The Influence of Career Development and Organizational Culture toward the Employee Performance with a Motivation as the Intervening Variable at the Cooperative Office and Lubuklinggau’s UKM
DOI:
https://doi.org/10.47747/icbem.v1i1.1272Abstract
Researchers see aproblem of poor communication between leaders and subordinates because there is still an attitude of not caring about fellow employees. The aim is to see whether career development and organizational culture have an effect on performance, and whether motivation as an intervening variable is able to mediate career development and organizational culture on performance. Observation and interviews were used as data collection methods with career development variables (X1) and organizational culture (X2). The results show that both variables affect the performance (Y) of an employee, so the value of Fcount = 13,781 while Ftable = 2.85, simultaneously significant 0.000 < (α) = 0.05, df = n – k = 42 – 2 – 1 = 39 of Ftable = 2.85. This causes Ho to be rejected and Ha accepted. And the results of the Path analysis of motivation (Z) mediate the effect of the two variables on (Y) that there is a significant effect. It is obtained that Fcount = 12.060, Ftable = 2.85, significance is 0.000 < (α) = 0.05, df = n – k = 42 – 2 – 1 = 39 of Ftable = 2.85. So Ho is rejected and Ha is accepted. So it is evident that the relationship that this study has is positive and significant.
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