Hermawan, - (2008) Pengaruh Iklim Organisasi Dan Budaya Organisasi Terhadap Motivasi Kerja Dan Kepuasan Kerja Serta Kinerja Pejabat Struktural Di Kabupaten Kutai Kartanegara. Disertasi thesis, UNIVERSITAS AIRLANGGA.

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Abstract

The objectives of this study are : I) Examining and analysing the influences of organizational climate to the structural official's level performance. 2) Examining and analysing the influences of organizational climate to the structural official's level work motivation. 3) Examining and analysing the influences of organizational climate to the structural official's level job satisfaction. 4) Examining and analysing the influences of organizational culture to the structural official's level work motivation. 5) Examining and analysing the influences of organizational culture to the structural official's level job satisfaction. 6) Examining and analysing the influences of organizational culture to the structural official's level performance. 7) Examining and analysing the influences of work motivation to the structural official's level job satisfaction. 8) Examining and analysing the influences of work motivation to the structural official's level performance. 9) Examining and analysing the influences of job satisfaction to the structural official's level performance. The study was carried out at Kabupaten Kutai Kartanegara Regency involving 150 the structural official's level as the respondents. This study data analysis was used the Structural Equation Modeling (SEM) technique by AMOS 6. program to test several hypotheses. The analytical outputs indicate that 8 (eight) out of the 9 (nine) hypotheses are accepted, where as the other 1 (one) are rejected. Base on the data analysis result obtained these conclusion are as follows: 1) The organizational climate has no significant nor positive influence upon the performance. 2) The organizational climate has a positive and significant influence upon the work motivation. 3) The organizational climate has a positive and significant influence upon the job satisfaction. 4) The organizational culture has a positive and significant influence upon the work motivation. 5) The organizational culture has a positive and significant influence upon the job satisfaction. 6) The organizational culture has a positive and significant influence upon the performance. 7) The work motivation has a positive and significant influence upon the job satisfaction. 8) The work motivation has a positive and significant influence upon the performance. 9) The job satisfaction has a positive and significant influence upon the performance The findings of the study became empirical evidence regarding development of human resource management theory and practice.

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