Artigos de revistas: "Boss-employee"

1

Ridwan J, Ridwan e Sofyan. "The Influence of Boss Phubbing on Employee Performance Mediated by Leader-member Exchange (LMX) and Trust in the Head Office of PT. Bank Aceh Syariah". International Journal of Scientific and Management Research 05, n.º 06 (2022): 169–78. http://dx.doi.org/10.37502/ijsmr.2022.5615.

Texto completo da fonte

Resumo:

This study was find out how the boss phubbing role in employee performance is mediated by the leader-member exchange (LMX) and trust in the head office of PT. Bank Aceh Syariah (BAS). The total population was 228 people, and the research respondents were taken as much as the population and analyzed through SEM-AMOS. The results found that boss phubbing negatively affects employee performance, trust, and LMX, meanwhile, LMX positively affects employee performance and partially mediates the boss phubbing effect on employee performance, and trust also positively affects employee performance and partially mediates the boss phubbing effect on employee performance. This means that the BAS employee performance improvement model is a function of lowering the phubbing boss and increasing LMX and trust.

Estilos ABNT, Harvard, Vancouver, APA, etc.

2

I., Zeb-Obipi, Lekue B.M.N. e Gold L.K. "Boss-Driven Development and Employee Commitment in Telecommunication Firms in Nigeria". British Journal of Management and Marketing Studies 6, n.º 3 (22 de setembro de 2023): 138–52. http://dx.doi.org/10.52589/bjmms-vbrwgqb4.

Texto completo da fonte

Resumo:

The study examined the nexus between boss-driven development and employee commitment in telecommunication firms in Nigeria. Boss-driven development is a development process whereby the direction and priorities that accelerate professional growth are determined by the boss; and employee commitment is the extent to which employees are willing to invest their time, effort, and energy to contribute to the success and well-being of the organization. The study was based on four selected telecommunication companies in Port Harcourt with a sample size of 226 telecommunication staff selected from a population of 550 staff. Data collected were analyzed using Pearson Moment Correlation Coefficient with SPSS version 21. It was found that boss-driven development leads to employee commitment. Therefore, we conclude that boss-driven development brings about employee commitment. Based on the above conclusion, it was recommended that telecommunication firms should encourage the boss-driven development of their employee to ensure employee commitment.

Estilos ABNT, Harvard, Vancouver, APA, etc.

3

Dewi, Yuliana. "PENGARUH KARAKTERISTIK PEKERJAAN, DUKUNGAN ATASAN DAN KOMITMEN ORGANISASI TERHADAP KINERJA PEGAWAI DI DINAS KETAHANAN PANGAN DAN PETERNAKAN PROVINSI SUMATERA UTARA". JEKKP (Jurnal Ekonomi, Keuangan dan Kebijakan Publik) 2, n.º 1 (30 de julho de 2020): 28–37. http://dx.doi.org/10.30743/jekkp.v2i1.2731.

Texto completo da fonte

Resumo:

How does the effect of job characteristics on employee performance in the Department of Food and Animal Husbandry of North Sumatra Province. How does boss support influence employee performance at the Department of Food and Animal Husbandry of North Sumatra Province. How does the influence of organizational commitment on employee performance in the Department of Food and Animal Husbandry of North Sumatra Province. How the influence of job characteristics, boss support and organizational commitment to the performance of employees in the Department of Food and Animal Husbandry of North Sumatra Province.The purpose of this research was to determine the effect of job characteristics on employee performance in the Department of Food and Animal Husbandry of North Sumatra Province. To determine the effect of boss support on the performance of employees in the Department of Food and Animal Husbandry of North Sumatra Province. To determine the effect of job characteristics, boss support and organizational commitment to the performance of employees in the Department of Food and Animal Husbandry of North Sumatra Provinc.The sample in this research amounted to 51 employees. Data analysis technique used in this research is multiple linear regression analysis.The results of this research partially explain the job characteristics there is a significant influence on employee performance. Partial support from boss has no significant effect on employee performance. Partial organizational commitment does not have a significant effect on employee performance. Job characteristics, boss support and organizational commitment simultaneously have a significant effect on employee performance in working at the Department of Food and Animal Husbandry of North Sumatra Province.

Estilos ABNT, Harvard, Vancouver, APA, etc.

4

Asmara, Widya Pratiwi, Sri Kusriyah Kusriyah e Widayati Widayati. "Staffing Application System In The Development And Supervision Of Employees Based On Information Technology (It) In Order To Good Government At Regional Office In The Ministry Of Justice And Human Rights Of Central Java (Case Study At Regional Office of the Ministry of Justice and Human Rights of Central Java)". Jurnal Daulat Hukum 2, n.º 4 (27 de março de 2020): 469. http://dx.doi.org/10.30659/jdh.v2i4.8290.

Texto completo da fonte

Resumo:

Based on the study it can be concluded that the implementation of and development of application performance appraisal of civil servants is an assessment of the performance is done at the time of the achievement of targets Employee Work is done in a measured by comparing the actual work with the target set by the organization for each employee, so as to achievement of specified targets at the end of the year. Assessment of Civil Servants implementation work in the Regional Office of the Ministry of Justice and Human Rights of Central Java is done through evaluation methods.Barriers that occur in the Regional Office Law and Human Rights Ministry of Central Java in providing performance benefits as stipulated in the Regulation of the Minister of Law and Human Rights No. 22 of 2014 of which the form has not been found job analysis conducted by management office, employees are not willing / able to develop competency yourself , absence of a good methodology in identifying a job, the boss's behavior is supposed to give an example / role model in encouraging and competencies of subordinates, each employer is aware of the importance of creativity, initiative and a sense of each employee into good consideration in determining the types of work. Efforts are being made by increasing the strong desire of every employee in order to work in accordance with the assessments and improving the competence of oneself, in charging SKP by each employee be done routinely every day to get the direct supervision by the employer concerned, giving performance benefits granted optimally to each employee to the maximum, and the determination of the best boss by the Regional Office of the Ministry of Law and Human Rights, Central Java, so the boss can be an example, determine the class position, and provide the maximum performance benefits in accordance with the capabilities of each employee. Giving performance benefits given up to every employee to the maximum, and the determination of the boss of the best by the Regional Office of the Ministry of Law and Human Rights, Central Java, so the boss can be an example, determine the class position, and provide performance benefits to the maximum in accordance with the capabilities of each employee. Giving performance benefits given up to every employee to the maximum, and the determination of the boss of the best by the Regional Office of the Ministry of Law and Human Rights, Central Java, so the boss can be an example, determine the class position, and provide performance benefits to the maximum in accordance with the capabilities of each employee.Keywords: Staffing Application System; Information Technology (IT); Good Government.�

Estilos ABNT, Harvard, Vancouver, APA, etc.

5

Şahin, Safiye, Bilal Çankir e Bahar Serez Arslan. "Effect of Implicit Voice Theories on Employee Constructive Voice and Defensive Silence: A Study in Education and Health Sector". Organizacija 54, n.º 3 (1 de agosto de 2021): 210–26. http://dx.doi.org/10.2478/orga-2021-0014.

