Create a conducive work environment

Oct 13, 2025 by leolavanderia.com.br 21 views

Analysis of the Effect of Organizational Climate and Work Motivation on Lecturer Performance with Job Satisfaction as an Intervening Variable in Medan State Polytechnic

Introduction

In the realm of higher education, the performance of lecturers plays a crucial role in shaping the quality of education provided to students. The performance of lecturers is influenced by various factors, including organizational climate and work motivation. This study aims to analyze the effect of organizational climate and work motivation on lecturer performance, with job satisfaction as an intervening variable, in the context of Medan State Polytechnic.

Medan State Polytechnic is an educational institution committed to producing quality human resources through an effective learning process. The institution's mission is to provide high-quality education that prepares students for the challenges of the modern world. However, the performance of lecturers is a critical factor in achieving this mission. Therefore, it is essential to understand the factors that influence lecturer performance and to identify strategies to improve it.

Research Methodology

This study employed a quantitative descriptive and explanatory approach to analyze the effect of organizational climate and work motivation on lecturer performance. The research population consisted of 310 lecturers who were civil servants, with 76 people selected as samples through proportional random sampling techniques. Data was collected through interviews, distribution of questionnaires, and documentation studies.

The data analysis was carried out using path analysis (path analysis) to understand the direct and indirect effect of the variables under study. Path analysis is a statistical technique used to analyze the relationships between variables and to identify the direct and indirect effects of these variables.

Main Findings

The results of this study showed that the organizational climate had a positive and significant influence on lecturer performance and job satisfaction. This indicates that the work environment that is conducive and supportive can improve the performance of lecturers and their level of satisfaction. In addition, work motivation has also proven to have a positive and significant effect on lecturer performance and job satisfaction.

However, what is interesting to note is that job satisfaction has no positive and significant influence on lecturer performance. This shows that even though the lecturer is satisfied with his work, it does not directly improve their performance.

Analysis and Explanation

From the analysis conducted, it appears that the influence of organizational climate and work motivation is stronger when viewed from a direct perspective on lecturer performance, compared to through job satisfaction as an intervening variable. This means that steps to improve lecturer performance must be more focused on creating a good organizational climate and encouraging work motivation, rather than relying on an increase in job satisfaction.

Other factors that can affect lecturer performance may also need to be considered, such as training and professional development, management support, and a balance between work and personal life. Improvement in these aspects can contribute to better lecturer performance in the higher education environment.

Conclusion

Overall, this research highlights the importance of organizational climate and work motivation in improving lecturer performance. While job satisfaction is an important factor in a broader context, its role as an intervening variable in this study is not proven significant. Therefore, the management of Medan State Polytechnic should pay attention to these factors to create a more productive work environment and support the development of lecturer professionals.

Recommendations

Based on the findings of this study, the following recommendations are made:

Create a conducive work environment: The management of Medan State Polytechnic should create a work environment that is conducive and supportive for lecturers. This can be achieved by providing a comfortable and well-equipped workspace, promoting a positive and inclusive culture, and encouraging open communication.
Encourage work motivation: The management of Medan State Polytechnic should encourage work motivation among lecturers. This can be achieved by providing opportunities for professional development, recognizing and rewarding outstanding performance, and promoting a sense of ownership and autonomy.
Focus on direct factors: The management of Medan State Polytechnic should focus on direct factors that influence lecturer performance, such as organizational climate and work motivation, rather than relying on job satisfaction as an intervening variable.
Consider other factors: The management of Medan State Polytechnic should consider other factors that can affect lecturer performance, such as training and professional development, management support, and a balance between work and personal life.

By implementing these recommendations, the management of Medan State Polytechnic can create a more productive work environment and support the development of lecturer professionals, ultimately improving the quality of education provided to students.
Q&A: Analysis of the Effect of Organizational Climate and Work Motivation on Lecturer Performance with Job Satisfaction as an Intervening Variable in Medan State Polytechnic

Frequently Asked Questions

Q1: What is the main focus of this study?

A1: The main focus of this study is to analyze the effect of organizational climate and work motivation on lecturer performance, with job satisfaction as an intervening variable, in the context of Medan State Polytechnic.

Q2: What is the significance of this study?

A2: This study is significant because it highlights the importance of organizational climate and work motivation in improving lecturer performance. It also provides insights into the role of job satisfaction as an intervening variable in the relationship between organizational climate, work motivation, and lecturer performance.

Q3: What are the key findings of this study?

A3: The key findings of this study are:

Organizational climate has a positive and significant influence on lecturer performance and job satisfaction.
Work motivation has a positive and significant effect on lecturer performance and job satisfaction.
Job satisfaction has no positive and significant influence on lecturer performance.

Q4: What are the implications of this study?

A4: The implications of this study are:

The management of Medan State Polytechnic should create a conducive work environment and encourage work motivation among lecturers.
The management of Medan State Polytechnic should focus on direct factors that influence lecturer performance, such as organizational climate and work motivation, rather than relying on job satisfaction as an intervening variable.
Other factors that can affect lecturer performance, such as training and professional development, management support, and a balance between work and personal life, should also be considered.

Q5: What are the limitations of this study?

A5: The limitations of this study are:

The study was conducted in a single institution, Medan State Polytechnic, and may not be generalizable to other institutions.
The study used a quantitative approach and may not capture the nuances of the relationships between organizational climate, work motivation, and lecturer performance.

Q6: What are the future research directions?

A6: Future research directions include:

Conducting a study in a different institution to generalize the findings.
Using a mixed-methods approach to capture the nuances of the relationships between organizational climate, work motivation, and lecturer performance.
Investigating the impact of other factors, such as training and professional development, management support, and a balance between work and personal life, on lecturer performance.

Q7: What are the practical implications of this study?

A7: The practical implications of this study are:

The management of Medan State Polytechnic should create a conducive work environment and encourage work motivation among lecturers.
The management of Medan State Polytechnic should focus on direct factors that influence lecturer performance, such as organizational climate and work motivation, rather than relying on job satisfaction as an intervening variable.
Other factors that can affect lecturer performance, such as training and professional development, management support, and a balance between work and personal life, should also be considered.

Q8: What are the theoretical implications of this study?

A8: The theoretical implications of this study are:

The study provides insights into the role of organizational climate and work motivation in improving lecturer performance.
The study highlights the importance of considering the direct and indirect effects of variables on lecturer performance.
The study contributes to the development of a theoretical framework for understanding the relationships between organizational climate, work motivation, and lecturer performance.

Conclusion

This Q&A article provides insights into the analysis of the effect of organizational climate and work motivation on lecturer performance with job satisfaction as an intervening variable in Medan State Polytechnic. The study highlights the importance of organizational climate and work motivation in improving lecturer performance and provides practical implications for the management of Medan State Polytechnic.