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PENGARUH KECERDASAN EMOSIONAL DAN BUDAYA ORGANISASIONAL TERHADAP KINERJA KARYAWAN PT. ASASTA AEFA AGUNG KABUPATEN KARAWANG Elly Watti Noorhan; Neneng Milasari
SECAD Vol 5 No 1 (2025): JURNAL SECAD
Publisher : SECAD

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Penelitian ini fokus pada dampak kecerdasan emosional dan budaya organisasional terhadap kinerja karyawan di PT. Asasta Aefa Agung. Kecerdasan emosional yang memengaruhi manajemen emosi dan interaksi sosial, serta budaya organisasional yang membentuk norma perilaku, terbukti memiliki pengaruh positif secara signifikan terhadap kinerja karyawan. Penelitian ini menggunakan metode deskriptif kuantitatif dengan kuesioner dan wawancara sebagai teknik pengumpulan data. Dari 50 responden, hasil analisis regresi linear berganda menunjukkan bahwa kecerdasan emosional dan budaya organisasional secara individual berkontribusi positif terhadap kinerja karyawan. Selain itu, secara bersama-sama, keduanya memiliki dampak yang signifikan. Kesimpulan ini diperkuat oleh nilai p-value yang menunjukkan signifikansi statistik pada tingkat kepercayaan 95%. Implikasinya, peningkatan kecerdasan emosional dan pengelolaan budaya organisasional dapat meningkatkan kinerja karyawan di PT. Asasta Aefa Agung
Pengaruh Perilaku Organisasi terhadap Kinerja Pegawai di Unit Pelaksana Teknis Daerah (UPTD) Puskesmas Babelan II Kecamatan Babelan Kabupaten Bekasi Diah Nurhayati; Dewi Listiorini; Neneng Milasari
SECAD Vol 6 No 1 (2026): JURNAL SECAD
Publisher : SECAD

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This study examines the extent to which organizational behavior contributes to employee performance at the Regional Technical Implementation Unit (UPTD) of Babelan II Community Health Center, Babelan District, Bekasi Regency. Organizational behavior is regarded as a strategic element that shapes interaction patterns, work values, and professional habits within a health-service setting. A quantitative approach combining descriptive and verificative analysis was employed. Data were collected through questionnaires distributed to 39 active employees. Descriptive findings indicate that organizational behavior scored an average of 4.00 (good category), while employee performance scored an average of 4.09 (also good category). The coefficient of determination shows that organizational behavior exerts a positive and significant effect of 81.3% on employee performance, whereas the remaining 18.7% is associated with other variables beyond the scope of this study. Overall, organizational behavior proves to be a strong driver of performance improvement. Therefore, strengthening organizational behavior deserves managerial priority to maintain service quality and work efficiency at UPTD Babelan II Community Health Center.
Co-Authors Dewi Listiorini Diah Nurhayati Elly Watti Noorhan