Texto completo da fonte

Resumo:

Abstract Background and Purpose: Implicit voice theories are the beliefs that are related to employee silence. This study aims to examine the implicit voice theories (don’t embarrass the boss in public, negative career consequences of voice) as predictors of employee defensive silence and employee constructive voice. Methodology: This study is a cross-sectional and an analytical study. The sample of this study consisted of 494 participants working in the healthcare sector (n = 277) and education sector (n = 217) in Turkey. We performed linear regression analyses to test our hypotheses. Results: We found that power distance and negative career consequences of voice predicted employee defensive silence while proactive personality and the belief of “don’t embarrass the boss in public” predicted employee constructive voice. These results confirm the effect of implicit voice theories on employee silence and voice. Conclusions: Employees holding the belief of “don’t embarrass the boss in public” and “negative career consequences of voice” tend to remain silent or prefer to speak with their managers privately, which prevent sharing ideas in group interactions in organization. Therefore, managers must combat the belief that speaking up is risky. In order to change these beliefs in a positive way, they should make their subordinates feel that speaking up is a valuable behavior in organization.

Estilos ABNT, Harvard, Vancouver, APA, etc.

6

Sheikh, Faryal S. "Experiencing an Opposite Gender Boss". Journal of Economics and Management Sciences 2, n.º 2 (21 de maio de 2019): p12. http://dx.doi.org/10.30560/jems.v2n2p12.

Texto completo da fonte

Resumo:

The increasing trend of the employed female workforce, subsequently, augment their work associated with the employed male workforce. Hence, it provides a significant basis to undertake a research study for exploring employee working experience with opposite gender boss. The present qualitative research is based on ontological philosophical assumption having social constructivism as an interpretive framework and uses a phenomenological approach to extract the essence of employees lived working experience with an opposite gender boss. A semi-structured interview of not more than an hour was conducted with each of the 5 {Females (3) and Male (2)} employees of private higher education institute. The research reveals instead of boss's gender the employee working experience is based on Boss's Personality, Leadership Style and Professionalism. Further, the "Work Efficiency" and "Professionalism" of both male and female subordinates' increases while working with opposite gender boss. However, in terms of "Career Development" male bosses concentrate on developing subordinate's knowledge while female on the position. Also, Boss's personal conduct i.e. his/her age, dressing, and schedule don't contribute to subordinate's development. The research findings amplify knowledge base of employee working experience with opposite gender boss that can also be used to conduct further studies and solidify the subordinate-supervisor relationship.

Estilos ABNT, Harvard, Vancouver, APA, etc.

7

Roberts, James A., e Meredith E. David. "Boss phubbing, trust, job satisfaction and employee performance". Personality and Individual Differences 155 (março de 2020): 109702. http://dx.doi.org/10.1016/j.paid.2019.109702.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

8

N.P., Nwinyokpugi, e Nnona F.O. "Building Employees’ Commitment: Leveraging on Boss-Subordinate Relationship Paradigm". International Journal of Entrepreneurship and Business Innovation 5, n.º 2 (6 de dezembro de 2022): 74–93. http://dx.doi.org/10.52589/ijebi-m19rdorg.

Texto completo da fonte

Resumo:

This study strived to examine the management of boss-subordinate relationship that has its own effects on the commitment of the workforce of the banking sector in Rivers State, Nigeria. Poor management of boss-subordinate relationships breeds a poor work climate as well as contributes to the loss of employees’ commitment to organisational goals. Adopting a cross-sectional survey design, this study covered all the permanent employees of the banking sector and 10 banks were conveniently sampled from the 22 operating banks in the state with a total population of 210 permanent employees. The Krejcie and Morgan sample determination table was used to derive 136 respondents. Data gathered from the respondents were analysed using the Pearson Product Moment Correlation Coefficient Statistical tools. The test of moderating effect of organisational culture on boss-subordinate relationship management as well as employee commitment in the banking sector. The findings from the results of tests and data analyses revealed strong positive relationships between the dimensions of boss-subordinate relationship management and the measures of employee commitment in the banking sector and therefore recommended that complementary communication, empathy, leadership support and organisational mentorship should be taken seriously as tools for managing the boss-subordinate relationship and also that good organisational culture should be created and promoted to enhance employees commitment in the banking sector in Rivers State.

Estilos ABNT, Harvard, Vancouver, APA, etc.

9

Yuda, Irfan Hadi, e Joko Suyono. "Systematic Literature Review of Boss Phubbing From 2013 – 2023". Jurnal Syntax Transformation 5, n.º 2 (16 de fevereiro de 2024): 406–15. http://dx.doi.org/10.46799/jst.v5i2.913.

Texto completo da fonte

Resumo:

This study conducted a systematic literature review analysis to examine the growing research around the phenomenon of boss phubbing from 2013 to 2023. Boss phubbing refers to bosses doing phone snubbing, which has the potential to impact workplace dynamics and employee well-being. Through a systematic review of academic literature, this study aims to identify the main themes, article information, and content of article extraction. To provide a comprehensive review of boss phubbing, nine English-language research articles were generated between 2013 and 2023 from the Scopus database. Data were analyzed using Watase, presented by descriptive analysis and content analysis. This research contains a discussion of the theory that underlies the article so as to provide insight to understand the direction of research and its potential implications for organizational behavior and management practices. This research is also complemented by ideas for future developments in the topic, thus encouraging the need for future research to investigate more deeply whether certain manifestations of Boss Phubbing can provide positive results for individuals, teams, or organizations.

Estilos ABNT, Harvard, Vancouver, APA, etc.

10

Kuruppuge, Ravindra Hewa, e Ales Gregar. "Family Involvement, Employee Engagement and Employee Performance in Enterprising Family Firms". Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 65, n.º 5 (2017): 1695–707. http://dx.doi.org/10.11118/actaun201765051695.

Texto completo da fonte

Resumo:

The study has been designed to analyze probable determinants of employee performance in family firms. A quantitative methodology was adopted. Data were collected from 113 employees from fifteen family businesses located in the Western Province in Sri Lanka. Correlation and ordinal logistic regression analysis were used to elaborate the relationships. Correlation analysis indicated that both family involvement and employee engagement correlate to employee performance. Family involvement in case of holding positions in functional and strategic levels by family members has shown no correlation to employee performance. Yet, having a family member as immediate boss/ supervisor of an employee in the job has a strong correlation to employee performance. Regression analysis makes evident that almost all coefficients of the employee are negatively related to employee performance. Yet, all levels of employee engagement are significantly related to employee performance. It further shows that being the lower levels of employee engagement increases the likelihood of lower levels of employee performance.

Estilos ABNT, Harvard, Vancouver, APA, etc.

11

Song, Baihe, Jing Qian, Bin Wang, Mengli Yang e Anruo Zhai. "Are You Hiding from Your Boss? Leader's Destructive Personality and Employee Silence". Social Behavior and Personality: an international journal 45, n.º 7 (6 de agosto de 2017): 1167–74. http://dx.doi.org/10.2224/sbp.6421.

