BUSINESS RESEARCH APPLICATION

(BRM701)

GROUP ASSIGNMENT

ARTICLE CRITIQUE

PREPARED FOR:
PROF. MADYA DR ZUHAL BIN HUSSEIN

PREPARED BY:

STUDENTS’ NAME MATRIX NUMBER

MOHD SYAFIQ BIN MOHD SIDIK 2022203128
NURFAZILA SHAMIMI BT MOHD ZULKIFLI 2021500161
NURFAZILA SHAZWANI BT MOHD ZULKIFLI 2021166031
 TABLE OF CONTENT

TITLE PAGE NUMBER

1.0 EXECUTIVE SUMMARY……………………………………………….. 1
1.1 Summary of Article 1………………………………..…………………. 1
1.2 Summary of Article 2………………………………………………… 2
2.0 AUTHOR’S MAIN POINT……………………………..………………… 3
2.1 Article 1………………………..........………………………………….. 3
2.1.1 Literature Review and Hypothesis Article 1……………………. 3
2.2 Article 2………………………………………………………………….. 5

2.2.1 Literature Review and Hypothesis Artcile 2…………………….. 5

3.0 THE CRITIQUE…………………………………….…………………….. 8

4.0 DIRECTION FOR FUTURE RESEARCH…..……………………….… 11
5.0 CONCLUSION………………………………………………………….… 12
6.0 REFERENCES ……………………………………………..................... 13
1.0 EXECUTIVE SUMMARY

1.1 Summary of Article 1

Title : Effect of Motivation, Leadership, and Organizational Culture on Job

Satisfaction and Employee Performance
Name of Author : Maartje PAAIS & Jozef R. PATTIRUHU
Year of Publication: Received: May 29, 2020 Revised: June 07, 2020 Accepted: July 09, 2020

According to the article, the Wahana Resources Ltd North Seram District, Central Maluku
Regency, Indonesia has experienced a decline in the employees’ job satisfaction and
performance in the company. This is the main problem that has been highlighted in the article as
this problem can affect the company’s success. Therefore, the authors researched to identify what
factors can affect job satisfaction and employee performance. The authors chose to study the
variables of leadership, motivation, and organizational culture as the independent variables to
figure out whether these variables can affect the employees’ performance and job satisfaction.
Using empirical methodologies, the study examines the impact of these variables at Wahana
Resources Ltd. in the North Seram District of Central Maluku Regency, Indonesia. The purpose
of this research is to serve as a critical analysis for scholars studying human resources
management (HRM). 155 employees has been as the study's sample, which was chosen through
the random sampling technique. Simultaneously, a questionnaire was used to gather data, and
Amos' structural equation modeling was used for analysis. The findings of the coefficient of
determination test indicate that, whereas employee job satisfaction and performance variables
are impacted by motivation, leadership, and organizational culture. These are what has been
concluded in the article.

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 1.2 Summary of Article 2

Title : Analysis of The Influence of Leadership Style, Organizational Culture,

and Motivation on Performance Through Discipline as an Intervening
Variable
Name of Author : Irpan Hidayat Hasibuan, Fadilah Izhari, Nazifah Husainah
Year of Publication: Volume 2 Number 9 September 2023

PT Capacita Mandiri is a South Jakarta-based business that deals in the sale and
maintenance of air compressors and related parts. Unfortunately, the researchers figure out that
the employee’s performance at this company was fluctuated. Work discipline, leadership style,
organizational culture, and motivation are some of the factors that affect the variability in
performance decrease (KPI) at PT. Using discipline as an intervening variable, this study attempts
to ascertain and examine the impact of organizational culture, motivation, and leadership style on
employees’ performance. The employed research methodology is quantitative analysis. The study
was carried out at PT Gapa Citramandi Jl. H. Zinuddin No. 47 C Radio in South Jakarta between
January and June 2023. A research instrument is used in the data collection process. The
population under consideration comprises sixty employees of PT. GCM. Utilizing the Saturated
Sampling methodology approach, sampling was done. According to the study's findings,
organizational culture and leadership style had no bearing on discipline. Nonetheless, motivation
plays a big part. Discipline makes a big difference. This implies that punishment is ineffective in
reducing the impact of a leader's style on PT employees' performance. The performance of PT
staff is not significantly impacted by organizational culture and leadership style through
punishment. This indicates that the impact of organizational culture on PT employees'
performance is not mitigated by discipline. On the other side, performance is greatly impacted by
disciplined motivation. Discipline was therefore successful in reducing the impact of motivation on
PT employees' performance. It is evident from the administrative perspective that attempts to
raise employee performance levels necessitate a very high organizational culture. In addition,
efforts are undertaken to enhance employee performance. This calls for an extremely strong
leadership style.

