HUBUNGAN PENGKOMUNIKASIAN BUDAYA ORGANISASI DENGAN PRESTASI KERJA KAKITANGAN PELAKSANA SEKTOR AWAM (The Relationship between Organizational Culture with Job Performance among executive staff in Public Sector)

Abstract

Tuntutan era globalisasi serta perkembangan teknologi dan komunikasi yang semakin canggih pada hari ini ternyata telah mewujudkan perubahan yang membawa organisasi kepada satu peringkat cabaran dalam mengekal dan meningkatkan lagi prestasi organisasi. Pendekatan budaya organisasi yang menjurus kepada pengekalan dan peningkatan prestasi organisasi melalui nilai-nilai yang menjadi pegangan ahli-ahli organisasi perlu diamalkan bagi meningkatkan pembangunan organisasi. Budaya organisasi merupakan elemen yang penting bagi memastikan organisasi terus mencapai matlamat, objektif serta visi dan misinya terutamanya dalam sektor awam. Oleh itu, kajian ini dilakukan bertujuan untuk mengenalpasti hubungan antara budaya organisasi dengan prestasi kerja dalam kalangan kakitangan kumpulan pelaksana sektor awam di Putrajaya. Objektif khusus kajian ini adalah untuk mengenalpasti hubungan antara budaya organisasi dari aspek nilai, falsafah organisasi dan perbezaan budaya dengan prestasi kerja dalam kalangan kakitangan pelaksana. Kajian ini menggunakan kaedah tinjauan melalui borang soal selidik yang telah diedarkan kepada 200 orang responden yang terdiri daripada kakitangan kumpulan pelaksana di Kementerian Dalam Negeri (KDN), Jabatan Perdana Menteri (JPM) dan Kementerian Kesihatan Malaysia (KKM). Teori yang telah digunapakai dalam kajian ini ialah Teori Budaya Organisasi oleh Pacanowsky dan Trujillo (1983). Analisis Korelasi Pearson menunjukkan bahawa ketiga-tiga aspek budaya organisasi yang dikaji mempunyai hubungan signifikan positif yang kuat dengan prestasi kerja. Melalui analisis Regresi pula, hasil kajian membuktikan bahawa ketiga-tiga aspek budaya organisasi ini menyumbang sebanyak 67 peratus kepada prestasi kerja. Secara keseluruhannya, aspek perbezaan budaya merupakan penyumbang utama yang mempengaruhi prestasi kerja berbanding aspek nilai dan falsafah organisasi.________________________________The demanding globalisation era as well as the technological development and communication have become more sophisticated currently. This shows the existence of changes that manage to bring an organization forward to a challenging level in maintaining yet develop the organization’s performance. Cultural approach through values which has become a strong grasp among members of the organization should be applied in order to boost the organization development. Organization culture is one of the important elements in ensuring that they organization to achieve their goals, objectives, as well as vision and mission especially in the public sector. Hence, this study has been carried out to identify the relationship between organizational culture with the job performance among group on public sector executive staff in Putrajaya. The objectives of this study are to identify the relationship between organization culture in terms of value aspect, organization philosophy aspect, and the cultural differences aspect with job performance among executive staff. This study has used the observation method through questionnaire which has been distributed to 200 respondents which were among executive staff at the Ministry of Home Affairs (KDN), Prime Minister Office (JPM), and Ministry of Health (KKM). Theory that has been applied for this study was Organization Culture Theory by Pacanowsky and Trujillo (1983). Pearson’s correlation analysis has shown that those three organizational cultural aspects used for this research have a strong significant yet positive relationship with the staff job performance. On the other hand through Regression analysis, the result of this study has proven that those three aspects of organizational culture have contributed 67 percent to the job performance. Overall, cultural differences aspect is a major contributor to the job performance compared to the values aspect and organization philosophy aspect.