Bibliografías temáticas / Effect on employees

Literatura académica sobre el tema "Effect on employees"

Autor: Grafiati
Publicado: 26 de julio de 2024
Última modificación: 27 de julio de 2024

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Artículos de revistas sobre el tema "Effect on employees"

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BIN FAUZAN, MUHAMAD FIKRI. "A STUDY ON EFFECT OF LEADERSHIP STYLES ON EMPLOYEES PERFORMANCE IN LOCAL COURIER COMPANY: THE CASE OF “POS LAJU” IN Malaysia". Journal of Public Value and Administration Insights 1, n.º 1 (13 de noviembre de 2018): 14–20. http://dx.doi.org/10.31580/jpvai.v1i1.138.

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Leadership ability have a great impact in organization where it need an effective approach in managing the employee. In courier service company, the excellent of a company is based on the act of a leader where the interactions between employers and employees will determine the direction whether the company will achieve the organization goal or otherwise. This study presents a capable visionary leader influence on employee’s performance where the analysis for the employee’s performance was conducted to measure the affection on visionary styles. To perform this task Statistical Package for Social Science (SPSS) programs was used to make the analysis.to get the relationship between the visionary leader and employees performance. The result indicates that visionary styles have a positive relationship on employees performance. The analysis finding shows that the job satisfaction, employee engagement and employee attitude have a positive relationship with the visionary leader but only two variable in employee performance is accepted. From the point, we will find that this company have a capable leadership style that can influence employees in Pos Laju Company. The courier services company Pos Laju higher management should use this visionary leadership ability that could influence on their employees to ensure a better affection toward employees performance.
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Darma, Prayoga Setia y Achmad Sani Supriyanto. "THE EFFECT OF COMPENSATION ON SATISFACTION AND EMPLOYEE PERFORMANCE". Management and Economics Journal (MEC-J) 1, n.º 1 (6 de diciembre de 2017): 66. http://dx.doi.org/10.18860/mec-j.v1i1.4524.

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<p>The globalization era requires employees to have good performance and results. Therefore, many companies implement compensation system. Effective compensation is expected to add value to employee’s satisfaction to stimulate employees to always work better. This research aim is to determine the effect of compensation on employee satisfaction and employee performance and employee satisfaction to mediate the effect of compensation on employee performance. The research objects are employees of PT. Telekomunikasi Indonesia. The data is collected by questionnaires and analyzed by SmartPLS version 2.0M3 software. The results show that compensation effects on employee satisfaction and employee performance at PT. Telekomunikasi Indonesia. Employee satisfaction can mediate the effect of compensation on employee performance. It can be concluded that compensation at PT. Telekomunikasi Indonesia has been classified as good and can improve employee satisfaction and employee performance.</p><p><strong>Keywords</strong>: Compensation, Satisfaction, Employee Performance</p>
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Balakrishnan, Ramji, Geoffrey B. Sprinkle y Michael G. Williamson. "Contracting Benefits of Corporate Giving: An Experimental Investigation". Accounting Review 86, n.º 6 (1 de julio de 2011): 1887–907. http://dx.doi.org/10.2308/accr-10127.

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ABSTRACT We use a laboratory experiment to examine whether corporate giving to charity motivates employees. We find a strong altruism effect. Even when employees cannot be remunerated for their actions, employee contributions to employers significantly increase as the level of corporate giving increases. We also find a signaling effect. When employees can be remunerated for their actions, employee contributions initially increase as the level of corporate giving increases. Thus, even though corporate giving to charity decreases the amount that can be shared between employees and employers, employees behave as if more charitable employers will return proportionally more to employees. It is not until relatively high levels of corporate giving that employee contributions to employers eventually decrease. Collectively, our results suggest that corporate giving is an effective lever for motivating employee effort and contributions to organizational endeavors. Corporate giving can increase the efficacy of implicit (relational) contracts and reduce the need for formal accounting-based reward systems and controls.
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Sudarsana, Ketut. "ANALISIS PENGARUH STRES KERJA DAN KOMPENSASI TERHADAP KINERJA KARYAWAN Studi Pada Hotel Berbintang di Kawasan Lovina, Kabupaten Buleleng". Jurnal Ilmiah Hospitality Management 7, n.º 1 (5 de febrero de 2018): 75–82. http://dx.doi.org/10.22334/jihm.v7i1.37.

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The purpose of this study was to determine and analyze the effect of work stress and compensation upon employee’s peformance on hotel employees in Lovina, Buleleng. This type of research was descriptive quantitative, including reviewing the effect of work stress (X1) and compensation (X2) on the dependent variable which was the performance of employees, and also analyze the effects of job stress and compensation altogether on employee performance. The research instrument used was questionnaire, and the populations in this study were 100 employees at the five-star hotel in Lovina, Buleleng.From the results of the T test and F can be seen that the stress of work and compensation partially affected employee performance in which: 1) Work stress gave negative and significant effect on employee performance; 2) Compensation gave significant positive effect on employee performance; and 3) Stress and compensation work altogether gave no significant effect on employee performance.
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Chellam, N. y D. Divya. "The effect of promoting mental health through employee assistance program". Journal of Education, Society & Multiculturalism 3, n.º 2 (1 de diciembre de 2022): 48–60. http://dx.doi.org/10.2478/jesm-2022-0017.

