The Effect of Organization Culture, Leadership Style and Working Discipline on Job Satisfaction at the Ministry of Religious Affairs of The Bengkulu City

ABSTRACT


INTRODUCTION
Human resources (HR) are an important part of an organization, [1].Patterns of basic assumptions that are created, discovered, or developed by certain groups to adapt to problems and integration from outside.This is known as organizational culture, [2] Work ethics, communication, attitudes towards innovation, relationships among coworkers, leadership, and management styles are examples of work culture, [3].The workplace culture influences the atmosphere in which employees engage and operate.The logo also represents the fundamental beliefs of the firm and can impact how connected employees feel to the organization's objectives, as well as their level of motivation and engagement in their tasks., [4].Organizational culture, which is usually referred to as "corporate culture," is a collection of values, beliefs, assumptions, and standards that have been ingrained and embraced by members of a corporation to guide behavior and address issues inside the organization., [5] Leadership is the act of guiding individuals or organizations to accomplish specific objectives, [6].Leaders have special characteristics, habits, temperament, character, and personality that distinguish their behavior and style from others.His leadership behavior and style will definitely be influenced by his lifestyle, [7].A leader's method of managing, motivating, and directing a team or organization is known as a leadership style.Leadership styles vary based on the leader's personality, values, interests, as well as the specific scenario and setting [8].Leaders establish work discipline among their subordinates to cultivate a sense of responsibility and ensure that employees prioritize achieving high-quality work outputs in accordance with set standards., Ardana [9].The leader must act as an organizer of his group to achieve company goals in good condition and continue to improve the quality of the company, Kamal [10] Sustaining work discipline is crucial for establishing a productive and efficient workplace in any organization.Employees must demonstrate loyalty and discipline by adhering to policies and standards while fulfilling their obligations and responsibilities, [11].Work discipline covers many important things, from proper arrival time to meeting quality standards.It includes discipline, work ethics, and adherence to workplace safety policies, [12].Work discipline is key to achieving overall company goals because it can improve operational efficiency, maintain product or service quality, and create a safe and harmonious work environment for the entire team, [13] Organizations in various sectors, including the Ministry of Religious Affairs, face increasingly complex challenges to maintain the productivity and job satisfaction of their employees in this era of globalization and advances in information technology.Job satisfaction is an important component that contributes to organizational productivity and individual well-being.Kemenag Bengkulu is an important part of the government that manages religious affairs and boarding schools.Employee job satisfaction is considered important to achieve organizational goals.Thus, management must understand the factors that influence job

Work culture
"Work or work" is the definition of work culture, a philosophy based on a worldview that values become the nature, habits, and driving force in the life of a group of people, [16] If a member knows the purpose of the organization, the benefits to himself, and the way the organization achieves these goals, the culture tells them about how they should behave, [17].All the values, beliefs, standards, behaviors and habits that shape the way people work and interact in a company or organization are referred to as work culture.It encompasses all aspects of the work environment, from how people cooperate and communicate to how decisions are made and conflicts are resolved.Culture is defined as a pattern of basic assumptions that a particular group learns to share in order to address issues of internal adaptation and integration.Employee responsibility, innovation, results orientation, knowledge, and work systems are the five components that influence work culture, Schein [18].As a pattern of shared basic assumptions learned by a particular group to overcome official internal integration and external adaptation problems, culture has worked well [20].

Leadership style
Leadership is the act of encouraging individuals or organized groups to willingly follow and execute the directives of their leaders.Every organization or group need a leader for effective operation; without one, the group's operations may not function smoothly.Leaders have followers and possess the ability to exert influence on them.A good leader will be an example for his followers, [21].The leader's style refers to how a leader understands the behavior and personality of their subordinates, and how they adapt their approach when leading their followers [22].

Work discipline
To maintain order, efficiency, and productivity in the workplace, work discipline is very important.Employee discipline is a type of training that aims to improve employees' knowledge, attitudes, and behavior so that they are willing to cooperate with other employees and be better at work, [23].Employees with good work discipline tend to be more reliable, complete tasks better, and cooperate well in the workplace.Therefore, companies often prioritize a work culture that supports positive work discipline.

Job satisfaction
Employee performance, productivity, and workforce retention are significantly influenced by job satisfaction.Satisfied workers are more likely to be passionate, committed, and make positive contributions to company objectives.As a result, numerous firms aim to establish a work environment that fosters and promotes employee contentment.They achieve this by focusing on employee welfare, acknowledging performance, and fostering staff growth.Job satisfaction is the evaluation of different elements, including an individual's emotions and opinions regarding their employment, [24].Emphasizes the need of maximizing job satisfaction to boost staff morale, dedication, affection, and discipline [25].Discontentment may arise from factors like salary or working conditions, leading employees to respond by decreasing productivity, going on strike, or voicing their grievances openly.

METHODS
The method used in this research is to use quantitative with explanatory research approach.The population in this study were employees of the Ministry of Religious Affairs of Bengkulu city, using a sample of 152 samples taken using side randomization.

Descriptive of respondents
Depending on the purpose of the research or survey, the description of the respondents includes information such as demographics, social background, education, occupation, and other relevant factors.The demographics of the respondents are as follows: Based on the test conducted on all variables, it is found that all variables X 1 (work culture), X 2 (leadership style), X 3 (work discipline), and Y (job satisfaction) are declared reliable.

c. Normality
The Smirnov Test, commonly known as the Kolmogorov-Smirnov (KS) Test, is a nonparametric statistical test used to assess if a sample originates from a specific distribution.It is commonly utilized to assess the correspondence between the observed data distribution and the theoretical or anticipated distribution.If the significance value (sig.) in the Kolmogrov-Smirnov test is greater than 0.05, the data is considered normally distributed; if the significance value is less than the calculated result, the data is not normally distributed.The findings are as follows: d.This is a lower bound of the true significance.

