THE ROLE OF ORGANIZATIONAL CULTURE TO BUILD EMPLOYEE LOYALTY

: This research has a purpose for the role of organizational culture in the company to build a loyalty to the employees of the Power Generation Company (PPL) in the city of Sidoarjo. In this study using descriptive qualitative analysis method using data collection techniques chosen by the author in the form of interviews, observations and document studies. The research informants were seven employees of the company. The results of the study show that the role of organizational culture in PPL is able to build employee loyalty through the "AKHLAK" (Amanah, Kompeten, Harmonis, Loyal, Adaptif, dan Kolaboratif ) culture, and is balanced with the application of "SIAP" ( Service Oriented, Integrity, Active Learning and Professional ) corporate values. With this organizational culture, it will unite every employee of the company and can also foster a sense of employee loyalty to the company.


Introduction
Each company has a distinctive cultural characteristic. A crisis and challenges sometimes make companies need to re-evaluate some values or practical tools. An organizational culture can be destroyed when a crisis hits, and employees change jobs too quickly. Companies must always be ready when there are employees who resign suddenly (Soegandhi et al., 2013). Due to this is a deficiency for the company in terms of human resource development. Human resources are the most special factor in helping the company to achieve a goal. Therefore, companies need to pay more attention to human resources so that they become sources that are able to compete with other companies (Qorfianalda & Wulandari, 2021).
The definition of organizational culture is a belief held by every individual which has an impact on the achievement of an organizational goal that has been previously designed. Organizational culture can help the company in terms of placing itself with external forces; of surely this can pose a challenge for the company. The application of the right organizational culture will give a positive trend towards employee loyalty to the company (Muliati, 2020).
Culture can also influence each individual in understanding various kinds of events, and can influence preconceived plans to organize and retain information. Today's business world is growing faster and faster. This can affect changes in organizational culture in a particular company. Therefore, companies are encouraged to create and have an organizational culture as a characteristic and differentiator from other similar organizations. Organizational culture is a major factor in creating a comfortable work environment so that employee performance can increase.
Through this research, researchers want to focus on how the role of organizational culture on employee loyalty in Perusahan Pembangkit Listrik (PPL) in Sidoarjo. Company employees (2021), loyalty is the main thing that must be owned by employees. This loyalty will have an impact on the implementation process and the process of completing employee tasks. The trust given by the company to employees will also be carried out well. If all of these things are carried out properly, then the company's goals can be immediately obtained in accordance with the previously designed mission. According to Valentino (2016), employee loyalty is a form of loyalty of an employee to the company where this loyalty is expressed by always faithfully providing good things for the company. Kurniawan (2019) states that loyalty is not defined as an employee's sense of loyalty to the company only, but loyalty can also be described as a feeling that makes an employee consider himself a part of the company. It is intended that employees can work as much as possible. Employees who manage to survive should obey the regulations set by the company because it has become an obligation in accordance with applicable norms. However, loyalty must also be related to the company's commitment because of the emotional involvement with the company.
A company is said to be successful and advanced if in every company activity it is fully supported by a high attitude of employee loyalty. A loyalty will create an attitude of loyalty and responsibility of good employees. If the company can coordinate employees well and regularly, then this can facilitate and facilitate the company in achieving the company's wishes that have been previously targeted (Yanuresta & Rismawati, 2021).
Every employee is also required to be able to always maintain the good name of the company. A company that has a high number of employee turnover shows that employee loyalty that occurs in the company is very low. One of the factors that cause low employee loyalty to the company is because there is an error at the time of accepting new employees. If the company experiences low loyalty, then this is a warning for the company to conduct self-introspection, especially regarding what factors might be the cause of this happening. It is natural for company leaders to provide good and correct examples to employees in terms of carrying out work, looking neat and attractive with good attitude and speech. Loyalty is the impact of one's loyalty to individuals, organizations, and companies. This will create a sense of self-sacrifice in order to defend the other party. Loyalty will make a person forget the limitations in work, as well as the amount of wages earned in order to achieve maximum results. And this explanation is sufficient to describe how important employee loyalty is to the company (Lumingkewas et al., 2019).

