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Bulletin of Pedagogical Research
Published by CV. Creative Tugu Pena
ISSN : 27752305     EISSN : 27752305     DOI : http://dx.doi.org/10.51278/bpr.v2i1.236
Core Subject : Education,
Education
The mission of the Bulletin of Pedagogical Research is to serve as a research forum for a diverse group of scholars who are invested in the preparation and continued support of teachers and who can have a significant voice in discussions and decision-making around issues of teacher education. One of the fundamental goals of the journal is the use of evidence from rigorous investigation to identify and address the increasingly complex issues confronting teacher education at the national and global levels. These issues include but are not limited to preparing teachers to effectively address the needs of marginalized youth, their families and communities; program design and impact; selection, recruitment and retention of teachers from underrepresented groups; local and national policy; accountability; children school and routes to certification
Arjuna Subject : Seni dan Humaniora - Seni dan Humaniora (Lain-Lain)
Articles 182 Documents
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The Influence of Organizational Culture and Internal Communication on Employee Performance through Organizational Commitment as A Mediating Variable (A Case Study of Staff At Budi Luhur University) Lalita Piktiora Faiza; Setyani Dwi Lestari
Bulletin of Pedagogical Research Vol. 5 No. 3 (2025): Bulletin of Pedagogical Research
Publisher : CV. Creative Tugu Pena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51278/bpr.v5i3.2405

Abstract

This study aims to analyze the influence of Organizational Culture and Internal Communication on Employee Performance, with Organizational Commitment as a mediating variable among staff at Budi Luhur University. The study employed a quantitative approach using the SEM-PLS method through SmartPLS 4. The research population consisted of 447 employees, with a minimum sample of 82 respondents collected through a Likert-scale questionnaire. The findings indicate that Organizational Culture does not have a significant direct effect on Employee Performance, whereas Internal Communication has a significant effect on Employee Performance. Furthermore, both Organizational Culture and Internal Communication are proven to have a significant effect on Organizational Commitment. Organizational Commitment also has a significant effect on Employee Performance. The mediation test confirms that Organizational Commitment mediates the relationship between Organizational Culture and Employee Performance, as well as the relationship between Internal Communication and Employee Performance. Overall, the research model demonstrates strong explanatory power. These findings emphasize that improving employee performance can be optimized by strengthening internal communication and developing an organizational culture that fosters employee commitment.
The Effect of Workload, Work Discipline, and Work Motivation on Employee Performance in the Legal and Cooperation Section of the Secretariat of the Directorate General of Sea Transportation Qusay Al Rasyidi Hidayatullah; Setyani Dwi Lestari
Bulletin of Pedagogical Research Vol. 5 No. 3 (2025): Bulletin of Pedagogical Research
Publisher : CV. Creative Tugu Pena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51278/bpr.v5i3.2406

Abstract

The Employee performance is an important factor in supporting the effectiveness of the implementation of tasks and functions within government organizations. Various human resource management factors are believed to influence employee performance, including workload, work discipline, and work motivation. This study aims to analyze the effect of workload, work discipline, and work motivation on employee performance in the Legal and Cooperation Division of the Secretariat of the Directorate General of Sea Transportation. This research employs a quantitative approach using a survey method. The population of this study consists of all employees in the Legal and Cooperation Division of the Secretariat of the Directorate General of Sea Transportation, with a total of 56 respondents. Data were collected through questionnaires using a Likert scale and analyzed using multiple linear regression analysis. Prior to conducting the regression analysis, the data were first tested through validity tests, reliability tests, and classical assumption tests. The results of the study indicate that simultaneously, workload, work discipline, and work motivation have a significant effect on employee performance. Partially, work discipline and work motivation have a positive and significant effect on employee performance, while workload does not have a significant effect on employee performance. The coefficient of determination (R²) value of 0.308 indicates that workload, work discipline, and work motivation are able to explain 30.8% of the variation in employee performance, while the remaining variation is influenced by other factors outside the research model. Based on the findings, it can be concluded that improving employee performance in the Legal and Cooperation Division of the Secretariat of the Directorate General of Sea Transportation is more effectively achieved through strengthening work discipline and enhancing work motivation rather than merely adjusting workload. The results of this study are expected to serve as a consideration for leaders in formulating human resource management policies to improve employee performance sustainably.

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