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2.0 AUTHOR’S MAIN POINT

ARTICLE 1

2.1 Literature Review and Hypothesis

2.1.1 Leadership

Previous studies (Thanh, 2020) demonstrate the critical role that leadership plays in
organizational operations. To continuously increase the company's competitiveness, leadership
is required. The role plays of being a leader involves consistently motivating others to accomplish
the objectives of the company or organization. Appropriate leadership has a big impact on
subordinates' performance because it makes the employees feel happy about their jobs. Other
than that, good leadership also can guide the employees well when they have any problems with
their jobs. This can make the employees to be better in their work, manage to conduct their tasks
with a better quality, and finally can create a better performance.

Hypothesis 1: Leadership can gives a positive effect on job satisfaction

Hypothesis 2: Leadership can gives a positive effect on performance
Hypothesis accepted

2.1.2 Organizational Culture

An organization's habit is its organizational culture. Every institution follows distinct

traditions and practices. According to Lima and Bernroider (2019), organizational culture is a
collection of fundamental presumptions and beliefs that are held by the organization's employees
and are subsequently created and passed down to overcome challenges with internal integration
and outward adaption. Employee discontent with the company or organization as a whole will
therefore influence how they feel about their work and will surely have an impact on their
performance.

Hypothesis 3: Organizational culture can gives a positive effect on job satisfaction

Hypothesis 4: Organizational culture can gives a positive effect on performance
Hypothesis accepted
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 2.1.3 Motivation

Employee motivation is essential for the completion of assigned tasks according to the
operational standards of the business. Motivation is the ability to act in a way that leads to a
specific objective (Indahingwati, 2019). Motivation can inspire employees to work well and
perform better. An example of motivation is the reward that the employees can get when they
perform well in their work and also have a good role model among the team which can guide and
inspire the other employees. The more motivated the employees are, the better the quality of the
employees doing their jobs. This drive is comparable to judging results like endurance,
performance, and productivity. In this article, the researcher established a favorable correlation
between motivation and performance.

Hypothesis 5: Motivation can gives a positive effect on job satisfaction

Hypothesis 6: Job satisfaction can gives a positive effect on performance.
Hypothesis accepted.

2.1.4 Job Satisfaction

According to Maartie (2020), employee job satisfaction serves as a collage that connects
the role of reward for work involvement. As a result, it can be argued that feeling fulfilled at work
is a precursor to engagement. When it comes to career considerations, an employee's satisfaction
is determined by how inspiring their current job is (Chawla, 2017). It was believed that job
satisfaction can affect the employees’ performance. This is because when employees feel
satisfied with their working environment, rewarded, comfortable doing their tasks, and being
appreciated, it can boost their satisfaction, energy, and spirit to perform well, and finally manage
to give their best effort for the company. This is how job satisfaction can affect the performance.

Hypothesis 7: Job satisfaction can gives a positive effect on performance.

Hypothesis accepted.

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 ARTICLE 2

2.2 Literature Review and Hypothesis

2.2.1 Leadership Style

For the relationship between discipline and leadership style, they are not significant to
each other. Discipline is not much impacted by a leader's style. The P values at the result shows
that the hypothesis is rejected.

Hypothesis 1: The leadership style can positively influence the discipline of the employees
Hypothesis rejected.

