Browse > Article
http://dx.doi.org/10.13106/jafeb.2021.vol8.no1.495

The Role of Technology, Organizational Culture, and Job Satisfaction in Improving Employee Performance during the Covid-19 Pandemic  

SAPTA, I Ketut Setia (Faculty of Economics and Business, Universitas Mahasaraswati Denpasar)
MUAFI, Muafi (Faculty of Business and Economics, Universitas Islam Indonesia)
SETINI, Ni Made (Faculty of Economics and Business, Universitas Udayana)
Publication Information
The Journal of Asian Finance, Economics and Business / v.8, no.1, 2021 , pp. 495-505 More about this Journal
Abstract
In the current Covid-19 pandemic, technology's role is important; with technology, all activities can carry on. This study explains that technology, organizational culture, and job satisfaction at rural banks in Bali can be a motivation for improving performance, especially during a pandemic. A questionnaire is distributed online using Google Form to a total of 350 employees; the data is collected from a sample of employees from rural banks in Denpasar, Bali. Respondents had to meet the following criteria: a minimum work period of one year and a minimum high school education or equivalent. With these criteria, 100 samples were obtained. The dependent variable is employee performance; the independent variables are organizational culture, technology, and job satisfaction; the intervening variable is work motivation. This study uses Structural Equation Modeling with a variance-based or component-based approach with Partial Least Square. The study results show that organizational culture, job satisfaction, and technology provide motivation and have a significant positive effect on employee performance. However, organizational culture does not have a positive or direct impact on employee performance. The study results can be used as a basis for designing business strategies to improve employee performance in a competitive environment to advance the credibility of a bank.
Keywords
Organizational Culture; Job Satisfaction; Technology; Motivation; Employee Performance;
Citations & Related Records
연도 인용수 순위
  • Reference
1 Abbas, J., Muzaffar, A., Mahmood, H. K., Ramzan, M. A., & Rizvi, S. (2014). Impact of technology on performance of employees (a case study on Allied Bank Ltd, Pakistan). World Applied Sciences Journal, 29(2), 271-276.
2 Alam, M. M., & Murad, M. W. (2020). The impacts of economic growth, trade openness and technological progress on renewable energy use in organization for economic co-operation and development countries. Renewable Energy, 145(January), 382-390.   DOI
3 Anggraini, D., Muchtar, B., & Masdupi, E. (2019). Effect of remuneration, work motivation, and organizational commitment to job performance. 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018).
4 Arshad, A., & Abbasi, A. S. (2014). Spiritual leadership and psychological ownership: Mediating role of spiritual wellbeing. Science International, 26(3), 1265-1269.
5 Ayalew, F., Kibwana, S., Shawula, S., Misganaw, E., Abosse, Z., Van Roosmalen, J., Stekelenburg, J., Kim, Y. M., Teshome, M., & Mariam, D. W. (2019). Understanding job satisfaction andmotivation among nurses in public health facilities of Ethiopia: a cross-sectional study. BMC Nursing, 18(1), 46.   DOI
6 Belias, D., & Koustelios, A. (2014). Organizational culture and job satisfaction: A review. International Review of Management and Marketing, 4(2), 132.
7 Bisbey, T. M., Kilcullen, M. P., Thomas, E. J., Ottosen, M. J., Tsao, K., & Salas, E. (2019). Safety culture: an integration of existing models and a framework for understanding its development. Human Factors, August, 1-15.
8 Hermawan, R. (2020). Optimizing employee engagement to improve human resources performance: A case study of A private university in facing the VUCA era. Technium Social Sciences Journal, 12, 196-205.
9 Heryanto, H. (2019). The effect of work motivation and work environment on performance with satisfaction as intervening variables education personnel rektorate Andalas University. Archives of Business Research, 7(2), 103-120.   DOI
10 Hewagama, G., Boxall, P., Cheung, G., & Hutchison, A. (2019). Service recovery through empowerment? HRM, employee performance and job satisfaction in hotels. International Journal of Hospitality Management, 81, 73-82.   DOI
11 Hu, B., Liu, J., & Qu, H. (2019). The employee-focused outcomes of CSR participation: The mediating role of psychological needs satisfaction. Journal of Hospitality and Tourism Management, 41, 129-137.   DOI
12 Huragu, M., & Chuma, R. M. (2019). The impact of organisational culture on public sector performance: A case study of local authorities in Zimbabwe. International Journal of Public Policy and Administration Research, 6(1), 33-56.   DOI
13 Kadir, M. A. H., & Amalia, L. (2017). The effect of job motivation, compensation, organizational culture towards job satisfaction and employee performance of the ministry of man power. International Journal of Business and Management Invention, 6(5), 73-80.
14 Kehoe, R. R., & Wright, P. M. (2013). The impact of highperformance human resource practices on employees' attitudes and behaviors. Journal of Management, 39(2), 366-391.   DOI
15 Khanam, L., & Mahfuz, M. A. (2017). Employee acceptance of knowledge management systems in Bangladesh: integrating Utaut and Kms diffusion model. Independent Business Review, 10(1/2), 85-109.
16 Staempfli, S., & Lamarche, K. (2020). Top ten: A model of dominating factors influencing job satisfaction of emergency nurses. International Emergency Nursing, 49(March), 100814.   DOI
17 Stockwell, G. (2013). Technology and motivation in Englishl-anguage teaching and learning. In: International Perspectives on Motivation (pp. 156-175). Springer.
18 Theresia, L., Lahuddin, A. H., Ranti, G., & Bangun, R. (2018). The influence of culture, job satisfaction and motivation on the performance lecturer/employees. International Conference on Industrial Engineering and Operations Management. Bandung, 2541-2552.
