Tahun 1980-an memberikan kesaksian mengenai gelombang popularitas untuk
menguji konsep budaya organisasi sebagai manajer menjadi meningkatkan kesadaran
akan jalan dimana budaya organisasi dapat mempengaruhi karyawan dan organisasi
(Daulatram 2003).
Perembesan budaya organisasi membutuhkan pengenalan manajemen dimensi
dasar dari budaya organisasi mereka dan pengaruhnya pada varibel yang berkaitan
dengan karyawan seperti kepuasan, komitmen, kohesi, implementasi strategi,
kinerja dan yang lain.
Harriss dan Mossholder (1996), bahwa budaya organisasi berdiri sebagai
pusat dari seluruh faktor yang berasal dari manajemen sumberdaya manusia.
Budaya organisasi dipercaya mempengaruhi setiap individu mengenai hasil seperti
komitmen, motivasi, moral dan kepuasan (dalam Chen, 2004).
Budaya organisasi merupakan variabel kunci yang bisa mendorong
keberhasilan perusahaan. Meski tidak sepenuhnya benar, bahwa perusahaan yang
berhasil ternyata mempunyai budaya yang kuat. Bagi Denison (1990), dan Kotter
dan Heskett (1992), perusahaan yang berhasil bukan sekedar mempunyai budaya
yang kuat akan tetapi budaya yang kuat tersebut harus cocok dengan
lingkungannya.
O’Reilly, Chatman dan Cadwell (1991) dalam penelitiannya bahwa budaya
perusahaan mempunyai pengaruh terhadap efektifitas perusahaan, terutama pada
perusahaan yang mempunyai budaya yang sesuai dengan strategi dan dapat
meningkatkan komitmen karyawan terhadap perusahaan. Kesesuaian antara budaya
organisasi terhadap partisipasi yang mendukungnya akan menimbulkan kepuasan
kerja yang mendorong individu untuk kreatif dalam arti dapat meningkatkan
kinerja perusahaan.
Survei yang dilakukan Sheridan
(1992), menunjukkan bahwa budaya organisasi secara signifikan berhubungan
positif dengan kinerja karyawan, voluntary turnover dan komitmen
organisasi. Dikatakan bahwa variasi dalam cultural value memiliki
pengaruh terhadap tingkat turnover dan kinerja karyawan. Gordon (1991),
menyatakan bahwa keberhasilan suatu perusahaan sangat tergantung kepada
keberhasilannya dalam menciptakan budaya organisasi yang khas sebagai bagian
rencana stratejik. Selanjutnya dia menyatakan bahwa kesesuaian antara sikap dan
perilaku karyawan dengan budaya organisasi memiliki efek pada kinerjanya.
Indriantoro (2000), dalam Erni R. Ernawan (2004) menyatakan bahwa budaya
organisasi merupakan topik yang penting, karena budaya organisasi merupakan
assets tidak berwujud milik perusahaan. Budaya organisasi dianggap assets yang
dapat meningkatkan kinerja organisasi. Budaya organisasi dalam hal ini selalu
mempunyai dampak positif terhadap kehidupan perusahaan.
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