Source: Processed primary data (2024)
From the results of the SPSS calculations carried out, it is known that the results of the classical assumption test have an asymp sig value.0.200 > 0.05, meaning that the data is normally distributed.

d. Multicollinearity
Multicollinearity occurs when two or more independent variables in a regression model have a strong correlation with each other.Issues stemming from multicollinearity in regression analysis can affect the interpretation and reliability of the study results.

Collinearity Statistics
Tolerance VIF Based on the results of the heteroscedasticity test above, we can know that the variable X1 (work culture) 0.791> 0.05, X2 (leadership style) 0.081> 0.05, and X3 (work discipline) 0.968> 0.05, it can be concluded that there is no heteroscedasticity.

f. Regression
The linearity test criteria are based on the deviation from linearity, which indicates that the linearity test has been fulfilled if the sig value.Deviation from linearity is more than 0.05, or based on linearity, which indicates that the linearity test has been fulfilled if the sig value.Deviation from linearity is less than 0.05.Based on statistical tests using SPSS, the following results are obtained: Y=5.342+0.323X 1 +0.370X 2 +0.447X 3 + ϱ From table 10 above we can know that sig.000, meaning that variables X 1 (work culture), X 2 (leadership style), and X 3 (work discipline), and Y (job satisfaction).

Hypothesis test a. T Test
According to the basis for making t test decisions, the independent variable (X) affects the dependent variable (Y) if the significant value (sign.) is less than 0.05 or the t-count value is greater than the t-table.If the significant value (sign.)or the t-count value is greater than 0.05, the independent variable (X) has no effect on the dependent variable (Y).Based on the results of the SPSS test in table 11, it is obtained that X 1 (work culture) t_hitung 5, 728 > t_table 1.65514 means that there is a significant relationship between work culture and employee satisfaction with a significant linearity of 0.000 <0.05, X 2 (leadership style) t_hitung 4.212 > t_table 1. 65514 means that there is a significant relationship between leadership and employee satisfaction with a significant linearity of 0.000 <0.05, and X 3 (work discipline), t_hitung 5, 728> t_table 1.65514 means that there is a significant relationship between discipline and employee satisfaction with a significant linearity of 0.000 <0.05,

b. F test
According to the basis for making the F test decision, if the significant value (sign.)<0.05, then the independent variables (X 1 , X 2 and X 3 ) affect the dependent variable (Y) simultaneously.If the significant value (sign.)> 0.05, then the independent variables (X 1 , X 2 and X 3 ) do not affect the dependent variable (Y) simultaneously.The test results using SPSS, where the significant level obtained is smaller, namely 0.000 from the standard, namely 5% or 0.05 and the comparison results between F_hitung≥F_tabel 58.692 ≥ 3.06, it can be concluded that there is a significant influence between variables X1 (work culture), X2 (leadership style), and X3 (work discipline), and Y (job satisfaction).

Discussion
a.The effect of work culture on employee satisfaction b 1 = 0.277: is the regression coefficient value of the work culture variable X 1 with a value of 0.323 (positive sign) meaning that if job satisfaction increases by 1 unit which will result in job satisfaction variables will increase by 0.323, and it is concluded that if the work culture, then job satisfaction will get better simultaneously.b 2 = 0.370 is the regression coefficient value of the leadership variable X 2 gives a value of 0.370 (positive sign) which means that if employee satisfaction increases by 1 unit, the leadership variable will also increase by 0.370, and it is concluded that if leadership is getting better, employee satisfaction will get better simultaneously.b1 = 0.277: is the regression coefficient value of the work culture variable X1 with a value of 0.323 (positive sign) meaning that if job satisfaction increases by 1 unit which will result in job satisfaction variables will increase by 0.323, and it is concluded that if the work culture, then job satisfaction will get better simultaneously.b2 = 0.370 is the regression coefficient value of the leadership variable X2 gives a value of 0.370 (positive sign) which means that if employee satisfaction increases by 1 unit, the leadership variable will also increase 0.370, and it is concluded that if leadership is getting better, employee satisfaction will get better simultaneously.b.The effect of work culture, leadership, and work discipline on employee satisfaction The test results using SPSS, where the significant level obtained is smaller, namel 0.000 from the standard, namely 5% or 0.05 and the comparison results between F_hitung ≥ F_tabel 58.692 ≥ 3.06, it can be concluded that there is a significant influence between variables X1 (work culture), X2 (leadership style), and X3 (work discipline), and Y (job satisfaction).c.The effect of discipline on employee satisfaction b3 is the regression coefficient value of the X3 discipline variable which gives a value of 0.447 (positive sign) which means that if employee satisfaction increases by 1 unit, the discipline variable will also increase by 0.447, and it is concluded that if discipline gets better, employee satisfaction will get better simultaneously.

. Demographics Length of employment
Based on table 3 above, we can explain the demographics of length of work at the Ministry of Religion of Bengkulu City that as many as 20 respondents are in the range of years of work or 13.1%, 47 respondents are in the range of 20-30 years or 30.7%, 70 people are in the range of 30-40 years or 45%, while 16 people are in> 30 years or 10.5%, so we can conclude that the highest range of length of work at the Ministry of Religion of Bengkulu City is in the 30-40 years.

Table 9 . Heteroscedasticity Test Coefficients a
The heteroscedasticity test is a statistical method that assesses if the errors in a regression model exhibit non-constant variance across all values of the independent variables.The study variables' test results can be displayed in the table below: