Organizational Culture, Work Ethics and Organizational Performance (Case Study in the Regional Secretariat of Malaka Regency)

Abstract

The purpose of this paper is to describe employee organizational culture and work ethic in an endeavor to improve organizational performance. The assumption built was organizational culture becoming the driving factor of work ethic. In turn, organizational culture and work ethic are capable to influence organizational performance. This research utilized a qualitative approach and case study research. The research was conducted at the Regional Secretariat of the Malaka Regency, East Nusa Tenggara Province. The focus of this research was; (1) Organizational culture; values developed in the organization and are the behaviors of the members of the organization. (2) Work Ethic; the employee’s ability to self-actualize in achieving goals as reflected through work spirit. (3) Performance; the work or achievement shown by employees. The research informants were determined through purposive technique. Data collection techniques used were interviews, documentation, and observation.The research results exhibited that the organizational culture in the Regional Secretariat of Malaka Regency was influenced by several factors including Workload, Human Resources, Organizational Structure, Relations of Power, and Wages. The work ethic in the Regional Secretariat of Malaka Regency is influenced by organizational culture and organizational climate. Organizational climate is influenced by several factors including Workplace Conditions, Organization / Leadership Trust, Organizational / Leadership Rewards, Work Associates, Leadership Character / Leadership Style, Organizational Physical Environment, and Assessment of Others. In addition, the Regional Secretariat of the Malaka Regency performance was influenced by the work ethic. The work ethic itself is influenced by organizational culture and organizational climate. Higher response to existing factors in the organizational culture and organizational climate indicates higher employee's work ethic which would improve performance. On the contrary, lower response to existing factor in organizational culture and organizational climate indicates lower work ethic which would reduce performance.

Keyword: Organizational Culture, Work Ethic, Performance, Organization

DOI: 10.7176/DCS/9-11-01

Publication date: November 30^th 2019