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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Sri Meitri, Ida Ayu, I. Made Setena y Ni Putu Sri Mariyatni. "Effect of Work Discipline and Competency on Employee Performance at Goddes Bakery Bali-Indonesia". International Journal of Research and Review 8, n.º 12 (22 de diciembre de 2021): 488–96. http://dx.doi.org/10.52403/ijrr.20211260.
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The purpose of this study was to examine the impact of the skills and abilities of Goddes Bakery Bali employees and their compliance with all applicable regulations in the company. There are some employees who work in the production department often experience errors with the lack of knowledge and skills of employees, so many breads are rejected which results in a lack of efficiency in raw materials, employees are often absent for no reason even though the company has carried out daily briefings before and after doing work. This will clearly affect the performance of employees and also the performance of the company. Based on this, it is deemed necessary to examine the effect of competence and discipline on employee performance. Data was collected by distributing questionnaires which were used as research instruments. Sampling was carried out using the saturated sample method or the census method, with 34 respondents. Respondents. Data analysis used multiple linear regression analysis. The results show that Work discipline has a positive and significant effect on employee performance at Goodes Bakery Bali. Which means, the higher the employee's work discipline, the employee's performance will increase. Competence has a positive and significant effect on employee performance at Goodes Bakery Bali. Which means, the higher the competence of employees, the performance of employees will increase. Keywords: Performance, Discipline, Competence.
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Rožman, Maja y Vesna Čančer. "Multidimensional model of managing older employees: The case of financial service companies in Slovenia". Croatian Review of Economic, Business and Social Statistics 5, n.º 2 (1 de diciembre de 2019): 76–89. http://dx.doi.org/10.2478/crebss-2019-0013.
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AbstractFuture economic growth and competitiveness will increasingly depend on how effectively employers can utilise their ageing workforces. To manage the inevitable changes in demographics, employers need to start preparing for an ageing workforce and developing strategies to manage and retain older employees. The main objective of this paper is to determine the impact of leadership and employee relations on work satisfaction of older employees, as well as to determine the impact of work satisfaction on the work engagement of older employees in financial service companies in Slovenia. To test the hypotheses, the authors used structural equation modelling. The results show that the effects of leadership and employee relations on work satisfaction in the case of older employees in financial service companies in Slovenia are positive, and the effect of work satisfaction on the work engagement of older employees is positive, too.
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Eissenstat, SunHee Jang y Yunsoo Lee. "Understanding organizational citizenship behavior: the counselor’s role". International Journal of Workplace Health Management 10, n.º 6 (4 de diciembre de 2017): 491–507. http://dx.doi.org/10.1108/ijwhm-05-2017-0030.
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Purpose The purpose of this paper is to study organizational citizenship behavior (OCB) as a variable to bridge employer’s and employee’s needs from employee counseling. This study examined the relationship between meaningful work, job satisfaction, and OCB and how their positive associations can be enhanced. The role of counselors was discussed, too. Design/methodology/approach A moderated mediation model was suggested with the mediation model of meaningful work, job satisfaction, and OCB and the moderator, work time flexibility. Intervention was implemented with the goal of increasing employee’s control over work schedule. Six analyses were conducted to compare before and after the intervention aiming for enhancing employee’s work time flexibility, and one year after the intervention. Comparison between the intervention and the control group was also implemented. Findings The result indicated that the intervention was effective but the effect did not last one year after the intervention. This study suggests the role of employee counselors at organization. Originality/value Psychological wellness of employees becomes an interest not only of employees but also employers to reduce cost from employee burnout and turnover. Employee counseling can be provided to improve employee’s psychological wellness and also to meet the goal of employers. Integrated perspective serving two purposes is suggested in this study.
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OMOGERO, Esegbuyota Faith y OKWUTU, Azuka Joseph. "EFFECT OF LEADERSHIP STYLES ON EMPLOYEE JOB PERFORMANCE IN MANUFACTURING INDUSTRY IN NIGERIA: A STUDY OF DUFIL PRIMA FOODS PLC, PORT HARCOURT". International Journal of Applied Research in Social Sciences 5, n.º 2 (22 de marzo de 2023): 29–39. http://dx.doi.org/10.51594/ijarss.v5i2.456.
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This study seeks to identify the effect of leadership styles on employee job performance in manufacturing industry in Nigeria: a study of Dufil Prima Foods Plc. Port Harcourt. A quantitative research methodology was used to collect numerical data for analysis and a descriptive statistics was adopted. The study focused on transformative leadership style and transactional leadership style. The study revealed that, the effects of transformation leadership styles on employee’s performance are: higher level of morality and motivation, employees’ growth, employees’ development, promotes new ideology, intelligence and better job performance. The effects of transactional leadership styles on employees’ performance are: creations of corrective and constructive behaviaour, employees’ exportation of rewards for an improve performance and employees’ recognition. It was recommended among others that managers use a composition of transformational leadership and transactional leadership as a core managerial strategy in the organization.
Keywords: Leader, Leadership Styles, Employee, Job Performance, Manufacturing Industry.
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Indrawati, Ida Ayu Agung Ngurah. "PENGARUH MOTIVASI DAN KEPUASAN KERJA KARYAWAN TERHADAP KINERJA KARYAWAN HOTEL DI KAWASAN LOVINA, KABUPATEN BULELENG". Jurnal Ilmiah Hospitality Management 7, n.º 1 (5 de febrero de 2018): 59–64. http://dx.doi.org/10.22334/jihm.v7i1.36.
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Employee satisfaction totally cannot be separated from the fact that employee satisfaction can be achieved when all goals can be fulfilled in performing the duties. Motivation of employees in an organization can be considered either simple or complex problem since humans are basically easy to get motivated by giving what to be desire. The purpose of this study was to identify the effect of work motivation upon employee performance in star-hotels in the area of Lovina, Buleleng and identify the effect of job satisfaction on employee performance in star hotels in the area of Lovina, Buleleng.This research area is located in Lovina, Buleleng. The samples used in this study were 97 employees coming from of three, four, and five stars - hotel in Buleleng, Lovina. Multiple linear regression method was used to explain the pattern of the relationship between the factors of individual character, the perception of fairness, and performance.Based on the results of data statistical calculations on the influence of work motivation and job satisfaction on employee’s performance, it showed that motivation and job satisfaction simultaneously influenced the employee’s performance in stars – hotels in Lovina, Buleleng; partially work motivation and job satisfaction variables affected the performance of employees at the stars - hotels in the heart of Lovina Buleleng; as well as the dominant influence on the motivation of the employee's performance in the area of Lovina, Buleleng.