Research Method
This research used a qualitative descriptive research methodology. Qualitative descriptive method is a research method based on the ideology of post positivism (Sugiyono, 2016). Researchers can find out the indications that occur by interviewing the informant concerned with a certain indication. The researcher will interview several employees who have sufficient tenure and experience in a company, so that the information obtained will be more accurate.
Researchers will use several data including primary and secondary data according to Umar (2018) which can be explained: (1) Primary data, where the data is obtained through observation and interviews. Interviews were conducted with several employees of a PPL company.
(2) Secondary data is data obtained from companies related to the company.
The number of informants who participated as many as seven people who will be taken from each part of the company, including representatives from senior staff, representatives from Based on the explanation above, it can be concluded that motivation is able to influence a person in any way, including in terms of carrying out his work. No matter how small the motivation received will give a person high self-confidence and be able to provide enthusiasm so that performance improvements can be easily achieved.

c. Team Orientation
The characteristic of organizational culture that defines team orientation is a task that is done in groups and not individually (Widjaja et al., 2021). Organizational culture is a philosophy that is used as a guideline that can bind employees with established company regulations. By setting some of these regulations, as a result, the company's leadership and employees will be tied to each other, and a behavior will emerge in accordance with the company's vision, mission, and strategy.
According to several company employees (Novi, Alvin, Riza and Yoyok), the four employees agreed to give their opinion that organizational culture has a major impact on the performance results of each employee. The organizational culture applied is able to unite every member to work in accordance with the existing culture in the company, including by developing the rules applied by the company. The rule is "SIAP" which means service oriented, integrity, active learning and professional. Organizational culture is also able to make employees understand how to practice an organizational culture at work. "Organizational culture can unite all employees, both permanent and outsourcing employees, and jointly implement the values applied in the company, namely SIAP".
According to the explanation of one of the company's drivers named Andi, "organizational culture is able to influence employee performance results".
According to (Alif and Hadi), they both agreed to give an opinion that organizational culture will have a positive impact on every employee of the company. With an organizational culture, employees will feel at peace in completing their work, and increase employee performance. "Organizational culture will have a positive impact on employees which will affect the way employees work for the better." Based on some of the explanations above, it can be concluded that the application of organizational culture in the company can have an impact both for the company and for the employees. With the implementation of this organizational culture can also unite and create a good relationship between employees of the company.

d. Attention to Details
The characteristic of organizational culture that defines attention to detail is a sense of the company's desire for employees to be able to show accuracy, analysis, and attention to detail (Widjaja et al., 2021).
In the opinion of (Andi and Novi), the two employees stated that organizational culture plays a direct role in providing identity and also creates a commitment to each employee. "Organizational culture plays a role in providing identity and creating commitment to employees".
According to the opinion of (Hadi, Alvin, Riza, and Yoyok) the four employees stated that the organizational culture contained in the PPL company has a function as a determinant of employee boundaries in behavior, providing encouragement to each company employee to try to work as much as possible than before. , and can foster a commitment to be more concerned with the common interest than individual interests. "Organizational culture acts as a guide in attitude and behavior, and fosters employee commitment that the common interest is more important than individual interests". According to Alif, as one of the company's cleaning services, explained that the organizational culture found in PPL companies plays an active role as a determinant of direction to determine what is good to do or what is not good to do.
Based on some of the explanations above, it can be concluded that the function and role of organizational culture indirectly brings every employee to maintain the good name of the company. Through the functions and roles of the organizational culture, employees will obey the regulations that have been set by the company by behaving well and politely towards others. And this organizational culture can be used as a guideline for every employee in carrying out their work wherever they are.

e. Aggression
The characteristic of organizational culture that defines aggressiveness is when the company expects employees to be competitive and ambitious compared to being relaxed (Widjaja et al., 2021). The company also hopes that employees can show aggressiveness and ambition in terms of work, both male employees and female employees.
Based on the presentation (Novi, Hadi, Alif, Riza, Alvin, Andi and Yoyok) the seven of them stated that in the role of organizational culture, the performance of male and female employees was the same. All employees work in a balanced manner. Both male employees and female employees have their respective duties which are considered good by their superiors. "I think the performance of all employees has gone well and in an orderly manner".
From the explanation above, it can be concluded that all employees, both male and female, have carried out and completed their work well. And each employee has their own dose of work.

f. Orientation on Human Resources
Characters in organizational culture that describe orientation to human resources are provisions that have been taken by management as an action to rethink the impact that will be received by employees in the company from the results of decisions that have been taken (Widjaja et al., 2021).
Based on the explanations (Novi, Hadi, Alif, Riza, Alvin, Andi and Yoyok) the seven of them stated that the company always helps provide the best solutions in every problem that occurs. The company provides facilities and equipment that are considered sufficient to support continuity in work. The company also conducts special trainings for employees. This is done in order to create more competent employees. Every month the company's management will evaluate all employees. Evaluation is carried out to find out how far the employees have worked so far. And the company also invites all employees to jointly find solutions in dealing with and anticipating various problems that occur in the company. As the company provides services in electricity, PPL in Sidoarjo always provide integrated solutions for power plants and other industrial utilities. This is also supported by competent, experienced resources with certificates of expertise and tools for assembly and disassembly, measurement, calibration, online maintenance, assessment and repair. The company also regularly holds certified trainings which of course is aimed at creating competent employees. "Management will routinely evaluate the performance of employees whether their performance is in accordance with procedures or not".
From the explanation above, it can be concluded that by providing the required facilities, providing solutions to employees, and holding several certified trainings, it will be able to help the company to evaluate several things that might affect the company's running in the company's operational management process for the long term. In creating a business opportunity, human resources are the main element that must be owned and considered by the company.