Texto completo da fonte

Resumo:

Employee silence is increasingly prevalent within modern organizations and has been considered a significant issue linking to a number of important organizational outcomes, hence attracting academic interest. In this study, we developed and tested a model of leader's destructive personality, trust in leader, and employee silence with a sample of 205 supervisor–subordinate dyads. We found that (a) leader's destructive personality was positively related to employee silence, and (b) trust in leader mediated the relationship between leader's destructive personality and employee silence. Implications of these results for future research and practice are discussed.

Estilos ABNT, Harvard, Vancouver, APA, etc.

12

Carter, Susan Payne, Whitney Dudley, David S. Lyle e John Z. Smith. "Who's the Boss? The effect of strong leadership on employee turnover". Journal of Economic Behavior & Organization 159 (março de 2019): 323–43. http://dx.doi.org/10.1016/j.jebo.2018.12.028.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

13

Putra, I. Made Adnyana, e Ida Bagus Ketut Surya. "PERAN MEDIASI KEPUASAN KERJA PADA GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN TOYOTA AUTO 2000 DENPASAR". E-Jurnal Manajemen Universitas Udayana 9, n.º 2 (3 de fevereiro de 2020): 405. http://dx.doi.org/10.24843/ejmunud.2020.v09.i02.p01.

Texto completo da fonte

Resumo:

The employee performance capabilities decreased seen from not achieving employee sales targets, this can be caused by a lack of employee performance in providing services to consumers. There are employees using mobile devices during work period. The boss is too arrogant or sets targets that are too high. Employees who are not satisfied with the bonus that are given , so that employees expect the increase of bonus received. The study was conducted at Toyota Auto 2000 with 107 workers using saturated sample method, collected through a questionnaire using descriptive statistical analysis techniques, path analysis and inferential statistics. The results showed that transformational leadership had a positive and significant effect on employee performance. Transformational leadership has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. Job satisfaction is positively and significantly mediates the effect of transformational leadership on employee performance. Keywords: Transformational Leadership, Job Satisfaction, Employee Performance.

Estilos ABNT, Harvard, Vancouver, APA, etc.

14

Marianto, Rian. "Types Of Conversation In The Movie The Intern". K@ta Kita 9, n.º 3 (6 de janeiro de 2022): 320–31. http://dx.doi.org/10.9744/katakita.9.3.320-331.

Texto completo da fonte

Resumo:

I am interested in this study “Types of Conversation in the Movie The Intern” because I want to learn about how people interact and communicate in the workplace. The way people use language as their media and from that I am interested to know about how an employee communicate with other employees and how they communicate with their boss. Of course, on the contrary, I also interested to learn how a boss communicate to their employees. In this study I took theory of social situation of language use as my theory and I focus on interactional and transactional conversation analysis. The social situation of language use based on the participants, locale or setting, topics and function. I choose those theories because it is related to my study and it help me to understand about the social situation of language use. Hopefully, this study will help me and other people to understand about how to interact and communicate with fellow partners and the boss in the workplace.Keywords: Analysis, conversation, interactional conversation, transactional conversation, and situation

Estilos ABNT, Harvard, Vancouver, APA, etc.

15

Gerry Suryosukmono, Bambang Sahono, Muhammad Yasser Iqbal Daulay, Ilsya Hayadi e Chairil Afandy. "UNCOVERING THE DARK SIDE OF LEADERSHIP: CONSEQUENCES OF TOXIC LEADERSHIP ON TURNOVER INTENTION WITH BPHUBBING AS MODERATION". International Journal of Business and Society 24, n.º 3 (20 de dezembro de 2023): 886–904. http://dx.doi.org/10.33736/ijbs.6369.2023.

Texto completo da fonte

Resumo:

This research aims to measure the role of toxic leadership which is reinforced by boss phubbing behavior as a moderating variable which negatively influences employee behavior and triggers the employee's desire to leave an organization. We use a sample from 305 employees of private companies and work for both industrial and service companies in Indonesia. The method was carried out by conducting a pre-test using Confirmatory Factor Analysis to determine validity and reliability. Furthermore, this research describes the respondent's profile and tested the hypotheses using the Structural Equation Modelling (SEM) method. The results showed that there was a significant, direct effect from the influence of toxic leadership on job stress, perceived leader integrity, and meaningful work. These three variables also had a significant effect on turnover intention. Moreover, boss phubbing also managed to moderate the relationship between toxic leadership and job stress, perceived leader integrity, and meaningful work. The research is unique because no empirical research before tries to examine the relationship between toxic leadership and Boss phubbing as a supporting element for the emergence of negative behavior for employees.

Estilos ABNT, Harvard, Vancouver, APA, etc.

16

Oktariadi, Satria, Marlina Widiyanti, Muhammad Yusuf e Agustina Hanafi. "The Influence of Transformational Leadership Style and Work Motivation on the Performance of PT Tara's Outsourced Employees in the Maintenance Work Unit of PT Bukit Asam Kertapati Pier Unit". Jurnal Multidisiplin Indonesia 3, n.º 7 (24 de julho de 2024): 4161–66. http://dx.doi.org/10.58344/jmi.v3i7.1668.

Texto completo da fonte

Resumo:

This study was conducted to determine the influence of transformational leadership style and work motivation on the performance of PT Tara's outsourced employees in the PT Bukit Asam Dermaga Kertapati Unit maintenance work unit. The population and sample in this study are all PT Tara's outsourced employees in the PT Bukit Asam Kertapati Pier Unit maintenance work unit in 2023-2024, with as many as 33 employees using the census method. The results of multiple linear regression analysis show that transnational leadership style and work motivation have a positive and significant effect on employee performance. In a transformational leadership style, it is hoped that the role of the boss can provide opportunities for employees to provide opinions. Work motivation: it is hoped that the boss can provide fair input to employees so that fellow employees can establish good relationships.

Estilos ABNT, Harvard, Vancouver, APA, etc.

17

Zenger, Todd R. "Valve Corporation: Composing Internal Markets". Journal of Organization Design 4, n.º 2 (6 de julho de 2015): 20. http://dx.doi.org/10.7146/jod.20155.

Texto completo da fonte

Resumo:

Discussions of the Valve Corporation are always enlightening. The skeptic wonders how much is rhetoric and recruiting ploy and how much is real. Is there clear evidence that this organizational design actually works – that it is efficient in this setting? While revenues per employee are quite remarkable, cause and effect are unclear. Is “boss-less-ness” the cause of high sales per employee or simply the result of high sales per employee, fueled from earlier success? The same question could be asked of Google’s unusual organizational approach. Is Google’s success the result of its extensive autonomy granted to employees, or is its past success the enabling cause of such autonomy? Such questions, of course, are empirically unanswerable here. I therefore set them aside and assume this organizational specimen is efficient – well-suited to its environment – and proceed with further commentary.

Estilos ABNT, Harvard, Vancouver, APA, etc.

18

Lorinkova, Natalia M., e Sara Jansen Perry. "When Is Empowerment Effective? The Role of Leader-Leader Exchange in Empowering Leadership, Cynicism, and Time Theft". Journal of Management 43, n.º 5 (26 de novembro de 2014): 1631–54. http://dx.doi.org/10.1177/0149206314560411.

