<![CDATA[ABSTRACT Nurses performance is a key indicator of nursing service quality and patient safety in hospitals. From a nursing management perspective, nurses’ performance is influenced by various internal organizational factors, including organizational culture, leadership style, and work motivation. Although these factors are theoretically assumed to play an important role in shaping nurses’ behavior and performance, empirical findings remain inconsistent, particularly in private hospital settings. This study aimed to analyze the influence of organizational culture, leadership style, and work motivation on nurses’ performance at Siloam Manado Hospital. This study employed a quantitative approach with a cross-sectional design. A total of 110 nurses were selected as respondents using a simple random sampling technique. Data were collected through structured questionnaires that had been tested for validity and reliability. Data analysis was conducted using dummy linear regression, preceded by classical assumption tests including normality, multicollinearity, heteroscedasticity, and linearity tests. The simultaneous test results indicated that organizational culture, leadership style, and work motivation did not have a significant joint effect on nurses’ performance (p 0.05). Partial analysis also revealed that each independent variable did not significantly influence nurses’ performance. The coefficient of determination (R²) was 0.034, indicating that the regression model explained only 3.4% of the variance in nurses’ performance. In conclusion, nurses’ performance at Siloam Manado Hospital appears to be relatively stable and not significantly influenced by organizational culture, leadership style, or work motivation. This finding may be attributed to the strong implementation of standardized operating procedures and structured work systems, which minimize performance variation attributable to internal organizational factors. Keywords: Leadership Style, Nurses Performance, Organizational Culture, Work Motivation. ABSTRAK Kinerja perawat merupakan indikator utama mutu pelayanan keperawatan dan keselamatan pasien di rumah sakit. Dalam perspektif manajemen keperawatan, kinerja perawat dipengaruhi oleh berbagai faktor internal organisasi, antara lain budaya organisasi, gaya kepemimpinan, dan motivasi kerja. Meskipun secara teoretis ketiga faktor tersebut diyakini berperan penting dalam membentuk perilaku dan kinerja perawat, hasil penelitian empiris menunjukkan temuan yang belum konsisten, khususnya pada konteks rumah sakit swasta. Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi, gaya kepemimpinan, dan motivasi kerja terhadap kinerja perawat di RS Siloam Manado. Penelitian ini menggunakan pendekatan kuantitatif dengan desain cross-sectional. Sampel penelitian berjumlah 110 perawat yang dipilih menggunakan teknik simple random sampling. Pengumpulan data dilakukan melalui kuesioner terstruktur yang telah diuji validitas dan reliabilitasnya. Analisis data menggunakan regresi linear dummy yang didahului dengan uji asumsi klasik meliputi uji normalitas, multikolinearitas, heteroskedastisitas, dan linearitas. Hasil uji simultan menunjukkan bahwa budaya organisasi, gaya kepemimpinan, dan motivasi kerja secara bersama-sama tidak berpengaruh signifikan terhadap kinerja perawat (p 0,05). Uji parsial juga menunjukkan bahwa masing-masing variabel independen tidak memiliki pengaruh yang signifikan terhadap kinerja perawat. Nilai koefisien determinasi sebesar 0,034 mengindikasikan bahwa model penelitian hanya mampu menjelaskan 3,4% variasi kinerja perawat. Kesimpulan penelitian ini menunjukkan bahwa kinerja perawat di RS Siloam Manado relatif stabil dan tidak dipengaruhi secara signifikan oleh budaya organisasi, gaya kepemimpinan, maupun motivasi kerja. Kondisi ini diduga berkaitan dengan kuatnya penerapan standar operasional prosedur dan sistem kerja yang terstandarisasi, sehingga variasi faktor internal organisasi tidak berdampak nyata terhadap kinerja yang terukur. Kata Kunci: Budaya Organisasi, Gaya Kepemimpinan, Kinerja Perawat, Motivasi Kerja.]]>
