Organizational Culture, Work Environment, and Career Growth

Boosting Teacher Performance Through Motivation

  • Prasetyo Kurniawan Universitas Pamulang, Tangerang Selatan, Banten, Indonesia
  • Nandang Hidayat Universitas Pakuan, Bogor, Jawa Barat, Indonesia
DOI: https://doi.org/10.51629/ijeamal.v6i1.215
Keywords: Organizational Culture, Work Environment, Career Development, Teacher Performance, Teacher Work Motivation

Abstract

The study explores the impact of Organizational Culture, Work Environment, and Career Development on Teacher Performance through Teacher Work Motivation at Vocational High Schools (SMK) in Medan Sunggal District. Using a quantitative survey approach with a sample of 152 teachers, the study analyzed the data using PLS software version 3.0 (Partial Least Square). The findings reveal that both Organizational Culture and Teacher Work Motivation positively influence teacher performance, highlighting the importance of a strong organizational culture and motivated teachers in enhancing performance. In contrast, Work Environment and Career Development were not found to directly affect teacher performance, suggesting that while they influence daily conditions, they do not directly improve performance outcomes. The study also identified a negative relationship between Organizational Culture and Teacher Work Motivation, implying that a rigid or misaligned culture can hinder motivation. Furthermore, the Work Environment and Career Development were found to significantly impact teacher work motivation, underscoring the importance of a supportive and growth-oriented environment. Teacher Work Motivation was found to mediate the relationship between Organizational Culture and Work Environment on Teacher Performance, indicating that motivated teachers perform better when these factors are optimized. However, Teacher Work Motivation did not mediate the impact of Career Development on teacher performance, suggesting that career development alone may not be enough to enhance performance without proper motivation. The study emphasizes the need for a strong organizational culture and motivation in improving teacher performance, while also recognizing the limited direct role of career development and work environment.

References

Abdillah, Willy dan Jogiyanto. (2015). Partial Least Square (PLS) Alternatif. Structural Equation Modeling (SEM) dalam Penelitian Bisnis. Ed.1 Yogyakarta: ANDI
Edy Sutrisno (2010), Manajemen Sumber Daya Manusia, Edisi Pertama, Cetakan Pertama, Jakarta: Prenada Media.
Fahmi, Irham. (2013). Manajemen Kinerja Teori dan Aplikasi. Alfabeta. Bandung
Ghozali, Imam. (2015). Structural Equation Modeling Metode Alternatif dengan Partial Least Square. Semarang: Badan Penerbit UNDIP.
Greenhaus, J. G., Callanan, G.A & Godshalk,V. M., (2000). Career management. 3 rd ed. New. York: The Dryden Press.
Handoko, T. Hani. (2017). Manajemen Personalia dan Sumberdaya Manusia. edisi ke 4. PT BPFE. Yogyakarta
Hasibuan, Malayu SP. (2015). Manajemen Sumberdaya Manusia. PT. Bumi Aksara. Jakarta.
Isyandi. B. (2016). Manajemen Sumber Daya Manusia Dalam Perspectif Global. Unri Pres. Pekanbaru
Lubis, S. (2020). Pengaruh lingkungan kerja, disiplin kerja, dan motivasi kerja terhadap kinerja guru madrasah aliyah negeri 2 model medan. EduTech: Jurnal Ilmu Pendidikan dan Ilmu Sosial, 6(1), 17-25.122-131.
Mangkunegara, A.A .Anwar Prabu. (2017). Evaluasi Kinerja Sumber Daya manusia, PT Refika Aditama. Bandung
Nitisemito, Alex S. (2014). Manajemen Personalia. cetakan ke 14. PT Ghalia Indonesia. Jakarta
Robbins,S.& Judge,T.A.(2015).Perilaku Organisasi.Terjemahan Ratna Saraswati dan Febriella Sirait. Jakarta:Penerbit Salemba
Samtono, S. (2020). Pengaruh Kompetensi Guru Dan Budaya Kerja Terhadap Komitmen Organisasi Serta Dampaknya Terhadap Kinerja Guru Sma 1 Salatiga. Jurnal Visi Manajemen, 6(3), 137-150.
Sedarmayanti.(2011). Manajemen Sumber Daya Manusia dan Produktivitas Kerja. PT Mandar Maju. Bandung
Siagian, P, Sondang. (2016). Manajemen Sumber Daya Manusia. cetakan ke lima belas. PT. Bumi Aksara. Jakarta.
Silaen, S. (2018). Metodologi Penelitian Sosial untuk Penulisan Skripsi dan Tesis. Bogor: In Media
Simamora, Henry. (2015). Manajemen Sumber Daya Manusia. Yogyakarta
Soeroso, Santoso. (2017). Manajemen Sumber Daya Manusia di Rumah Sakit. Suatu Pendekatan Sistem Penerbit Buku Kedokteran EGC. Jakarta.
Sugiyono. (2011). Statistika Untuk Penelitian, Cetakan Ketujuh. Bandung: CV. Alfabeta.
Syahyuti. (2014). Definisi , Variabel , Indikator dan pengukuran Ilmu Sosial. Bina Rena Pariwara. Jakarta
Tarigan, I. B., & Panggabean, I. R. (2022). Pengaruh Motivasi Kerja Terhadap Kinerja Guru-Guru Di Smk Negeri 7 Medan. Jurnal Global Manajemen, 11(1), 199-211.
Tika, Moh, Pabunda. (2012), Budaya Organisasi dan Peningkatan Kinerja Perusahaan, PT. Bumi Aksara, Jakarta
Wahyuni, R., Limin, D. L., Savitri, A. M., & Mentarini, N. (2023). Budaya Organisasi Dalam Meningkatkan Profesionalisme Pembelajaran Guru Di Sekolah. Equity In Education Journal, 5(2), 96-102.
Widodo, Eko Suparno. 2015. Manajemen Pengembangan Sumber Daya Manusia. Pustaka Pelajar. Yogyakarta.
Published
2025-05-31
How to Cite
Kurniawan, P., & Hidayat, N. (2025). Organizational Culture, Work Environment, and Career Growth: Boosting Teacher Performance Through Motivation . International Journal of Educational Administration, Management, and Leadership, 6(1), 29-44. https://doi.org/10.51629/ijeamal.v6i1.215
Issue
Volume 6, Number 1, May 2025
Section
Articles

Copyright (c) 2025 Prasetyo Kurniawan, Nandang Hidayat

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

In submitting the manuscript to the International Journal of Educational Administration, Management, and Leadership (IJEAMaL), the authors certify that:

  • They are authorized by their co-authors to enter into these arrangements.
  • The work described has not been formally published before, except in the form of an abstract or as part of a published lecture, review, thesis, or overlay journal.
  • That it is not under consideration for publication elsewhere,
  • The publication has been approved by the author(s) and by responsible authorities – tacitly or explicitly – of the institutes where the work has been carried out.
  • They secure the right to reproduce any material that has already been published or copyrighted elsewhere.
  • They agree to the following license and copyright agreement.

License and Copyright Agreement

Authors who publish with the International Journal of Educational Administration, Management, and Leadership (IJEAMaL) agree to the following terms:

  • Authors retain copyright and grant the International Journal of Educational Administration, Management, and Leadership (IJEAMaL) right of first publication with the work simultaneously licensed under Creative Commons Attribution License (CC BY 4.0) that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
  • Authors can enter into separate, additional contractual arrangements for the non-exclusive distribution of the International Journal of Educational Administration, Management, and Leadership (IJEAMaL) published version of the work (e.g., post it to an institutional repository or edit it in a book), with an acknowledgment of its initial publication in this journal.
  • Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) before and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.