Pengaruh Transformasi Digital, Komunikasi dan Budaya Organisasi Terhadap Kinerja Pegawai di Biro Umum Kementerian Koordinator Bidang Politik, Hukum, dan Keamanan
DOI:
https://doi.org/10.31334/5895Kata Kunci:
Digital Transformation; Communication; Organizational Culture; Employee Performance;Abstrak
This research is motivated by the suboptimal achievement of performance in the Key Performance Index (IKU) at the General Bureau Office of the Coordinating Ministry for Political, Legal and Security Affairs. This study aims to evaluate the effect of digital transformation on employee performance, the effect of communication on employee performance, the effect of organizational culture on employee performance and the effect of digital transformation, communication and organizational culture together on employee performance at the General Bureau Office of the Coordinating Ministry for Political, Legal and Security Affairs. This study uses a total sampling method, namely the sample is the total population or all employees in the General Bureau Office of the Coordinating Ministry for Political, Legal and Security Affairs as many as 193 employees. The results of the study indicate that digital transformation has a positive and significant effect on employee performance, communication has a positive and significant effect on employee performance, organizational culture has a positive and significant effect on employee performance, and digital transformation, communication and organizational culture together have a positive and significant effect on employee performance.
Referensi
Argenti, P. A. (2015). Corporate Communication. McGraw-Hill Education.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. 3rd ed. Addison-Wesley.
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In Personnel Selection in Organizations. San Francisco: Jossey-Bass.
Clampitt, P. J. (2016). Communicating for Managerial Effectiveness. Sage Publications.
Cummings, J. N., & Cross, R. (2003). Structural Properties of Social Capital. Connections.
Denison, D. R. (2018). Corporate Culture and Organizational Effectiveness. Wiley
Handy, C. (2015). Understanding Organizations. 4th ed. Penguin Books.
Hofstede, G. (2010). Cultures and Organizations: Software of the Mind. 3rd ed. McGraw-Hill.
Mangkunegara, A.A. Anwar Prabu. (2017). Manajemen Sumber Daya Manusia. Bandung : Remaja Rosdakarya
Miller, K. (2014). Organizational Communication: Approaches and Processes. Cengage Learning.
Neuman, W. L. (2015). Metodologi Penelitian Sosial: Pendekatan Kualitatif dan Kuantitatif. Jakarta : PT Indeks.
Roberts, K. (1997). The performance management process: A guide for managers. New York: HarperCollins.
Schein, E. H. (2010). Organizational Culture and Leadership. 4th ed. Jossey-Bass.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: A meta-analysis. Psychological Bulletin, 124(2), 262-274.
Shockley-Zalabak, P. (2015). Fundamentals of Organizational Communication. Pearson.
Sugiama, A. Gima. (2008). Metode Riset Bisnis dan Manajemen. Bandung: Guardaya
Sugiyono. (2014). Metode Penelitian Pendidikan Pendekatan Kuantitatif,. Kualitatif, dan R&D. Bandung: Alfabeta.
Westerman, G., Bonnet, D., & McAfee, A. (2014). Leading Digital: Turning Technology into Business Transformation. Harvard Business Review Press.
Jurnal
Anggia Septyandi Kusnadi.(2024). Pengaruh Transformasi Digital, Budaya Kerja dan Beban Kerja Terhadap Kinerja Pegawai di Kantor Perwakilan Bank Indonesia Provinsi Jawa Barat. EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol.3, No.6, September 2024. p1845-1865
Azra, Alfayza Diva., Rubiyanti, R. Nurafni., Silvianita, Anita., Widodo, Arry. (2024). The Effect of Digital Culture on Employee Performance: A Conceptual Paper. International Journal of Scientific Multidisciplinary Research (IJSMR) Vol.2, No.5, 2024: 467-476
Bakry, Mahmoud S., Ragheb, Mohamed A., Ragab, Aiman A..(2024). The Effect of Digital Transformation on Employee Performance with Mediation Role of Technological Infrastructure: Evidence from Egyptian Oil and Gas Sector. Arab Journal of Administration, Vol. 44, No. 5, October 2024. p391-402
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain for performance appraisal. Journal of Personnel Psychology, 46(1), 21-39.
Fauziah, S & Irawan, R. (2024). Pengaruh Kemampuan Komunikasi dan Budaya Organisasi Terhadap Efektivitas Kerja Karyawan pada PT. Interskala Sehat Sejahtera. Indo-Fintech Intellectuals: Journal of Economics and Business, 4 (3), 955-965
Ferdian, Ary., Rahmawati, Ammisaa.(2019). Pengaruh Budaya Digital Terhadap Kinerja Karyawan Di Yayasan Pendidikan Telkom (Studi Kasus Kantor Badan Pelaksana Kegiatan YPT). Journal of Management and Business Review. Vol. 16, No. 2, 2019 : 129-148
Islam, Mohammad Thoufiqul., Hossain, Tanjela.(2024). Exploring the Effects of Digital Transformation on Employees’ Performance Management Systems of the Telecommunication Industry in Bangladesh. Journal of Human Resource and Sustainability Studies, 2024, 12, 289-314
Khoirunnisa,K. (2023). Pengaruh Budaya Organisasi Dan Komunikasi Terhadap Kinerja Pegawai Dimediasi Oleh Motivasi Kerja Pada Dinas Pariwisata Kota Medan. Maneggio: Jurnal Ilmiah Magister Manajemen, 6(2), 135-143
Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.
Mahmud, Muhamad Farid., Tesniwati, Rini.(2023). Peningkatan Kinerja Melalui Transformasi Digital Layanan Publik Kepabeanan Yang Diperkuat Dengan Budaya Dan Pola Kerja Adaptif. Jurnal Ilmiah Ekonomi Bisnis Volume 28 No. 2, Agustus 2023 p.161-182
Mursid,N.Amnisa,F.Abdillah,I.Aljihat.(2022). Pengaruh Perubahan Komunikasi Melalui Teknologi Informasi Digital Terhadap Kinerja Karyawan Akibat Dampak Covid-19. Jurnal Ilmiah Manajemen Bisnis Dan Inovasi Universitas Sam Ratulangi Vol. 9 No. 2 Mei-Agustus 2022, 554-561
Putri, S. N., Afriyani, F., Ulum, M. B. (2024). Pengaruh Budaya Digital Terhadap Kinerja Karyawan di PT. Fokus Ritel Nusaprima Palembang. JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi). JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi), 10 (2). 1330-1338
Riduan, Muhammad., Firdaus, M. Riza.(2024). Transformasi Digital Dan Kinerja: Kajian Peran Budaya Organisasi, Kompetensi Digital, Strategi Bisnis Di Bisnis Telekomunikasi. Jurnal Maneksi VOL 13, NO. 1, Maret 2024 p 48-58
Smidts, A., Pruyn, A. T. H., & Van Riel, C. B. M. (2001). The Influence of Employees’ Communication on Organizational Commitment. Corporate Communication: An International Journal.
Peraturan Perundang-Undangan
Peraturan Menteri Koordinator Bidang Politik, Hukum, Dan Keamanan Republik Indonesia Nomor 2 Tahun 2020 Tentang Rencana Strategis Kementerian Koordinator Bidang Politik, Hukum, Dan Keamanan Tahun 2020-2024
Peraturan Menteri Koordinator Bidang Politik, Hukum, Dan Keamanan Republik Indonesia Nomor 1 Tahun 2021 Tentang Organisasi Dan Tata Kerja Kementerian Koordinator Bidang Politik, Hukum, Dan Keamanan
Peraturan Menteri Koordinator Bidang Politik, Hukum, dan Keamanan Nomor 1 Tahun 2023 tentang Penerapan Manajemen Risiko Termasuk upaya integrasi teknologi digital untuk mendukung tata kelola yang lebih akuntabel.
Peraturan Menteri Koordinator Bidang Politik, Hukum, dan Keamanan Nomor 3 Tahun 2023 tentang Penataan Kerja Sama Mengatur digitalisasi kerja sama lintas lembaga untuk efisiensi dan transparansi.
Peraturan Presiden Nomor 95 Tahun 2018 tentang Sistem Pemerintahan Berbasis Elektronik (SPBE)
Peraturan Presiden Republik Indonesia Nomor 73 Tahun 2020 Tentang Kementerian Koordinator Bidang Politik, Hukum, Dan Keamanan
Unduhan
Diterbitkan
Terbitan
Bagian
Lisensi
Artikel ini berlisensiCreative Commons Attribution-ShareAlike 4.0 International License.
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License
Please find the rights and licenses in Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani, by submitting the article/manuscript of the article, the author(s) agree with this policy. No specific document sign-off is required.
1. License
The commercial use of the article will be governed by the Creative Commons Attribution license as currently displayed on Creative Commons Attribution-ShareAlike 4.0 International License.
2. Author(s)' Warranties
The author warrants that the article is original, written by stated author(s), has not been published before, contains no unlawful statements, does not infringe the rights of others, is subject to copyright that is vested exclusively in the author and free of any third party rights, and that any necessary written permissions to quote from other sources have been obtained by the author(s).
3. User Rights
Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani, spirit is to disseminate articles published are as free as possible. Under the Creative Commons license, Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani, permits users to copy, distribute, display, and perform the work for non-commercial purposes only. Users will also need to attribute authors and Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani,on distributing works in the journal and other media of publications.
4. Co-Authorship
If the article was jointly prepared by more than one author, any authors submitting the manuscript warrants that he/she has been authorized by all co-authors to be agreed on this copyright and license notice (agreement) on their behalf, and agrees to inform his/her co-authors of the terms of this policy.
Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani will not be held liable for anything that may arise due to the author(s) internal dispute. Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani will only communicate with the corresponding author.
5. Miscellaneous
Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani will publish the article (or have it published) in the journal if the articles editorial process is successfully completed. Jurnal Reformasi Administrasi Jurnal Ilmiah Untuk Mewujudkan Masyarakat Madani editors may modify the article to a style of punctuation, spelling, capitalization, referencing and usage that deems appropriate. The author acknowledges that the article may be published so that it will be publicly accessible and such access will be free of charge for the readers as mentioned in point 3. Every accepted manuscript should be accompanied by "Copyright Transfer Agreement"prior to the article publication.
