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In order to meet the difficulties of digital transformation and contemporary market dynamics, organizational innovation is essential.  The main concerns of organizational innovation are discussed in this article, along with obstacles such a lack of digital skills, high implementation costs, change aversion, and inflexible company culture.  A literature review using a qualitative methodology is the research strategy employed to examine sources pertaining to innovation, drivers, and inhibitors.  The findings demonstrate that technological integration, flexible leadership, a positive company culture, and efficient human resource management (HRM) procedures are all necessary for innovation to succeed.  Islamic principles like accountability (amanah), consistency (istiqamah), and honesty (shiddiq) also support the innovation culture. According to the article's conclusion, responsive HRM, adaptive culture, and controlled innovation can all help organizations become more resilient and competitive in the digital age.    

Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi dan kepemimpinan kepala sekolah terhadap kinerja guru SMA Negeri di Kecamatan Balige, baik secara parsial maupun simultan. Metode yang digunakan adalah kuantitatif inferensial dengan populasi 113 guru dan sampel sebanyak 55 orang yang dipilih secara simple random sampling. Uji coba instrumen dilakukan kepada 30 guru di luar sampel utama dan seluruh instrumen dinyatakan valid dan reliabel. Data dikumpulkan melalui angket tertutup berisi 87 item. Hasil analisis menunjukkan bahwa budaya organisasi berpengaruh positif dan signifikan terhadap kinerja guru dengan kontribusi sebesar 24,1% (Fhitung 16,856 > Ftabel 3,15). Kepemimpinan kepala sekolah juga berpengaruh positif dan signifikan dengan kontribusi sebesar 27,2% (Fhitung 19,769 > Ftabel 3,15). Secara simultan, budaya organisasi dan kepemimpinan kepala sekolah berpengaruh terhadap kinerja guru dengan kontribusi sebesar 35% (Fhitung 14,029 > Ftabel 3,15). Dengan demikian, ketiga hipotesis dalam penelitian ini diterima.

Organizational culture is a collection of values, rules, and beliefs held by members of an organization, influencing the way they think and act in achieving goals. This study aims to describe the basic concepts, roles, impacts, and challenges in implementing organizational culture in educational institutions. The type of research is a literature study. Data were collected from accredited national books and journals using Google Scholar and PoP, with an analysis of 15 articles filtered into 5 main articles. The results of this study (1) Organizational culture in educational institutions contributes to creating a conducive work environment, increasing the professionalism of educators, and strengthening work discipline, (2) A strong culture can improve performance, collaboration, and adaptability, while a culture that is not in line with the vision and mission can cause disorientation and (3) Challenges in implementing organizational culture include resistance to change, understanding organizational values, differences in understanding between members and technological adaptability.

The purpose of this study is to determine how organizational culture, leadership, and compensation impact employee performance at Forever Hope Digital Printing Surabaya, with job satisfaction as an intermediary. This research was conducted quantitatively with a simple random sampling method, and questionnaires were distributed to 64 respondents. Data analysis was conducted using descriptive analysis and path analysis techniques, which were processed using IBM SPSS Version 20. The results showed that organizational culture, leadership, and individual compensation had a positive impact on employee performance at Forever Hope Digital Printing Surabaya, although not significantly. However, leadership and compensation have a positive and significant impact on employee job satisfaction in the company. In addition, job satisfaction has a positive and significant impact on employee performance. Thus, job satisfaction serves as a mediator that explains the relationship between organizational culture, leadership, and compensation with employee performance at Forever Hope Digital Printing Surabaya.