Texto completo da fonte

Resumo:

Applying arguments from social exchange theory, we theoretically derive and empirically test a multilevel model that informs theory on leadership, cynicism, and deviant withdrawal. Namely, we examine the moderating effect of the upward exchange relationship of a leader on empowering leadership behaviors as they affect subordinate psychological empowerment, cynicism, and time theft. In a sample of 161 employees across 37 direct supervisors, empowering leadership was associated with reduced employee cynicism both directly and indirectly through employee psychological empowerment. The positive relationship between empowering leadership and employee psychological empowerment, however, was significant only when the leader enjoyed a high-quality relationship with his or her own boss. In turn, cynicism was associated with increased time theft, suggesting that employees may reciprocate frustrating experiences by withdrawing in minor, yet impactful and deviant, ways in efforts to balance their exchange with the organization.

Estilos ABNT, Harvard, Vancouver, APA, etc.

19

Rethina Bai, R., e K. Hemalatha. "Effect of Employee Motivation on Work Performance - With Special Reference to Leading Firms in Chennai". ComFin Research 12, n.º 3 (1 de julho de 2024): 31–34. http://dx.doi.org/10.34293/commerce.v12i3.7823.

Texto completo da fonte

Resumo:

Motivation is a set of processes that moves a person towards a goal. It signifies the level, direction and persistence of effort expanded in work. Since motivation influences productivity, supervisors need to understand what motivates employees to perform effectively and efficiently. Factors that affect work motivation are individual characteristics, job characteristics and Organizational practices. Individual differences are the personal needs, values, attitudes, interests and abilities that people bring to their job. This study analyses the effect of employee motivation on the work performance. The factors which cause individual differences in work motivation are categorized and considered in the questionnaire. The major findings of the study revealed that self interest in work, need for achievement, appreciation by boss, working condition have medium level influence in the employee motivation and monetary compensation and superior subordinate relationship highly influence the employee motivation.

Estilos ABNT, Harvard, Vancouver, APA, etc.

20

Desyosevin Ully Basa Pasaribu, Claudia, e Johnson Dongoran. "The Level of Employee Trust in The Boss in The Regional Secretariat of Cirebon City". Quantitative Economics and Management Studies 3, n.º 6 (19 de outubro de 2022): 921–31. http://dx.doi.org/10.35877/454ri.qems1249.

Texto completo da fonte

Resumo:

This study aims to identify the type of employee trust in superiors and determine the tendency of the type of employee trust in superiors. The type of this research is qualitative research that used primary data, where the researcher conducts indirect interviews in the form of open questions to 18 respondents who are employees of the Cirebon City Regional Secretariat. The data were analyzed using qualitative descriptive analysis techniques. The results showed that the dimensions of integrity, competence, consistency, and openness were mostly knowledge-based trust. Meanwhile, the loyalty dimension is at the level of identification-based trust. While the type of employee trust in superiors tends to have confidence in the level of knowledge and level of identification.

Estilos ABNT, Harvard, Vancouver, APA, etc.

21

Ebube, Imaga Benjamin, Amah Edwinah e Okocha Belemenanya Friday. "Job Characteristics and Employee Work Attitude: A Theoretical Literature". Global Academic Journal of Economics and Business 4, n.º 4 (3 de agosto de 2022): 140–45. http://dx.doi.org/10.36348/gajeb.2022.v04i04.005.

Texto completo da fonte

Resumo:

This study theoretically examined the relationship between job characteristics and employee work attitude. The desk research method of inquiring was adopted in this study. In this manner research method is concern with gathering secondary data and basing conclusion on the retrieved information. A detailed empirical review was completed in the study based on the review, it was observed that the job characteristics in relation to autonomy, feedback and task significance relates significantly with employee work attitude. Hence, the research found that the degree to which an organization is able to design the characteristics of employee job to enhance the degree of work autonomy, feedback and task significance will help boost the employees’ level of commitment and satisfaction within the company. According to the study, allowing employees to complete their task independently of their boss will help them feel more committed to the company and raise their sense of job autonomy.

Estilos ABNT, Harvard, Vancouver, APA, etc.

22

Nichols, Ken. "Case Study #5: Bartleby, the Scrivener, a Story of Wall Street by Herman Melville". Public Voices 13, n.º 2 (29 de novembro de 2016): 162. http://dx.doi.org/10.22140/pv.125.

Texto completo da fonte

Resumo:

“Bartleby” is the name of the principal character in Herman Melville’s short story about the relationship between a manager and an employee. Bartleby is the employee. His job is to be a scrivener, or a copyist.The setting is a small law firm on Wall Street a century and a half ago — long before computers and photocopy machines, or even typewriters and carbon paper. A scrivener’s job was to copy a document clearly and accurately using the information technology of the day: paper, a bottle of ink, and a sharpened quill.You’ll find that the office technology may be different now than it was in Bartleby’s time, but people are much the same as ever. As you read this story, ask yourself what kind of employee Bartleby is. What kind of boss does the attorney make? Does the story have to end the way it does?

Estilos ABNT, Harvard, Vancouver, APA, etc.

23

Sunarya, Po Abas, Erick Febriyanto e Jenny Januarini. "Aplikasi Mobile Absensi Karyawan Dan Pengajuan Cuti Berbasis GPS". CCIT Journal 12, n.º 2 (19 de agosto de 2019): 241–47. http://dx.doi.org/10.33050/ccit.v12i2.695.

Texto completo da fonte

Resumo:

The use of information technology has become a very influential factor in the company. Information technology is now in the direction of mobile smart devices (mobile / smartphones). One application of information and communication technology used is the development of employee attendance systems by utilizing GPS (Global Positioning System) which is associated with the filing function of employee leave. Employee attendance includes hours of entry and completion of work, while leave includes maternity leave, sick leave, annual leave, and leave for important reasons. The employee attendance and leave application development uses Android operating system based programming used in smartphones. By using the SWOT analysis method (Strength, Weakness, Opportunity, Threat) the problems that occur in the existing system are procedures for approval of attendance and leave which are still carried out outside the existing system. So it still has to ask for verbal approval to the boss after input leave in the system. The alternative problem solving provided aims to maximize the functions of the existing system in order to accommodate the needs of the employee leave procedure. This development aims to make it easier for employees, superiors, and the human resources department to submit, approve and check employee absences and leave

Estilos ABNT, Harvard, Vancouver, APA, etc.

24

Musahidin, Fayakun, e Suhartini. "ANALISA FAKTOR-FAKTOR YANG MEMPENGARUHI KEPUASAN KERJA KARYAWAN DI PT SURYAGITA NUSARAYA DENGAN METODE REGRESI LINIER BERGANDA". Journal of Research and Technology 2, n.º 1 (30 de junho de 2016): 28–34. http://dx.doi.org/10.55732/jrt.v2i1.229.

