Pengaruh Gaya Kepemimpinan, Motivasi, dan Budaya Organisasi terhadap Kinerja Pegawai Perumda Air Minum Tugu Tirta Kota Malang
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Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan, motivasi, dan budaya organisasi terhadap kinerja pegawai Perumda Air Minum Tugu Tirta Kota Malang. Penelitian ini dilatarbelakangi oleh fenomena capaian Key Performance Indicator (KPI) pegawai yang berada pada kategori “Baik Sekali” meskipun masih terdapat tingkat keterlambatan dan ketidakhadiran, yang mengindikasikan bahwa kinerja dipengaruhi oleh faktor lain selain kedisiplinan kehadiran. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Populasi penelitian meliputi seluruh pegawai tetap sebanyak 223 orang, dengan sampel berjumlah 144 responden yang ditentukan menggunakan teknik proportionate stratified random sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan metode Structural Equation Modeling–Partial Least Squares (SEM-PLS). Hasil penelitian menunjukkan bahwa secara parsial, budaya organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Sebaliknya, gaya kepemimpinan dan motivasi tidak berpengaruh signifikan terhadap kinerja pegawai karena faktor-faktor tersebut dianggap telah terpenuhi secara institusional dan menjadi norma standar. Namun, secara simultan, gaya kepemimpinan, motivasi, dan budaya organisasi berpengaruh signifikan terhadap kinerja pegawai. Penelitian ini merekomendasikan manajemen untuk memprioritaskan penguatan budaya organisasi sebagai strategi utama dalam mempertahankan dan meningkatkan kinerja pegawai secara berkelanjutan.
The Influence of Leadership Style, Motivation, and Organizational Culture on the Performance of Employees at Perumda Air Minum Tugu Tirta Malang City
Abstract
This study aims to analyze the influence of leadership style, motivation, and organizational culture on employee performance at Perumda Air Minum Tugu Tirta Kota Malang. This research is motivated by the phenomenon of employee Key Performance Indicator (KPI) achievements falling into the "Very Good" category despite the persistence of tardiness and absenteeism, indicating that performance is influenced by factors other than attendance discipline. This study employs a quantitative approach utilizing a survey method. The population comprises all 223 permanent employees, with a sample of 144 respondents selected using the proportionate stratified random sampling technique. Data were collected via questionnaires and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method. The results indicate that, partially, organizational culture exerts a positive and significant influence on employee performance. Conversely, leadership style and motivation do not significantly affect employee performance, as these factors are perceived as institutionally fulfilled and have become standard norms. However, simultaneously, leadership style, motivation, and organizational culture significantly influence employee performance. This study recommends that management prioritize the strengthening of organizational culture as a primary strategy for sustaining and enhancing employee performance.
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