This study aims to analyze the influence of leadership on teacher performance with organizational culture as an intervening variable at SMP Negeri 12 Sungai Penuh. This research employs a quantitative approach with a causal study design. The population in this study consists of the school principal and all 30 teachers at SMP N 12 Sungai Penuh. The sample uses total sampling, where the author takes 100% of the existing population at SMP Negeri 12 Sungai Penuh, totaling 30 teachers. Data collection was conducted using questionnaires. Data analysis techniques utilized SEM PLS. The results show that teacher performance at SMP Negeri 12 Sungai Penuh is strong (125.33) with excellence in pedagogical and personality competencies. The principal's leadership is also strong (124.87) with communication as the best aspect, along with a strong organizational culture (124.83) in results orientation and stabilization. The research findings indicate that leadership has a positive and significant effect on teacher performance with a path coefficient of 0.423 (T-Statistics 5.096, P-Values 0.000). Leadership also significantly impacts organizational culture with a coefficient of 0.736 (T-Statistics 12.912, P-Values 0.000). Additionally, organizational culture positively influences teacher performance with a coefficient of 0.565 (T-Statistics 7.244, P-Values 0.000). Leadership also affects teacher performance through organizational culture as an intervening variable with an indirect path coefficient of 0.416 (T-Statistics 6.500, P-Values 0.000). This proves that organizational culture serves as a partial mediator in the relationship between leadership and teacher performance.

This study aims to analyze the effect of work involvement, organizational culture, and cohesiveness on the performance of agricultural extension workers at the Department of Agriculture and Food Security of Yogyakarta Special Region. The approach used is quantitative, the population is 263 civil servant extension workers and the sample is determined as many as 154 respondents. the sampling technique used is proportional random sampling. Data analysis was carried out with the Partial Least Square (PLS) approach using the SmartPLS 4.0 application. The results showed that work involvement and organizational culture had a positive and significant effect on the performance of extension workers. In addition, cohesiveness was shown to partially mediate the effect of work engagement on extension worker performance, which indicates that cooperation and solidarity between teams play an important role in strengthening the impact of individual engagement on performance. Finally, cohesiveness mediates the effect of organizational culture on the performance of agricultural extension workers. This study concludes that improving the performance of agricultural extension workers requires a comprehensive strategy, not only through increasing individual engagement, but also through strengthening the work culture and cohesiveness of a supportive team.  

Penelitian ini bertujuan untuk menginvestigasi secara empiris upaya optimalisasi kinerja karyawan melalui penerapan digitalisasi, budaya organisasi, serta kecerdasan intelektual, dengan studi kasus pada karyawan PT Bank Central Asia Tbk (BCA) Kantor Cabang Utama (KCU) Pemuda Semarang. Populasi dalam penelitian ini terdiri atas seluruh karyawan BCA KCU Pemuda Semarang pada tahun 2022, yang berjumlah 63 orang. Penelitian ini menggunakan metode sensus, di mana seluruh populasi dijadikan sebagai sampel penelitian. Teknik pengumpulan data dilakukan melalui penyebaran kuesioner, sedangkan analisis data menggunakan perangkat lunak SPSS versi 21. Prosedur analisis meliputi uji validitas, uji reliabilitas, pengujian asumsi klasik, analisis regresi linier berganda, serta pengujian hipotesis melalui uji t dan koefisien determinasi (R²). Hasil penelitian menunjukkan bahwa variabel independen, yaitu digitalisasi, budaya organisasi, dan kecerdasan intelektual, memiliki pengaruh positif dan signifikan terhadap kinerja karyawan, baik secara parsial maupun simultan. Nilai koefisien determinasi (R²) sebesar 0,785 menunjukkan bahwa ketiga variabel tersebut mampu menjelaskan 78,5% variasi dalam kinerja karyawan, sementara 21,5% sisanya dipengaruhi oleh variabel lain yang tidak dimasukkan dalam model penelitian ini.

