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Yayan Hadiyat
Universitas Pakuan, Bogor, Indonesia
Economics, Econometrics & Finance

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The Influence of Organizational Culture & Training Programs on Employee Performance with Self-Efficacy as an Intervening Variable at the General Secretariat of the Ministry of Agrarian Affairs & Spatial Planning/National Land Agency Ilham Pratama Noviandi; Yayan Hadiyat; Radjab Tampubolon
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8449

Abstract

This research was conducted to determine the influence of organizational culture and training programs on employee performance through self-efficacy, at the General Secretariat of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency. This research was conducted within the General Secretariat of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency (ATR/BPN). This research is expected to provide input for institutions to strengthen a more open and innovation-supporting organizational culture, improve the effectiveness of training programs to better meet employee needs, and build stronger employee self-efficacy, thus directly contributing to improved employee performance. In this study, sampling was conducted using the Simple Random Sampling method, distributing questionnaires to 163 employees. The data obtained from the questionnaires were then analyzed using SmartPLS software version 3 to test the formulated model of relationships between variables, namely organizational culture, training programs, self-efficacy, and employee performance. The research results indicate that organizational culture influences employee performance, training programs do not influence employee performance, and organizational culture and training programs affect self-efficacy. Self-efficacy does not influence employee performance, organizational culture does not affect employee performance through self-efficacy, and training programs do not influence employee performance through self-efficacy.
STRATEGIES FOR ENHANCING EMPLOYE INNOVATION THRU ORGANIZATIONAL CULTURE STRENGTHENING PROGRAMS, TRANSFORMATIONAL LEADERSHIP AND EMPLOYE EMPOWERMENT Abdul Khalim; Widodo Sunaryo; Yayan Hadiyat
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9661

Abstract

Employe innovation is a strategic factor in improving organizational performance and sustainability, particularly in educational institutions facing rapid changes. However, internal data from the Umar Usman Education Foundation shows that employe innovation levels are still relatively low. This study aims to analyze the influence of organizational culture and transformational leadership on employe innovation, both directly and indirectly thru employe empowerment as an intervening variable. This research uses a quantitative approach with a survey method. The study population includes all permanent employes of the Umar Usman Education Foundation at the staff level, totaling 153 people. Using a census technique, 116 respondents were obtained. Data was collected thru questionnaires that had been tested for validity and reliability, and then analyzed using path analysis with the help of SmartPLS version 4. The research results indicate that organizational culture and transformational leadership have a positive and significant influence on employe innovation. Employe empowerment also has a positive and significant influence on employe innovation. Additionally, transformational leadership has a positive and significant influence on employe empowerment, while organizational culture does not have a significant influence. Indirectly, transformational leadership significantly influences employe innovation thru empowerment, while organizational culture does not. These findings recommend strengthening organizational culture, transformational leadership, and employe empowerment.
Co-Authors Abdul Khalim Ilham Pratama Noviandi Radjab Tampubolon Widodo Sunaryo