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Abstract The employees are the valuable resources to any organizations. The business runs on the efficiency of employee’s performance. Their performances are determined by various factors like job skills, work culture, interpersonal and intrapersonal relationship and health. The health includes both physical and mental health. The disturbance in the mental health has an impact on the physical health which impacts the employee performance at work. Employee’s mental health primarily gets affected by their personal life. The unpleasant incident in their personal or family life affects the quality of work. They spend most of their time at workplace and feel like a second home to have supportive environment. The employer’s responsibility towards their employees in taking care of their personal is a must to provide work life balance. This is done through Employee Assistance Program (EPA) in promoting mental wellness at workplace. The program focuses on having proper communication with employees to address their professional concerns, counselling to provide professional support in addressing their personal problems and family issues and employee care to establish lasting relationship. This is to ensure the employees are connected with the organization and build trust and confidence and provide positive work environment. The satisfied employees are more productive at work and contribute to organizational growth.
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Karima, Nadia, Dewita Suryati Ningsih y Ahmad Rifqi. "The Effect Of Work Discipline, Organizational Commitment and Competency On The Performance Of Novotel Pekanbaru Hotel Employees". INTERNATIONAL JOURNAL OF ECONOMICS, BUSINESS AND APPLICATIONS 7, n.º 2 (29 de noviembre de 2022): 91. http://dx.doi.org/10.31258/ijeba.7.2.91-110.

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This study aims to determine the effect of work discipline, organizational behavior, and competence on employee performance. This research was conducted at the Novotel Hotel Pekanbaru. The research population in this study was the Novotel Hotel employees, numbering as many as 135 people. The research sample was taken from as many as 57 people using the Slovin formula, for a total sample of 57 people. The data collection method used in this study was a questionnaire about work discipline, organizational behavior, and performance competence, which was then analyzed using multiple linear regression. The results of this study are that: (1) there is a significant effect of work discipline on employee performance. This means that the higher the employee's work discipline, the higher the performance of the Novotel Pekanbaru Hotel employees. (2) There is an effect of organizational commitment on employee performance. This means that the higher the employee's organizational commitment, the higher the performance of the Novotel Pekanbaru Hotel employees. (3) Employee competence has an impact on the performance of Novotel Hotel employees. This means that the higher an employee's competence, the better their performance. (4) Simultaneously, there is a significant influence between work discipline, organizational commitment, and employee competence on the performance of Novotel Pekanbaru Hotel employees.
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Subakti, Agung Gita. "Effect of Performance Assessment on Employee Motivation in Hotel X Bandung". Binus Business Review 1, n.º 2 (30 de noviembre de 2010): 547. http://dx.doi.org/10.21512/bbr.v1i2.1101.

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The success of an organization comes from the ability of employees to meet performance standards that have been made by the management of operational activities to be running well. Therefore, knowing how well the employee's performance is a must for the management. A tool used to determine how well the employee's performance is by conducting a performance appraisal. The performance evaluation is one tool used by hotels or other business types to evaluate the performance of employees and also as a tool to motivate the employee. With a good performance assessment will produce a form of accurate data regarding the advantages and disadvantages of the employees and also will motivate employees to perform their tasks.
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Bee Seok, Chua, Jasmine Adela Mutang, Nurul Hudani Md. Nawi, Walton Wider y Tan Cho Chiew. "The Link Between Employees’ Organizational Tenure and Citizenship Behaviour: do Different Types of Trust Play Important Role?" International Journal of Engineering & Technology 7, n.º 2.29 (22 de mayo de 2018): 1036. http://dx.doi.org/10.14419/ijet.v7i2.29.14305.

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This study aims to examine the mediating effects of five different types of employees’ trust on the relationship between employees’ organizational tenure and their organizational citizenship behaviour. Using data obtained from 163 employees from banking organization located in Kota Kinabalu, Sabah. Structural equation modelling was used to assess the relationship between variables. The Employees Trust Scale and Organizational Citizenship Behaviour Scale were used to measure the variable. The relationship between the variables was analysed by using partial least squares structural equation modelling [PLS-SEM]. Results showed that the direct effect of employee organizational tenure showed a positive but not significant effect towards organizational citizenship behaviour. For the direct effect of employee’s trust towards their organizational citizenship behaviour, the sub scale of integrity and relationship influence organizational citizenship behaviour significantly. The sub scale of integrity shows a negative and significant effect towards organization citizenship, whereas the sub scale of relationship affects organizational citizenship behaviour positively. While, the mediation test showed mediation effect did not exist between employee organizational tenure, employee’s trust, and organizational citizenship behaviour. The final part of analysis indicated the model has adequate predictive relevance.
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Rahardjo, Thea Herawati y Choirun Nissa Nurdiyanti. "PENGARUH LINGKUNGAN KERJA, BEBAN KERJA DAN KONFLIK KERJA TERHADAP STRES KERJA KARYAWAN PT. INTI MANUNGGAL SEJAHTERA ABADI". Jurnal Manajemen 2, n.º 2 (1 de febrero de 2018): 1–9. http://dx.doi.org/10.54964/manajemen.v2i2.110.