This study aims to systematically examine the influence of transformational leadership and organizational culture on nurses' performance in hospitals. The method used is a Systematic Literature Review (SLR) with a qualitative approach. The findings indicate that transformational leadership has a significant impact on improving nurses’ performance, particularly through enhanced work motivation, job satisfaction, loyalty, and team effectiveness. Transformational leaders inspire nurses by providing a vision, encouraging innovation, and fostering a supportive environment that aligns with their values and goals. As a result, nurses exhibit increased commitment to their work, higher engagement levels, and a proactive attitude toward their tasks, leading to better overall performance. Organizational culture also plays a crucial role, especially values such as collaboration, human orientation, and integrity, which have been shown to support a positive work environment and nurse productivity. A culture that prioritizes teamwork, shared responsibility, and mutual respect enables nurses to work more cohesively and efficiently. Hospitals with a supportive and inclusive culture experience reduced turnover rates and higher job satisfaction, as nurses feel valued and respected within the organization. Additionally, when the culture encourages continuous learning and professional development, nurses are more likely to stay updated on best practices and provide high-quality care to patients. However, differences in findings across studies suggest the need for contextual understanding and consistent internalization of cultural values. Factors such as geographical location, hospital size, and leadership styles may influence the degree of impact that transformational leadership and organizational culture have on nurse performance. Therefore, it is essential to adapt leadership strategies and cultural initiatives to the unique needs and challenges of each healthcare setting.

This study examines the influence of leadership style, organizational culture, and work environment on employee work discipline at the Population Control, Family Planning, Women's Empowerment, and Child Protection Agency of Sukoharjo Regency. The research employs a quantitative approach, utilizing primary data collected through questionnaires. The study's population consists of 37 employees, and due to the limited number of respondents (less than 100), a saturated sampling technique was applied, ensuring the inclusion of all members in the study.The research utilizes multiple linear regression analysis, t-test, F-test, and the coefficient of determination (R²) as statistical analysis techniques. The t-test results reveal that leadership style (X1) does not have a significant effect on employee work discipline, whereas organizational culture (X2) and work environment (X3) have a significant positive influence. The F-test results confirm that the regression model used in this study is appropriate for explaining the relationship between independent and dependent variables. Additionally, the R² test results indicate the proportion of variance in employee work discipline that can be explained by the independent variables.The findings suggest that fostering a strong organizational culture and improving the work environment can enhance employee work discipline. Meanwhile, leadership style alone does not significantly impact discipline levels. The study recommends that organizations prioritize developing a supportive work culture and conducive work environment while reassessing leadership strategies to align with employee needs. These insights provide valuable implications for policymakers and organizational leaders aiming to improve workforce discipline and productivity.

Organizational culture is a system of values, norms and beliefs held by a group of people in an organization that differentiates it from other organizations. This definition can also be seen as a pattern of basic assumptions discovered or developed by a group of people as they interact with each other. Organizational culture can also be interpreted as the characteristics or guidelines implemented by each member of an organization or company. Micro, Small, Small and Medium Enterprises (UMKM) are independent productive business units, carried out by individuals or business entities in all economic sectors which greatly assist the process of recovery or improvement of the Indonesian economy. Therefore, play a very important role in the rate of economic growth in Indonesia. The title of this research is "Organizational Culture Analysis of Employee Performance in the Umkm Scope of Tamansari Region, Tasikmalaya City".

This study uses a quantitative statistical method through SPSS application calculations. The population in this study were 344 employees of the Inspectorate General of the Ministry of Education, Culture, Research and Technology, the sampling method used was the purposive sampling method with the slovin formula, obtaining a sample of 77 respondents. The analysis used in this study includes data quality testing, hypothesis testing, and determination coefficient testing. After conducting the hypothesis test, it is known that the t-test for motivation is 4.457> t-table 1.663 and the significant value is 0.000 <0.05, organizational culture t-test 1.341 <t-table 1.663 and the significant value is 0.184> 0.05, and the f-test is known that f- test 55.687> f-table 3.11 and the significant value is 0.000 <0.05. This proves that motivation partially influences employee performance while organizational culture does not influence employee performance, motivation and organizational culture simultaneously influence employee performance.

