The Influence of Organizational Culture, Job Rotation, and Work Motivation on Employee Performance at the Lubuk Pakam Pratama Tax Services Office
DOI:
https://doi.org/10.35870/emt.v8i1.2173Keywords:
Organizational Culture, Job Rotation, Work Motivation, Employee PerformanceAbstract
This study aims to determine the influence of organizational culture, job rotation, and work motivation simultaneously on employee performance at the Lubuk Pakam Pratama Tax Services Office. The research was conducted at the Lubuk Pakam Pratama Tax Services Office on Jalan P Diponegoro Number 30-A, Medan, with a population of 122 individuals and a research sample of 55 individuals. Data collection was carried out through interviews, questionnaires, and documentation. The data analysis method used was multiple regression analysis using the IBM SPSS Statistics software version 25. The findings of the analysis reveal that the performance of employees at the Lubuk Pakam Pratama Tax Services Office is positively influenced by organizational culture, as evidenced by the results of the t-table analysis (3.603 > 2.008) at n = 55 and a 95% significance level. Job rotation does not significantly affect the performance of Lubuk Pakam Pratama Tax Services Office employees, supported by the t-value < t-table analysis (0.444 < 2.008) at n = 55 at a 95% significance level. On the other hand, work motivation has a significant impact on the performance of employees at the Lubuk Pakam Pratama Tax Services Office, as supported by the t-value > t-table (3.613 > 2.008) at n = 55 with a 95% significance level. The calculated F-value > F-table (21.926 > 2.79) indicates that collectively, there is a positive and significant influence of organizational culture, job rotation, and work motivation on the performance of Lubuk Pakam Pratama Tax Services Office employees.
Downloads
References
Afandi, P. (2016). Concept & indicator human resources management for management research. Deepublish.
Agustian, I., Saputra, H. E., & Imanda, A. (2019). Pengaruh sistem informasi manajemen terhadap peningkatan kualitas pelayanan di pt. jasaraharja putra cabang Bengkulu. Professional: Jurnal Komunikasi Dan Administrasi Publik, 6(1).
Arianty, N. (2014). Pengaruh budaya organisasi terhadap kinerja pegawai. Jurnal Ilmiah Manajemen Dan Bisnis, 14(2).
Fadilah, A. N. (2013). Pengaruh Penempatan Pegawai Terhadap Kinerja (Studi pada Pegawai Sekretariat Daerah Kabupaten Gresik). Brawijaya University.
Hadju, L., & Adam, N. (2019). Pengaruh Budaya Organisasi Terhadap Kinerja Pegawai Pada Dinas Perhubungan Kabupaten Bone Bolango. Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi Dan Pelayanan Publik, 6(2), 125–135.
Hamid, M., Sufi, I., Konadi, W., & Akmal, Y. (2019). Analisis jalur dan aplikasi SPSS versi 25.
Indrawati, L. (2019). Pengaruh Budaya Organisasi dan Motivasi Kerja terhadap Kinerja Pegawai pada Dinas Pertanian Tanaman Pangan dan Hortikultura Kabupaten Lampung Tengah. Jurnal Simplex, 2(2).
Marlius, D., & Sari, L. M. (2023). Pengaruh Budaya Organisasi Dan Rotasi Pekerjaan Terhadap Kinerja Pegawai Pada Dinas Sosial Provinsi Sumatera Barat. Jurnal Valuasi: Jurnal Ilmiah Ilmu Manajemen Dan Kewirausahaan, 3(1), 462–477.
Mukhlis, R. (2020). Pengaruh Kompetensi, Kompensasi Dan Kepuasan Kerja Terhadap Motivasi Kerja Relawan Taruna Siaga Bencana Pada Dinas Sosial Kabupaten Bima. Jurnal Ilmiah Mandala Education, 6(2).
Prasetyo, E., & Wahyuddin, M. (2003). Pengaruh kepuasan dan motivasi kerja terhadap produktivitas kerja karyawan Riyadi Palace Hotel di Surakarta. Retrieved April, 2, 2016.
Rahmawati, I. (2019). Pengaruh Quality of Work Life dan Rotasi Kerja Terhadap Kinerja Pegawai Melalui Stres Kerja di Rumah Sakit Umum Daerah Kabupaten Ciamis. Universitas Siliwangi.
Salsabila, A. (2015). Pengaruh Penempatan Kerja Terhadap Kinerja Pegawai Di Dinas Pendidikan Kota Bandung (Dengan Variabel Kontrol Kompetensi Pegawai). Universitas Pendidikan Indonesia.
Setiawan, K. C. (2015). Pengaruh motivasi kerja terhadap kinerja karyawan level pelaksana di divisi operasi PT. Pusri Palembang. Psikis: Jurnal Psikologi Islami, 1(2), 43–53.
Setya, R. T. R. I. (2022). Pengaruh Rotasi Kerja Dan Pelatihan Terhadap Kinerja Karyawan (Studi Pada PT pegadaian (Persero) Kantor Wilayah Palembang).
Sugiyono, S. (2016). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabeta.
Tika, P. (2006). Budaya organisasi dan peningkatan kinerja perusahaan. Jakarta: Bumi Aksara.
Wahyudi, W. D., & Tupti, Z. (2019). Pengaruh Budaya Organisasi, Motivasi dan Kepuasan Kerja Terhadap Kinerja. Maneggio: Jurnal Ilmiah Magister Manajemen, 2(1), 31–44.
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Amirul Syah, Iqbal Halim Ramadhan Nasution, Iswandi Yusri, Nurhalijah Harahap, Paisal Amir Simatupang, Supriadi
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