At PT, leadership owns every dream. It is believed that leadership can boost PT
employees' performance by fostering a cordial working relationship between superiors and
subordinates. The aforementioned phenomenon is consistent with research by Astria K, Irwan N,
and Agung S, which was published in the Journal of Public Administrators (JAP), Vol. 3 No. 7
(Astria et al., 2015), on the impact that leadership style can have on the work outcomes of staff
members at the UB Malang-East Java library as research objects. Unfortunately, this article did
not has the same result with the previous research. Based on this article’s finding, it was
concluded that performance is not much impacted by a leader's style. According to the P-value,
the hypothesis is rejected as a result.

Hypothesis 2: The leadership style can positively influence the performance

Hypothesis is rejected.

Discipline in leadership style has no appreciable impact on employees' performance. The P

Values show that the hypothesis is rejected. This implies that in order to mitigate the impact of
leadership style on performance, discipline is not required.

Hypothesis 3: The leadership style can positively influence on performance mediated by discipline
Hypothesis rejected.

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 2.2.2 Motivation

By coming to the conclusion from other research, work discipline can be favourably and
considerably influenced by motivation. These findings indicate that there is a considerable positive
correlation between employee enthusiasm and work discipline. This has been supported by this
article’s findings too as it has concluded the same result with the previous research which is
discipline is significantly impacted by motivation. The hypothesis is accepted

Hypothesis 4: The motivation can positively influence the discipline of the employees
Hypothesis accepted.

It is believed that employee performance is impacted by the image gap. This is consistent with
research by Raka W., Big S., and Suyatna Y., which was published in the September 2017 issue
of Economics & Business, Vol. 4, No. 2, and examined employee discipline and performance with
a case study at the Denpasar City regional secretariat (Kumarawati et al., 2017). Performance is
not significantly impacted by motivation. The P values shows that the hypothesis is rejected.

Hypothesis 5: The motivation can positively influence the performance

Hypothesis rejected.

Discipline combined with motivation has a big impact on output. The hypothesis is accepted as it
is evident from the P Values. This indicates that discipline was successful in balancing the impact
of incentive on output.

Hypothesis 6: The motivation can positively influence on performance mediated by discipline

Hypothesis accepted.

2.2.3 Organizational Culture

This relationship between discipline with employees’ performance which impacted through
organizational culture factor in this article is consistent with research by Muhammad Luhung
Pribadi Benny Herlena, which was published in the Scientific Psychology Journal Volume 3,
Number 2, 2016, on “The Influence of Organizational Culture on Work Discipline in a Case Study

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of Workers at PT. Krakatau Steel in Cilegon, indicates that the discipline cannot affect the
organizational culture (Pribadi & Herlena, 2016). Same goes to this article, the authors figured
out that discipline is not much impacted by organizational culture. Based on the result, the
hypothesis is rejected.

Hypothesis 7: The organizational culture can positively influence the discipline of the employees
Hypothesis rejected.

Performance is not much impacted by organizational culture. The P values proves that the
hypothesis is rejected as a result. This means that organizational culture will not influence the
performance, it is a negative influence.

Hypothesis 8: Organizational culture can positively influence the performance

Hypothesis rejected

Discipline-based organizational culture has little bearing on performance. The hypothesis is

rejected as a result of the P Values. This implies that in order to mitigate the impact of
organizational culture on performance, discipline is not required.

Hypothesis 9 : The organizational culture can positively influence on performance mediated by

discipline
Hypothesis rejected.

