A Ranking of the Support Criteria for Employees' Productivity Improvement When Working from Home

This study examines the factors affecting employee performance while remote working in Nepalese organization. Employee performance is the dependent variable. The selected independent variables are working environment, technology and equipment, flexible time, work life balance, and salary. The primary source of data is used to assess the opinions of respondents regarding working environment, technology and equipment, flexible time, work life balance, salary, and employee performance. The study is based on primary data. The primary data were gathered from 132 respondents through questionnaires. To achieve the purpose of the study, structured questionnaire is prepared. The correlation and multiple regression models are estimated to test the significance and importance of factors affecting employee performance while remote working in Nepalese organization. The study showed a positive impact of working environment on employee performance. It indicates that supportive and positive working environment leads to increase in employee performance. Similarly, the study showed a positive impact of technology and equipment on employee performance. It indicates that use of high level technology and equipment leads to increase in employee performance. Likewise, the study also revealed a positive impact of work life balance on employee performance. It indicates that higher the work life balance, higher would be the employee performance. Further, the study observed a positive impact of flexible time on employee performance. It indicates that higher the flexible time, higher would be the employee performance. In addition, the study observed a positive impact of salary on employee performance. It indicates that higher the salary, higher would be the employee performance.

<em>The purpose of this study is to determine: 1) the effect of working from home on employee performance; 2) the effect of work environment on the employee performance; and 3) the effect of work from home and work environment simultaneously on employee perfomance at LPPKSPS. This study is a quantitative study with a survey method. The population in this study were all employees at LPPKSPS, 74 employees based on employee data 2020. The sampling technique used saturated sample. Final sample of this study amounted to 68 due to mutations and employee pensions. Data collection techniques use questionnaires, documentation, and archives. Data analysis technique using prerequisite test and multiple regression analysis. The results showed that: 1) there was significant effect on working from home on employee performance as evidenced by t<sub>value</sub>(2.790)> t<sub>table</sub>(1.997); 2) there was significant effect of work environment on employee performance as evidenced by t<sub>value</sub>(2.761)>t<sub>table</sub>(1.997); and 3) there was significant effect of working from home and work environment simultaneously on employees as evidenced by F<sub>value</sub>(11.227)>F<sub>table</sub>(3.14). The results of this study indicate the double meaning of X<sub>1</sub> and X<sub>2</sub> toY by 23.4% and the remaining 76.6% the influenced by other variables not included in this study.</em>

The change in working culture has been redefined due to shift from office coming to remote work providing autonomy as well as flexibility to remotely working employees, but at the same time remote work is intensifying, and give rise to isolation and disconnection.Thus, this shift also creates a Work Paradox: while employees gain autonomy over their work environment, but at the same time it is disrupting interpersonal connections, psychological contract. This Paradox has enhanced problem of workplace cynicism; a negative attitude characterized by distrust, disillusionment and perceived organizational hypocrisy. In traditional work culture there was existence of trust building and informal group support and on the contrary in virtual work environment there is manifestation of cynicism, virtual disengagement, withdrawal from collaboration, less organization recognition and decreased responsiveness. This paper conceptualizes show remote work can foster workplace cynicism and virtual disengagement, and how they are interconnected. This paper advances a conceptual model linking remote work virtual disengagement and workplace cynicism, proposing that workplace cynicism mediates relationship between Remote Work and Virtual disengagement. Furthermore, the study embarks upon how managerial transparency, communication and work design can eradicate the problem of cynicism and cultivate virtual engagement. The study is also helpful in building strategies so that trust and fairness can be inculcated in the work environment so that employees can be retained in remote work environment. Drawing on previous studies, we propose three hypotheses: (H1) remote work environment positively influences workplace cynicism; (H2) Work cynicism mediates the relationship between remote work condition & virtual disengagement; and (H3) managerial transparency and inclusive communication negatively moderate the relationship between cynicism and virtual disengagement. Through this theoretical analysis, the study features credible risks on the attitude and behaviour of remote work for employees. At the same time, it draws attention to the need for organizations to follow activities that reduce detachment and strengthen engagement in virtual environments. Both theoretical and pragmatic implications are discussed to guide employers in handling the challenges of a rising remote and hybrid work culture.