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Chawla, Poonam. "Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit". Industrial and Commercial Training 52, n.º 1 (24 de diciembre de 2019): 35–49. http://dx.doi.org/10.1108/ict-06-2019-0063.
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Purpose The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit. Design/methodology/approach The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling. Findings The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. Practical implications Understanding and implementing employer branding strategies provides the organisation with a tool for not only harnessing good employees but also facilitates them to engage and retain them. Employer branding strategies ensure an increase in employee’s sense of belongingness and alignment of goals. Value congruence in the form of person organisation fit also ensures that employees believe that they are valued across the organisation and may go an “extra mile” to achieve organisational objectives. Originality/value Employer branding is a comprehensive strategy which can be used by employers to attract and retain talented employees. In a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.
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Logahan, Jerry, Synthia Atas Sari y Dian Marisa. "Analisis Pengaruh Kemampuan, Usaha dan Dukungan Perusahaan terhadap Kinerja Karyawan pada CV Sandang Gloria Konveksindo". Binus Business Review 3, n.º 1 (31 de mayo de 2012): 311. http://dx.doi.org/10.21512/bbr.v3i1.1320.
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Clothing Konveksindo CV Gloria is a trading company engaged in the sale of products and clothing items. Therefore, the performance of employees is very important in achieving that goal. The purpose of this study was to analyze the influence of ability, effort, and support the company towards the employee's performance CV Gloria Konveksindo Clothing. The method of analysis used in this study is descriptive, Pearson Regression, and Multiple Regression. Data obtained from the appraisal of employee performance by filling in the questionnaire that has been provided by using a Likert scale that is useful to know the degree of disagreement and agreement existing employees to the question on the questionnaire. The results achieved in this study were the ability of employees to work have an influence for 28.8% of employee performance, employee efforts in working to have the effect of 50.6% on employee performance, corporate support for work processes have the effect of 47.7% the performance of employees, while the ability of employees, employee efforts, and support the company has influence for 66.3% of the employee's performance CV Gloria Konveksindo Clothing. With this capability expected of employees, employee efforts, and support the company serve as the main factor to improve employee performance.
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Akhmad Zaqi Amani. "Pengaruh Sikap Individu, Pendidikan, dan Pengalaman Kerja Serta Kaitannya Terhadap Etos Kerja Perusahaan CV Buana Sejara Jaya Abadi Bekasi". El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam 5, n.º 5 (2 de abril de 2024): 3894–906. http://dx.doi.org/10.47467/elmal.v5i5.2131.
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The purpose of this research is to describe (1) the influence of individual attitudes on employee performance, (2) the influence of education level on employee performance, (3) the influence of work experience on employee performance, and (4) the influence of work ethic on employee performance at CV Buana Sejara Jaya Abadi Bekasi. This research is classified as quantitative research. The population is employees of CV Buana Sejara Jaya Abadi Bekasi. The sample for this research was 50 respondents. The data collection method uses a questionnaire method, while the data analysis technique uses multiple regression analysis and classical assumption tests consisting of normality tests, multicollinearity tests, and heteroscedasticity tests. The results of the analysis show that (1) Individual attitudes have a positive effect on employee performance. This means that the better the individual worker's attitude, the better the employee's performance. (2) Education has a positive effect on employee performance. This means that the better the level of education obtained, the better the employee's performance. (3) Work experience has a positive effect on employee performance. This means that the more employees have worked before, the better the employee's performance. (4) Work ethic simultaneously influences employee performance. This means that the better the individual attitude, education level and work experience of employees, the better the performance of CV Buana Sejara Jaya Abadi employees.
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Antara, Made Ermawan Yoga, Ni Wayan Sitiari y Wayan Gde Sarmawa. "The Effect of Time Management and Communication on Employee Performance with Mediation of Work Motivation in The Kepeng Money Crafts Industry, Kamasan Village, Klungkung District". Jurnal Ekonomi & Bisnis JAGADITHA 8, n.º 2 (4 de octubre de 2021): 117–26. http://dx.doi.org/10.22225/jj.8.2.2021.117-126.
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One of the efforts to improve employee performance is through improvements in time management and communication within the organization. The increasing of time management and communication is expected to increase work motivation for employees. The increasing of employee’s motivation is also expected to have an impact on improving the performance of the employees themselves. This study aims to examine the employee performance through time management, communication and work motivation that was conducted at the Kepeng Money Craft Industry in Kamasan Village, Klungkung District, which involving all 40 company employees as research respondents. This research was conducted in a census. The distribution of questionnaire to the respondents is the method used in collecting the data, then the data is processed using the Structural Equation Modeling Partial Least Square (PLS) method, through the SmartPLS 3.0 program, at a significance level of 0.05 (5%). The results of this study found that time management, communication, and work motivation each had a positive and significant effect on employee performance. Time management has a significant positive effect on work motivation. Time management has a significant positive effect on employee performance. Communication has a significant positive effect on work motivation. Communication has a significant positive effect on employee performance. Work motivation has a significant positive effect on employee performance. Work motivation mediates some of the effects of time management on employee performance. Work motivation mediates some of the effects of communication on the performance of employees of the kepeng handicraft industry in Kamasan Village, Klungkung Regency.
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Rahmawati, Christina Heti Tri, Maria Hosyeana Margaritis y Ferrynela Purbo Laksono. "The Effect of Financial Compensation, Work Motivation, and Organizational Culture on Employee Performance". Sanskara Akuntansi dan Keuangan 1, n.º 02 (31 de enero de 2023): 80–91. http://dx.doi.org/10.58812/sak.v1i02.78.
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Human resources are the basic capital in the organizational development process. An organization that can take good care of its employees can be seen from the performance of its employees. If the employee's performance is good then the company manages to manage employees well. The purpose of this study was to determine the effect of financial compensation, work motivation, and organizational culture on employee performance at Stella Duce 2 Yogyakarta Senior High School. This type of research is census research, in which the total population is equal to the number of samples, namely all teaching staff and educational staff at Stella Duce 2 High School Yogyakarta with a total of 45 employees. This study used a data analysis technique, namely multiple linear regression. The results of the study show that 1) financial compensation, work motivation, and organizational culture have a simultaneous effect on employee performance; 2) financial compensation has no significant effect on employee performance; 3) work motivation has no significant effect on employee performance; and 4) organizational culture has a significant effect on employee performance.
