Pengaruh Faktor Kepimpinan, Budaya Organisasi, Motivasi, dan Latihan Terhadap Prestasi Kerja serta Ganjaran dan Dendaan Sebagai Pembolehubah Penyerdahana

Issues in leadership, organizational culture, motivation, and training are the essence of employees’ work performance in organization. This study analysed the influence of leadership, organizational culture, motivation and training on employees’ performance. In addition, it examined differences in leadership, organizational culture, motivation, training and work performance based on gender, academic status, marital status and work experience. The study also analysed the dominant factors influencing work performance and the role of reward and punishment as moderating variables between leadership, organizational culture, motivation, training and work performance. A total of 259 respondents were chosen as samples through simple random sampling technique. Instrument for measuring leadership was taken from Supriyadi, Lawton, Rose and Yukl, organiztional culture from Robbins, motivation items from Nawawi, training items from Satriono and Andre, measuring reward and punishment from Luthans and finally, items for measuring work performance from Bernandin and Russel. Data were analysed using SPSS. Results indicated that there were significant relationship between leadership, organizational culture, motivation, training and work performance. The results also found that gender and marital status did not affect all variables. For academic status differences were found in leadership, organizational culture, motivation, training and work performance. However, a significant difference was found for motivation. Motivation dominated the influence in work performance followed by leadership, training and organizational culture. In addition, reward and punishment moderated the relationship between leadership, organizational culture, motivation, training and work performance. In general, it can be concluded that by relating leadership, organizational culture, motivation and training, employees’ work performance may be increased either directly or indirectly through reward and punishment.