The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.The problem that became the focus of the research discusses human resource management regarding individual characteristics, abilities, and the work environment's influence on employee performance at PT. Maheswari Pasupati Bali. The population consisted of 89 respondents. The data analysis techniques used in this study were validity and reliability instrument tests, multiple linear regression tests, classical assumption tests, and hypothesis testing through t-tests and F-tests. The research results obtained significant values. The t-value for individual characteristics (X1) is 0.000 < 0.05, indicating a partial influence on employee performance. The t-value for job ability (X2) is 0.001 < 0.05, indicating a partial influence on employee performance. The t-value for work environment (X3) is 0.005 < 0.05, indicating a partial influence on employee performance. The significant F-value is 0.000 < 0.05. Based on these calculations, it can be explained that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected. This means that individual characteristics (X1), job ability (X2), and work environment (X3) have a significant influence on employee performance at PT. Maheswari Pasupati Bali.

Background: Allied health (AH) workforce shortages in remote and rural Australia contribute to poorer health outcomes for residents in those areas. This gap in health workforce has long been recognised as problematic and persists despite strategies for improving recruitment and retention of AH professionals. This thesis reports on a new approach to addressing the recruitment to, and retention in, remote areas of AH professionals by investigating the personal traits and motivation characteristics of AH professionals with and without remote area work experience. Recent research has shown that the nursing and medical professions can be differentiated by personality traits, but little is known about the personality traits of AH professionals. Therefore, this research aimed to address that knowledge gap. The aim of the study was to identify the personality traits and motivation characteristics that might assist an individual to ‘thrive’ rather than ‘survive’ in the remote work environment. It did this by asking two research questions. First, what are the personal traits exhibited by novice and experienced AH professionals? The question sought in particular to identify traits associated with remote work experience. Second, how is working in remote areas construed, or perceived, in terms of the personal and motivation characteristics that contribute to success? Methods: The convergent parallel mixed methods design comprised two strands of data collection (QUAN+QUAL/QUAN). Strand 1 used a biopsychosocial trait model of personality, operationalised through the Temperament and Character Inventory – Revised 140 (TCI). Data were collected using an online survey. Snowball sampling through Services for Australian Rural and Remote Allied Health achieved a sample size of 562 AH professionals, with full demographic data and a completed TCI. Dependent variables were the TCI dimensions, while independent variables were remote experience, gender, age, profession and grouping of the professions as either person- or technique-oriented. Analysis was descriptive of the whole sample and comparative between groups using independent samples t-test, ANOVA and subsequent two-way ANOVA with 95% confidence level. Strand 2 used Personal Construct Psychology’s key technique, the repertory grid interview, to understand how AH professionals construed working in remote areas, in terms of the personal traits and motivation that contribute to success. Participants (n=34) were a purposively selected subset of Strand 1. The repertory grid interviews produced both qualitative and quantitative data. These were analysed qualitatively to identify the personal and motivation characteristics, and quantitatively using singular value decomposition and Euclidean distance to compare differences construed by participants between remote and other AH work situations. Results: The following key findings were determined from personality trait results, together with the repertory grid results: • The AH professionals appear to have mature personality characteristics, i.e. high or very high levels of Reward Dependence, Persistence, Self-directedness and Cooperativeness. • The AH professionals with remote experience had higher Novelty Seeking and average Harm Avoidance levels compared with AH professionals without remote experience. • Younger AH professionals tended towards higher Harm Avoidance levels. • No single combination of temperament and character traits was prescriptive of successful recruitment to, and long-term retention in, remote work. While higher Novelty Seeking and average Harm Avoidance appeared to be a trait combination suited to working in remote environments, interaction between traits in conjunction with the context of the individual is paramount. This interaction ultimately determines behaviour, decisions and fit with the demands of the work environment. • The context of the individual included self-assessed suitability to remote work; life-stage; personal construing about ideal career and work role; and previous familiarity with remote work. • The trait levels exhibited by the Strand 1 remote AH professionals were reflected in the Strand 2 sample’s construing about the personal attributes of a successful remote AH professional, suggesting congruence between the empirical trait measurement and the sample’s perceptions about ‘what it takes’ to work in remote areas. Discussion: This research created new in-depth knowledge about personal and motivation characteristics of AH professionals suited to remote work. The thesis has made an important and novel contribution, including a range of evidence-based policy recommendations regarding recruitment to, and retention of, AH professionals in remote Australia. For recruitment, these recommendations include understanding the insights of individual AH professionals into their suitability for remote work and what it means to them to work in remote areas. This approach facilitates tailoring appropriate supervision and support, clarifying expectations about the role before employment, and developing career opportunities. Enhancing retention requires remote workplaces to develop strategies for novices that may look different from strategies for experienced AH professionals. In particular, higher Harm Avoidance in younger professionals requires same-profession support and supervision, strategies that facilitate personal engagement with the community, and overt career opportunities. Proper recognition and valuing of the expertise developed by remote generalist AH professionals via career pathways is important for retention of experienced AH professionals.