19 Uno, A. (2020). Paving the way to the privatization of public financial services. In: Japan Post Bank (pp. 1-39). Springer.
20 Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China's hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45(December), 10-22.   DOI
21 Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study. Journal of Applied Psychology, 75(5), 487.   DOI
22 Yong, J. Y., Yusliza, M.-Y., Ramayah, T., Chiappetta Jabbour, C. J., Sehnem, S., & Mani, V. (2020). Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), 212-228.   DOI
23 Cavdar, S. C., & Aydin, A. D. (2015). An empirical analysis about technological development and innovation indicators. Procedia - Social and Behavioral Sciences, 195, 1486-1495. https://doi.org/https://doi.org/10.1016/j.sbspro.2015.06.449   DOI
24 Changgriawan, G. S. (2017). The effect of job satisfaction and work motivation on employee performance in one way production. Agora, 5(2), 1-7.
25 Cram, W. A., Proudfoot, J. G., & D'arcy, J. (2017). Organizational information security policies: a review and research framework. European Journal of Information Systems, 26(6), 605-641.   DOI
26 Gasparin, M., Green, W., Lilley, S., Quinn, M., Saren, M., & Schinckus, C. (2020). Business as unusual: A business model for social innovation. Journal of Business Research, https://doi.org/10.1016/j.jbusres.2020.01.034   DOI
27 Giao, H. N. K. (2019). The effect of corporation culture on the staff's commitment in CMC Telecom Vietnam. Science Journal of Business and Management, 7(1), 23.   DOI
28 Granziera, H., & Perera, H. N. (2019). Relations among teachers' self-efficacy beliefs, engagement, and work satisfaction: A social cognitive view. Contemporary Educational Psychology, 58(July), 75-84.   DOI
29 Hair, J. F., Ringle, C. M., & Sarstedt, M. (2013). Partial Least Squares Structural Equation Modeling: Rigorous Applications, Better Results and Higher Acceptance. Long Range Planning, 46(1-2), 1-12. https://doi.org/10.1016/j.lrp.2013.01.001   DOI
30 Hair Jr, J. F., Sarstedt, M., Matthews, L. M., & Ringle, C. M. (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS: part I-method. European Business Review, 28(1), 63-76. https://doi.org/10.1108/EBR-09-2015-0094   DOI
31 Martinez-Caro, E., Cepeda-Carrion, G., Cegarra-Navarro, J. G., & Garcia-Perez, A. (2020). The effect of information technology assimilation on firm performance in B2B scenarios. Industrial Management & Data Systems, 120(12), 2269-2296. https://doi.org/10.1108/IMDS-10-2019-0554   DOI
32 Nardo, R., Evanita, S., & Syahrizal, S. (2019). The effect of transformational leadership and non physical work environment on innovative behavior with work motivation as a mediation for employees of tour and travel companies in West Sumatera. 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018).
33 Nurkholis, N., Dularif, M., & Rustiarini, N. W. (2020). Tax evasion and service-trust paradigm: A meta-analysis. Cogent Business & Management, 7(1), 1-20.
34 Nuskiya, A. F. (2018). The effect of information technology on employees' performance in the banking industry in Sri Lanka. European Journal of Business and Management, 10(16), 47-52.
35 Omollo, P. A., & Oloko, M. A. (2015). Effect of motivation on employee performance of commercial banks in Kenya: A case study of Kenya Commercial Bank in Migori County. International Journal of Human Resource Studies, 5(2), 87-103.   DOI
36 Pavitt, K. (1991). Key characteristics of the large innovating firm. British Journal of Management, 2(1), 41-50.   DOI
37 Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2020). High-performance work practices and medical professionals' work outcomes: the mediating effect of perceived organizational support. Journal of Advances in Management Research, 0972-7981.
38 Rustiarini, N. W., Sutrisno, S., Nurkholis, N., & Andayani, W. (2019). Fraud triangle in public procurement: Evidence from Indonesia. Journal of Financial Crime, 26(4), 951-968.   DOI
39 Sapta, I. K. S., Landra, N., Supartha, I. W. G., Asih, D., & Setini, M. (2020). Public health welfare in digital-based resources transformation from social capital and information sharing: Creative industries from village. Systematic Reviews in Pharmacy, 11(6), 688-696.
40 Schunk, D. H., & DiBenedetto, M. K. (2020). Motivation and social cognitive theory. Contemporary Educational Psychology, 60(2), 101832.   DOI
41 Sihombing, S., Astuti, E. S., Al Musadieq, M., Hamied, D., & Rahardjo, K. (2018). The effect of servant leadership on rewards, organizational culture and its implication for employee's performance. International Journal of Law and Management, 60(2), 505-516.   DOI
42 Silalahi, E. M., & Sembiring, H. (2020). Determinan of employee performance through work motivation as intervening variable. Sosiohumaniora, 22(2), 190-197.
43 Simbolon, A. S., Robiansyah, A., Masakazu, K., & Suryani, N. (2020). The analysis of leadership style and motivation toward performance of employees. 2nd International Seminar on Business, Economics, Social Science and Technology (ISBEST 2019), 1-4.
44 Singh, A. K., & Verma, R. (2019). Understanding Role of Marketorientated IT Competence and Knowledge Sharing Mechanism in Gaining Competitive Advantage. Global Business Review, 1-18.
45 Song, Q., Wang, Y., Chen, Y., Benitez, J., & Hu, J. (2019). Impact of the usage of social media in the workplace on team and employee performance. Information & Management, 56(8), 103160.   DOI
46 Sriyakul, T., Singsa, A., Sutduean, J., & Jermsittiparsert, K. (2019). Effect of cultural traits, leadership styles and commitment to change on supply chain pperational excellence. Journal of Computational and Theoretical Nanoscience, 16(7), 2967-2974.   DOI