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To overcome the level of job stress employees need to consider several factors including work environment, workload and work conflict. This study aims to determine the effect of work environment, workload and work conflict simultaneously or partially to the employee work stress of PT. Inti Manunggal Sejahtera Abadi. The research sample are 44 production employees’. The multiple linear regression, t test and F test are used as the analysis techniques. The results showed that work environment, workload and work conflict simultaneously have a significant effect on employee’s job stress. While t test results indicate that workload and work conflict partially affect the employee's work stress, while the work environment has no effect.
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Thea Herawati Rahardjo y Choirun Nissa Nurdiyanti. "PENGARUH LINGKUNGAN KERJA, BEBAN KERJA DAN KONFLIK KERJA TERHADAP STRES KERJA KARYAWAN PT. INTI MANUNGGAL SEJAHTERA ABADI". Jurnal Satya Mandiri Manajemen dan Bisnis 4, n.º 1 (1 de mayo de 2018): 102–9. http://dx.doi.org/10.54964/satyamandiri.v4i1.317.

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To overcome the level of job stress employees need to consider several factors including work environment, workload and work conflict. This study aims to determine the effect of work environment, workload and work conflict simultaneously or partially to the employee work stress of PT. Inti Manunggal Sejahtera Abadi. The research sample are 44 production employees’. The multiple linear regression, t test and F test are used as the analysis techniques. The results showed that work environment, workload and work conflict simultaneously have a significant effect on employee’s job stress. While t test re sults indicate that workload and work conflict partially affect the employee's work stress, while the work environment has no effect.
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Tesis sobre el tema "Effect on employees"

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Yadav, Nitin. "Effect of people process culture on the overall productivity and harmony of an organization". Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008yadavn.pdf.

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Bryce, Rupert. "A comparative view of coaching and training and their effect on goal attainment /". [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19382.pdf.

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Prabhu, Veena P. "Understanding the effect of proactive personaility on job related outcomes in an organizational change setting". Auburn, Ala., 2007. http://repo.lib.auburn.edu/07M%20Dissertations/PRABHU_VEENA_58.pdf.

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Gibbs, Travis Ralph. "The effect of attention to irrelevant information on personnel selection". CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/776.

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Wilson, June Hartnett. "The effect of interactive review on motivation and job performance in survey research workers /". Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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Georgiades, Georgio. "The impact of acquisitions on employees, and the effect of information on an employee environment". Thesis, University of Reading, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.506127.

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Ogunsanya, I. B. "The effect of employees’ motivation on organizational productivity". Master's thesis, Сумський державний університет, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87229.

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Високий рівень продуктивності впливає або відіграє значну роль у визначенні прибутковості, зростання, розвитку, стабільності та майбутнього успіху організації у виробничих галузях, де високий рівень продуктивності впливає або відіграє значну роль у визначенні прибутковості, зростання, розвиток, стабільність та майбутній успіх організації. У результаті, щоб зберегти конкурентну перевагу над своїми конкурентами, а також уникнути поступового падіння продуктивності співробітників, бізнес повинен гарантувати, що його персонал має належну мотивацію. Хоча як внутрішні, так і зовнішні фактори є значущими провісниками продуктивності, дослідження прийшло до висновку, що зовнішні фактори виявляються більш значущими або цінними для працівників організації. Крім того, це дослідження рекомендувало керівництву організації вжити відповідних заходів для визначення тих факторів, які мотивують їхніх співробітників, і шукати способи, щоб вони були адекватно мотивовані для підвищення ефективності та рівня продуктивності. Фундаментальна мета цієї дисертації – побачити, як мотивація працівників впливає на продуктивність організації. Для цього дослідження були використані підручники, журнали, відповідна література та Інтернет.
Высокие уровни производительности влияют или играют значительную роль в определении прибыльности, роста, развития, стабильности и будущего успеха организации в обрабатывающих отраслях, где высокие уровни производительности влияют или играют значительную роль в определении прибыльности, роста, развитие, стабильность и будущий успех организации. В результате, чтобы сохранить конкурентное преимущество перед своими конкурентами, а также избежать постепенного снижения производительности труда сотрудников, бизнес должен гарантировать, что его сотрудники должным образом мотивированы. Хотя как внутренние, так и внешние факторы являются важными предикторами производительности, исследование пришло к выводу, что внешние факторы кажутся более значимыми или более ценными для работников организации. Кроме того, это исследование рекомендовало организационному руководству принять соответствующие меры для определения тех факторов, которые мотивируют их сотрудников, и искать пути обеспечения их адекватной мотивации для повышения уровня их производительности и производительности. Основная цель этой диссертации состоит в том, чтобы увидеть, как мотивация сотрудников влияет на производительность организации. Для этого исследования использовались учебники, журналы, соответствующая литература и Интернет.
High levels of productivity affect or play a significant role in determining the profitability, growth, development, stability, and future success of an organization in the manufacturing industries, where high levels of productivity affect or play a significant role in determining the profitability, growth, development, stability, and future success of an organization. As a result, to preserve a competitive advantage over its competitors while also avoiding a gradual drop in employee productivity, a business must guarantee that its personnel are appropriately motivated. Although both intrinsic and extrinsic factors are significant predictors of productivity, the study concluded that outside factors appear to be more meaningful or valued by workers in the organization. Furthermore, this study recommended that organizational Management take appropriate measures in determining those factors that motivate their employees and seek ways to ensure that they are adequately motivated to improve their performance and productivity levels. The fundamental goal of this thesis is to see how employee motivation affects organizational productivity. Textbooks, journals, related literature, and the internet were used for this research.
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Leyds, Jaqueline Sue-Anne Acquila. "The effect of black economic empowerment on employees". Diss., University of Pretoria, 2008. http://hdl.handle.net/2263/23042.

