Analisis persepsi karyawan terhadap pelaksanaan budaya organisasi di Mirota Kampus Babarsari Yogyakarta

DARWATI, Ita Retno, Supra Wimbarti, Dr. ,M.Sc

2009 | Tesis | S2 Magister Manajemen

This study objective is to know the differences between the existing culture implementation and the expected one; and also to know the culture implementation perceptions of the staffs, supervisors, and employees toward the company culture implementation exists in the scope of Mirota Campus, Babarsari, Yogyakarta. Instruments of the study are questionnaires of organisational culture assessment and management ability in Mirota Campus Babarsari, the amount is 100 respondents for 100 questionnaires which are distributed 100%. For testing a data collecting instrument, it is used a validity test (Correlation Method, Pearson Moment Product) and test of reliability (Alpha Cronbach Method). An analysis method which is used is a t-test technique differential test, it is to know the differences of an existing culture implementation and expected culture, and also to know the company culture implementation perception among staffs, supervisors and employees. The result of the differential test shows indications that : 1) There is no any significant difference between the existing organisational culture implementation and the expected culture implementation, either the assessment of staffs, supervisors or employees; 2) There is a significant difference among organisation culture implementations of clan culture, adhocracy culture, market culture and hierarchy culture, with its tendency more directs to the clan culture; 3) There is no any significant difference in the staff’s, supervisor’s and employee’s perceptions toward the organisational culture implementation. The conclusion shows that the more dominant organisational culture is a clan culture, that is an effective manager who is illustrated as an old man who can able to lead as facilitator, caretaker and giving a support to employees. Those things give a comfortable, development of human resources, and team-work. Beside them, it is needed career development programs, and the management will have an active role on two ways communication which is the best way to know what the employees’ needs, so they feel comfortable in working.

Kata Kunci : Budaya organisasi,Clon culture,Market culture,Hierarchy culture,Persepsi staff,Budaya organisasi,supervisor,Budaya kerja,karyawan, an existing organisational culture implementation and the expected one; clan culture, adhocracy culture, market culture and