Texto completo da fonte

Resumo:

PT Suryagita Nusaraya is a company engaged in the field of courier services in Surabaya. Since it is a good company that has qualified employees, it continuously makes efforts for the improvement of the welfare and advancement of employees. Judging from the current phenomena, there are number of employees who violate the rules that have been set by the management of PT Suryagita Nusaraya including: not punctual, often being absence, and leaving the company during working hours. The purpose of this study is to analyze the factors that most affect the job satisfaction of employees of PT Suryagita Nusaraya using multiple linear method. The independent variables used are work (X1), status (X2), boss (X3), colleagues (X4), and promotion (X5), while the dependent variable is employee satisfaction (Y). Here, the method used in this research is multiple linear regression. Based on statistical data analysis, the indicators in this study are valid and are reliable variables. In the classic assumption test, the regression of multicolinierity free model, there is no heteroskedastisitas for the data and it has normal distribution. The sequence of the most influential variables individually are as follows: status (X1) with a regression coefficient of 1.095, boss (X2) with a regression coefficient of 0.644, job (X3) with a regression coefficient of 0.084, and colleagues (X4) with a regression coefficient of 0.019, while the lowest influential variable is sale (X5) with a regression coefficient of - 0.066. Keywords: Employee, Multiple Linear Regression, Satisfaction, Service Delivery.

Estilos ABNT, Harvard, Vancouver, APA, etc.

25

Widarianti, I. Gusti Ayu Ratih, e Desak Ketut Sintaasih. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, KEADILAN ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN". E-Jurnal Manajemen Universitas Udayana 8, n.º 10 (3 de outubro de 2019): 6242. http://dx.doi.org/10.24843/ejmunud.2019.v08.i10.p19.

Texto completo da fonte

Resumo:

This study aims to analyze the effect of transformational leadership, organizational justice and job satisfaction on the organizational commitment of Keraton Jimbaran Resort employees. The research design that will be used in this study is quantitative research. In this study, the population amounted to 148 employees with a sample of 108 employees. The method of determining the sample in this study was carried out with the Slovin approach. The analytical tool used is multiple linear regression analysis techniques. The results in this study are transformational leadership has a positive and significant effect on employee organizational commitment, organizational justice has a positive and significant effect on employee organizational commitment, job satisfaction has a positive and significant effect on employee organizational commitment. Based on the results of the questionnaire there are low results, namely the employees are less responsible for the company, the boss is less concerned about the subordinates, the leader does not pay attention to the rights of employees and each task is not done well due to lack of support from colleagues Keywords: transformational leadership, organizational justice, job satisfaction, employee organizational commitment

Estilos ABNT, Harvard, Vancouver, APA, etc.

26

Lyons, Paul, e Randall Bandura. "Employee turnover: features and perspectives". Development and Learning in Organizations: An International Journal 34, n.º 1 (11 de setembro de 2019): 1–4. http://dx.doi.org/10.1108/dlo-02-2019-0048.

Texto completo da fonte

Resumo:

Purpose This viewpoint provides the individual manager or supervisor with foundational information in order to better grasp the critical aspects of employee interest in leaving or staying on the job, and some suggestions for influencing talented employees to stay with the organization. Design/methodology/approach Design involves two distinct features. First, a comprehensive review of empirical research on the topics of turnover and turnover intention helps to identify and then summarize the most agreed-upon characteristics that define employee turnover. Second, relying upon published reports and empirical research the intention is to identify those interventions a manager or supervisor may undertake to counter turnover among valued employees. Findings The reviews undertaken led to several motivators or stimuli that encouraged an employee to leave or stay with an organization. It was discovered that turnover is much more complex than matters relating to job satisfaction, compensation, or an undesirable boss. The various motivators for leaving or staying present several opportunities for managerial intervention aimed at retaining talented employees. Originality/value The value of this viewpoint is the concise presentation of the critical aspects of a work environment that influence an employee to stay or leave an organization. These aspects are expressed such that a manager or supervisor is guided about actions to take to enhance the retention of desirable employees.

Estilos ABNT, Harvard, Vancouver, APA, etc.

27

Havidz, Ikramina Larasati Hazrati, e Bagas Pria Nugraha. "What are the Employee Performance Model Determinants in Indonesia Manufacturing Industry?" Ekonomis: Journal of Economics and Business 7, n.º 2 (11 de setembro de 2023): 1193. http://dx.doi.org/10.33087/ekonomis.v7i2.1435.

Texto completo da fonte

Resumo:

Boss-subordinate (guanxi) relations in the organization are important in encouraging and increasing productivity. The involvement of these relationships in the company creates a good improvement and development of workers. Motivation and job satisfaction are things that influenced by good guanxi relations. This study aims to identify employee performance from superior-subordinate relationships (guanxi) on motivation, worker satisfaction with the moderation effect of Islamic work ethic. This study used purposive sampling as a method involving 210 workers from office employees in a multinational manufacturing industry in Indonesia. Data is tested with SEM (Structural Equation Model) as the method and data analysis using Smart PLS 3 (Partial Least Square) as the software. The study shows superior-subordinates (guanxi) have a significant direct and positive effect on motivation and job satisfaction. Furthermore, motivation and job satisfaction have a significant direct positive effect on employee performance. While the moderation effect of Islamic work ethic has no impact or has no influence on motivation to job satisfaction. improving superior-subordinate relations (guanxi) in the company, may impact the motivation, job satisfaction, and employee performance.

Estilos ABNT, Harvard, Vancouver, APA, etc.

28

Tadajewski, Mark, e D. G. Brian Jones. "Hyper-power, the marketing concept and consumer as ‘boss’". Marketing Theory 16, n.º 4 (28 de setembro de 2016): 513–31. http://dx.doi.org/10.1177/1470593116666408.

Texto completo da fonte

Resumo:

This article extends our knowledge of scientific marketing management and the reasons behind the emergence of the marketing concept. In our narrative, the banking community plays an important role in promoting marketing in the early 20th century. We illuminate this argument using the writings of Fred W. Shibley (1864–1944) and the theoretical resources of Michel Foucault. For Shibley, marketing advanced the interests of corporate financiers, shareholders and employees. Their profit focus was enabled through the marketing concept and accounting practices that mediated hyper- and disciplinary power. In this discourse, organizational relations reflected a pyramidal management of information through a ‘principle of omnivisibility’. These processes individualized departments and affected all employees. Importantly, these control mechanisms were seeded through ‘displacement’. This discursive move reveals a new dimension underwriting the promotion of the marketing concept and the pursuit of profit. These ‘progressive’ facets of marketing theory and practice were invoked to redirect employee attention away from their fractious relationships with management and the owners of capital. Redirecting employee focus was attempted by positioning the consumer as the ‘boss’, with increased production and consumption framed as ‘unpolitical socialism’. While the marketing management literature depicts the marketing concept in quasi-humanistic terms, we unearth the roles of hyper- and disciplinary power, combined with a status-quo orientation that underwrote its promotion in this formative period.

Estilos ABNT, Harvard, Vancouver, APA, etc.

29

Arief Hidayah, Ryanza, Isnurhadi Isnurhadi, Muhammad Yusuf e Marlina Widiyanti. "The Effect of Training and Work Motivation On Employee Performance at Bank Sumsel Babel". Return : Study of Management, Economic and Bussines 3, n.º 7 (22 de julho de 2024): 479–86. http://dx.doi.org/10.57096/return.v3i7.251.