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3.0 THE CRITIQUE

a) The articles are not so clear especially in the Literature Review’s part

Based on our readings, from the first article, the authors did not explain further about some of
the variables’ definition which is the leadership, job satisfaction variables, and performance. While
for the second article, the authors did not defined all the variables. There is no literature review at
all. The authors straight regarding the relationship between variables. This has makes these two
articles did not has strong literature review. The future researchers need to find the definitions
from other articles since the authors only focused on how these variables affected each other but
did not state the definition. In the literature review, the author needs to explain details about the
definition of the terms first, before going deeper into the relationship.

b) The abstract is not well explained

In the abstract for both articles, the authors skip the part of explaining the main problems. The
authors did not explain well how the issues can affect the company, and what would happen if the
company did nothing to settle the issues. Both authors focused on the methodology used in the
article and state the result. To make a good abstract, the authors must make sure they start with
a good introduction about the problems first. This can help the reader to understand better the
importance of conducting the research and what benefits they can get from that research. After
that, the authors can proceed to explain the method and the result. For the methodology and
result statements in the abstract, the authors did well.

c) Only discussed a few variables

Both articles discussed the same variables which are motivation, leadership style, and
organizational culture affect the performance. But the difference is the second article consist a
mediating variable which is discipline variable. What is not studied is influenced by other factors.
According to another article, by Ramesh (2018), there are more variables that can affect the job
satisfaction and performance which are job security, qualification and experience, age, religion
and race, operational autonomy, interpersonal and working relationship, self-actualization, stress,
communication, growth and professional development, workaholic, administration, and

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management, organizational reputation, participation in management and decision making,
hygiene, tenure, and gender. Unfortunately, these two articles only discussed about three
variables which are motivation, organizational culture, and leadership. It is too simple and not
good enough.

d) Did not explained deeper about the result of the research

Each explanation is very simple. The authors from both articles mostly only state the
relationship and briefly explain it in a simple sentence but do not go deeper into explanation,
especially for the second article. To make the reader understand better, the authors should explain
more deeply and give as many examples as they could. This can help the reader to fully
understand how variables can be affected by each other. The first article has a better explanation
as the authors provided a lot of other resources from previous researchers which shows how
independent variables of motivation, leadership, and organizational culture can affect job
satisfaction and performance. Unfortunately, the authors from the second article came out with
different result which shows that leadership style and organizational culture will not influence
performance but motivation will. We, as a reader get less understanding when the authors of the
second article do not explain further about the result. The authors only state the result based on
the P-Value, and then come out with the conclusion. It is important to be able to make the readers
understand the result by explaining it well and more specifically. The authors also should include
a lot of other researchers who can support the variables as well. This is one of the contradictions
between these two articles. The first one is much better in explaining the relationship between the
variables and has more resources while the second article failed to fulfil this criteria.

e) Did not has recommendation

The authors from both articles did not have any recommendations. These recommendations
are important as they can be used by the company to make some improvements. This is the
reason why the author did this research, which is to help the company to get the idea of
improvement by coming out any recommendations and also helping the future researchers to get
the fresh idea on how to settle the issues. When there is no recommendation, the researchers
does not fully help other readers.

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 f) Do we now understand this topic and know why more information is
needed on it?

In both articles, the authors have come out with the issue of maintaining the employees’
performance. In the first article, the authors mentioned that the employee's performances have
declined while in the second article, the authors mentioned that the employees’ performance
fluctuated. Based on our reading of these two articles, we figured out and agreed on why this
research is important. It is because employee performance can influence the company’s success.
When the employees’ performances get weaker and do not maintain success, it can cause the
company to fail and automatically affect the economy as well. Therefore, we agreed that this topic
which identifies what factors can affect performance is a good topic of research and it is important.
Based on the first article, we agree with the result that came out by the authors as the authors
managed to explain well. Unfortunately, we need further explanation from the authors of the
second article as the authors come out with a different result. From here, we concluded that we
are more understand and agree with the first article but not sure about the second article.

g) Methodology used are appropriate

The samples for both articles were those of employees in the company. Since the authors
were focusing on why the company facing the issue of declined and fluctuation in the employees’
performance, therefore they were using the employees in the company as the sample. We agreed
with their sample choice. For the first article, the authors chose a sample by using the
Proportionate Stratified Random Sampling method. Because the authors are selecting random
samples from stratified groups proportionate to the population, this is an effective strategy. The
strata in disproportionate sampling do not correspond to their frequency in the population. It's the
simplest method for the writers to obtain the example. Using stratification instead of only random
sampling results in increased precision and a lesser estimation error, which is an additional
advantage of this approach. The increase in precision increases with the disparities between the
layers.