The English language teaching at Pondok Pesantren Nurul Falah aims to improve the students' communication skills in English through an approach that is more adaptive to the organizational culture. This pesantren has a habit of using Arabic in daily life, so in the teaching of English, Arabic terms such as “huwa,” “huma,” and “huna” are used in teaching pronouns. The method applied involves interactive teaching, adapted to the students’ habits, where each session begins with an explanation of English concepts, which are then linked to Arabic terms that the students are already familiar with. This activity took place over four meetings per month, with morning and afternoon sessions. The results of the teaching activity showed an improvement in the students' understanding of basic English concepts, especially in teaching pronouns, which were easier to understand when linked to Arabic. The discussion in this activity revealed that adapting the language of instruction to the local culture, in this case, Arabic, can create a more comfortable atmosphere and support the students' enthusiasm for learning. Students, who initially felt less confident in speaking English, became more active and open to practicing. In conclusion, English teaching that is adapted to the organizational culture, especially through the use of Arabic in teaching, has proven effective in improving students' understanding and communication skills in English, as well as creating a learning environment that is more enjoyable and relevant to their needs

Organizational culture plays a crucial role in shaping employee behavior and performance. A strong organizational culture fosters a conducive work environment, enhances employee engagement, and motivates them to achieve optimal performance. This study aims to analyze how organizational culture influences employee behavior and performance while identifying the key cultural elements that significantly impact productivity. This research employs a literature review method, examining recent scholarly works on organizational culture, employee behavior, and performance. The findings indicate that a positive organizational culture—characterized by open communication, alignment of values with company goals, and managerial support—directly enhances work motivation, job satisfaction, and employee productivity. Conversely, a weak organizational culture can lead to dissatisfaction, high turnover rates, and decreased productivity. The implications of this study highlight the importance of fostering a strong and adaptive work culture to sustain and improve employee performance. Additionally, this study offers strategic recommendations for managers and organizational leaders in developing a culture that promotes innovation, collaboration, and employee well-being.

This study aims to examine the influence of organizational culture, work environment, and leadership style on loyalty in Volunteers Teaching of the Jakarta Window Community. Sampling in this study used the slovin formula for 86 respondents. Data was collected through a questionnaire with a Likert scale processed using Microsoft Excel 2013 and SPSS version 22. The research method used is multiple linear regression. The results of this study show that Organizational Culture has a significant effect on Loyalty, while Work Environment and Leadership Style have no effect and are not significant to Loyalty.

This community service activity aims to improve the understanding and implementation of organizational work culture at PT Aras Bina Energi in order to create a more productive and harmonious work environment. This program is carried out through three main stages, namely socialization, technical training, and assistance in implementing organizational work culture. Initial socialization was conducted to raise the awareness of leaders and employees regarding the importance of work culture in supporting organizational effectiveness. Furthermore, technical training was provided to equip employees with skills in adopting work culture values that are in accordance with organizational characteristics. The final stage was assistance in implementing the work culture, with monitoring and evaluation to ensure the sustainability of positive changes. The results showed that employees' understanding of work culture increased from 40% to 85% after socialization. The implementation of a more adaptive work culture also had an impact on increasing compliance with company regulations, reducing the rate of late work from 18% to 7%, and increasing employee productivity. In addition, changes in a more democratic leadership style improved work motivation and employee satisfaction, with satisfaction scores increasing from 3.2 to 4.1 on a scale of 5. This program demonstrates that systematic and sustainable management of an organization's work culture can have a positive impact on its employees

This research aims to determine the effect of Organizational Culture and Training on Employee Performance with Work Motivation as an Intervening Variable at the Lubuk Sikarah District Office in Solok City, under the supervision of Dr. Dori Mittra Candana, SE, M.M., and Mrs. Selvi Zola Fenia, S.Psi, M.M. This is a quantitative study. Data collection was carried out through questionnaires, with a sample of 60 respondents at the Lubuk Sikarah District Office in Solok City. The analysis methods used are path analysis, partial least squares (PLS), outer model, inner model, and hypothesis testing. Data processing in this study was done using the SmartPLS 3.0 software.The research results can be concluded as follows: Organizational Culture has a positive and significant effect on Work Motivation; Training has a positive and significant effect on Work Motivation; Organizational Culture has a positive and significant effect on Employee Performance; Training has a positive and significant effect on Employee Performance; Work Motivation has a positive but insignificant effect on Employee Performance; and Organizational Culture can mediate the relationship between Training and Employee Performance with Work Motivation as the intervening variable at the Lubuk Sikarah District Office in Solok City.

