Yusoff, A. S. M., Peng, F. S., Razak, F. Z. A., & Mustafa, W. A. (2020). Discriminant Validity Assessment of Religious Teacher Acceptance: The Use of HTMT Criterion. Journal of Physics: Conference Series, 1529(4), 042045. https://doi.org/10.1088/1742-6596/1529/4/042045
Anshori, A. S., Mukhsin, M., Suhendra, I., & Haryadi, D. (2022). Accuracy of Compensation and Competency Improvement in Improving Performance , Knowledge Sharing as An Intervening Variable. Enrichment: Journal of Management Journal, 12(3), 2201–2209.
Burmeister, C. P. (2018). Have a look around: the effect of physical environments on risk behaviour in work-related versus non-work related decision-making tasks. Ergonomics, 61(11), 1464–1479. https://doi.org/10.1080/00140139.2018.1494308
Candrianto. (2019). Leadership effect, non physical work environment and work spirit on employee performance in PT telkom witel west sumatera. International Journal of Engineering and Advanced Technology, 8(5), 198–203. https://doi.org/10.35940/ijeat.E1029.0585C19
Elkhwesky, Z. (2019). Diversity management in hotels: The moderating role of empowerment and capability development. Journal of Hospitality and Tourism Insights, 2(2), 166–185. https://doi.org/10.1108/JHTI-09-2018-0058
Ghalib, E. O. D., & Sary, F. P. (2020). Pengaruh Lingkungan Kerja Terhadap Kinerja Pegawai Dinas Kelautan dan perikanan Provinsi Jawa Barat. Jurnal Mitra Manajemen, 4(8), 1160–1172.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Haryadi, D., Setiawati, E. T., & Juhandi. (2022). The Role Of Organizational Culture On Improving Employee Performance Through Work Discipline. Jurnal Mantik, 6(1), 686–698.
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management & Data Systems, 116(1), 2–20. https://doi.org/10.1108/IMDS-09-2015-0382
Ivaldi, S., Scaratti, G., & Fregnan, E. (2022). Dwelling within the fourth industrial revolution: organizational learning for new competences, processes and work cultures. Journal of Workplace Learning, 34(1), 1–26. https://doi.org/10.1108/JWL-07-2020-0127
Lewis, R. L., Brown, D. A., & Sutton, N. C. (2019). Control and empowerment as an organising paradox: implications for management control systems. Accounting, Auditing and Accountability Journal, 32(2), 483–507. https://doi.org/10.1108/AAAJ-11-2017-3223
Muratin. (2022). Pengaruh Budaya Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai. Parameter, 6(2), 11–25. https://doi.org/10.37751/parameter.v6i2.171
Novie, D., & Arta, C. (2022). The Effect of The Non-Physical Work Environment and Career Development on Turnover Intention With Job Satisfaction Mediation Work on PT . Yoshioka Indonesia. Asian Journal of Management Entrepreneurship and Social Science, 02(04), 195–210.
Nur, M., Hafipah, & Syam, A. H. (2020). Pengaruh Komunikasi dan Budaya Kerja terhadap Kinerja Pegawai (Studi Empiris Pada BKPSDM Kabupaten Konawe Utara). Journal of Sustainable Business Hub, 1(2), 39–45. http://journal.pdmi-pusat.org/index.php/jsbh/article/view/16
Putra Tampi, P., Diana Nabella, S., & Sari, D. P. (2022). The Influence of Information Technology Users, Employee Empowerment, and Work Culture on Employee Performance at the Ministry of Law and Human Rights Regional Office of Riau Islands. Enrichment: Journal of Management, 12(2), 1620–1628.
Rahmatullah, A., Ramdansyah, A. D., Kambara, R., & Haryadi, D. (2022). Improving Organizational Performance With Organizational Culture And Transformational Leadership Through Intervening Organizational Commitment Variables. Dinasti International Journal Of Digital Business Management, 3(2), 161–176.
Rasoolimanesh, S. M. (2022). Discriminant validity assessment in PLS-SEM: A comprehensive composite-based approach. Data Analysis Perspectives Journal, 3(2), 1–8.
Saputra, D. (2018). Pengaruh kompetisi, gaya kepemimpinan, budaya kerja dan lingkungan kerja terhadap kepuasan kerja pegawai dan dampaknya terhadap kinerja pegawai Kantor Kementerian Agama Kabupaten Aceh Barat. Jurnal Magister Manajemen Fakultas Ekonomi Dan Bisnis Unsyiah, 2(1), 36–45. http://202.4.186.66/JMM/article/viewFile/10240/8078
Sianturi, E. I. P., Halin, H., & Handayani, S. (2021). Pengaruh Penerapan Budaya Kerja (Corporate Culture) terhadap Kinerja Pegawai pada PT Bank Perkreditan Rakyat Puskopat Palembang. Jurnal Nasional Manajemen Pemasaran & SDM, 2(1), 43–59. https://doi.org/10.47747/jnmpsdm.v2i1.212
Sihaloho, R. D., & Siregar, H. (2019). Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan Pada PT. Super Setia Sagita Medan. Jurnal Ilmiah Socio Secertum, 9(1), 273–281.
Sinaga, S. D., & Sinulingga, N. A. B. (2018). Pengaruh Motivasi , Pengawasan , Dan Budaya Kerja Terhadap Kinerja Karyawan Pada PT . Nagalan Maju Bersama. Journal of Management Science (JMAS), 1(4), 87–91.
Tiwari, M., & Jha, R. (2022). Narcissism, toxic work culture and abusive supervision: a double-edged sword escalating organizational deviance. International Journal of Organizational Analysis, 30(1), 99–114. https://doi.org/10.1108/IJOA-05-2020-2187
Wahyudi, W., Kurniasih, D., Haryadi, D., & Haquei, F. (2022). Strategy To Improve Employee Performance. Enrichment: Journal of Management, 12(1), 1–7.
Wibawanto, Y. T., Razak, M., & Hidayat, M. (2021). Pengaruh Disiplin, Motivasi dan Budaya Kerja terhadap Kinerja Aparatur Sipil Negara pada Dinas Perindustrian Dan Perdagangan Propinsi Papua Barat. Journal of Applied Management and Business Research (JAMBiR), 1(1), 39–46.
Yusoff, A. S. M., Peng, F. S., Razak, F. Z. A., & Mustafa, W. A. (2020). Discriminant Validity Assessment of Religious Teacher Acceptance: The Use of HTMT Criterion. Journal of Physics: Conference Series, 1529(4), 042045. https://doi.org/10.1088/1742-6596/1529/4/042045
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