Texto completo da fonte

Resumo:

This study was conducted with the aim of determining the influence of training and work motivation on employee performance at Bank Sumsel Babel. The population in this study is all employees at Bank Sumsel Babel in 2023 as many as 3,312 employees. Based on calculations using the Slovin formula, the sample that became respondents in this study was as many as 120 employees of Bank Sumsel Babel. The results of multiple linear regression analysis show that training and work motivation have a positive and significant effect on employee performance. Training, it is hoped that the Bank of South Sumatra Babel in providing training can adjust to what employees need in supporting their work. Work motivation, it is hoped that the boss can motivate his work team to be able to build good relationships and support each other in order to provide work results that are in accordance with the company's expectations.

Estilos ABNT, Harvard, Vancouver, APA, etc.

30

Wang, Lin, Yingkai Tang, Yaozhi Chen e Kun Wang. "Be a better boss. Employee treatment, trust level and family business innovation: Evidence from China". Research in International Business and Finance 58 (dezembro de 2021): 101503. http://dx.doi.org/10.1016/j.ribaf.2021.101503.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

31

Chullen, Cody Logan. "My boss is to blame: A conservation of resources and job-demands exploration of employee burnout." Academy of Management Proceedings 2015, n.º 1 (janeiro de 2015): 17377. http://dx.doi.org/10.5465/ambpp.2015.17377abstract.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

32

Reina, Christopher S., Kristie M. Rogers, Suzanne J. Peterson, Kris Byron e Peter W. Hom. "Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover". Journal of Leadership & Organizational Studies 25, n.º 1 (17 de maio de 2017): 5–18. http://dx.doi.org/10.1177/1548051817709007.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

33

Cooper, Joseph T., Roland E. Kidwell e Kimberly A. Eddleston. "Boss and Parent, Employee and Child: Work-Family Roles and Deviant Behavior in the Family Firm". Family Relations 62, n.º 3 (4 de junho de 2013): 457–71. http://dx.doi.org/10.1111/fare.12012.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

34

Appel, J. M. "When the boss turns pusher: a proposal for employee protections in the age of cosmetic neurology". Journal of Medical Ethics 34, n.º 8 (1 de agosto de 2008): 616–18. http://dx.doi.org/10.1136/jme.2007.022723.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

35

Oktavianna, Rakhmawati. "PENGARUH KNOWLEDGE LEADERSHIP, KOMUNIKASI, DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT VALADOO INDONESIA". JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) 4, n.º 1 (14 de abril de 2019): 1–18. http://dx.doi.org/10.34203/jimfe.v4i1.1103.

Texto completo da fonte

Resumo:

Employee performance is considered important for organizations due to the success of an organization influenced by it. Job performance or achievement is the job result which accomplished by an employee in performing tasks according to the responsibility given to him. A common problem that must be considered in the company is related with job performance. Without good employee’s performance at PT Valadoo Indonesia, its excellence is not going to happen. One of the factors that can be used to improve the employee’s performance is knowledge leadership, communication and motivation. Leaders who have a good knowledge and experience will be able to improve the performance of employees in achieving the company's vision and mission. In carrying out the work, the employee can not be separated from communication with fellow co-workers, the boss and the subordinate. Good communication can be an appropriate means to improve employee performance. In addition to communication, it is also necessary if the motivation for employees with high work motivation usually has a peak performance. Therefore, the research aims to know what is the effect of knowledge of leadership, communication, and motivation on employee performance at PT Valadoo Indonesia either partially or simultaneously. The aim of the study is also to identify and analyze the effect of knowledge of leadership, communication, and motivation on PT Valadoo Indonesia employee performance. The theory used in this study is theories of human resource management, especially those related to knowledge leadership, communication, motivation, and performance of employees. Population used in this study is the employee of PT Valadoo Indonesia. Sampling technique used is simple random sampling. Method of data collection is using questionnaire data analysis that is Structural Equation Modeling (SEM) of Lisrel 8.7.

Estilos ABNT, Harvard, Vancouver, APA, etc.

36

Frieyadie, Frieyadie. "PENERAPAN METODE SIMPLE ADDITIVE WEIGHT (SAW) DALAM SISTEM PENDUKUNG KEPUTUSAN PROMOSI KENAIKAN JABATAN". Jurnal Pilar Nusa Mandiri 12, n.º 1 (7 de março de 2016): 37–45. http://dx.doi.org/10.33480/pilar.v12i1.257.

Texto completo da fonte

Resumo:

HR management of a company greatly affect many aspects of determining the success of the work of the company. One very important process in the Human Resources Department (HRD) a company or entity that is the promotion of a promotion. In general, the promotion was given on the recommendation boss or work unit each based on the old work, the performance assessment and assessment of the behavior of an employee in performing their duties. For that it is necessary appraisal data processing employees who can help facilitate a supervisor and the human resources department to take a decision relating to the promotion of an employee promotions. Currently the company employee appraisal data processing is still performed with computerized excel, so the greater the risk of inputting errors given the number of employees very much and and it takes a relatively long time. It is also still often confusing information regarding the movement of formation of employees. The method used in determining promotion This promotion is Simple Additive Weight (SAW). Where this method is a weighted counting method or methods that provide certain criteria are weighted so that each value of the sum of the weights of the obtained results will be the final decision. Judging from the managerial aspects of the assessment can be developed with other criteria in accordance with the company's needs. Calculations using Simple Additive Weight, with reference to the criteria of employment, performance evaluation, and assessment of employee behavior, then elect an employee who will get promotion.

Estilos ABNT, Harvard, Vancouver, APA, etc.

37

Li, Yao-Tai. "Constituting Co-Ethnic Exploitation: The Economic and Cultural Meanings of Cash-in-Hand Jobs for Ethnic Chinese Migrants in Australia". Critical Sociology 43, n.º 6 (23 de setembro de 2015): 919–32. http://dx.doi.org/10.1177/0896920515606504.

Texto completo da fonte

Resumo:

This article asks two questions: for immigrants, how is an exploitative labor market constituted, and how do immigrant employees and employers understand exploitation involving co-ethnics? Taking ethnic Chinese immigrants (PRC-Chinese, Taiwanese, Hong Kongese) as an example, this article examines employer hiring strategies, employee economic rationales, cultural perceptions, and the work experiences of ethnic Chinese migrant workers who find work in the informal sector in Australia. This article argues that language barriers, relatively higher earnings than home countries, the flexibility of cash-in-hand jobs, and the low expectation that job-seekers have of co-ethnic employers increase the willingness of ethnic Chinese migrants to work in the cash economy. On the other hand, employers look for an ‘obedient’ employee and create the image of a ‘good boss’ to decrease the expression of hostile emotions from their employees. Considering how economic factors and mutual cultural perceptions are embedded and reflected in the informal labor market, this article concludes that co-ethnic exploitation is formulated and justified by both employers and employees in Australia.

Estilos ABNT, Harvard, Vancouver, APA, etc.