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Nariani, Ni Komang. "PENGARUH KOMPENSASI, KEPEMIMPINAN DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DI SEKOLAH TINGGI PARIWISATA BALI INTERNASIONAL". Jurnal Ilmiah Hospitality Management 6, n.º 2 (5 de febrero de 2018): 93–100. http://dx.doi.org/10.22334/jihm.v6i2.24.
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The International Bali Tourism Institute is one of Private School in Tourism and Hospitality.. High quality human resources are urgently needed by an institution to be able to compete and develop its potential as an embodiment of the performance. Efforts to improve organizational performance should be started from the employee's performance. Many factors affect the performance of the employee. This research focuses the employee performance on three things: compensation, leadership and work environment.The study uses 74 respondents, employees of The International Bali Tourism Institute. The research aimed to determine the effect of compensation, leadership and work environment to employee’s performance at the College of Tourism Bali International. The data analysis is using multiple linear regression. The results showed there are significant positive and significant between compensation and leadership on employee performance, meaning that if the compensation and leadership increases, the performance of employees will increase. There is a positive effect but not significant between the work environments on employee performance, meaning that although the work environment increases employee performance has not increased. There is a positive and significant influence between compensation, leadership and work environment simultaneously on employee performance, meaning that if the compensation, leadership and work environment increases, the performance of employees will increase.
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Eltayib, Nuha Hassan Elmubasher y Azza Babiker Mohamed Ali. "The Effect of Internal Marketing Determinants on Employee Satisfaction". British Journal of Marketing Studies 10, n.º 6 (15 de junio de 2022): 74–84. http://dx.doi.org/10.37745/bjms.2013/vol10n67484.
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This research aims to study the impact of internal marketing on employee satisfaction. It was conducted on several administrative levels employees from banking sector. The research also aims to find out the impact of independent variables namely, in-house training, hiring, rewards, internal communication, salaries and motivation of the organization, on the dependent variable, which is the employee satisfaction. 322 copies of the designed questionnaire were distributed to employees from various levels in Sudanese banks. However, 250 copies of the questionnaire were recovered, and this is 77.6 % of the total number of the distributed copies. The results show that the organization culture has a strong impact on the employee’s satisfaction. This variable came first among other variables, followed by the variables about incentives and rewards regarding the impact on the dependent variable employees. On the other hand, the rest of variables showed a weak impact on the dependent variable either due to lack of employee’s interest, or the lack of their awareness regarding the importance of these variables and the need to apply them in order to improve the performance of employees and increase their efficiency and effectiveness at work. Convenience sampling technique was used to collect data from various Sudanese bank customers in Khartoum; Data was analyzed using SPSS.16.
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Herhausen, Dennis, Oliver Emrich, Dhruv Grewal, Petra Kipfelsberger y Marcus Schoegel. "Face Forward: How Employees’ Digital Presence on Service Websites Affects Customer Perceptions of Website and Employee Service Quality". Journal of Marketing Research 57, n.º 5 (15 de julio de 2020): 917–36. http://dx.doi.org/10.1177/0022243720934863.
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Confronted with increasing digitalization, service firms are challenged to sustain customer loyalty. A promising means to do so is to leverage the digital presence of service employees on their website. A large-scale field study and several experimental studies show that the digital presence of service employees on the firm website increases current website service quality perceptions and positively shapes memories related to employee service quality perceptions from past service encounters. Both effects indirectly increase customer loyalty and, in turn, financial performance, and are amplified by employee accessibility and a service firm’s customer orientation. The authors examine further boundary conditions for the memory process: only service employees evoke the beneficial spillover effect to employee service quality perceptions, and the spillover effect does not generalize to evaluations of product quality. Remarkably, an employee’s digital presence, although factually unrelated, augments customer perceptions of service employees’ competence and commitment and thus strengthens rather than erodes service employees’ role in customer–firm relationships. Theoretical and managerial implications deepen the understanding of how to add a human touch to digital channels.
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Nor Shamsida Mohd Shahidan Lee, Suhaidah Hussain, Razalina Abdul Rashid, Mahadir Abdul Raffar y N.M. Aripin. "THE EFFECT OF TRAINING TOWARDS EMPLOYEE PERFORMANCE: AN EVIDENCE FROM A PUBLIC UNIVERSITY IN MALAYSIA". International Journal of Industrial Management 17, n.º 3 (21 de septiembre de 2023): 178–85. http://dx.doi.org/10.15282/ijim.17.3.2023.9760.
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Employees are the true determinant of the success or competency of an organization. An adequately trained workforce is important to ensure the workplace has the right and valuable employees. Employees in the education sector need the training to improve their performance as they face limitations or challenges to be creative in completing a task. Despite the increasing effects on the training of organizational employees by organizations, there is still limited literature on human resource development issues in developing countries. The study is focused on the effect of training towards employee performance in a public university in Malaysia. Consequently, all the necessary data were collected from primary sources using questionnaires from 244 respondents. This study employed a quantitative approach and found that induction, technical, and soft skill training positively influence employee performance in the case company. In addition, the study recommended future research in training and development strategies, assisting the employees in understanding the relevance of training towards employee performance, monitoring the performance to ensure employees are on track to achieve the best performance, growing and maintaining the employee’s performance to ensure the organization and personal goal can be achieved.
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Anggara, Dimas, Bayu Eko Broto y Aulia Indra. "The Effect of Motivation and Work Spirit on Employee Performance in PT Sapadia Wisata Rantauprapat". Quantitative Economics and Management Studies 3, n.º 3 (26 de junio de 2022): 411–16. http://dx.doi.org/10.35877/454ri.qems969.
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This study aims to analyze the effect of motivation and work spirit towards employee performance because a high level of employee performance is needed in a company in order to achieve the goals set by the company. By having a high level of performance, employees will be able to overcome and solve problems that will be faced when carrying out their duties and obligations at work. And vice versa if the employee has a low level of performance then the employee will not be able to solve a problem or difficulty in carrying out his work. With high performance owned by employees, employees will be able to work optimally and help each other together in completing work that requires more energy and time. Basically, employee performance is the result of the process of the employee's personal self as well as the efforts of the company. The high performance of employees is an expectation for all companies or institutions that employ them.
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Zhen-qi, Jiao y Zhang Guang-jin. "Impact of Perception of Performance Appraisal Politics on Affective Commitment: Mediate Effect of Perception of Organizational Support and Differentiation Effect of Perception Attribution". E3S Web of Conferences 245 (2021): 03035. http://dx.doi.org/10.1051/e3sconf/202124503035.