g. Results Orientation
The characteristic of organizational culture that defines results orientation is when company management is more concerned with results than processes in achieving results (Widjaja et al., 2021). According to the opinion of one of the company's staff named Novi stated that, every year the company conducts an evaluation by holding competitions in every unit of the company. This evaluation is carried out so that employees both in the company unit and at the head office are more enthusiastic and more active in their work.
According to (Hadi, Alif, Andi, Alvin, Riza, and Yoyok) the six of them stated that the company annually gives bonuses in the form of money. The bonus is one of the appreciations given by the company to its employees. This is very influential on employees. Because with the bonus, the employees are even more enthusiastic about working, and the employees feel that their efforts have been appreciated by the company. "The company will provide solutions to problems that occur in the company. The company also always provides facilities and equipment to support work, routinely evaluates employees, and the company will provide bonuses in the form of money or vouchers ".
Based on the explanation above, it can be concluded that all forms of company appreciation are very influential on every employee. This can foster self-confidence and high enthusiasm in completing their work. Through the appreciation given, it can also foster a sense of commitment and increase employee loyalty to the company.

Loyalty of Employees of PPL Companies in Sidoarjo a. Responsibility
Responsibility is the effort of an employee in completing his duties properly, correctly and on time (Widjaja et al., 2021). Employees are also required to have the courage to accept all the risks and consequences of the actions that employees take and decide. The case found in the PPL company in Sidoarjo on the indicator of responsibility, namely, where each sub-directorate, each unit, each section and each employee has responsibilities according to their respective jobdesk.
According to (Novi, Alif, Hadi, Andi, Alvin, Riza, and Yoyok) the seven of them are of the opinion that every main task in each department within the company will be monitored by a team leader. After going through a team leader, then heading to the head of the department as material to evaluate the results of the work done by each employee. The team leader will submit the results of the employee work reports to the company leadership representatives for evaluation every month. A team leader will accommodate all complaints, all problems and needs needed by each employee. These complaints will later be submitted to the company management for follow up. "The management will conduct an evaluation of employees every month.
From this explanation, it can be concluded that it is necessary to evaluate the performance of each employee. This can make employees more responsible for their work. With this work evaluation, it will create a sense of loyalty to the main tasks of each employee.

b. Obedience
Compliance is an employee's ability to comply with all applicable regulations in the company (Widjaja et al., 2021). In every company there must be an organizational culture, where the organizational culture set in the company does not only apply to organizational communication, but there are also certain criteria and special requirements that are desired and set by the company. According to (Novi, Alif, Hadi, Andi, Alvin, Riza, and Yoyok) the seven of them are of the opinion that the employee criteria that are felt to be needed by the company are someone who obeys the rules set by the company, someone who is responsible for both work and company, someone who is time disciplined where they know when it's time to work, when it's time to rest, and when it's time to go home. "Employees who have a high sense of responsibility towards their work, are willing to work as a team, are able to comply with all company regulations, and are time disciplined". Based on the explanation above, it can be concluded that determining the criteria for prospective employees is very important and affects the sustainability of the company. A company will succeed in achieving a certain goal if the company fully gets the support of its employees. And if all employees carry out the organizational culture contained in the company well, then this will certainly make it easier for the company to achieve company goals.