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This study is aimed at determining the effect of Black Economic Empowerment on employees. The objectives of this study were:
  • To conceptualize theoretically what Black Economic Empowerment entails and to identify the causes of the Broad Based Black Economic Empowerment Act.
  • To determine the physical, emotional, psychological and social effect of BEE on employees and to elaborate on employees’ experiences
    • .
  • To make recommendations regarding the implementation of BEE based on employees experiences.
This qualitative study endeavoured to answer the following research question: “What effect does BEE have on employees?” By answering this question, the researcher aimed to document experiences to understand the effect of this phenomenon on employees and to make recommendations regarding its implementation in the workplace. Probability sampling methods were used to select the respondents and data was gathered by using semi-structured interview schedules. These interviews were taped-recorded, transcribed and analysed by extracting themes and subthemes. The study was feasible as it was within the financial and practical means of the researcher. Permission was obtained from BOSASA to conduct the study, and use their resources, staff and data. The main themes that emerged from the data analysis are as follows:
  • Support for BEE
  • Criticism of BEE
  • The role of communication
  • Change leads to mental shifts
  • Changes in the working environment affects employees
  • Attitude towards change impacts on physical effects
  • The importance of development in the implementation of BEE.
From the research findings, the following conclusions and recommendations were made: It can be concluded that there are different opinions regarding the implementation of BEE and we have to acknowledge that there are positive and negative effects thereof. BEE can hold mutual benefits for both employees and the organization, but it is important for open and reciprocal communication channels to be present whilst BEE is being implemented. It was also concluded that although BEE is a legislative process the individuals within the organization definitely experience the ripple effect of the changes that are implemented. On micro-level, it is recommended that all organizations where BEE is being implemented should have open communication channels between themselves and their employees. Opportunities for questions regarding clarity of processes being implemented should be part of the process and communication of information should be reciprocal and not just from a top down approach. On meso-level, it is recommended that different levels of management should receive training regarding BEE, what it entails and how it will be implemented. The reasons for its implementation and the benefits it holds for the organization and employees should be explored during these sessions. On macro-level, it is recommended that the marketing of BEE should become more prominent in the media in South Africa, including newspapers, television and billboards. The emphasis should shift from only reporting on the “large” BEE deals that are done, to the untold stories of the masses that daily experience the positive effects that BEE has had on them as “smaller” organizations and individuals. Organizations should assist in rectifying the harms of the past. It should not only be about implementing BEE for the purpose of getting business deals from government, but also about realizing its significance for the economic growth of our country. This will assist in eradicating fronting and create a culture that is open to change. Copyright
Dissertation (MSW)--University of Pretoria, 2008.
Social Work and Criminology
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Parida, Subhadarsini. "The Effect of Green Buildings on Employees’ Performance". Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/81386.

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This thesis reports on the evaluation of the impact of green human resource management (Green HRM) on performance outcomes in green office buildings in the contexts of Australia and India. This study conducted a systematic literature review to narrow the scope and sequential explanatory mixed-methods research design for data collection. Results from this study advance existing knowledge on Green HRM by creating a ‘sweet spot’ where green buildings’ physical aspects, human resources and performance overlap.
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Suiter, Emily E. "The effect of education on employee turnover of apartment leasing consultants". Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1237763.

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This exploratory study examined the impact of company-provided training on the turnover rate of full-time leasing consultants in the apartment management industry. A national survey was conducted using the Institute of Real Estate Management (IREM) directory of Accredited Management Organization (AMO) companies.The survey was mailed to the 419 AMO companies that employ leasing consultants. with a response rate of 69 surveys. A statistically significant correlation was shown between the True Turnover Rate and the provision of education for leasing consultants. The three significant variables that appeared to reduce turnover included 1) tuition reimbursement at up to 50%, 2) tuition reimbursement at 51%-100%, and 3) number of hours of training per year provided. Other trends were found in this exploratory study.
Department of Family and Consumer Sciences
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Libros sobre el tema "Effect on employees"

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Kato, Kyoko. The effect of coworker support of a worker's stress: The mediating effects of perceived job characteristics. Saarbrücken: VDM Verlag Dr. Müller, 2009.

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Mueller, Gerrit. Estimating the effect of personality on male-female earnings. Bonn, Germany: IZA, 2004.

