The Impact of Organization Culture Due to Digital Transformation

on Employee Engagement for Library Officers

in Universitas Negeri Medan

Beatrice Hasian Pakpahan and Onan Marakali Siregar

Faculty of Social and Politic,Universitas Sumatera Utara, Medan City,Sumatera Utara,2022,Indonesia

Keywords: Organization Culture, Digital Transformation, Employee Engagement, Library Officer

Abstract : Communication skills for library officers are much needed for develop digital era so they are able to

interpret and understand the intent and purpose of the service users. With the best communication, excellent

service is achieved. Library officers are required to have a sense of responsibility in providing broad access

for users. To improve employee engagement, they need training and development about information systems,

web page design, database and collaborator as well as up to date knowledge so can be form a new motivation

and abilities of employee. The purposive of this research of is to examine the influence of organizational

culture to employee engagement with digital transformation as moderating variable. The first hypothesis

examines whether organizational culture influences employee engagement. The second hypothesis examines

whether digital transformation is the moderating variable in the relationship between organizational culture

and employee engagement. The populations in this research are library officers of Universitas Negeri Medan.

This research uses a non-probability sampling technique with the kind of saturated samples. Data were

collected using a survey method and then analyse by using simple linier regression. The results of the research

conducted indicate that the organizational culture has a significant effect on employee engagement. Another

result of this research shows that digital transformation is not moderating variable in the relationship between

organizational culture and employee engagement.

1 INTRODUCTION

Employees who can carry out the digitization process

will not make the organizational culture lose its

direction and even involve employee involvement.

Employee engagement is characterized as the level of

commitment and participation of employees in the

organization and their values (Chaudhary et al., 2021;

Attridge, 2009). When the employee is involved, they

need to be aware of their responsibility to the

company's goals and motivate their colleagues to

succeed. An employee's positive attitude towards the

workplace and its values is often referred to as a

positive relationship with his job. Employees who are

hired go beyond the task and are trying to carry out

their functions well (Chaudhary et al., 2021; Bedarkar

and Pandita, 2014).

Libraries that carry out digital transformation

have to be able to identify and manage information

sources so they can be more optimal for customers.

Universitas Negeri Medan already has a library that

utilizes technology in its system. The system that is

applied is LAN and how they integrated the Nawalib

application into Senayan. The management functions

are used for membership management, collection,

circulation (borrowing and returning), inventory,

serial publications, reporting, and building

relationships with the college environment. The

system will assist employees how to manage the

library. Communication for employees is needed so

they can be interpreted and understand the intent and

purpose of library service users. With the best

communication, excellent service is achieved

(Raudah and Santi, 2018).

However, what the researcher found is employee

library of Universitas Negeri Medan is still

constrained to redistribute information that is related

to the librarian, it can be found by the lack of

sensitivity in responding to the librarian. The

communication process that has not been carried out

properly, will make employees lose awareness of the

value of being engaged. In carrying out the

responsibility to provide possible access to the

Pakpahan, B. and Siregar, O.

The Impact of Organization Culture Due to Digital Transformation on Employee Engagement for Library Ofﬁcers In Universitas Negeri Medan.

DOI: 10.5220/0011510500003460

In Proceedings of the 4th International Conference on Social and Political Development (ICOSOP 2022) - Human Security and Agile Government, pages 59-62

ISBN: 978-989-758-618-7; ISSN: 2975-8300

 2023 by SCITEPRESS – Science and Technology Publications, Lda. Under CC license (CC BY-NC-ND 4.0)

librarian, it has not been carried out optimally because

librarians have to figure out the system by

themselves. Therefore, it is very important to pay

attention to their cultural organization. One of the

cultures is how the employees need to identify the

library information so people who are visited can

understand and have to try to be friendly whenever

people ask them. At the end of the process is

employees have to serve a good service and also able

to communicate well with librarians because

employees often deal with them.

Based on the description above, this research is

(1) The Effect of Organizational Culture on

Employee Engagement at Medan State University

Library Employees (2) The Effect of Organizational

Culture Due to Digital Transformation on Employee

Engagement at Medan State University Library

Employees.

2 LITERATURE REVIEW

2.1 Human Resources

Benjamin et al. (2017:2-3) said that human resources

come from intellectual and physical power that was

possessed by a person, including their behaviour and

characteristics. Meanwhile, what a person does in

their work is motivated by how to fulfil their desires

and satisfaction in a good performance. One of the

main aspects when it comes to the existence of the

organization is human resources.

2.2 Organization Culture

Tewal et al. (2017:19) said that organizational culture

is the pattern of basic assumptions that are created,

discovered, or developed by certain groups because

they have determined to learn how to adapt and

handle problems when the organization faced them.

They need to find their value in the organization by

working hard. Seeing that value in the organization,

they have to teach their new team how to understand,

think, and be connected to the problem.

What indicators that have been used in

organizational culture are the individual initiative,

risk tolerance, direction, integration, management

support, control, identify, reward system, conflict

tolerance, and communication pattern (Tan; Torang,

2014). Digital Transformation

2.3 Digital Transformation

Pribadi and Nasution (2020) said that Digital

transformation is how to change over what people do

in their job by using information technology for more

efficiency and effectiveness. When an organization

change-over its information system, it can make a big

impact on the process of what they do in business. At

the same time what digital transformation do in

business or organization is how provided various

conveniences for their customers more easily and

cheaply during ordering products or various things.

What indicators have been used in digital

transformation are the digital transformation

resources, digital transformation information system,

and digital transformation organization and culture

(Stich et al, 2020).