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Performance appraisal politics is widespread in the organization. It provides a new perspective for improving performance appraisal to study its effects on employee attitudes. In addition, its influence on employees’ attitude is still blank. This paper utilizes questionnaire survey and structural equation model to study the impact of different types of perception of performance appraisal politics on employees’ affective commitment. The result shows that different types of perception of performance appraisal politics have different effect on employees’ attitude. Perception of public-private concerned high ratings has positive effect, however, perception of organizational-interested low ratings, selfish high rating perception and self-interested low rating perception have negative effect. The effect strength was decided by employee’s attribution about perception of performance appraisal politics. Perception of organizational support played a complete mediate role in the impact of perception of performance appraisal politics on employees’ affective commitment. Based on the findings of the study, managers can reduce employees’ negative perception of performance appraisal politics and passive consequences by restricting estimators’ selfish leniency and conscious oppressive evaluation, guiding employees to attribute performance appraisal politics positively and enhancing perception of organizational support.
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Mastur, Mastur, Tika Mariska, Opik Piqhi, Yusuf Riesata y Ranthy Pancasati. "MENINGKATKAN KINERJA PEGAWAI DI LINGKUNGAN RSUD KABUPATEN SERANG". J-MACC : Journal of Management and Accounting 6, n.º 2 (31 de octubre de 2023): 140–52. http://dx.doi.org/10.52166/j-macc.v6i2.4175.
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The reliability of the employees of the Serang District Hospital in terms of the results of the employee's performance. Performance results that prioritize the quality and quantity of their work can increase performance. Employee performance can be increased by placing employees in accordance with the knowledge possessed by employees. Discipline of employees who are able to carry out their duties with agreed procedures is able to elevate employee performance. Compensation given and in accordance with the results of employee performance can elevate employee performance. The research aims to see whether employee performance can be influenced by good placement, increasing discipline, and providing compensation according to work results. The novelty of this study is that placement and compensation are not able to influence employee performance at Serang District Hospital. Research limits itself to employees' assumptions about placement, discipline and placement that have an impact on employee work. The research was conducted on 30 employees of the Serang District Hospital, data collection was carried out by distributing questionnaires which were then analyzed using the Smart PLS method. The results of this study indicate that; 1) Placement has no effect on employee performance, 2) Discipline has an effect on employee performance 3) Compensation has no effect on employee performance.
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Auh, Seigyoung, Bulent Menguc, Michelle Fisher y Abeer Haddad. "The Contingency Effect of Service Employee Personalities on Service Climate". Journal of Service Research 14, n.º 4 (23 de septiembre de 2011): 426–41. http://dx.doi.org/10.1177/1094670511421521.
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This study draws on the service climate and Big Five personality literature to examine the association between a service employee’s personality and perception of service climate. The authors further explore the moderating role of employee involvement climate strength on the personality trait–perceived service climate relationship based on situational strength theory. Hypotheses are tested against data collected using a multiple respondent (i.e., employees and customers) method from a national chain of 66 specialty retail stores in fashion and apparel, footwear, accessories, and sports equipment. Findings indicate that an employee who is conscientious, open to experience, and agreeable perceive the service climate to be more positive. Results also suggest that under a strong employee involvement climate, an employee who is conscientious, emotionally stable, and agreeable has a perception of service climate that is less positive. Finally, employees' perception of service climate was positively related to customers' satisfaction with decision to visit the store. Findings have practical implications for hiring and promoting employees with certain personalities that are more conducive to forming a positive perception of service climate. Further, results suggest that when retail stores have a weak employee involvement climate, stores benefit from possessing employees that are conscientious, emotionally stable, and agreeable.
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Choi, Jongwoon (Willie), Gary Hecht, Ivo D. Tafkov y Kristy L. Towry. "Vicarious Learning under Implicit Contracts". Accounting Review 91, n.º 4 (1 de septiembre de 2015): 1087–108. http://dx.doi.org/10.2308/accr-51293.
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ABSTRACT Employee contracts often allow for managerial discretion, such that the manager decides after observing an employee's performance how that employee will be rewarded or penalized. Importantly, the effects of such evaluation outcomes can extend beyond the employee(s) directly affected, because such outcomes can be observed by other employees within the firm. The net effect of such vicarious learning as an indirect control depends on the inferences employees make after observing a peer's evaluation outcome. In this study, we use an experiment to investigate whether the inferences observer-employees make about how managers evaluate and reward employee behavior depend on whether the valence of the observed outcome is positive or negative. Using the setting of a strategic performance measurement system, we test and find support for a causal model, in which the valence of the observed outcome influences observer-employees' inferences and subsequent behavioral focus via their psychological distance from, and their construal of, the observed outcome. Our results suggest that how observer-employees respond after observing a peer employee's evaluation outcome is asymmetric. Specifically, when contemplating their own behavior, employees who observe positive outcomes focus on the performance measures within the strategic performance measurement system, whereas those who observe negative outcomes focus on the underlying strategic construct.
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Zaqiyah, Fanti Nurul, Tasya Nailatal Istiqomah, Nur Fadillah, Prasetyo Hafid Mardianto y Riyan Sisiawan Putra. "A SYSTEMATIC LITERATURE REVIEW; EFFECT OF COMPENSATION AND MOTIVATION ON EMPLOYEE PERFORMANCE". WORLDVIEW ( Jurnal Ekonomi Bisnis dan Sosial Sains ) 2, n.º 1 (30 de junio de 2022): 01–15. http://dx.doi.org/10.38156/worldview.v2i1.194.
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Employees are the most important asset in the company. If a company does not have employees, all operational activities of the company will not run. Employees need compensation such as bonuses, benefits, work environment, and work that can demonstrate ability, so that employees' abilities can provide their best performance to the company. Compensation and employee performance are two things that are interconnected. Where the more compensation an employee receives, either directly or indirectly, the better the employee's performance at work. So you could say that compensation and performance have a directly proportional relationship. The purpose of this study was to determine the effect of compensation and motivation on the performance of company employees. The method used in this study is Systematic Literature Review, where compensation and motivation are the x variable while the performance is the y variable. All articles used for reference in this journal are sourced from Emerald and Google Scholar, with publication times in the last 5 years. Based on the results of this study it can be concluded that there is an influence between compensation and motivation on employee performance, because with compensation and motivation employees will feel more active and enthusiastic, which will have an impact on improving company performance
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Palwasha Bibi, Hazrat Bilal, Ashfaq Ahmad y Jawad Hussain. "Effect of Remuneration on Employee Commitment: Empirical Evidence from Hotel Industry". Journal of Accounting and Finance in Emerging Economies 6, n.º 4 (4 de diciembre de 2020): 1069–75. http://dx.doi.org/10.26710/jafee.v6i4.1462.