38

Bonner, Julena M., Rebecca L. Greenbaum e David M. Mayer. "My Boss is Morally Disengaged: The Role of Ethical Leadership in Explaining the Interactive Effect of Supervisor and Employee Moral Disengagement on Employee Behaviors". Journal of Business Ethics 137, n.º 4 (17 de setembro de 2014): 731–42. http://dx.doi.org/10.1007/s10551-014-2366-6.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

39

Sianturi, Nathania Reandra, e Bulan Prabawani. "PENGARUH EMPLOYEE ENGAGEMENT DAN WORK VALUE TERHADAP JOB HOPPING KARYAWAN GENERASI MILLENNIAL PADA GOLDEN TULIP JINENG RESORT BALI". Jurnal Ilmu Administrasi Bisnis 9, n.º 2 (30 de março de 2020): 23–31. http://dx.doi.org/10.14710/jiab.2020.27185.

Texto completo da fonte

Resumo:

The phenomenon of job moving for a short period, known as job hopping, has become a common practice among millennials with a variety of reasons. Golden Tulip Jineng Resort Bali is one of the tourism industries which has been experiencing the job hopping phenomenon. This study aims to determine the effect of employee engagement and work value to job hopping phenomenon on millennial employees at Golden Tulip Jineng Resort Bali. This is an explanatory research and the sampling uses nonprobability sampling techniques, that is purposive sampling method. Data collection used are physical questionnaires directly sent to the employees . The sample was 40 respondents who are considered as millennial employees working in food&beverage and front office division. This study uses quantitative analysis with validity, reliability, correlation coefficients, coefficient of determination, simple and multiple regression. The results of multiple linear regression analysis show that there was a positive effect of employee engagement and work value to job hopping which indicate an increasing independent variables would impact an increasing dependent variable. The variable correlation coefficient of both independent variables to dependent variable has a strong relationship. The determination coefficient of employee engagement worths 49,8% and the determination coefficient of work value employee worths 36,4% indicate both independent variable are capable of describing and predicting dependent variable’s variation. By the output obtained through SPSS, the company is advised to conduct more bonding activities in order to strengthen relationship between the co-workers itself also with the boss. The company could also attempts to fullfil the values which are considered important by the employees.

Estilos ABNT, Harvard, Vancouver, APA, etc.

40

Montgomery, David. "Introduction: Workers' Choices, Company Policies, and Loyalties". International Labor and Working-Class History 53 (1998): 1–4. http://dx.doi.org/10.1017/s0147547900013636.

Texto completo da fonte

Resumo:

The history of industrial paternalism is full of paradoxes. Although depictions of the entrepreneur as provider and guiding spirit for numerous families gathered under his wing are readily associated with the cultural legacy of preindustrial life, companies have frequently introduced employee benefits in conjunction with innovations in technology and work relations. Imagery and practices featuring the personal solicitude of a familiar boss have been articulated by huge enterprises with elaborate managerial hierarchies. While trade unionists have routinely denounced company welfare plans as “A pocket full of tricks/To soothe the weary worker/When he groans and kicks,” more than one employer has echoed the lament: “Everything we give them for nothing makes them a bit lazier, and a little harder to deal with, and more prone to find fault.”

Estilos ABNT, Harvard, Vancouver, APA, etc.

41

Yao, Siqin, e Ting Nie. "Boss, Can’t You Hear Me? The Impact Mechanism of Supervisor Phone Snubbing (Phubbing) on Employee Psychological Withdrawal Behavior". Healthcare 11, n.º 24 (14 de dezembro de 2023): 3167. http://dx.doi.org/10.3390/healthcare11243167.

Texto completo da fonte

Resumo:

With the excessive smartphone use in the workplace, supervisor phubbing has drawn broad concerns in managerial and academic fields. Though the neglect is unintentional, this behavior can generate counterproductive working behaviors. The basic assumptions of this study are that supervisor phubbing can impact employee psychological withdrawal behavior directly and indirectly via work alienation. To provide empirical evidence for the assumptions, the two-wave online survey of 302 Chinese employees without any supervisory functions was conducted on the Questionnaire Star platform. Based on the stressor-emotion model, work alienation is proved to be the psychological path in the positive relationship between supervisor phubbing and employee psychological withdrawal behavior. Different from the current studies exploring the impact mechanism of phubbing behavior on psychological withdrawal behavior between parents and children, couples, or friends, we put this mechanism into the workplace and focus on subordinate–superior relationships. In addition, the positive indirect effects are enhanced when employees have higher interpersonal sensitivity. In practice, these findings suggest that organizations should normalize the smart devices use in the workplace, and supervisors should balance their working roles with other roles. In addition, organizations should strengthen training on adjusting to negative emotions and interpersonal sensitivity control at work. Although two rounds of the time-lagged data were collected in a one-month interval, the limitations of cross-section data still exist, so the conclusions cannot establish causality. Hence, future research may conduct experimental or longitudinal research designs to make the conclusion more rigorous.

Estilos ABNT, Harvard, Vancouver, APA, etc.

42

Hidayat, Deden Andris. "THE EFFECT OF WORK DISCIPLINE AND CORPORATE CULTURE ON EMPLOYEE PERFORMANCE: STUDY AT BANK BJB BRANCH CIAMIS". Journal of Management Review 1, n.º 2 (12 de setembro de 2017): 51. http://dx.doi.org/10.25157/jmr.v1i2.698.

Texto completo da fonte

Resumo:

This research is done because the condition in BJB Bank Branch of Ciamis indicates that the employee's performance is not optimal yet, this is because not yet optimal the division of work time to complete additional tasks, still there are employees who leave the workspace during office hours without the permission of the boss, not optimal consistency and discipline owned by employees in running the rules and work procedures established by the organization, the desire that is still weak in developing themselves, still making mistakes in the work, still got complaints from superiors. The purpose of this study is to study, know, and analyze the influence of work discipline and corporate culture on employee performance. The method used in this research is explanatory survey, while technical data analysis, that is validity test, reliability test, descriptive statistic, inductive statistical analysis (inferential) with Path Analysis. The results showed that the first discipline of work has a positive effect on employee performance. This means that if the discipline of work is improved, then the employee performance will also increase. Thus hypothesis 1 can be tested true or significant with p-value 0.001 or below 0.05. The second thing is the corporate culture has a positive effect on the performance of employees means that if the corporate culture is improved, then the performance of employees will increase as well. Hence hypothesis 2 can be tested true or significant with p-value 0.000 or below 0.05. Simultaneously that work discipline and corporate culture have a positive effect on employee performance. If the work discipline and corporate culture are improved, then employee performance will increase as well. Thus hypothesis 3 can be tested true or significant with p-Value 0.001 or below 0.05.

Estilos ABNT, Harvard, Vancouver, APA, etc.

43

Xu, Angela J., Raymond Loi e Long W. Lam. "The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence". Leadership Quarterly 26, n.º 5 (outubro de 2015): 763–74. http://dx.doi.org/10.1016/j.leaqua.2015.03.002.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

44

Holtz, Brian C., e Crystal M. Harold. "When your boss says no! The effects of leadership style and trust on employee reactions to managerial explanations". Journal of Occupational and Organizational Psychology 81, n.º 4 (dezembro de 2008): 777–802. http://dx.doi.org/10.1348/096317907x251569.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

45

Agrawal, Manish Kumar, Pranay Tanwar e Kewal Kumar. "Impact of Academics and Experience on the Motivation and Satisfaction Level of Management Faculties: A Case Study". International Journal of Advance Research and Innovation 5, n.º 3 (2017): 133–36. http://dx.doi.org/10.51976/ijari.531722.

