Kontigensi: Jurnal Ilmu Manajemen Vol 13.
No.
June 2025, pp.
ISSN 2088-4877
THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL CULTURE ON
EMPLOYEE PERFORMANCE IN THE CERAMIC INDUSTRY OF PT.
XYZ
KARAWANG
1*Khansa Nadya Atika Rahma, 2Bobby Wiryawan Saputra Program Study Magister Manajemen Sekolah Tinggi Ilmu Ekonomi Harapan Bangsa Email: ndy.
khansa@gmail.
com bobby@ithb.
DOI: https://doi.
org/10.
56457/jimk.
Received: February 21, 2025 Accepted: June 03, 2025 Published: June 30, 2025 Abstract The purpose of the study was to determine the effect of job satisfaction and organizational culture on employee performance in the ceramic industry of XYZ Karawang company.
This study was conducted using a quantitative method with SPSS data processing tools.
In the study, the researcher used data from the HR division as a reference for the number of target populations, namely employees working in the Wall Ceramic Industry of PT.
XYZ in Karawang.
The number of samples to be used in this study is 148.
Based on the results of the study regarding the effect of organizational culture, job satisfaction on employee performance in the ceramic industry of PT.
XYZ
Karawang, it can be concluded that organizational culture has a significant effect on employee performance.
Job Satisfaction has the most dominant effect on employee The results of the job satisfaction test show the most dominant factor in increasing employee performance.
Simultaneously, the two independent variables, namely organizational culture and job satisfaction, have a significant effect on employee The results of the F test show that the combination of the two variables is 5% of the variation in employee performance.
This means that employee performance is not only caused by one factor but rather a combination of integration between the company's value system .
rganizational cultur.
and employee psychological well-being .
ob satisfactio.
Keywords: Job Satisfaction.
Organizational Culture.
Employee Performance INTRODUCTION The ceramic industry is one of the sectors that plays an important role in the economy, both locally and globally.
Ceramic products include tile, glass, refractory, porcelain and art ceramic producers, with increasing demand along with the growth of the construction and interior design sectors.
Based on research by the Institute for Economic and Community Research.
Faculty of Economics and Business.
University of Indonesia (LPEM FEB UI) for the period 2018 - 2022, this sector managed to record a turnover of around IDR 4.
74 trillion to IDR 5.
78 trillion per The especially the ceramic industry, are still facing several challenges, such as a decline in people's purchasing power, an economy that is still seen as less stable, and increasing imports of products from China.
The situation in the ceramic industry has had a major impact on the Company's work results in 2023 which have not reached the target.
In terms of operational production results in 2023, the roof tile ceramic line was recorded as being able to exceed the target, while the Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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Kontigensi: Jurnal Ilmu Manajemen Vol 13.
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June 2025, pp.
ISSN 2088-4877
wall and floor ceramic lines have not reached the set target with the following production results: .
wall ceramics as much as 2.
84 million m2 from a target of 28 million m2.
floor ceramics as much as 8.
60 million m2 from a target of 30 million m2.
roof ceramics as much as 1.
43 million m2 from a target of 27 million m.
The graph below is an example of a picture of the production results of one of the companies engaged in the ceramic industry in the Karawang
Janfeb
'24
Marapr
'24
Meijun
'24
JulAu
'24
Sep- NovOct
Dec
'24
'24
Actual Target2 Based on the results of (IndraKurniawan, 2.
, one of the factors that causes the achievement of wall ceramic production results not to reach the target is the high level of defects in a product.
The types of defects that commonly occur are:
Chipglaze .
eeling of the glaze layer, especially on the side of the cerami.
Spothole .
mall holes on the ceramic surface caused by the firing proces.
Pinhole .
mall holes on the ceramic surface with unbalanced water Flag .
tains discoloratio.
Restcorner .
orners that are not formed properly or have The competition for wall ceramics is more special, compared to other product categories, wall ceramics are more different and have higher added value.
They are production capacity, capital, and brand awareness, but have higher requirements for brand placement accuracy, brand image differentiation and integrity, product development and design capabilities, channel targeting, service systems, and operational teams.