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The purpose of the research is to evaluate the effect of remuneration on employee commitment. It explores how remuneration of employees can affect the employee’s commitment. A self-administered questionnaire based upon previously validated instrument was completed by 165 customer contact employees. Pearson correlation and Simple Regression techniques were employed to ascertain the relationship between remuneration and commitment. Consistent with Gift Exchange Model of Adams and Jacobsen (1964),the statistical analysis confirms that remuneration has positive and significant effect on employee commitment. This study provides implications and future research directions.
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Sunanto, Erwin, Suwandi Suwandi y Ahmad Hanfan. "Pengaruh Self Efficacy, Kompetensi, Remunerasi, Kepemimpinan dan Komunikasi terhadap Kinerja Karyawan melalui Organization Citizenship Behaviour". Ekonomi, Keuangan, Investasi dan Syariah (EKUITAS) 4, n.º 2 (6 de diciembre de 2022): 629–48. http://dx.doi.org/10.47065/ekuitas.v4i2.2245.
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The problem that occurs at PT Hamana Works Indonesia is that the employee's performance has not been maximized, which is indicated by the fact that there are still many employees who use their leave rights from what has been stipulated. The research was conducted by collecting data by using a questionnaire on all employees with a total of 62 employees as respondents. Data from 2019 to 2020 shows an increase in employees using leave entitlements beyond the stipulated and reaching 50% in 2020. Researchers conducted tests using the SEM (Structural Equation Modeling) Partial Least Square or SEM PLS approach using tools in the form of statistical software, namely Smart pls. The results of the study are self-efficacy does not have a significant impact on employee performance, competence does not have a significant impact on employee performance, remuneration does not have a significant impact on employee performance, leadership has a significant effect on employee performance, communication has no significant effect on employee performance, Organizational citizenship behaviors have a significant effect on performance employees, self-efficacy has a significant effect on OCB, competence has a significant effect on OCB, remuneration has no impact on OCB, leadership has no impact on OCB, communication has a significant effect on OCB, self-efficacy through OCB has a significant effect on performance, competence through OCB has no significant effect on performance , remuneration through OCB has no significant effect on employee performance, leadership through OCB has no significant effect on performance and communication has a positive effect through OCB on app employee performance. Researchers suggest companies to improve leadership, OCB, competence, communication and self-efficacy for employees.
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Fitri Effendi, Sitti Raisya. "The Effect of Job Division, Promotion, Project, Salary, Length of Work With Employee Turnover Using Logistic Regression Analysis". Jurnal Indonesia Sosial Teknologi 5, n.º 3 (27 de marzo de 2024): 1204–10. http://dx.doi.org/10.59141/jist.v5i3.972.
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This study aims to examine the effect of job division, employee promotion, projects, salary, and length of work on employee turnover rates in an organization. The use of logistic regression analysis is used to identify factors that contribute to employees' decision to leave their jobs. Data for this study was collected through surveys involving employees in various divisions within the selected organization. The dependent variable is the employee's turnover status (resigning or not resigning), while the independent variable includes job division, employee promotion, project, salary, and length of work. The results of logistic regression analysis show that Employee Salary has a significant influence on employee turnover rate. A competitive salary can be a determining factor in influencing an employee's decision to stay in the job. The results of this study have a sensitivity level of 45%, meaning the goodness of the model in predicting employees who do not leave the company. The results showed that the level of specificity is 82% predicting employees who leave the company so this model is very good in this case. The results of this study provide important insights for organizational management in managing employee turnover rates. By understanding the influence of these factors, organizations can take appropriate steps to increase employee satisfaction, retain valuable talent, and reduce costs and disruptions caused by employee turnover.
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Setyanti, Sri Wahyu Lelly Hana, Marmono Singgih y Nur Azizah. "Pengaruh Empowerment, Self Efficacy, dan Budaya Organisasi Terhadap Kinerja Karyawan". jesya 5, n.º 2 (1 de junio de 2022): 1951–59. http://dx.doi.org/10.36778/jesya.v5i2.751.
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Employee performance affects the company's ongoing activities, and better employee performance will help the company develop the company for the better. Improved employee performance will bring progress for the company to survive in an unstable competitive business environment. This study aims to examine and analyze the effect of empowerment, self-efficacy, and organizational culture on PT employees' performance. Zebra Agrindo Utama Jember. The variables used are Empowerment (X1), self-efficacy (X2), corporate culture (X3), and employee performance (Y). The population in this study were employees of PT. Zebra Agrindo Utama Jember, totaling 60 employees. The sampling technique used is the saturated sample. This study uses multiple linear regression analysis with independent variables, namely empowerment, self-efficacy, and organizational culture. The dependent variable is employee performance. This study uses qualitative data quantified with primary data sources obtained through questionnaires distributed to respondents, namely employees of PT. Zebra Agrindo Utama Jember, and secondary data obtained from journals, articles, and literature related to empowerment, self-efficacy, organizational culture, and employee performance. The results showed that empowerment, self-efficacy, and corporate culture had a positive and significant effect. On the variable performance of employees of PT. Zebra Agrindo Utama Jember, so that the better the employee's perception of empowerment, self-efficacy, and organizational culture by employees, the better the employee's performance
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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer y Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation". Accounting Review 80, n.º 2 (1 de abril de 2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.
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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion over total employee compensation, but does have discretion over the allocation of total compensation. We find that the employer's residual profit increases with discretion over the allocation of compensation among employees; however, we find no effect on residual profit of the employer's discretion over the total amount of employee compensation. Our results suggest that firms benefit from a compensation contract that establishes total employee compensation as a predetermined function of public, aggregate measures such as accounting income, but provides the employer at least some discretion to allocate this compensation using private information. However, our results caution that employees and employers may not have similar preferences for the degree of employer discretion over the determination of total employee compensation.
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Chen, Long, Ming Chen, Hengjie Zhang y Xiao-Ming Yan. "Interrupting the crossover effect of leader's role overload on employee's negative affect: the moderating role of self-concordance goal". Journal of Managerial Psychology 37, n.º 4 (17 de diciembre de 2021): 361–78. http://dx.doi.org/10.1108/jmp-04-2021-0219.