Texto completo da fonte

Resumo:

In the present milieu, organization thrives and survives on human resources. The behavior, attitude, perception and values of employees very much influence their performance so that they become able to realize individual as well as organizational goals, which are almost depends on self motivation , self discipline and self satisfaction implies the level of satisfaction agreement between job expectation of a worker and the reward that the job provides. The different demographics traits such as age, education, working hours, position at work place and years in service have significant impact on job satisfaction. The aim of this study is to measure the level of satisfaction among employee and the impact of different parameters on the job satisfaction of employees. The different parameters include the general working conditions pay, promotion, Boss-subordinate relationship, Age, Education, Skills and abilities.

Estilos ABNT, Harvard, Vancouver, APA, etc.

46

Daribi, Ezekiel Amadu. "Assessing the Effects of Job Description on Employees’ Performance: The case of University College of Management Studies (UCOMS)". Global Journal of Human Resource Management 12, n.º 3 (15 de março de 2024): 1–14. http://dx.doi.org/10.37745/gjhrm.2013/vol12n3114.

Texto completo da fonte

Resumo:

The study investigates the effects of job description on employee performance at University College of Management Studies (UCOMS). The stratified random sampling technique was used to gather data from 38 respondents who were staff of the University. The Statistical Package for Social Science (v 21) was used for data analysis. The study revealed a significant effect of job description on employee performance. Also, the study’s findings demonstrated that the staff of UCOMS has been provided with appointment letters with clear job descriptions. The job descriptions components at UCOMS were: job identification, immediate boss to report to in the various departments of employees, reporting time and closing time, number of leave days to vacation, issues of medicals, utility bill and transportation as well as remuneration package. On the bases of the findings, the study recommends management of UCOMS should as a matter of concern continues to provide appointment letters with unambiguous job description to its staff to enhance employees’ performance. The job description should not be static but should be updated as and when necessary. Also, major components such as: roles, duties, job identification, remuneration, line of reporting, reporting time to work and closing, severance package, traveling, utility, medical package. number of leave days to vacation, among others should be embedded in the job description.

Estilos ABNT, Harvard, Vancouver, APA, etc.

47

Irjanto, Bambang, e Herman Setiawan. "Pengaruh Gaya Kepemimpinan dan Motivasi terhadap Kinerja Karyawan pada Industri UMKM di Wilayah D.I. Yogyakarta". Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship 5, n.º 2 (30 de junho de 2016): 15. http://dx.doi.org/10.30588/jmp.v5i2.160.

Texto completo da fonte

Resumo:

Micro, small, and medium enterprises (SMEs) have an important role in the development of Indonesia's economy. They became a great power when Indonesia faced economic crisis. In addition to contributing to the national income, SMEs also have a role in providing jobs. In the face of the free market, SMEs must be able to keep up with increasing business productivity. This will happen if the quality of employee performance is good. Quality performance or achievements of good work is often influenced by several factors, could be influenced by his friend can also be influenced by his superiors. A boss usually has a leadership style that aims to influence the performance of subordinates in the hope of achieving organizational goals. In addition to leadership style, things that can affect performance is motivation. With the motivation, employees will be encouraged to work well, so they will show good performance quality performance as well. The objective of this study was to examine the effect of leadership style and motivation on employee performance in industrial SMEs in the Special Region of Yogyakarta (DIY). This study uses survey the population of all employees of the company are classified as micro, small, and medium in DIY. The sampling method used is sampling by convenience non-probability sampling. In this study, 100 samples were taken. Methods of data collection is done by using a questionnaire containing several questions with methods of data analysis using multiple regression.The results of this study is to accept the second hypothesis proposed in which leadership style has positive influence on employee performance in industrial SMEs in DIY. And, motivation positive influence on employee performance in industrial SMEs in DIY.

Estilos ABNT, Harvard, Vancouver, APA, etc.

48

Roberts, James A., e Meredith E. David. "Put down your phone and listen to me: How boss phubbing undermines the psychological conditions necessary for employee engagement". Computers in Human Behavior 75 (outubro de 2017): 206–17. http://dx.doi.org/10.1016/j.chb.2017.05.021.

Texto completo da fonte

Estilos ABNT, Harvard, Vancouver, APA, etc.

49

Li, Ji Guang. "Optimize the Governance Structure of Private Enterprises from Social Angle". Advanced Materials Research 629 (dezembro de 2012): 962–67. http://dx.doi.org/10.4028/www.scientific.net/amr.629.962.

Texto completo da fonte

Resumo:

Because the optimization objective for governance system of Private enterprise is not to accurate, this thesis proves that the optimization objective for governance system of Private enterprise is not the maximization of “boss” interests, but also should be the maximization of enterprise and social efficiency, as well as the maximization of social total welfare; For Private enterprise, which kind of governance system is the most optimal, depending on the objective that is to ensure the interests of family controlling shareholders, or to protect the interests of non-controlling shareholders, or to meet the requirements of society and government for the enterprises. Different angles have different optimal standard, the Government will have to play a comprehensive role in guiding and leading. For that, Private enterprise should implement the system of distributing the number of director, setting up the shareholder committee, the source of supervisor socialization, the authority of supervisors' board higher than directors’ board, bringing employee into the governance framework, and implement government audit.

Estilos ABNT, Harvard, Vancouver, APA, etc.

50

Roussin, Christopher Jay. "Age differences in the perception of new co-worker benevolence". Journal of Managerial Psychology 30, n.º 1 (9 de fevereiro de 2015): 71–86. http://dx.doi.org/10.1108/jmp-07-2014-0214.

Texto completo da fonte

Resumo:

Purpose – Large numbers of older workers are remaining in the global workforce, raising questions concerning age-related differences in perception and behavior. The purpose of this paper is to examine the interplay between employee age, gender and ethnicity on benevolence perceptions of new co-workers. Design/methodology/approach – Data were obtained through scenario methods from a sample of 215 full-time, team-based employees across nine North American business organizations. Participants evaluated three provocative scenarios depicting initial meetings with new colleagues. Findings – Workers of greater age perceived significantly less benevolence in all three scenarios. In evaluating a new boss, women perceived lower benevolence than men, and gender moderated the relationship between age and perceived benevolence, where aging was associated with significantly lower levels of perceived benevolence only among men. Research limitations/implications – Deeper understandings are needed concerning the behavioral and cognitive mechanisms related to age and workplace perceptions. Practical implications – Older employees, guided by experience, are skeptical of the intentions of a wide variety of newly acquainted colleagues, signaling organizational leaders to customize behaviors and develop programs to encourage awareness and positive relationships across age- and gender-diverse employee groups. Originality/value – This research uniquely explores age influences, and interactions with gender and ethnicity, on benevolence perceptions of diverse new coworkers. The results are robust, considering that age was related to lower benevolence perception across three disparate scenario interpretations.

Estilos ABNT, Harvard, Vancouver, APA, etc.

Artigos de revistas sobre o tema "Boss-employee"

Crie uma referência precisa em APA, MLA, Chicago, Harvard, e outros estilos