The threat of loss can be seen from a number of indicators, one of which is the performance of the domestic industry which declined in the 2021-2024 These indicators include domestic sales volume, productivity, utilized capacity, profit, number of workers, increasing inventory, and Human resources are the main tool for the smooth running of an Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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organization's activities, because no technology a company uses and no matter how much organizational capital they spend, the employees in the organization are the ones who run it (Rizky, 2.
Dr.
Conchita explains in the book (Ayuningtias.
Human Resource management is a very important aspect in an organization that must be planned, organized, implemented and evaluated optimally so that needs related to individual, company, or organizational goals can be Companies that are able to achieve production targets show that employee performance has reached the expected standard.
Human Resources (HR) play a crucial role in the Company as an important asset that supports the continuity of ceramic production The company's success in achieving the resulting goals reflects the quality of employee performance (Employee Performanc.
that meets the expected standards.
On the other hand, if the company has difficulty in achieving the goals that have been set, this is due to potential problems in employee performance that need to be reviewed and improved (Hutabarat, 2.
The decline in the number of wall ceramic production occurred due to a decrease in market demand due to the instability of the national Therefore.
Employee Performance is one of the crucial factors that needs to be considered and managed properly in order to achieve success in a company, especially the ceramic Optimal Employee Performance has a major impact on the continuity of operations and the success of the company.
Employee Performance does not only depend on external factors such as the tools used, the production process, but is also influenced by internal factors such as Job Satisfaction, and work In addition to the pressures explained in the previous paragraph, a less conducive organizational culture is also one of the challenges that must be considered.
Based on the company's internal report in 20232024, more than 40% of employee complaints submitted through the platform provided by the HR team were not followed up.
Several unilaterally by the company, without involving input from the production team who better understood field Production is carried out in bulk with tight time targets in extreme environmental conditions.
healthy organizational culture builds a sense of belonging, provides space for initiative, and is able to create an open and fair work atmosphere for all employees, especially production operators who are at the forefront of maintaining output (Setyaningrum.
The conducted by (Muhammad Syafi'i A.
Basalamah, 2.
obtained Job Satisfaction has a significant effect on employee performance.
The more satisfied employees are, the better According to (Luthans , 2.
there are six dimensions of Job Satisfaction that can influence employee perceptions of their work.
In addition to Job Satisfaction.
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work culture is also a fairly important part of an organization because an organization may not run well without being based on a clear work According to Hartanto .
which is explained in the journal (Yuliana Andini, 2.
Work culture as a demand that binds employees because it can be formulated formally in various company regulations and Work influence the way employees behave and behave.
Work culture as a set of assumptions or belief systems, values and norms developed in a company that are used as behavioral guidelines for its members to overcome external adaptation and internal integration problems (Riane Johnly Pio, 2.
Thus, based on the description above, the researcher will conduct further exploration of the research "The Influence of Job Satisfaction and Organizational Culture on Employee Performance in the Wall Ceramic Industry of PT.
XYZ Karawang".
And provide recommendations that can help the industry in creating a positive culture and being able to support employee development.
Thus, the Company is not only able to increase satisfaction and Employee Performance but is also able to strengthen competitiveness in the midst of increasingly dynamic competition in the ceramic industry, especially walls.
The attitude or feelings that an individual has towards their work or the results they have achieved can support an employee in doing their According to (Agung Nugroho Adi, 2.
Job Satisfaction can be interpreted as a positive attitude that includes good adjustment from employees to work conditions and Every action taken in an organization is not only productive, but also rewarded with awards that strengthen self-worth and the spirit of According to (Stephen P.
Robbins, 2.
Job Satisfaction is a general attitude towards one's work, which shows the difference between the amount of compensation received by workers and the amount they believe they should receive.
