A Study of Organizational Culture, Work Environment, and Organizational Commitment Affecting the Job Performance of Employees at the Government Housing Bank

Abstract

This research aimed to study organizational culture, work environment, and organizational commitment that affect the performance of Government Housing Bank employees. A quantitative research method was used to collect data using a questionnaire developed from theoretical frameworks and related research. The questionnaire was validated for content validity and reliability, resulting in an alpha coefficient of 0.955. The sample consisted of 420 employees, contract employees, and employees of the Government Housing Bank. Data were analyzed using descriptive statistics, including frequency distribution, percentage, mean, and standard deviation. Hypothesis testing was performed using inferential statistics, using normal multiple regression analysis.

The research results revealed that organizational culture, including a team-oriented culture, a culture emphasizing innovation and risk-taking, a culture emphasizing competition and defeating business competitors, and a culture emphasizing detail, significantly impacted the performance of GH Bank employees, with a predictive power of 35.5 percent and a statistical significance level of 0.01. Regarding work environment factors, the most significant positive influences, at 0.01, were career advancement opportunities, skill development, interpersonal relationships, and compensation. The most significant positive influence, at 0.05, was potential development. Physical factors, on the other hand, negatively impacted the performance of GH Bank employees. Furthermore, organizational commitment, including the desire to maintain organizational membership and the willingness to put in the effort required to perform, significantly impacted the performance of GH Bank employees, with a predictive power of 40.6 percent and a statistical significance level of 0.01.