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Klaus, Bartölke y Fuchs Karl-Detlef, eds. Neue Technologien und betriebliche Mitbestimmung. Opladen: Westdeutscher Verlag, 1991.

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Little, Jean. Claws and effect. Waterville, Me: Thorndike Press, 2001.

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Claws and effect. New York: Bantam Books, 2001.

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Little, Jean. Claws and effect. New York: Bantam Books, 2001.

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1946-, Lehner Franz y Schmid Josef 1956-, eds. Technik, Arbeit, Betrieb, Gesellschaft: Beiträge der Industriesoziologie und Organisationsforschung. Opladen: Leske + Budrich, 1992.

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Indian Institute of Management, Ahmedabad., ed. Factors influencing attitude toward computers: A study of bank employees in India. Ahmedabad, India: Indian Institute of Management, 1994.

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1939-, Lafferty William M. y Rosenstein Eliezer d. 1991, eds. International handbook of participation in organizations: For the study of organizational democracy, co-operation, and self-management. Oxford: Oxford University Press, 1993.

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H, Sørensen Knut, ed. The spectre of participation: Technology and work in a welfare state. Oslo: Scandinavian University Press, 1998.

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Capítulos de libros sobre el tema "Effect on employees"

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Yuniawan, Ahyar, Fuad Mas’ud y Intan Ratnawati. "The Effect of Spiritual Leadership, Organizational Support, and Islamic Work Ethic". En Proceedings of the 19th International Symposium on Management (INSYMA 2022), 504–10. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_64.

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AbstractEmployees and companies are two things that cannot be separated because employees play a major role in carrying out company activities. Every company tries to improve and develop its company by doing many ways related to the employee performance improvement program. To make progress and achieve the goals set, a company needs to mobilize or monitor its employees to develop its capabilities. Motivation is the driving force for work, achievement and the basis for efforts to design attractive works so that employees want to do their jobs. The internal functions of the workforce/employees are related to one another, plus other internal functions. This condition needs to be directed so that the company’s function as an entity can provide sustainable services to the community based on mutual benefit. An interesting thing about this study is how Indonesian Islamic Banks maintain Islamic nuances in running the company’s wheels and a professional work rhythm like conventional banks. This paper was conducted in Islamic banking companies in Indonesia. The sample used was employees who have worked for approximately one to two years using non-probability sampling techniques. The analytical tool used was Structural Equation Modeling (SEM). This paper examines the effect of spiritual leadership, organizational support, and Islamic work ethics on organizational citizenship behavior and employee performance. The study was conducted on 186 employees of Islamic banking in Indonesia.
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Gustriandha, Ryan Dwi, Nazaruddin y Isfenti Sadalia. "Effect of Occupational Health Safety and Rewards on Employee Performance and Work Motivation as Intervening Variables at PT Pertamina Geothermal Energy Area Sibayak". En Proceedings of the 19th International Symposium on Management (INSYMA 2022), 580–89. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_74.

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AbstractThese days, human resources are a vital role needed as a company asset to survive in the current business competition. Human resources as employees cannot be separated from problems related to occupational health and safety in the company as by ensuring occupational health safety, companies can foster morale and comfort of their employees. This study aims to determine whether the elements of occupational health and safety and rewards have an influence on employee performance and whether motivation is able to mediate occupational health safety and rewards for employee performance to be better. The population of this research was all employees of supporting service workers who work in a geothermal management business company. The data obtained were primary data through questionnaires distributed to employees in the company using the Likert scale method. This type of research was causal associative research with data analysis techniques used descriptive analysis and path analysis. The sampling technique was saturated sampling, which was collected from all 32 workers as samples. The results of the effect of occupational health safety and appreciation on employee performance through work motivation show a direct influence value of 0.782 and an indirect effect of 0.672. Based on the results of the study, it can be said that the direct effect is greater than the indirect effect (0.782 > 0.672). So that there is no significant effect of the Occupational Health Safety and Rewards variables on employee performance through work motivation. Based on these results, increasing the company’s commitment to occupational health and safety to carry out K3 procedures in order to comply with company regulations on an ongoing basis is needed.
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Satpaulina, Yeni Absah y Rulianda Purnomo Wibowo. "Predictors and Impact of Openness to Change in Asset Management Contract (AMC) Implementation at the Electric Power Service Company". En Proceedings of the 19th International Symposium on Management (INSYMA 2022), 511–19. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_65.