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PurposeThe purpose of the study is to examine the crossover effect of leader's role overload on employee's negative affect. More importantly, the stuy will identify the buffering role of self-concordance goal on the relationship between leader's role overload and employee's negative affect.Design/methodology/approachThe study builds the crossover impact of leader's role overload on employee's negative affect as well as the moderating effect of self-concordance goal. By a two-wave and paired data from 51 leaders and 225 employees, the study examines the hypothesis using cross-level analysis.FindingsResults show that leader's role overload tends to reduce negative affect for employees who pursue high-level self-concordance goal and increase negative affect for employees who pursue low-level self-concordance goal.Practical implicationsIt is important for employees to get rid of negative affect in the workplace. The study informs managers the benefits of pursuing self-concordance goals in helping employees alleviate the negative effect of leader's role overload.Originality/valueFindings of the present study can enrich the literature of the crossover process from leader to employee and offer management strategy for enterprises about how to buffer the damaging effect of leader's role overload on employees.
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Alam, Mohammad Jahangir. "An Analysis of Demographic Factors that determine Employee Engagement in the Workplace: A Case Study of the RMG Industry of Bangladesh". American Journal of Multidisciplinary Research and Innovation 2, n.º 2 (26 de marzo de 2023): 64–71. http://dx.doi.org/10.54536/ajmri.v2i2.1356.
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As a labor-intensive and man-machine integrated manufacturing industry, the level of employee engagement in the industry is a big concern that has created a long-term adverse effect on both employers and employees to a large extent. Hence, this study has examined how the demographic factors of employees in this industry affect the engagement level of employees in the context of Bangladesh. Following the multistage sampling method, data was collected from 280 employees working in this industry and analyzed accordingly with the application statistical tool ANOVA and independent t-test. The results of the analysis indicate that the demographic factors of employees have an influence on employee engagement in the workplace at different levels. The managerial implication of this study is that the employers of the RMG industry will now know that the work engagement of employees is predicted by demographic factors of employees. Thus, this study will help this industry to set the right policies and procedures to adhere to a sustainable level of employee engagement in line with the demographic factors of employees.
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Dwipayana, I. G. B. Krisna y I. Gusti Made Suwandana. "The Effect of Leadership Style on Employee Retention at Ayodya Resort Bali with Non-Physical Work Environment as Moderating Variable". European Journal of Business and Management Research 6, n.º 6 (29 de diciembre de 2021): 223–26. http://dx.doi.org/10.24018/ejbmr.2021.6.6.1093.
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This study aims to analyze the effect of leadership style, work environment on employee retention with non-physical work environment as a moderating variable. The research design used is associative. The research was conducted at Ayodya Resort Bali. The population of this study was 501 employees with 84 employees as samples. The sample selection technique is proportional stratified. The data collection method used is Observation, Interview, Questionnaire and analyzed by Moderated Regression Analysis (MRA). The results show that leadership style has a positive and significant effect on employee retention, the better the leadership style applied by the company, the employee's desire to remain in the company will also increase. The non-physical work environment strengthens the influence of leadership style on employee retention, the better the leadership style supported by a good non-physical work environment, the employee's desire to remain in the company will increase. Companies must always pay attention to the relationship between employees and the relationship between employees and superiors so that they continue to run well and harmoniously.
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Sarikit, Maya. "PENGARUH WORK LIFE BALANCE DAN KETERIKATAN PEGAWAI TERHADAP KINERJA PEGAWAI FAKULTAS ILMU SOSIAL DAN ILMU POLITIK UNIVERSITAS INDONESIA". Jurnal Manajemen Pendidikan 8, n.º 1 (1 de julio de 2017): 82. http://dx.doi.org/10.21009/jmp.08108.
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The objective of the research is to obtain information about the influence of work life balance and employee engagementon employees job performance onFaculty of Social and Political Sciences of the University of Indonesia .The research was conducted to all of employees onFaculty of Social and Political Sciences of the University of Indonesia by using a survey method with path analysis applied in testing hypothesis. The number 67 employees as sample was selected by using Slovin formula. The result of the study reveals that: (1) there is direct effect of work life balance on job performance. (2) there isdirect effect of employee engagement on job performance. (3) there is direct effect of work life balance on employee engagement. Therefore to enhance employee’s job performance can be carried out by work life balance, and employee engagement.
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Linda, Muthia Roza, Sutiyem, Dessy Trismiyanti, Riza Yonita y Suhery. "The impact of job satisfaction on organizational commitment with employee engagement as moderating variable". Journal of Management Info 8, n.º 1 (29 de mayo de 2021): 90–104. http://dx.doi.org/10.31580/jmi.v8i1.1708.
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The purposes of the study are to analyze; 1) the impact of job satisfaction on banking employee’s organizational commitment, 2) the impact of employee engagement on organizational commitment, 3) the impact of job satisfaction on employee engagement, and 4) the indirect effect of job satisfaction on organizational commitment of banking employees in Padang with employee engagement as a moderating variable. The type of research is causative research, which aims to see how far the independent variables affect the dependent variable. The research data was collected came from 180 employees who worked in banking, in which they had more than 2 years of experience. Then the data to analyze using the structural equation modeling (SEM) approach with Smart PLS 3.0 software. The results showed that: 1) Job satisfaction has not a direct effect on organizational commitment in banking employees in Padang; 2) Employee engagement has a direct and significant effect on organizational commitment of banking employees in Padang; 3) Job satisfaction has a direct and significant effect on employee engagement banking employees in Padang and 4) Job satisfaction has an indirect and significant influence on employee organizational commitment when mediated by employee engagement. The contribution of this study is expected to provide information for companies in developing and improving employee attitudes to have a high commitment to the company. This is intended so that employees can contribute to providing excellent service to increase organizational competitiveness.
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Adelina, Nina y Handoko Bagas Saputro. "Pengaruh Cyberloafing Terhadap Kinerja Karyawan Dengan Self Control Sebagai Variable Moderasi". Review of Applied Accounting Research (RAAR) 3, n.º 1 (16 de marzo de 2023): 85. http://dx.doi.org/10.30595/raar.v3i1.16939.
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The term cyberloafing is used to describe the voluntary act of employees using their company's Internet access for non-work-related purposes during working hours. Some examples of cyberloafing behavior by employees are online shopping, browsing, browsing social media, looking for work, sending and receiving personal emails, and downloading files that are not related to work. Cyberloafing has a significant positive effect on employee performance at the Surakarta State Property and Auction Service Office, so it can be concluded that the higher the level of cyberloafing carried out by employees, the better the employee performance, and conversely the lower the level of cyberloafing carried out by employees, the employee's performance will decrease. Self control moderates the relationship between cyberloafing on the performance of employees of the Surakarta State Wealth Service Office and Auction, with a significant negative effect, so it can be concluded that the higher the level of cyberloafing carried out by employees will reduce employee self control thereby reducing employee performance, and vice versa, the lower the level of cyberloafing carried out by employees will increase self-control so that employee performance will also increase.
