ASIAN JOURNAL OF ECONOMICS AND BUSINESS MANAGEMENT 2022, VOL. 1, NO. 1, 141 – 10 https://doi.org/10.53402/ajebm.v1i2.176 OPEN ACCESS CONTACT Dhiya Alifya dhiyaalifya05@gmail.com © 2022 The Author(s). Published with license by Lighthouse Publishing. This is an Open Access article distributed under the terms of the Creative Commons Attribution-ShareAlike 4.0 International (CC BY-NC-ND 4.0) License (https://creativecommons.org/licenses/by-sa/4.0/), which allows others to share the work with an acknowledgement of the work’s authorship and initial publication in this journal. The effect of self-efficacy, organizational culture and work motivation on employee performance at the department of education and culture of lampung province Dhiya Alifya* Nova Mardiana Faculty of Economics and Business, University of Lampung, Indonesia ABSTRACT KEYWORDS This study aims to determine the effect of self-efficacy, organizational culture and work motivation on employee performance at the Education and Culture Office of Lampung Province. The type of research used in this research is quantitative research. The sampling technique used is probability sampling with the Simple Random sampling method for as many as 168 employees. The analytical tool used is multiple linear regression analysis using IBM SPSS version 25 software. The results of this study support the hypothesis that self-efficacy, organizational culture, and work motivation have a positive and significant effect on employee performance at the Lampung Province Education and Culture Office. Suggestions for the Education and Culture Office of Lampung Province to pay more attention to the problems faced by employees, such as how to manage stress levels and handle unexpected events. Organizations are also expected to pay more attention to employee penalties or sanctions if performance is not good and to reward employees who excel. Next, pay attention to employees' qualifications and the existing food facilities in the organization's environment. Employees are also expected to stay focused and work-oriented by reducing talking to coworkers about negative aspects of the workplace. Self Efficacy; Organizational Culture; Work Motivation; Employee Performance Received: 25 Juli 2022 Accepted: 20 August 2022 Published: 31 August 2022 Introduction Human Resources, in this case, employees are one of the essential assets for the organization. Employees play an active role in setting plans, systems, processes, and goals to be achieved effectively and efficiently for the organization's progress. Human resources need to be managed as well as possible to carry out their duties optimally so that they can contribute optimally to produce better performance for the company's progress. Human resources play a driving force for the organization in achieving the goals set by the organization, so the organization must strive to encourage employees to work better continuously. Employees who work well are expected to create increased work results (employee performance). The Lampung Province Education and Culture Office is one of the state-owned agencies engaged in education with the main task of helping carry out the authority of local governments in formulating, fostering, controlling and coordinating education policies. Each employee has their respective duties and roles, but it is not uncommon for the results obtained to be deemed not optimal in carrying out their duties and roles. The non-optimal work results of employees are thought to be caused by employees feeling unsure of their abilities to complete each task. In addition, good work motivation in an organization is also needed to increase employee morale at work so that it will impact the level of employee absenteeism. Furthermore, the organization conveys to all employees, including Freelance Daily Workers, so that all employees know what the goals, vision and mission of the Lampung Provincial Education and Culture Office are so that the ability to create an organization with an organizational culture that can encourage performance is also a necessity. Organizational culture expresses a shared perception held by members of the organization. The issue that is starting to develop at this time is about self-efficacy. Self-efficacy is a person's confidence in his abilities to be able to carry out the tasks that have been given. Tim, et al. (2014) also found that self-efficacy is the expectation that people have about their ability to execute the desired behavior and to influence them successfully. Someone who has high self-efficacy will make more efforts to overcome the obstacles or obstacles he faces. Meanwhile, someone who has self-efficacy will be able to overcome obstacles or obstacles well because they are not sure of their abilities even though the obstacles they face are not difficult. Organizational culture is an important thing that must be understood by employees in an organization. Organizational culture can foster commitment to values through norms that function as controls to channel desired behavior and away from unwanted behavior. A strong organizational culture can bind employees in it in forming strategies that can improve performance. Rivai, Ahmad (2020) also stated that partially the organizational culture variable had a positive and significant effect on employee performance.