c. Integrity
Integrity is an employee's ability to disclose, acknowledge, and provide information and news according to what has happened (Widjaja et al., 2021). The better the way employees work, the resulting loyalty will also be better. Great employee loyalty can provide benefits for the company. According to one of the staff of a PPL named Novi, the implementation of organizational culture on employee loyalty in PPL companies has a positive impact, both for employees and the company. The existence of awards given by the company to employees of course it will build a sense of responsibility of employees towards their work, and make employees more loyal to the company. Employees will feel that their efforts and hard work has not been in vain. Awards given to employees will have a major impact on employee productivity. This is because employee productivity will increase following the amount of compensation received.
According to (Alif, Hadi, Andi, Alvin, Riza, and Yoyok) the six of them argue that employees will feel more valued and cared for by giving awards to employees, both monetary and non-monetary rewards. "Employees will be more responsible for their work, and employees will be more loyal to the company based on the awards given by the company".
Based on the explanation above, it can be concluded that organizational culture has a major influence on employee loyalty. Because by giving awards to employees, they indirectly feel bound by the company. And this makes employees provide reciprocity in the form of loyalty to the company. Based on the summary of table 3, it can be concluded that with the implementation of organizational culture at the PPL company in Sidoarjo, which the first defined innovation and risk taking, the company's employees will become more integrity, develop and innovate more in developing the company, especially in the electricity sector while maintaining a culture of company, namely the culture of "AKHLAK". The second, defined in stability which has an impact on company employees becoming responsible for their respective jobs. With the motivation given both by the company and among employees, it can give them enthusiasm, selfconfidence, and improve their performance even better. The third is defined orientation to the team that has an impact on employee compliance. This is because the organizational culture applied to the company is able to unite every employee to work well again in accordance with applicable regulations, and jointly develop the "SIAP" value found in PPL companies in Sidoarjo. Fourth, it is defined that attention to detail matters that have an impact on employees becoming more responsible. This is because the application of organizational culture at the PPL company in Sidoarjo is able to encourage employees to further improve performance so that it is completed properly and better than before. The fifth is defined as aggressiveness which has an impact on company employees for more responsibility and trust given by the company. Both male employees and female employees have their respective duties, and they are responsible for their work. Sixth, it is defined as a result orientation that has an impact on employees for responsibility because the appreciation given by the company to employees will foster selfconfidence and high enthusiasm in completing their respective jobs, and provide maximum work results. And the seventh defines an orientation on human resources that has an impact on employees, namely in the form of responsibility. With the company regularly holding certified trainings, as well as evaluating the company's employees, this can spur the performance of employees to compete with each other to be the best and they are responsible for their work.

Conclusion
The role of organizational culture found in PPL companies in Sidoarjo when viewed from several characteristics of organizational culture, namely: innovation and risk taking, stability/stability, team orientation, attention to details, aggressiveness, results orientation, and orientation on human resources.
The above characteristics as a whole have been implemented and run well and neatly at the PPL in Sidoarjo. The cultures and values contained in the company have also been implemented properly. A motivation is needed by employees in uniting all employees to implement the organizational culture that exists in the company. The company also feels that it is very necessary to carry out regular evaluations of employees, because this can foster a sense of For employee loyalty in PPL companies in Sidoarjo, there are three indicators including: compliance, responsibility, and integrity applied to PPL companies. The seven characteristics of organizational culture has a relationship with employee loyalty indicators. Integrity indicators are related to the character of innovation and risk taking. There are five characters, namely stability, attention to detail, aggressiveness, results orientation, orientation to human resources related to responsibility, while the characteristics of team orientation are related to compliance.
If we look back at the relationship between organizational culture and employee loyalty, it is indeed related to each other. Loyalty has a dominant character with emotional because not always the quality of loyalty requires a rational explanation. Employee loyalty is really needed by the company, because it can affect the achievement of a certain goal. And in providing compensation and bonuses, the company must also be fair in its distribution, because this can affect employee morale, can bind employees not to change places of work, and can make employees more loyal to the company. a. Implication Table 4. Implications Indicator Implication

Innovation and Risk Taking
By properly implementing the "AKHLAK" culture in PPL companies in Sidoarjo, it can affect the courage of employees to innovate and take every risk they face. To achieve maximum results, it is hoped that employees will be able to obey and implement a culture of trust, competence, harmony, loyalty, adaptability, and collaboration.

Stability/Stability
The motivation given by the company to employees has a considerable influence on employee performance. Employees with high motivation will have better work performance than employees with moderate or low levels of motivation. The company is expected to be able to provide all forms of motivation to employees in various ways according to the company's ability to attract the hearts of its employees.

Team Orientation
There is an interaction between the application of organizational culture and cooperation between employees. It is hoped that there will be cooperation between employees and the company by applying the "SIAP" value to PPL companies in Sidoarjo. With this, it is also expected that the company and employees can work together to find the best solution in achieving the company's goals.

Attention to Details
With the implementation of organizational culture properly, it is hoped that the organizational culture can be a guideline and boundaries for employees in determining how to behave properly, giving encouragement to employees to work better, and can foster a commitment to be more concerned with the common interest compared to the interests of the community/individual. Implications of Aggressiveness at work does not necessarily make male aggressiveness and female employees compete negatively. With the aggressiveness at work, it is hoped that both male employees and female employees can work together and compete in a healthy manner in order to achieve a maximum achievement.

Results Orientation
The appreciation given to the company is good enough in the form of money and shopping vouchers. With a fair and equitable distribution of bonuses, it will further support employee performance for the better. If there is no nominal difference in giving bonuses, the level of employee loyalty will be higher.

Orientation on Human Resources
The company's concern for employees directly has an influence on the results of the company's employee performance. It is hoped that the company will provide adequate facilities, as well as conduct an evaluation every month, can make employees more active in their work and can realize a promising business opportunity.

b. Limitations
There are limitations that are still felt by researchers, in the process of collecting data and information through interviews with informants, there are still some informants who present answers based on sources on the internet, as well as the tendency of some informants to see answers from other informants.