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AbstractThe change strategy in asset management implementation is an effort made by the company to deal with the changing business environment. Management decisions with the asset management contract (AMC) mechanism are feared to impact employee satisfaction and employee continuance commitment. This study aims to examine (1) the effect of individual differences (self-esteem, optimism, perceived control) on employee openness in accepting changes in the reorganization of AMC implementation; (2) the effect of context-specific variables (information, participation, self-confidence) on employee openness in accepting changes in the reorganization of AMC implementation; (3) the effect of openness to change to employee job satisfaction; and (4) the effect of openness to change to continuance commitment. Data collection was done through a survey by distributing questionnaires. The subjects of this study were 155 employees from 477 employees in 3 (three) generating units. Data analysis was performed using structural equation modeling-partial least squares (SEM-PLS). The analysis results show that openness to change is successfully predicted from individual differences and context-specific variables (R2 = 0.650), and the job satisfaction and continuance commitment variables are also successfully predicted (R2 = 0.498 and 0.449). It is also found that the self-esteem, information, participation, and self-efficacy variables have positive and significant relationships to the level of openness to change. However, the optimistic variable and perceived control are found to have no significant relationship (p < 0.05). Three context-specific variables and an individual difference variable predict higher levels of acceptance of change, and lower levels of acceptance are associated with lower job satisfaction and lower employee continuance commitment.
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Diaz, Estrella, Águeda Esteban, Rocío Carranza, Carlos Sánchez-Camacho y David Martín-Consuegra. "How Do Affect the Infusion of Smart Technology and Mindfulness of Tourism SMEs on Competitiveness?" En Information and Communication Technologies in Tourism 2023, 77–81. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-25752-0_7.

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AbstractThe purpose of this research is to analyse the effect of the infusion of smart technologies and the mindfulness of tourism small and medium-sized organisations (SMEs) in the use of smart technologies on several aspects related to the companies and their employees. Specifically, its effect on service advantage, value co-creation, employee job satisfaction, employees’ perception of service cannibalisation and competitiveness of tourism companies is analyzed. The total sample obtained was 877 employees/managers of tourism SMEs located in Europe and the United States. The model proposed in the study was estimated with PLS-SEM, a variance-based structural equation modeling statistical technique. The results of the study offer important implications and recommendations to researchers in the tourism field, tourism organisations and destinations on the importance of using smart technologies.
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Melhem, Yahia Salim, Isra Ali Hamad BanyHani, Fatima Lahcen Yachou Aityassine, Abdullah Matar Al-Adamat, Main Naser Alolayyan, Sulieman Ibraheem Shelash Al-Hawary, Ayat Mohammad, Menahi Mosallam Alqahtani y Muhammad Turki Alshurideh. "The Impact of Job Insecurity on Employees Job Performance Among Employees Working at Save the Children in Jordan". En The Effect of Information Technology on Business and Marketing Intelligence Systems, 943–60. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-12382-5_50.

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Siahaan, Benyamin M. P., Yeni Absah y Isfenti Sadalia. "The Influence of Implementation of the Four Disciplines of Execution on the Achievement of Commercial Credit Targets at PT Bank Sumut". En Proceedings of the 19th International Symposium on Management (INSYMA 2022), 600–606. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_76.

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AbstractEvery corporate entity certainly wants to maximize the achievement of its targets to obtain maximum revenue and profits. This study aims to determine the effect of implementing the 4 Disciplines of Execution (4DX) on achieving commercial credit objectives in the Credit Division. This research is interesting because it uses a mixed method. This study used primary data sources and secondary data sources. The 4DX consists of 1 focusing on the most important goals (focusing on the most important goals), 2 acting on Lead Measure (acting on the things that move the goal), 3 Creating a scoreboard (note the achievement on the scoreboard), and 4 Making sustainable rhythms (creating sustainable rhythms). The population used in this study were all employees who handle commercial loans or are called Relationship Managers (RM) under the credit division and then taken a sample of 43 employees. After conducting quantitative analysis, the results show that every discipline in the 4DX has a positive effect on the effort in achieving the target. To support quantitative analysis, a qualitative analysis was then carried out to find out other effects arising from the implementation of the 4DX. After conducting qualitative analysis, the results show that 1 Implementation of the 4DX can change employee behavior to be more responsible and consistent, 2 Implementation of the 4DX can be a solution to overcome problems related to employee habits, and 3 Every 4DX discipline is interrelated one and another.
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Srividya, N. y Rita Basu. "Effect of Age on Employees’ Attitudes at Workplace—A Study". En Achieving $5 Trillion Economy of India, 281–92. Singapore: Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-7818-9_13.

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Ariel, Barak, Vincent Harinam, Somer Zeynel, Jenna Brogden y Kim Webster. "Study 1: Effect of BWVs on Assaults and Injuries". En Reducing the Risk of Workplace Violence Against Public-Facing Employees, 13–23. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-46356-3_3.

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Scholtz, Marle y Nasima M. H. Carrim. "The Effect of Gossip on Marginalised Sportswomen in South Africa". En Office Gossip and Minority Employees in the South African Workplace, 259–74. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-2691-6_11.

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Mardinawaty, Selva, Yeni Absah y Isfenti Sadalia. "The Influence of Training Program and Work Environment on Employee Performance Through Work Satisfaction as a Mediating Variable". En Proceedings of the 19th International Symposium on Management (INSYMA 2022), 655–63. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_82.

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AbstractThis study aims to investigate the effect of a training program and work environment on employee performance through work satisfaction. The research methodology used was descriptive quantitative with a path analysis approach to answer the research hypothesis. The research population was 78 employees of a company engaged in Information Technology in Medan, Indonesia. The study results show that training programs and work environments directly affect employee performance and job satisfaction can mediate the relationship between the training program and work environment on employee performance.
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Actas de conferencias sobre el tema "Effect on employees"

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Ansory, Al Fadjar y Yogi Yunanto. "The Effect of Facilities, Assessment, Feedback, Employees Involvement toward Employees Performance". En Annual Conference on Social Sciences and Humanities. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0007422904750479.