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But it is different if the population is enormous, the researcher will process the data using a sample
of the population and only investigate a portion of it. All of the company's personnel will examine
the sample if there are comparatively fewer than 100 samples in the population. Assume that the
object under study has fewer than 100 individuals within its population. Then, every member of
the population will serve as a sample. Sampling technique is the term used to describe the method
of gathering samples (Ramdhan, 2021). That is why, for the second article, the authors used this
technique as the population of the company is below 100. All the employees in the company will
be the sample. Thus, there were 60 samples used in total. We are agreed with this technique.

4.0 DIRECTION FOR FUTURE RESEARCH

4.1 Explained Deeper in Literature Review and Result

A literature review and result are the important parts of each research and article as these
parts has a role in making the reader fully understand the variables. The authors must make sure
that each variable and result can be explained well in terms of the definition, the example, and
how it can relate to each other. If the reader fails to understand these parts, it can cause the
reader to fail to understand the overall research. Other than that, the authors also need to collect
a lot of other resources to support the variables, hypothesis and results too. This is how the
authors can make the reader to be more confident about the facts that have been shared. The
more the authors agreed about the variables, the better it is.

4.2 Do the recommendation

Recommendations are certain steps that can be taken, like doing additional study or
formulating policy, in light of the results. The guidelines aim to provide future researchers with
precise, achievable, and well-thought-out advice before carrying out a comparable experiment.
There will always be more research to be done, regardless of the topic of the study (Aje, 2022).
Therefore, this recommendation can help future researchers to get ideas and also at the same
time can help the current businesses that have the same main problems to have ideas to make
the improvements.

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5.0 CONCLUSION

In conclusion, the reader can learn a great deal from research, among other advantages.
About any subject, there is always more to discover. The reader can expand on any first-hand
knowledge they may have about the subject by conducting research. Researching new topics
creates fresh chances for growth and learning. A correct framework for the research is necessary
to produce high-quality results. A certain level of professionalism and clear communication can
be communicated with the help of proper formatting. Accurate citation is crucial since it makes it
easier for the reader to locate corroborating information. We concluded that the first article had a
superior format than the second based on what we had read. This is because the first article
adheres to the research format, whilst the second piece somewhat skip some research format
which is the literature review’s part. The authors' explanations of the factors and the outcomes
were inadequate. As readers, this has led to our incomplete understanding of the second paper.
As a result, in order to produce a quality research paper, the writers must ensure that they adhere
to the correct format and include additional data and specificity.

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6.0 REFERENCES

Aje. (2022). Implications or recommendations in research: What’s the difference? AJE.

https://www.aje.com/arc/implications-or-recommendations-in-research/

Akob, M., Arianty, R., & Putra, A. H. P. K. (2020). The mediating role of distribution Kahns
engagement: An empirical evidence of salesforce in Indonesia. Journal of Asian Finance,
Economics and Business, 7(2), 249–260. https://doi.org/10.13106/ jafeb.2020.vol7.no2.249

Almasri, M. N. (2016). Manajemen Sumber Daya Manusia: Imlementasi Dalam Pendidikan

Islam. Kutubkhanah, 19(2), 133–151.

Praganta, J. (2022). Clinical effects of advanced platelet-rich fibrin (A-PRF) on the outcomes of
third molar removal surgery: A randomised controlled trial. University of Otago

Nurhilalia, Rahman Kadir, A., Mahlia, M., Jusni, & Aditya, H. P. K. P. (2019). Determinant of
market orientation on SME performance: RBV and SCP perspective. Journal of
Distribution Science, 17(9). 35-45. https://doi.org/10.15722/ jds.17.09.201909.35

Ramesh. (2018). Variables of job satisfaction: A review study with special reference to ...
https://www.researchgate.net/publication/313823194_Variables_of_Job_Satisfaction_A_re
view_study_with_special_reference_to_LIS_Professionals

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