2.4 Employee Engagement

Kahn (Adi and Fithriana, 2018: 4) said that employee

engagement is giving acknowledgment to the

employee by considering their psychological

condition and what they feel in their workplace and

trying to be connected. Seeing that person is

connected, they need to focus what their role in the

organization. By completing their role, the

organization can have a high performance.

What indicators have been used in employee

engagement are vigor, absorption, and dedication

(Schaufeli and Baker; Jihan Azzaki, 2020).

3 METHOD

This study uses associative method with quantitative

approach. The primary data collection techniques

used in questionnaire form, secondary data collection

by studying books, related literature and documents.

The analytical method used is quantitative analysis by

moderated regression analyse and simple liner

regression.

ICOSOP 2022 - International Conference on Social and Political Development 4

4 RESULT AND DISCUSSION

4.1 Effect of Organizational Culture on

Employee Engagement

Table 1 Simple Linier Regression

Coefficients

del

Unstandardized

Coefficients

Standard

ized

Coefficie

nts

B Std.

Error

Bet

(Constan

2.9

Organiz

ation

Culture

533

.64

a. Dependent Variable: Employee Engagement

From the coefficient table illustrates that simple

regression equation as follows:

Y=22,97+0,533 X

The value of Employee Engagement (Y) is

22,97. The regression coefficient of 0,533 states that

any additions (for the sign +) of the score or grades

Organization Culture would give rise to a score of

0,533. T test to test the significance of constant and

variable Y (Employee Engagement).

Decision:

Based on table 1, the value of t count > t table,

or 4.426 > 2.052, then H0 is rejected, seen in the

column sig (significant) coefficient sig 0.000 or less

than the probability value 0.05 or 0.05 value > 0.000,

then H0 is rejected and Ha accepted so it means that

the regression coefficient is significant. That

organization culture significantly affected employee

engagement.

This can be seen from the employees' library of

Universitas Negeri Medan have an attitude for being

initiative to do their tasks and they have a high spirit

for being integrated and participating in programs that

the head of the library has made such as training for

trainers. The program is made for preparing to

develop their skills and abilities. By participating in

that program, employee library of Universitas Negeri

Medan have mental resilience and they are willing to

put more effort for achieve excellent service.

4.2 The Effect of Digital

Transformation on Organizational

Culture and Employee Engagement

Table 2 Moderated Regression Analyse

Coefficients

Unstandardized

Coefficients

Standardized

Coefficients

t Sig.

B Std.

rror

Beta

1 C 127.1

8.194

295

207

1.768

.709

-1.869 -

1.035

310

030

026

3.247 1.

150

261

1.211

.487

-1.457 -

.815

423

a. Dependent Variable: Employee Engagement

From the coefficient table illustrates that

moderated regression equation as follows:

Y= 127,117 - 1,768Z – 1,211 X + 0,030X*Z

The value of employee engagement (Y) is

127,117. The regression coefficient of 1,768 states

that any reduction (for the sign -) of the score or

grades digital transformation would give a decrease

to a score of 1,768. The regression of 1,211 states any

reduction (for the sign -) of the score or grades

organization culture would give a decrease to a score

of 1,211. The regression coefficient of 0,030 states

any addition (for the sign +) of the score or grades

from digital transformation and organization culture.

T-test to test the significance of constant and variable

Y (employee engagement).

Decision:

Based on table 1, the value of t count > t table,

or 1.150 > 2.052, then Ha is rejected, seen in the

column sig (significant) coefficient sig 0.261 or more

than the probability value 0.05 or 0.05 value < 0.261,

then Ha is rejected and H0 accepted so it means that

the regression coefficient is not significant. That

digital transformation is not significantly affected the

interaction between organization culture and

employee engagement.

Stich et al. (2020) said that digital resources use

a system such as tracking, tracing and IT/OT

integration to connect good system controls so it can

The Impact of Organization Culture Due to Digital Transformation on Employee Engagement for Library Ofﬁcers In Universitas Negeri

Medan

create coordination between the employees.

However, in Library of Universitas Negeri Medan is

still trying to develop and update its system so it can

be running and fix network problems that need fast

access. Because that system can become an obstacle

for the coordination process between employees and

also the users who need their help to assist the access.

By making a team called DRT (disaster recovery

team), employees can monitor the relevance of each

piece of information and make sure the

implementation of a comprehensive system like DRP

(disaster recovery plan) in the library. DRP system

will prevent instability when accessing data and it can

assist the possibility of the damaged document or

anticipated the lost data in the library system.

5 CONCLUSION

And discussion of research findings indicated various

conclusion relating to:

a. That there is significant influence of variable

organization culture (X) to improving

employee engagement (Y).

b. That there is no significant influence of

variable digital transformation (Z) to

improving the interaction between

organization culture (X) and employee

engagement (Y)

6 SUGGESTIONS

1. The library of Universitas Negeri Medan

should improve the digital system that is

operating, especially it will be related to

digital transformation resources. This

system will make network barriers that

caused bad in the coordination process.

2. The head of the library can discuss with the

rector or the official leader in Universitas

Negeri Medan how to evaluate or adjust the

commission that will be given to their

employees. Because their capability to have

a good work result should get an

appreciation from the leader. Employees

will feel encouraged and they have always

improved their services and work in the

library of Universitas Negeri Medan.

3. The leader from the library of Universitas

Negeri Medan should give more personal

attention. By guiding, advising, and acting

like a mentor, teacher, or facilitator the

employees. In addition, respecting the

individual differences so the employees can

increase their creativity and innovation and

they also feel that the leader cares about their

personal feelings and needs.

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