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Ismail, Ilya binti, Zuraini binti Gani y Nik Akhtar Nasuhah binti Nik Mustafa. "Ergonomic: Effect and employees' sensitivity towards it". En 2015 Innovation & Commercialization of Medical Electronic Technology Conference (ICMET). IEEE, 2015. http://dx.doi.org/10.1109/icmetc.2015.7449573.

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Ramadhan, Rahmat Ilham y Alvin Eryandra. "The Effect of Religiosity on Employees Performance". En 3rd Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220404.292.

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WANG, Chao-Wei, Hui JIN y Hao-Bin Xia. "The Effect Mechanism of Leader’s Harmonious Orientation on Employees’ Innovation Behavior: Based on Mediating Effect of Employees’ Prosocial Motivation". En 2021 International Conference on Enterprise Management and Economic Development (ICEMED 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210601.076.

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Sari, Ria Nofita. "Job Stress Effect On Turnover Intention of Employees". En Proceedings of the 1st International Conference on Applied Economics and Social Science (ICAESS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icaess-19.2019.3.

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Liya, Zhu y Yong Shaohong. "The effect of corporate social responsibility on employees". En 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6702926.

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Senen, S. H., M. Masharyono y N. Edisa. "The Effect of Job Characteristics to Employee’s Performance: A Case Study on Employees at Interior Industry". En 3rd Global Conference On Business, Management, and Entrepreneurship (GCBME 2018). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200131.048.

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Sitorus, Friyanka H. D., Cipto Winner Simanjuntak y Irvan. "Perceptions Effect of Organizational Support on Employees Work Engagement". En International Conference on Culture Heritage, Education, Sustainable Tourism, and Innovation Technologies. SCITEPRESS - Science and Technology Publications, 2020. http://dx.doi.org/10.5220/0010370006150621.

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"Effect of Organizational Discriminatory Discipline Practices on Employees Motivation". En International Conference on Business, Law and Corporate Social Responsibility. International Centre of Economics, Humanities and Management, 2014. http://dx.doi.org/10.15242/icehm.ed1014057.

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Hannang, Abd, Salju y Muh Yusuf Qamaruddin. "The Effect of Supervision Levels on Employees’ Performance Levels". En International Conference on Community Development (ICCD 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201017.001.

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Informes sobre el tema "Effect on employees"

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Emmerson, Carl y Jonathan Cribb. The effect of automatic enrolment on employees working for small employers. The IFS, marzo de 2019. http://dx.doi.org/10.1920/wp.ifs.19.0719.

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Andrabi, Tahir y Christina Brown. Subjective versus Objective Incentives and Teacher Productivity. Research on Improving Systems of Education (RISE), marzo de 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/092.

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A central challenge facing firms is how to incentivize employees. While objective, output-based incentives may be theoretically ideal, in practice they may lead employees to reduce effort on non-incentivized outcomes and may fail in settings where effort is weakly tied to output. We study the effect of subjective incentives (manager performance evaluation) and objective incentives (test score-based) relative to no incentives for teachers using an RCT in 230 Pakistani schools. First, we show that subjective and objective incentives both increase test scores and have similar magnitude effects. However, objective incentives decrease non-test score student outcomes relative to subjective incentives. Second, we show that teachers’ effort response is very different under each scheme, with attendance increasing under subjective and teaching quality decreasing under objective. Finally, we rationalize these effects through the lens of a moral hazard model with multi-tasking. We use within-treatment variation to isolate the causal effect of contract noise and distortion and show that these channels explain most of our reduced form effects.
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Flórez, Luz Adriana, Didier Hermida y Leonardo Fabio Morales. The Heterogeneous Effect of Minimum Wage on Labor Market Flows in Colombia. Banco de la República Colombia, octubre de 2022. http://dx.doi.org/10.32468/be.1213.

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We provide evidence of the negative effect of the minimum wage on labor market flows, such as job creation, job destruction, hiring, and separations in Colombia. Depicting firms' minimum wage (MW) compliance cost, we find evidence of an adverse effect of increases on MW compliance cost on employment. This negative effect is explained mainly by a reduction in job creation and hiring rate and the rise in job destruction and separations. In contrast to the evidence for developed economies, our results are in line with the predictions of the standard search model. We also explore this differential effect by firm size and age. We found that an increase in the MW compliance cost has relatively critical negative impacts on small and medium-sized firms (with less than 250 employees); and new and young firms (lower than six years old).
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Vélez-Grajales, Viviana y Roberto Vélez-Grajales. Intergenerational Mobility and Income Effects for Entrepreneurial Activity in Mexico. Inter-American Development Bank, julio de 2012. http://dx.doi.org/10.18235/0011393.