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Dzimidienė, Agnė y Dalia Bagdžiūnienė. "The Effect of Employee Agility and Self-Efficacy on Innovative Behavior at Work". Psichologija 67 (30 de diciembre de 2022): 70–88. http://dx.doi.org/10.15388/psichol.2022.60.
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In order for organizations to remain competitive and successful in the contemporary business environment, one of the fundamental prerequisites is innovative behavior of employes. Therefore, research analyzing the organizational and personal factors of this behavior is relevant, in which increasing attention is paid to the agility of employees. In general, agility can be described as a person’s ability to adapt quickly and efficiently to normal or new work situations, accept changes and respond appropriately to them. The study aimed to determine the relationship between employees agility, self-efficacy, and innovative behavior in the organization and to evaluate the mediating role of self-efficacy for the relations between agility and innovative behavior. The cross-sectional survey was conducted in the sample of 172 employees. 78% of them were women, the average age of the participants was 33.8 years. Scales measuring employee agility, innovative behavior and self-efficacy were applied in the study. For this study, a Lithuanian employee agility scale consisting of twenty items was prepared. The results were processed using correlational, regression, and mediation analysis. Main results: firstly, more expressed employee agility and self-efficacy predicts their higher involvement in innovative behavior, and secondly, self-efficacy acts as a mediator for the relationship between agility and innovative behavior. The importance of the employee’s personal characteristics – agility and self-efficacy – in predicting innovative behavior was confirmed, and the role of self-efficacy as a mediator for the relationship between agility and innovative behavior was revealed. Theoretical and practical implications of the study results are discussed.
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Rusli, Aldi Khairy. "The Effect of Work Motivation Toward Employee Performance at PT. Permodalan Nasional Madani (Persero) Jakarta". Jurnal Ilmu Sosial Politik dan Humaniora 3, n.º 1 (26 de marzo de 2020): 1–12. http://dx.doi.org/10.36624/jisora.v3i1.55.
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Work motivation can be seen from the data and employee attendance employee delays the data in the company, judging by the attendance of data and delays the data of employees of PT. Permodalan Nasional Madani (Persero). From the Data Obtained can be said that the attendance and delay of employees of PT. Permodalan Nasional Madani (Persero) is fairlygood in every month. As for measuring the performance of employees in this research, they have a Key Performance Indicator and, preliminary questionnaire. This research aims to know the condition of intrinsic motivation and extrinsic motivation PT. Permodalan Nasional Madani (Persero) Jakarta as well as influence the intrinsic motivation and extrinsic motivation to the employee performance. The approach to this research is quantitative with the type of descriptive research using IBM SPSS 20. While the method of analysis used is multiple linear regression. Method of collecting the data through the dissemination of questionnaires using sample 272 employees. The sampling method uses probability sampling technique while sampling technique uses simple random sampling. The results of the study proved that the motivation of intrinsic partially work has a significant influence on employee performance, while the extrinsic motivation of work has no significant influence on the employee's performance. Also the results proved that the motivation of intrinsic work and motivation of extrinsic work have a simultaneous influence on the employee's performance. It is hoped that Researchers can then use other variables such as organizational culture, job satisfaction, and employee commitment. To know other aspects not addressed in this research and can also use other research methods such as path analysis and SEM analysis. Advice for companies to provide creativity training that aims to provide opportunities for its employees to bring out the idea of the free as rational as possible.
Keywords: Work motivation, intrinsic motivation, extrinsic motivation, employee performance.
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Isa, Khairunesa, Rosman Md. Yusoff, Abd Rahman Ahmad y Wan Hanim Nadrah Wan. "The mediating effect of employee commitment towards organization effectiveness framework". International Journal of Engineering & Technology 7, n.º 4.9 (2 de octubre de 2018): 182. http://dx.doi.org/10.14419/ijet.v7i4.9.20669.
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The main purpose of this paper is to study the mediating effect of employee’s commitment between leadership style and organization effectiveness. In addition, it presents a conceptual research framework to understand these relationships as supported by literature review from recent studies. The main findings indicate that employee commitment can be partial mediator factor between leadership style and organization effectiveness. To get the commitment, leaders should empower employees through human orientation and the application of transformational leadership elements such as intellectual stimulation and individual consideration which help to create mutual understanding between employees and organization. In conclusion, employee commitment plays a role as partial mediator between leadership style and organization effectiveness.
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Wartana, I. Kadek. "WORK MOTIVATION EFFECT ON EMPLOYEE PERFORMANCE AT SUMBERSARI PRIMARY HEALTH CARE". International Journal of Health Science & Medical Research 1, n.º 2 (22 de agosto de 2022): 52–61. http://dx.doi.org/10.37905/ijhsmr.v1i2.15397.
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The performance of Primary Health Center employees can be achieved if each employee has a high motivation to complete their job in accordance with their responsibilities. This study aims to analyze how much the effect of work motivation on employee performance in Sumbersari Primary Health Center in the Parigi Moutong district. This research was a correlation study with a cross-sectional approach. The population of this study was employees who work at the Sumbersari Primary Health Center in Parigi Moutong district, as many as 64 people, while the sample is all population (total population). Data were analyzed using multiple linear regression. The results showed that the effect partially works on motivation and employees performance in the Sumbersari public health center show that the salary was a variable that most significantly affects partially the employee's performance, where the t value (3,220) is greater than the t table (1,674) and The effect of overall work motivation variable influence simultaneously on the employee's performance because the value of F count larger than F table with R-value of 0,490, which means the degree of influence between variables that are strong enough. In conclusion, there was a significant influence of work motivation (salary and interpersonal relationships) on employee performance at Sumbersari Primary Health Center. The influence of motivation on employee performance was quite strong.
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Pithaloka, Dyah Ayu y Niken Ardiyanti. "The Effect of Perceived Organizational Support on Intention to Stay Mediated by Employee Engagement and Job Satisfaction". Jurnal Aplikasi Manajemen 22, n.º 2 (1 de junio de 2024): 476–91. http://dx.doi.org/10.21776/ub.jam.2024.022.02.13.