Lock .
n Imron, 1.
states Job Satisfaction as a statement of pleasure or displeasure at work which is formed by the perception that the work is in accordance with or not in accordance with the work that he values highly or in accordance with his needs, someone who is satisfied with his work views and assesses his work with a positive attitude, thus he will try to work by utilizing all the potential that exists in him for the progress of the organization where he (Fred Luthans, 2.
said that Job Satisfaction is the result of employee perceptions of how well their work provides something of important value.
Each individual has a different level of satisfaction according to the value system that applies to the individual.
So, it can be concluded that Job Satisfaction is a feeling of self-employment related to work and employee conditions.
According to (Judge, 2.
explains four factors that can affect employee Job Satisfaction Levels, namely: Mentally challenging work.
Fair rewards.
Supportive work Supportive coworkers (Baron.
, 2.
quoted by (Masale.
Emmerentia N.
BarkhuizenI.
SchutteI, & Sluis, 2.
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states that there are three ways to measure Job Satisfaction, namely Rating scales and Questionnaires.
Critical Incidents and Interviews.
(Fred Luthans with Brett C.
Luthans and Kyle W.
Luthans, 2.
stated that there are six indicators of Job Satisfaction, namely The Work itself.
Pay.
Promotion.
Supervision.
Work Group Work Condition Organizational culture refers to the way members of an organization behave according to what they believe and value, and in accordance with the Organizational culture is a pattern of shared basic assumptions learned by a group of people as they solve problems of external adaptation and internal integration, which have worked quite well (Schein E.
, 2.
Organizational culture also unites employees, reduces conflict, and motivates employees to carry out their duties well, so that it has a positive effect on behavior and According to Osborne & Plastrik .
, organizational culture is a set of behaviors, feelings, and psychological frameworks that are deeply internalized and shared by members of the organization.
(Edy, 2.
explains in the (Natalia F.
Paila, 2.
defines organizational culture as a series of devices for a system of values, assumptions, beliefs, or norms that have long been in effect, agreed upon and followed by members of an organization can be used as a guideline in behaving and solving organizational problems.
(Pakpahan.
(Denison, 2.
) classifies four culture, namely: Mission.
Consistency, adaptability and Involvement.
Performance is the result of work in terms of quality and quantity achieved by an employee in carrying out his duties in accordance with the (Mangkunegara Meanwhile, performance according to (Hasibuan , 2.
explains that performance is a condition that shows an employee's ability to carry out tasks according to the standards set by the organization to employees according to their skills, experience, sincerity and time given.
Employee performance needs to be assessed with the intention of providing a good opportunity for employees for their career plans in terms of strengths and weaknesses, so that the company can determine salaries, provide promotions, and see Performance assessment is known as "performance rating" or "performance appraisal".
According to Munandar .
, performance assessment is the process of assessing personality traits, work behavior, and work results of a worker or employee .
orker and manage.
, which are considered to support their performance, which are used as considerations for decision making about actions in the employment sector.
An employee's performance is an individual component, therefore each employee has a different level of ability in carrying out their duties.
According to John Miner.
Employee Performance can be measured by the following indicators (Sudarmanto, 2.
: Quality.
Quantity.
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METHOD
Based on the variables that are used as the objectives for research, this research method is carried out with a quantitative approach.
From each existing variable, it is hoped that there will be a relationship that causes a causeand-effect relationship.
This refers to the opinion (Sahir, 2.
that quantitative research is carried out by looking for the relationship between other variables, with the intention of answering each existing problem formulation from the hypothesis that has been previously formulated using statistical engineering Population is the overall score of individuals whose characteristics are to be studied and these units are called units of analysis, and can be people, institutions, objects (Sahir, 2.
In the study, the researcher used data from the HR division as a reference for the number of target populations, namely employees working in the PT.
XYZ Wall Ceramic Industry in Karawang.
The sampling technique uses non-probability sampling, namely purposive sampling.
Purposive sampling is a non-probability sampling design, where the required information is collected from specific targets or groups, based on certain considerations or criteria.
The criteria in this study were that the researcher selected employees who work in the Ceramic Industry in the Karawang area which is listed on the Indonesia Stock Exchange, working in the production operator section, with a high school education, and aged 21-40 years.