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This paper uses the Mexican Social Mobility Survey 2006 to analyze intergenerational social mobility as it relates to entrepreneurial activity. First, the paper analyzes whether entrepreneurs experience greater upward social mobility than self-employed workers or employees. Second, probit models are estimated to identify whether predetermined characteristics are the main determinants of the decision to become an entrepreneur. Third, using the propensity score matching method (PSM), the paper estimates the effect of entrepreneurial activity on income. Results show that entrepreneurs have more options for upward social mobility. For entrepreneurs with low-income parents, it is more difficult to reach the top of the socioeconomic distribution compared to those with middle- or upper-class parents. Second, the probability of becoming an entrepreneur increases when the respondent's father was an entrepreneur. Finally, the mean effect of entrepreneurial activity on income is positive, and is greater for those whose parents belonged to the extreme ends of the socioeconomic distribution.
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Zacchia, Giulia y Izaskun Zuazu. The Wage Effect of Workplace Sexual Harassment: Evidence for Women in Europe. Institute for New Economic Thinking Working Paper Series, mayo de 2023. http://dx.doi.org/10.36687/inetwp205.

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This article contributes to the literature on wage discrimination by examining the consequences of sexual harassment in the workplace on wages for women in Europe. We model the empirical relationship between sexual harassment risk and wages for European women employees using individual-level data provided by the European Working Conditions Survey (EWCS, Eurostat). We find that sexual harassment risk has a negative and statistically significant effect on wages of -0.03% on average for women in Europe. However, our empirical analysis uncovers the importance of considering the dynamics of workplace power relations: analyzing individual-level data, we find evidence of a higher negative impact of sexual harassment risk on wages for women working in counter-stereotypical occupations. We conclude that the wage effect of hostile working conditions, mainly in terms of sexual harassment risk in the workplace, should be considered and monitored as a first critical step in making women be less vulnerable at work and increasing their bargaining power, thereby reducing inequalities in working conditions and pay in Europe.
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Chalmers, John, Woodrow Johnson y Jonathan Reuter. The Effect of Pension Design on Employer Costs and Employee Retirement Choices: Evidence from Oregon. Cambridge, MA: National Bureau of Economic Research, noviembre de 2012. http://dx.doi.org/10.3386/w18517.

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Card, David y Sara de la Rica. The Effect of Firm-Level Contracts on the Structure of Wages: Evidence from Matched Employer-Employee Data. Cambridge, MA: National Bureau of Economic Research, diciembre de 2005. http://dx.doi.org/10.3386/w11829.

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Scartascini, Carlos y Paula Zamora. Do Civil Servants Respond to Behavioral Interventions?: A Field Experiment. Inter-American Development Bank, noviembre de 2021. http://dx.doi.org/10.18235/0003753.

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Introducing financial incentives to increase productivity in the public sector tends to be politically and bureaucratically cumbersome, particularly in developing countries. Behavioral interventions could be a low-cost alternative, both politically and financially, although evidence of their effectiveness remains scarce. We evaluate the effect of redesigning the notice requiring civil servants in Buenos Aires to comply with citizens requests under Argentina's freedom of information act. The new notice, sent to the treatment group, attempts to exploit salience, deterrence, clarity, and social norms to increase adherence to deadlines. The results show an increase in the share of requests fulfilled by the second deadline, possibly because of a strong anchoring effect. These findings indicate that behavioral interventions can affect civil servants' actions. The fact that the intervention occurred at the same time as a civil service training program with sessions attended by members of both the control and treatment groups allows us to evaluate spillover effects. The evidence suggests that the time it takes a members of the treatment group to respond to a request increases with her interactions with members of the control group at the workshops. These findings have implications for policy design. First, they indicate that behavioral interventions could affect task compliance and productivity in the public sector. Second, they provide evidence that workshops may not always have the intended consequences, particularly when they increase interactions among employees with high and low incentives for task compliance.
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Brown, Charles y James Medoff. The Employer Size-Wage Effect. Cambridge, MA: National Bureau of Economic Research, marzo de 1989. http://dx.doi.org/10.3386/w2870.

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Stucchi, Rodolfo, Alessandro Maffioli, Sofía Rojo y Victoria Castillo. Knowledge Spillovers of Innovation Policy through Labor Mobility: An Impact Evaluation of the FONTAR Program in Argentina. Inter-American Development Bank, febrero de 2014. http://dx.doi.org/10.18235/0011534.

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Although knowledge spillovers are at the core of the innovation policy's justification, they have never been properly measured by any impact evaluation. This paper fills this gap by estimating the spillover effects of the FONTAR program in Argentina. We use an employer-employee matched panel dataset with the entire population of firms and workers in Argentina for the period 2002-2010. This dataset allows us to track the mobility of qualified workers from FONTAR beneficiary firms to other firms and, therefore, to identify firms that indirectly benefit from the program through knowledge diffusion. We use a combination of fixed effect and matching to estimate the causal effect-direct and indirect-of the program on various measures of performance. Our findings are robust to a placebo test based on anticipatory effects and show that the program increased employment, wages, and the exporting probability of both direct and indirect beneficiaries. The analysis of the dynamic of these effects confirms that performance does not improve immediately after the treatment for neither direct nor indirect beneficiaries.
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