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Employees have an important role in a business. Employees are human resources employed by companies who play the role of planners, executors, and drivers in determining the performance and sustainability of the company. Organizational support for employees can be an important factor in retaining employees in the company. The main objective of this study was to determine the perceptions of employee organizational support, employee engagement, and the level of job satisfaction on the employee's intention to stay with the organization. The dataset was generated through a quantitative survey of 233 respondents at PT. Yodya Karya (Persero) from March to April 2023, and analyzed using Structural Equation Modelling (SEM). The findings of this research are that there is no significant and positive direct influence between perceived organizational support on employees' intentions to stay at the company, but rather that perceived organizational support has an impact when there are other things that influence employees' intentions to stay at the company through job satisfaction. Job satisfaction also has a big influence on employees' intentions to stay at the company and employee involvement in the company. Thus, Job Satisfaction at the company needs to be increased to increase employee intentions to stay at the company and also Employee Engagement. Therefore, from the results of this research can be seen that Job Satisfaction becomes an important variable in mediating the influence of Perceived Organizational Support and Intention to Stay.
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Lay, Yohanes, Sautma Ronni Basana y Togar Wiliater Soaloon Panjaitan. "The Effect of Organizational Trust and Organizational Citizenship Behavior on Employee Performance". SHS Web of Conferences 76 (2020): 01058. http://dx.doi.org/10.1051/shsconf/20207601058.
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Trust given by the company to each of the employees can motivate them to contribute to the company development. Employees got to motivate themselves internally to improve their role in the organization for winning the competition. The purpose of this research is to investigate the effect of organizational trust and organizational citizenship behavior towards employee performance in Fave Hotel Rungkut Surabaya, Indonesia. Fave Hotel needs to empower the employee to improve their competitiveness. The surveys were distributed to permanent employees who have been working for at least one year. There were 52 persons who filled the surveys. The surveys used a Likert scale. The data was processed using Partial Least Square software. First, the results indicated that organizational trust affects organizational citizenship behaviors. Second, organizational trust affects company performance. Third, organizational citizenship behavior affects employee performance. Fourth, organizational citizenship as an intervening variable can improve organizational trust for employee performance. Fave Hotel commits to empower their employee through organizational trust and improves employee’s role with organizational citizenship behavior.
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Al Hosni, Mr Daeij y Dr M. Firdouse Rahman Khan. "THE EFFECT OF SECURITY PROCEDURES ON EMPLOYEE MORALE". International Journal of Management, Innovation & Entrepreneurial Research 2, n.º 2 (10 de noviembre de 2016): 24. http://dx.doi.org/10.18510/ijmier.2016.221.
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PurposeThe objective of the study is to critically analyze the main issues on the scrutiny of personal belongings and the effect of it on the employee morale and to understand the due impact so as to find out a simplified work atmosphere in order to increase taskforce retention.Design/methodology/approach The study was conducted with 260 employees working in the Oil fields of Sohar industrial port, Oman. The employees were selected on a simple random sampling basis and were contacted through a well-defined questionnaire which was made available online for this purpose. The sample included both the managers and the workers from the task force.FindingsOur empirical results reveal that the employees understand the logic behind the measures, are not reluctant and hence no negative impact on the employee’s morale. However, the study demonstrates that there is a strong association between the privacy of the employees, their trust, tolerance and the morale of the employees. The main factors which might impede the security procedures are the trust and the privacy.Practical ImplicationsThe study reveals that the security practices may violate the individual privacy and leads to ethical conflict and thus the employees may become untrusted and tend to leave the organization due to daily physical inspection which is not a very good sign.Social ImplicationsThere is a need to educate all the employees on the logic behind such inspection measures and seek the opinion on the ways to improve such measures. A national campaign can be initiated.Originality/valueVery few studies have examined the effect of security procedures on the employee morale in the oil fields of Oman and it is a first-hand study of its kind.
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Abimayu, I. Gusti Ngurah Bagus Dion Susila, I. Gusti Salit Ketut Netra y I. Gusti Made Suwandana. "The Influence of Leadership Style and Motivation on Employee Performance in Drinking Water Distributor Company". European Journal of Business and Management Research 8, n.º 3 (1 de mayo de 2023): 33–36. http://dx.doi.org/10.24018/ejbmr.2023.8.3.1921.
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Employee performance is an effort to systematically and continuously manage employees' ability to perform in a company. Therefore, employees can meet the desired level of performance in a company by giving their best to achieve company goals. The success of an organization is influenced by employee performance. This is because every company seeks to improve employee performance in order to achieve organizational goals that have been set. Performance can be accepted as a result of a process or work, this is because all employees are required to have the ability, that is, the ability to carry out the duties charged or entrusted to him. Each task or job has an activity that processes inputs and converts them into value-added outputs as products or deliverables. The purpose of this research is to analyze the effect of leadership styles and motivation on the performance of PT. Sidoraya Star. The number of samples used was 50 employees with a proportional random sampling method. Data collection was carried out using an interview approach, where the research instrument used was a questionnaire. The collected data were then analyzed using multiple linear regression analysis techniques. The results of the study indicated that leadership style had a significant positive effect on employee performance. Motivation has a positive effect on the performance of employees. The implication of this research is that the better the leadership style of company leaders, the employee's performance will increase, and the higher the employee's work motivation, the employee's performance will increase.
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Grihani, Kadek Dian Nita y Ni Made Wulandari Kusumadewi. "The Role of Customer Satisfaction in Mediation the Effect of Customer Relationship Management on Customer Loyalty (Study at Ramayana Bali Department Store Denpasar)". European Journal of Business and Management Research 6, n.º 6 (29 de diciembre de 2021): 235–39. http://dx.doi.org/10.24018/ejbmr.2021.6.6.1096.
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This study aims to analyze the effect of leadership style, work environment on employee retention with non-physical work environment as a moderating variable. The research design used is associative. The research was conducted at Ayodya Resort Bali. The population of this study was 501 employees with 84 employees as samples. The sample selection technique is proportional stratified. The data collection method used is Observation, Interview, Questionnaire and analyzed by Moderated Regression Analysis (MRA). The results show that leadership style has a positive and significant effect on employee retention, the better the leadership style applied by the company, the employee's desire to remain in the company will also increase. The non-physical work environment strengthens the influence of leadership style on employee retention, the better the leadership style supported by a good non-physical work environment, the employee's desire to remain in the company will increase. Companies must always pay attention to the relationship between employees and the relationship between employees and superiors so that they continue to run well and harmoniously.