So the number of samples that will be used in this study is 148.
In this study, the data used are primary data and secondary Primary data is data collected directly by researchers from the first source, namely the research object itself.
Primary data collection can be done using techniques such as interviews.
This data is original and obtained directly from the source, so it is more accurate and relevant to answer the formulation of specific research While secondary data is data obtained not from the first source, but from other sources that already exist.
Secondary data is used to support research or to obtain an overview of the Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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topic being studied (Sugiyono, 2.
are in accordance with the objectives of The data obtained through the the research being conducted.
RESULT AND DISCUSSION
Multiple Linear Regression Test statistically tested to obtain results that Output SPSS Multiple Linear Regression Test Coefficientsa Unstandardi Standardized Collinearit Model zed Coefficients Coefficients y Statistics Std.
Beta Tolerance VIF Error (Constan.
Organization 1 Culture Job Satisfaction Dependent Variable: Performance employee performance (Y).
This finding regression equation of the influence of is in line with the theoretical framework Organizational Culture Job that has been explained that a strong Satisfaction on Performance, a regression organizational culture is able to create a coefficient analysis was carried out as clear direction of work, consistent shared values and active involvement of Y = a b1x1 b2x2 all employee members.
In this study, the Y = 10.
067 X1 0.
448 X2
regression model used shows that the X1 = Organizational Culture combination of a healthy organizational X2 = Job Satisfaction well-managed Y = Performance satisfaction is able to explain variations From the regression equation in employee performance significantly.
above, it can be interpreted as follows:
This means that the increase has a real a = 10.
102 indicates that if the values impact on the performance of of X1 and X2 remain constant .
o employees in the ceramic industry of not chang.
then the constant value PT.
XYZ Karawang.
Hipothesist tesy of Y is 10.
Partial Test b1 = 0.
067 states that if X1 increases.
The partial t-test is a statistical then Y will increase by 0.
method used to test whether a assuming there is no increase in the constant value of X2.
significantly affects the dependent b2 = 0.
448 states that if X2 increases, variable in a multiple linear regression then Y will increase by 0.
model, when control for the other assuming there is no increase in the constant value of X1.
The partial t-test allows us Based on the results of multiple to evaluate the individual contribution regression analysis, it shows that all of a specific independent variable to the dependent variable, while controlling .
, for the influence of the other satisfaction .
contribute positively to Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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Output SPSS T Partial test Coefficientsa Unstandardi Standardized Collinearit zed Coefficients Coefficients Model Sig.
y Statistics Beta Tolerance VIF (Constan.
Organization 1 Culture Job Satisfaction Dependent Variable: Performance Next, to determine the tTable value Overall, the test results show that in the t-distribution table, it is searched both organizational culture and job using the formula /2 = 0.
05 = 0.
satisfaction individually have an with degrees of freedom N-k-1, namely important role in improving employee 148 - 2 - 1 = 145, then the tTable is 1.
This study obtained If the tcount value> ttable and the results that are quite relevant to be used significance value <0.
05, it can be as basic material for the ceramic concluded that the variable has a industry of PT.
XYZ in taking strategic significant effect.
Especially in strengthening The value of Organizational Culture organizational values and creating a (X.
tcount is 2.
Because tcount is work environment that increases greater than ttable, namely 2.
976 and the significance value Simultant Test (Sig.
) 0.
013 <0.
05, it can be Simultaneous F-test is a statistical interpreted that there is a significant method used to test simultaneously influence between Organizational whether a group of independent Culture and Performance The value of the Job Satisfaction dependent variable in a multiple linear variable (X.
tcount is 8.
Because regression model.
This test aims to tcount is greater than ttable which is check the null hypothesis that the 026> 1.
976 and the significance value (Sig.
) 0.
000 <0.
05, it can be interpreted that there is a significant influence between Job Satisfaction on Performance Output SPSS Simultant Test ANOVAa Sum of Mean Model Sig.
Squares Square Regression 1 Residual Total Dependent Variable: Kinerja Kontigensi: Jurnal Ilmiah Manajemen Management Science Doctoral Program.
