PENGARUH BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KINERJA PEGAWAI DI KANTOR KECAMATAN WALANTAKA KOTA SERANG

Abstrak

Penelitian ini dilatarbelakangi oleh belum optimalnya kinerja pegawai di Kantor Kecamatan Walantaka Kota Serang. Kondisi tersebut terlihat dari masih adanya keterlambatan kehadiran, penyelesaian pekerjaan yang belum konsisten sesuai target, serta rendahnya inovasi dan keterikatan pegawai terhadap organisasi. Faktor yang diduga memengaruhi kondisi tersebut adalah budaya organisasi dan komitmen organisasi.Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi terhadap kinerja pegawai, pengaruh komitmen organisasi terhadap kinerja pegawai, serta pengaruh kedua variabel tersebut secara simultan terhadap kinerja pegawai di Kantor Kecamatan Walantaka Kota Serang.Metode penelitian yang digunakan adalah metode kuantitatif dengan pendekatan asosiatif kausal. Populasi penelitian berjumlah 38 pegawai dan seluruhnya dijadikan sampel menggunakan teknik sampling jenuh. Pengumpulan data dilakukan melalui kuesioner, sedangkan analisis data menggunakan uji validitas, reliabilitas, uji asumsi klasik, regresi linier berganda, koefisien determinasi, uji t, dan uji F dengan bantuan SPSS versi 26.Hasil penelitian menunjukkan bahwa budaya organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai dengan nilai t hitung 3,931 lebih besar dari t tabel 2,030. Komitmen organisasi juga berpengaruh positif dan signifikan terhadap kinerja pegawai dengan nilai t hitung 3,337 lebih besar dari t tabel 2,030. Secara simultan kedua variabel berpengaruh signifikan dengan nilai F hitung 13,421 lebih besar dari F tabel 3,27.Penelitian ini menyimpulkan bahwa peningkatan budaya organisasi dan komitmen organisasi mampu meningkatkan kinerja pegawai. Hasil penelitian diharapkan menjadi bahan pertimbangan bagi Kantor Kecamatan Walantaka Kota Serang dalam memperkuat budaya organisasi, meningkatkan komitmen pegawai, serta mengembangkan kebijakan manajemen sumber daya manusia guna mendukung peningkatan kualitas pelayanan publik secara berkelanjutan.

This study was motivated by the suboptimal performance of employees at the Walantaka District Office, Serang City. The problem was reflected in delayed attendance, inconsistent completion of work targets, limited innovation, and insufficient organizational attachment among employees. Organizational culture and organizational commitment were identified as factors that potentially influence employee performance. The purpose of this study was to analyze the effect of organizational culture on employee performance, the effect of organizational commitment on employee performance, and the simultaneous effect of both variables on employee performance at the Walantaka District Office, Serang City. This research employed a quantitative method with a causal associative approach. The population consisted of 38 employees, all of whom were selected as the sample using a saturated sampling technique. Data were collected through questionnaires and analyzed using validity and reliability tests, classical assumption tests, multiple linear regression, coefficient of determination, t test, and F test with SPSS version 26. The results showed that organizational culture had a positive and significant effect on employee performance, with a calculated t value of 3.931, which exceeded the t table value of 2.030. Organizational commitment also had a positive and significant effect on employee performance, with a calculated t value of 3.337. Simultaneously, both variables significantly affected employee performance, with a calculated F value of 13.421, which was higher than the F table value of 3.27. This study concludes that strengthening organizational culture and organizational commitment can improve employee performance. The findings are expected to provide practical recommendations for the Walantaka District Office in enhancing human resource management policies and improving the quality of sustainable public services.