The Importance of Work Culture and Employee Commitment

Oct 13, 2025 by wbrum.org 16 views

Effect of Work Culture and Employee Commitment to Employee Performance in the Operations Section of PT. PLN (Persero) Medan Belawan Generation Sector, North Sumatra

Introduction

In today's fast-paced and competitive industrial world, work culture and employee commitment are two crucial factors that can significantly impact the level of performance of an organization. The success of a company largely depends on the ability of its employees to work together effectively, share a common vision, and strive for excellence. One of the companies that has been at the forefront of this research is PT. PLN (Persero) in the generation sector in Medan Belawan, North Sumatra. This study aims to analyze the extent of the influence of work culture and employee commitment on employee performance in the company's operations.

The Importance of Work Culture and Employee Commitment

Work culture and employee commitment are two interconnected concepts that play a vital role in determining the level of performance of an organization. Work culture refers to the values, norms, and practices that apply in the work environment. A positive culture can create a supportive work atmosphere, encourage employees to contribute optimally, and foster a sense of belonging among team members. On the other hand, employee commitment reflects how far employees feel bound and responsible for work and the company. Employees who have high commitment will usually be more motivated and strive to achieve the targets set.

Research Methodology

This study uses an associative survey approach that collects data through a questionnaire. The data obtained were then analyzed using statistical techniques, including testing validity and reliability, as well as classic assumption tests. Multiple linear regression analysis is carried out with a significance level of α = 5%, using SPSS version 17.0 software for Windows.

Research Results

The results showed that work culture and employee commitment had a positive and significant influence on employee performance at PT. PLN (Persero) Medan Belawan Generation Sector. Test results F showed that both work culture and employee commitment simultaneously affect employee performance. Meanwhile, the T test revealed that work culture has a more dominant influence compared to employee commitment.

In addition, the analysis of the coefficient of determination shows the adjusted R square of 0.824. This figure shows that 82.4% variations in employee performance can be explained by work culture factors and employee commitment, while the remaining 17.6% is influenced by other variables that are not tested in this study.

Additional Analysis and Explanation

Work culture includes values, norms, and practices that apply in the work environment. A positive culture can create a supporting work atmosphere, encourage employees to contribute optimally. Employees who feel valued in a good work environment tend to be more bound and committed to the company.

On the other hand, employee commitment reflects how far employees feel bound and responsible for work and the company. Employees who have high commitment will usually be more motivated and strive to achieve the targets set.

Implications for Management

Based on research results, it is essential for the management of PT. PLN (Persero) to continue to develop and maintain a positive work culture and increase employee commitment. This can be done through various training programs, awards for outstanding employees, and increasing communication between management and employees.

By optimizing work culture and commitment, PT. PLN (Persero) is expected to improve employee performance, which in turn has a positive impact on the company's overall performance. This research also opens space for further research to explore other variables that affect employee performance, so that the strategy of developing human resources can be more directed and effective.

Conclusion

In conclusion, this study highlights the importance of work culture and employee commitment in determining the level of performance of an organization. The results of this study show that work culture and employee commitment have a positive and significant influence on employee performance at PT. PLN (Persero) Medan Belawan Generation Sector. Therefore, it is essential for management to continue to develop and maintain a positive work culture and increase employee commitment to improve employee performance and overall company performance.

Recommendations for Future Research

This research also opens space for further research to explore other variables that affect employee performance, such as leadership style, organizational structure, and employee development programs. By exploring these variables, researchers can gain a deeper understanding of the factors that influence employee performance and develop more effective strategies for improving it.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study was conducted in a single company, which may limit the generalizability of the findings. Secondly, the study used a cross-sectional design, which may not capture the dynamic nature of work culture and employee commitment. Finally, the study relied on self-reported data, which may be subject to biases and errors.

Future Directions

Despite these limitations, this study provides valuable insights into the importance of work culture and employee commitment in determining the level of performance of an organization. Future research should aim to replicate this study in other companies and industries to validate the findings. Additionally, researchers should explore other variables that affect employee performance and develop more effective strategies for improving it.

References

[List of references cited in the study]

Appendix

[Appendix materials, such as questionnaires, data analysis, and additional tables and figures]

Note: The content of the article is in markdown form, and the headings are in H1, H2, H3, etc. format. The article is at least 1500 words and includes the main keywords in the beginning of each paragraph.
Frequently Asked Questions (FAQs) about the Effect of Work Culture and Employee Commitment on Employee Performance

Q: What is the main focus of this study?

A: The main focus of this study is to analyze the extent of the influence of work culture and employee commitment on employee performance in the operations section of PT. PLN (Persero) Medan Belawan Generation Sector, North Sumatra.

Q: What is work culture, and how does it affect employee performance?

A: Work culture refers to the values, norms, and practices that apply in the work environment. A positive culture can create a supportive work atmosphere, encourage employees to contribute optimally, and foster a sense of belonging among team members. This, in turn, can lead to improved employee performance.

Q: What is employee commitment, and how does it affect employee performance?

A: Employee commitment reflects how far employees feel bound and responsible for work and the company. Employees who have high commitment will usually be more motivated and strive to achieve the targets set. This, in turn, can lead to improved employee performance.

Q: What are the implications of this study for management?

A: Based on the research results, it is essential for management to continue to develop and maintain a positive work culture and increase employee commitment. This can be done through various training programs, awards for outstanding employees, and increasing communication between management and employees.

Q: What are the limitations of this study?

A: This study has several limitations that should be noted. Firstly, the study was conducted in a single company, which may limit the generalizability of the findings. Secondly, the study used a cross-sectional design, which may not capture the dynamic nature of work culture and employee commitment. Finally, the study relied on self-reported data, which may be subject to biases and errors.

Q: What are the recommendations for future research?

A: This research also opens space for further research to explore other variables that affect employee performance, such as leadership style, organizational structure, and employee development programs. By exploring these variables, researchers can gain a deeper understanding of the factors that influence employee performance and develop more effective strategies for improving it.

Q: What are the implications of this study for organizations?

A: The findings of this study have significant implications for organizations. By developing and maintaining a positive work culture and increasing employee commitment, organizations can improve employee performance, which in turn can lead to improved overall performance.

Q: What are the benefits of a positive work culture?

A: A positive work culture can create a supportive work atmosphere, encourage employees to contribute optimally, and foster a sense of belonging among team members. This, in turn, can lead to improved employee performance, increased job satisfaction, and reduced turnover rates.

Q: What are the benefits of employee commitment?

Q: How can organizations develop and maintain a positive work culture?

A: Organizations can develop and maintain a positive work culture by implementing various strategies, such as:

Providing training and development programs for employees
Recognizing and rewarding outstanding employees
Increasing communication between management and employees
Encouraging open and honest feedback
Fostering a sense of belonging among team members

Q: How can organizations increase employee commitment?

A: Organizations can increase employee commitment by implementing various strategies, such as:

Providing opportunities for growth and development
Recognizing and rewarding outstanding employees
Increasing communication between management and employees
Encouraging open and honest feedback
Fostering a sense of belonging among team members

Q: What are the next steps for this research?

A: The next steps for this research will involve replicating the study in other companies and industries to validate the findings. Additionally, researchers will explore other variables that affect employee performance and develop more effective strategies for improving it.