Budaya Korporat di dalam Organisasi: Hubungkait dengan Sikap dan Komitmen Pekerja

Corporate culture in organisation: relationship between attitude and employees' commitment

Authors

  • Farah Laili Muda@Ismail Pusat Pengajian Teras, Universiti Sains Islam Malaysia, 71800 Nilai, Negeri Sembilan, Malaysia
  • Anita Ismail Pusat Pengajian Teras, Universiti Sains Islam Malaysia, 71800 Nilai, Negeri Sembilan, Malaysia

DOI:

https://doi.org/10.33102/sainsinsani.vol9no1.608

Keywords:

Budaya Korporat, Organisasi, Sikap Pekerja, Komitmen Pekerja

Abstract

Abstrak: Budaya korporat merupakan nilai yang mampu mencerminkan tujuan, pegangan, sikap dan budaya kerja dalam sesebuah organisasi. Ia banyak mempengaruhi cara kerja yang harus dilaksanakan, serta mampu memperlihatkan bagaimana para pekerja bergaul antara satu sama lain dan dengan pihak-pihak lain seperti pembekal, pelanggan, dan agensi-agensi lain. Dalam memastikan kelangsungan sesebuah organisasi perniagaan di dalam industri, tidak dapat dinafikan budaya korporat memainkan peranan yang penting. Samada budaya tersebut datangnya dari luar atau disemai dari dalam organisasi, didapati budaya korporat mampu melonjakkan prestasi sesebuah organisasi. Melalui budaya korporat yang kuat, para pekerja akan lebih memahami dan akur dengan budaya kerja d an sekaligus dapat memastikan penghasilan kerja yang baik dan sekata. Jenis-jenis budaya korporat dapat dilihat daripada aspek-aspek utama yang ditekankan oleh sesebuah organisasi seperti penekanan terhadap penyesuaian dengan persekitaran, pencapaian organisasi, penglibatan para pekerja dan amalan konsistensi. Jenis-jenis budaya korporat ini pula boleh diterjemahkan melalui dimensi budaya iaitu komunikasi, latihan dan pembangunan, ganjaran dan pengiktirafan; serta kerja berpasukan. Hasil dapatan banyak kajian menunjukkan budaya korporat di dalam organisasi memberi impak yang positif terhadap sikap dan juga komitmen pekerja. Sikap seseorang pekerja amat berkait dengan budaya korporat organisasi kerana setiap hari mereka dibiasakan dengan budaya kerja yang sama. Begitu juga jika dilihat kepada komitmen pekerja. Budaya korporat yang menekankan cara bekerja yang bersungguh-sungguh, menepati masa dan fokus kepada pencapaian dapat membentuk komitmen para pekerja. Artikel ini melihat kepada kajian-kajian lepas yang melihat kepada hubungkait budaya korporat dengan sikap dan komitmen pekerja. Kajian ini amat penting kerana sikap dan komitmen pekerja merupakan salah satu indikator kepada perkembangan dan kemajuan sesebuah organisasi.

 

Abstract: Corporate culture is a value that can reflect the purpose, beliefs, attitude, and work culture of an organization. It greatly influences the way work should be carried out, as well as being able to show how employees get along with each other and with other parties such as suppliers, customers, and other agencies. In ensuring the survival of a business organization in the industry, there is no denying that corporate culture plays an important role. Whether the culture comes from outside or is instilled from within the organization, it is found that corporate culture can boost the performance of an organization. Through a strong corporate culture, employees will better understand and comply with the work culture and at the same time be able to ensure good and even work production. The types of corporate culture can be seen from the main aspects that are emphasized by an organization such as emphasis on adapting to the environment, organizational achievements, employee involvement, and consistency practices. These types of corporate culture can be translated through the cultural dimensions of communication, training and development, rewards and recognition; and teamwork. The findings of many studies show that the corporate culture in the organization has a positive impact on the attitude and commitment of employees. The attitude of an employee is closely related to the corporate culture of the organization because every day they are used to the same work culture. The same is true when looking at employee commitment. A corporate culture that emphasizes hard work, punctuality, and a focus on achievement can shape employee commitment. This article viewed the past studies that looked at the relationship between corporate culture and employee attitudes and commitment. This study is very important because the attitude and commitment of employees is one of the indicators of the development and progress of an organization.

Downloads

Download data is not yet available.

References

Al-bawaia, E., Alshurideh, M., Obeidat, B., & Masa’deh, R. (2022). The impact of corporate culture and employee motivation on organization effectiveness in Jordanian banking sector. Academy of Strategic Management Journal, 21, 1-18.

Azeem, M., Ahmed, M., Haider, S., & Sajjad, M. (2021). Expanding competitive advantage through organizational culture, knowledge sharing and organizational innovation. Technology in Society, 66, 1-10.