Pusat data menjadi tempat sekaligus aset penting organisasi. Demikian pula rencana pengelolaan keberlanjutan (kontinuitas) sangat penting untuk menjaga organisasi tetap dapat menjalankan proses bisnisnya ketika terjadi bencana pada pusat data atau infrastruktur teknologinya. Evaluasi tata kelola menjadi suatu hal yang penting dan harus dilakukan untuk mengetahui sejauh mana pengelolaan pusat data dan kesiapan rencana pengelolaan keberlanjutan (kontinuitas) suatu organisasi. Metode penelitian yang digunakan meliputi menentukan area fokus evaluasi, menyusun instrumen evaluasi (interview, kuesioner dan test sistem), pelaksanaan evaluasi, pengolahan hasil evaluasi, analisa gap dan penyusunan strategi perbaikan. Tingkat kematangan saat ini berada pada level 3. Tingkat kematangan yang diharapkan berada pada level 5, kecuali untuk komponen informasi dan komponen budaya, etika dan perilaku berada pada level 4. Strategi perbaikan dirumuskan bertahap untuk strategi perbaikan dari level 3 ke level 4 dan strategi perbaikan dari level 4 ke level 5. Perumusan strategi perbaikan disusun berdasarkan tujuh komponen sistem tata kelola dengan urutan prioritas berdasarkan hasil analisa gap.

This research aims to test how much influence Organizational Culture and Transformational Leadership Style have on the Performance of Employees of the Highways and Construction and Spatial Planning Department of West Sumatra Province with Work Motivation as an Intervening Variable. The sample in this study amounted to 53 respondents. The population in this study were 53 employees who worked in the West Sumatra Provincial Development and Development Agency for Works and Spatial Planning in 2021/2023. The results of this research are (1) There is a positive and significant influence between organizational culture on work motivation at the Department of Highways, Cipta Karya and Spatial Planning of West Sumatra Province (2) There is a positive and insignificant influence between Transformational Leadership Style on Work Motivation at the Department of Highways Cipta Karya and Spatial Planning of West Sumatra Province (3) There is a positive and insignificant influence between Organizational Culture on Employee Performance at the Department of Highways Cipta Karya and Spatial Planning of West Sumatra Province. (4) There is a positive and insignificant influence between Transformational Leadership Style on Employee Performance at the Cipta Karya Highways Service and West Sumatra Province Spatial Planning. (5) There is a positive and significant influence between Work Motivation on Employee Performance at the Cipta Karya Highways Service and West Sumatra Province Spatial Planning Service. (6) There is a positive and significant influence between Employee Performance on Employee Performance through Work Motivation at the Department of Highways, Cipta Karya and Spatial Planning of West Sumatra Province. (7) There is a positive and insignificant influence between Leadership Style Transformational on Employee Performance through Work Motivation at the Department of Highways, Cipta Karya and Spatial Planning of West Sumatra Province.

In the competitive business world, organizational culture is a key factor affecting employee performance, especially in startup companies that often face challenges in growth and innovation. This study aims to analyze the influence of organizational culture on employee performance in startup companies, focusing on elements such as communication, collaboration, and managerial support. A strong organizational culture is believed to increase employee motivation and productivity, which in turn will contribute to the company's success. The results show that a positive organizational culture, including collaborative, innovative, and open values, contributes significantly to increased employee motivation and productivity. Employees who engage in a positive organizational culture tend to be more productive and have a higher retention rate because they feel supported by their company. The practical implication of this study is that startup companies need to actively create and build a productive work atmosphere to increase employee motivation.

Political education is one of the most important methods to prepare the younger generation to not only understand their rights and obligations in politics, but also have self-confidence in political parties. This study was conducted at the State Islamic University of North Sumatra (UINSU) to identify organizational practices in providing political education to students. Data collection was carried out using qualitative methods and case study designs, with 20 respondents from the organizational community, as well as observation and document analysis. The findings show that student organizations make a significant contribution to increasing student participation in politics through various activities such as leadership training and public discussions. However, issues such as active participation and students' understanding of politics are the main focus. Therefore, political education through student organizations must continue to be developed in order to better prepare students to become critical thinkers with integrity in everyday life.