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Predictors: (Constan.
Job Satisfaction.
Organization Culture Based on the spss output table, the culture is characterized by clarity of F count is 115,853 and then determines the F table.
The F distribution table is adaptability to change and involvement searched at = 0.
05 with degrees of of members who are able to create an freedom N-k-1, namely 148 - 2 - 1 = 145, effective and efficient work structure.
then the F table is 3.
an be seen in addition, job satisfaction plays an the ftable distributio.
So it can be important role in encouraging work concluded that if the F count is greater enthusiasm and maximum employee than the F table, namely 115,853> 3.
performance variation.
Correlation Test and a significant value of 0.
000 <0.
05, so Coeficient Correlation Test it can be interpreted that there is a For further inferential analysis, it is conducted in the form of testing the Organizational Culture Job relationship between variables.
Satisfaction on employee performance.
calculating the magnitude of the Theoretically, this has findings that are relationship between variables, the in line with the concept of Denison researcher uses SPSS version 26 product .
quoted (Petraza-Rodryguez, 2.
which states that a strong organizational Output Coeficient Correlation Test Result Model Summaryb Adjusted R Model Std.
Error of the Estimate Square Square Predictors: (Constan.
Job Satisfaction.
Budaya Organisasi Dependent Variable: Performance Based on the table above, it shows with a strong relationship level.
Coefficient of Determination Test This analysis is used to determine Organizational Culture (X.
Job the extent of the influence of the Satisfaction (X.
Employee independent variable on the related Performance (Y) there is a correlation variable .
ependent variabl.
, usually coefficient (R) of 0.
This can be interpreted that there is a positive correlation between the two variables Output SPSS Coefficient of Determination Test Model Summaryb Adjusted R Model Std.
Error of the Estimate Square Square Predictors: (Constan.
Job Satisfaction.
Organization Culture Dependent Variable: Performance From the SPSS output table above, means that the influence of the the Summary of the Determination independent variables (X1 and X.
on Coefficient Test the dependent variable (Y) is 61.
5% and determination coefficient (R squar.
of the rest is influenced by other factors 615 or 0.
615 x 100 = 61.
5%, which that the researcher did not examine.
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Model Output SPSS Coefficient of Determination Partial Coefficientsa Unstanda Standardized Correlations Coefficients Coefficients Std.
Zero Beta Partial Error - order (Constan.
Organization 1 Culture Job Satisfaction Dependent Variable: Performance Partial Determination Coefficient Calculation Table Variabel Koefisien Beta Zero-Order Determination Organization Culture (X.
Job Satisfaction (X.
Total Culture on Employee Performance Based on the calculation table of Based on the results of the the partial determination coefficient regression analysis in this study.
H0 is obtained from the results of the beta rejected so that there is a significant coefficient value multiplied by the zeroinfluence Organizational order, it can be seen that:
Culture and Employee Performance.
The magnitude of the influence of The value of Organizational Culture Organizational Culture (X.
on (X.
tcount is greater than ttable.
Employee Performance (Y) is 13%.
505> 1.
976 and a significance The magnitude of the influence of value (Sig.
) 0.
013 <0.
This study has a Job Satisfaction (X.
on Employee regression coefficient of 0.
067 indicating Performance (Y) is 48.
that the stronger the organizational Overall, a determination coefficient culture felt by employees, the better the value of 61.
5% is obtained, indicating performance that employees display.
that the regression model that combines These findings are in line with the concept put forward by Denison which satisfaction is able to explain variations states that organizational culture is not in employee performance.
This indicates just formal rules but a foundation of that this model is quite strong and values and norms that provide direction relevant in this study, job satisfaction for behavior and decisions in the has the strongest driving force in In this study, employees working in the ceramic wall industry of Meanwhile, organizational culture plays PT.
XYZ
Karawang, a greater role as a framework of values involvement in the work process and and work direction, which strengthens consistency in implementing procedures the stability and attachment of work are prominent characteristics of the behavior in the long term.
DISCUSSION