Boon, O. K., & Arumugam, V. (2006). The influence of corporate culture on organizational commitment: case study of semiconductor organizations in Malaysia. Sunway Academic Journal, 3(1), 99-115.

Canning, E. A., Murphy, M. C., Emerson, K. T., Chatman, J. A., Dweck, C. S., & Kray, L. J. (2020). Cultures of genius at work: Organizational mindsets predict cultural norms, trust, and commitment. Personality and Social Psychology Bulletin, 46(4), 626-642.

Cherian, J., Gaikar, V., Paul, R., & Pech, R. (2021). Corporate culture and its impact on employees’ attitude, performance, productivity, and behavior: An investigative analysis from selected organizations of the United Arab Emirates (UAE). Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 1-27.

Cohen, A. (1993). Age and tenure in relation to organizational commitment: A meta-analysis. Basic and Applied Social Psychology, 14(2), 143-159.

Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), 204-223.

Ferine, K. F., Aditia, R., & Rahmadana, M. F. (2021). An empirical study of leadership, organizational culture, conflict, and work ethic in determining work performance in Indonesia's education authority. Heliyon, 7(7), 1-9. https://doi.org/10.1016/j.heliyon.2021.e07698

Gunaraja, T. M. (2014). Organizational Corporate Culture on Employee Performance. OSR Journal of Business and Management (IOSR-JBM), 16(11), 38-42.

Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306.

Hooijberg, R., & Petrock, F. (1993). On cultural change: Using the competing values framework to help leaders execute a transformational strategy. Human Resource Management, 32(1), 29-50.

Jufrizen, J., Mukmin, M., Nurmala, D., & Jasin, H. (2021). Effect of moderation of work motivation on the influence of organizational culture on organizational commitment and employee performance. International Journal of Business Economics, 2(2), 86-98.

Karia, N., & Asaari, M. H. A. H. (2006). The effects of total quality management practices on employees’ work-related attitudes. The TQM Magazine, 18(1), 30–43.

Kotter, J. P. & Heskett, J. L. (1992). Corporate Culture and Performance. The Free Press. New York.

Li, G., Yan, K., Wei, Z., & Cheng, T. E. (2021). Can servitization enhance customer loyalty? The roles of organizational IT, social media, and service-oriented corporate culture. IEEE Transactions on Engineering Management, 70(1), 40-54.

Prushkivskyi, V. H., Prushkivska, E. V., & Lytovka, V. A. (2021). Values as the basis of corporate culture. Economic Bulletin of the National Mining University Scientific Journal, 73(73), 45-54.

Quinn, R. E. (1988). Beyond rational management: Mastering the paradoxes and competing demands of high performance. Jossey-Bass.

Ramdhani, A., Ramdhani, M. A., & Ainissyifa, H. (2017). Conceptual framework of corporate culture influenced on employees commitment to organization. International Business Management, 11(3), 826-830.

Ricardo, R. & Jolly, J. (1997). Training of teams in the workplace. S.A.M Advanced Management Journal, 62(2), 4.

Shelby, B., Vaske, J. J., & Donnelly, M. P. (1996). Norms, standards, and natural resources. Leisure Sciences, 18, 103-124.

Sims, R. R. (1992). The challenge of ethical behavior in organizations. Journal of Business Ethics, 11, 505-513.

Wang, Y., Farag, H., & Ahmad, W. (2021). Corporate culture and innovation: A tale from an emerging market. British Journal of Management, 32(4), 1121-1140.

Williams, M., & Biggemann, S. (2023). Corporate art collections in Australia: The influence of aboriginal art on corporate identity. International Journal of Business Communication, 60(2), 656-677.

Woo, E. J., & Kang, E. (2021). Employee environmental capability and its relationship with corporate culture. Sustainability, 13(16), 8684.

Zain, Z. M., Ishak, R., & Ghani, E. K. (2009). The influence of corporate culture on organisational commitment: A study on a Malaysian listed company. European Journal of Economics, Finance and Administrative Sciences, 17(17), 16-26.

Published

2024-05-31
CITATION
DOI: 10.33102/sainsinsani.vol9no1.608
Published: 2024-05-31
033 OJS add phone number field

How to Cite

Muda@Ismail, F. L., & Ismail, A. (2024). Budaya Korporat di dalam Organisasi: Hubungkait dengan Sikap dan Komitmen Pekerja: Corporate culture in organisation: relationship between attitude and employees’ commitment. Sains Insani, 9(1), 62-68. https://doi.org/10.33102/sainsinsani.vol9no1.608
سرور مجازی ایران Decentralized Exchange

Most read articles by the same author(s)