The Influence of Organizational Culture and Individual Characteristic on Employee Job Satisfaction at PT. Garuda Indonesia (Persero) Tbk Medan

Abstract

The purpose of this study was to determine and analyze the influence of organizational culture and individual characteristic on employee job satisfaction at PT. Garuda Indonesia (Persero) Tbk Medan both partially and simultaneously. The population in this study were all employees of PT. Garuda Indonesia (Persero) Tbk Medan, amounting to 35 people. The sample used is a saturated sample given the relatively small population. Data analysis technique used is multiple linear regression. Based on the results of the study, organizational culture and individual characteristic both partially and simultaneously have a positive and significant effect on employee work satisfaction at PT. Garuda Indonesia (Persero) Tbk Medan. PRELIMINARY In globalization era, market competition is getting tougher. In order to be superior in competition, companies must have better performance. To achieve better performance, companies must be able to utilize the resources that are in it, including maximizing the function of human resources. In general, human resources aim to help companies achieve their goals, through the establishment of reliable human resources. One of the efforts to achieve the desired target or goal, the company must be able to manage human resources. In general, human resources discuss matters relating to humans, including in terms of work satisfaction. Employee job satisfaction is a factor that is considered important, because it can affect the course of the organization or the company as a whole. Job satisfaction is a set of employees' feelings about whether or not their work is fun (Fahmi, 2016). As a collection of feelings, job satisfaction is dynamic, a person can decrease in an instant and can also vice versa. Job satisfaction reflects one's feelings about their work. There are two factors that influence the occurrence of job satisfaction, namely the work factor itself and the factors that exist in employees (Mangkunegara, 2017). The work factor itself is related to how the employee's attitude in completing his work, sometimes employees can do it easily and not a few who do it with difficulty. In this case it depends on the organizational culture adopted by the company. While the factors that exist in employees are those related to intelligence, special skills, age, gender, physical condition, education, work experience, years of service, personality, emotions, ways of thinking, perceptions and work attitudes which in this case can be referred to as individual characteristics. Organizational culture becomes the identity of a company that is different from other companies. According to Robbins (2008) organizational culture is a set of values, principles, traditions, and ways of working that are shared and influence the behavior and actions of members of the organization. The problem of organizational culture in PT. Garuda Indonesia (Persero) Tbk Medan is a work system that adheres to the merit system, which is a work system that provides very broad career opportunities for employees who provide the best performance regardless of how long the employee has worked in the company. In this system the most important thing is if the employee fulfills the qualifications, competencies, and performance then he has the right to be promoted or to fulfill strategic positions. With the demands of the system's merit, employees must be able to adjust to the company culture and continue to upgrade their abilities. The employees at PT. Garuda Indonesia (Persero) Tbk Medan is currently dominated by millennials. This is an added value for the company, because millennials are very easy to adjust to the current development. But the problem is the senior employees in the company. With the presence of millennials in this company and the merit of the system adopted, senior employees