<![CDATA[This research examines the influence of organizational culture and organizational commitment on employee performance at the Office of Population and Civil Registration of North Nias Regency. Using a quantitative approach, data were collected from 30 civil servants through questionnaires employing a Likert scale. Statistical analysis included validity and reliability tests, classical assumption tests, and hypothesis testing using t-test (partial) and F-test (simultaneous). Results indicate significant positive influences: organizational culture on employee performance (t-value=16.134 > t-table=2.048) and organizational commitment on employee performance (t-value=11.786 > t-table=2.048). Simultaneous test reveals both variables jointly influence employee performance (F-value=125.729 > F-table=3.328) with a coefficient of determination of 89%, indicating that 89% of employee performance variance is explained by organizational culture and organizational commitment, while 11% is influenced by other factors. The research identifies critical issues including inadequate implementation of service culture principles (smile, greeting, courtesy), declining responsiveness in civil document processing, and insufficient inter-employee collaboration. These findings emphasize the necessity for strengthening organizational culture practices and enhancing organizational commitment to improve service quality and employee performance in public sector institutions.]]>
Copyrights © 2026
