The findings are important as many medium-sized companies continue to face productivity challenges despite investing in technology and infrastructure. This research shows that human factors—how people are led, disciplined, and culturally aligned—remain decisive drivers of performance.
Why Employee Performance Remains a Strategic Issue
In today’s uncertain and competitive global economy, companies are under pressure to maintain efficiency, adaptability, and long-term sustainability. At the center of these challenges is employee performance, which directly affects service quality, operational efficiency, and customer satisfaction.
Management research consistently shows that performance does not depend solely on individual skills. Instead, it is shaped by organizational culture, leadership behavior, and work discipline. A strong culture provides shared values and direction, effective leadership motivates and guides employees, and discipline ensures consistency and accountability.
Despite this, many organizations still address these factors separately. According to Wicaksono’s study, this fragmented approach limits their impact. The research responds to this gap by examining how the three variables interact simultaneously within one company context.
How the Study Was Conducted
The research applied a quantitative survey-based approach involving all employees of PT. Demosta Berjaya.
Key features of the methodology include:
- Participants: 35 employees, selected using saturated sampling, meaning the entire population was studied.
- Data collection: Structured questionnaires using a five-point Likert scale to measure organizational culture, leadership style, work discipline, and employee performance.
- Analysis:Statistical tests including validity and reliability checks, multiple linear regression, t-tests, F-tests, and coefficient of determination analysis using SPSS.
Before hypothesis testing, the data met all classical statistical assumptions, ensuring the reliability of the results.
Leadership Emerges as the Strongest Factor
The analysis shows that all three variables positively and significantly influence employee performance, both individually and simultaneously.
Among them, leadership style had the strongest impact. Employees performed better when leaders communicated clearly, motivated their teams, and built trust and cooperation. Leadership that aligns employees with organizational goals proved more influential than rules or cultural norms alone.
Organizational culture also showed a significant positive effect. Shared values, consistent work practices, and a clear mission helped employees understand expectations and commit to their roles.
Work discipline, measured through punctuality, rule compliance, and responsibility, further reinforced performance by ensuring consistency and operational efficiency.
Key Findings in Brief
- Organizational culture, leadership style, and work discipline together explain 44.7 percent of the variation in employee performance.
- Each factor has a positive and statistically significant effect on performance.
- Leadership style shows the largest contribution, followed by work discipline and organizational culture.
- Strong human resource management practices directly support higher productivity and effectiveness.
These results confirm that performance improvements are most effective when cultural values, leadership behavior, and discipline are aligned.
Insights from the Workplace
The study highlights everyday practices that make a difference. At PT. Demosta Berjaya, organizational culture is reinforced through routine briefings, attention to work quality, and shared responsibility. Leadership practices emphasize clear direction, customer focus, and employee development. Discipline is reflected in attendance, adherence to procedures, and professional conduct.
Ethically paraphrasing Wicaksono’s interpretation from Universitas Pamulang, employee performance improves when leadership provides direction and motivation, organizational culture creates shared meaning, and discipline ensures consistent behavior across the company.
Implications for Business and HR Management
The findings offer clear lessons for managers and policymakers:
- Company leaders should focus on leadership development, as leadership style has the strongest influence on performance.
- Human resource managers should integrate culture-building, leadership training, and discipline systems rather than treating them as separate initiatives.
- Organizations can improve performance without major financial investment by strengthening internal management practices.
- Researchers and policymakers gain local empirical evidence supporting integrated human resource management strategies in Indonesian companies.
Limits and Future Research
The study was conducted in a single company with a relatively small number of respondents. Results may differ in other industries or organizational sizes. Future research is encouraged to include additional variables such as motivation, work environment, or self-efficacy, and to test the model across different organizational contexts.
Author Profile
Sakti Wicaksono
Lecturer and researcher in management and human resource studies
Universitas Pamulang, Indonesia
Expertise: organizational behavior, leadership, and employee performance
Source
Article title: The Influence of Organizational Culture, Leadership Style, and Work Discipline on Employee Performance at PT. Demosta
Journal: Jurnal Sosial, Politik dan Budaya (SOSPOLBUD)
Year: 2026
DOI: https://doi.org/10.55927/sospolbud.v5i1.16153
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