The purpose of this study was to determine the work from home and work environment during the Covid-19 pandemic on the work productivity of ASN at the P3APPKB Office of Bengkulu Province. The population in this study amounted to 80 ASN with a saturated sampling technique, where all members of the population were sampled. Work From Home (X1) had a positive and significant effect on Productivity during the COVID-19 Pandemic Period ASN Work at the P3APPKB Office of Bengkulu Province. This can be seen from the significant Work From Home (X1) 0.012 < 0.05 and the value of t table = t (a/2 ;nk-1) = t (0.025 ; 77 = 1.994 means the value of tcount is greater than ttable 2.574 > 1.994 then H0 rejected and H1 accepted. Work Environment Variable (X2) had a positive and significant effect on Productivity during the COVID-19 Pandemic Period of ASN Work at the Bengkulu Province P3APPKB Office. 0.124 > 0.05 and value tcount = t (a/2 ;nk-1) = t (0.025; 77 = 1.994 means the value of tcount is greater than ttable 1.555 < 1.994 then H0 is rejected and H1 is accepted. Test F: F table = F (k;nk) =F (2;80-2;78 + 3, 11. it can be seen that the value of Fcount is 4.996 with the value of Ftable is 3.11 so that the value of Fcount and Ftable or 4.996 > 3.11, and a significant level of 0.009 < 0.05 then H0 is rejected and H3 is accepted, it can be concluded that the Work Form Home variable (X1 ) and the Work Environment (X2) simultaneously affect productivity during the COVID-19 Pandemik Period of ASN Work at the P3APPKB Office of Province B engkulu. By using multiple linear regression and the results of the study indicate that there is an effect of the variable Work From Home (X1) and the work environment (X2) partially influencing the work productivity of ASN in the P3APPKB Office of Bengkulu Province. Work From Home (X1) and Work Environment (X2) Simultaneous effect on productivity (Y) is 92%.

The COVID-19 pandemic has significantly reshaped work dynamics, pushing remote work to the forefront. This study explores the impact of transformational leadership on employee performance in remote working environments. Conducted among 231 respondents from various sectors in Bosnia and Herzegovina, the research investigates how leadership styles affect employee performance in a post-pandemic period. The findings highlight that transformational leadership significantly enhances employee performance across all dimensions. Remote working benefits, however, show negligible impact on performance, while remote working disadvantages and job autonomy have medium to large effects. These results underline the importance of effective leadership and autonomy in optimizing employee performance in remote work settings. These insights highlight the need for organizations to adapt their leadership strategies to the evolving digital work environment, ensuring that remote work remains a viable and productive option for the future. Research provides valuable guidance for businesses aiming to navigate the new normal successfully, emphasizing the crucial role of transformational leadership in the digital age.

The aim of this study was to determine the impact of work motivation, level of education, leadership and work environment on the performance of employees at PT BPR Bank Boyolali (PERSERODA). The subject of the study were employees of PT BPR Bank Boyolali. In this example, the saturation technique was used on a sample of 88 people. The independent variables in this study are work motivation (X1), educational level (X2), leadership (X3) and work environment (X4), while the related variable (Y) is employee productivity. The type of research used was quantitative research with the use of survey methods. The data analysis used included data tool testing, classical acceptance tests, multiple linear regression tests, hypothesis testing, and deterministic analysis. Looking at the results of the analysis processed with the use of IBM SPSS 26, it can be seen that the level of education, leadership and work environment have a significant impact on employee performance, motivation to work has no significant impact on employee performance, companies must pay attention to motivation to work, level of education , leadership and performance. The work environment at PT BPR BANK BOYOLALI (PERSERODA) is conducive to employee productivity.
 The aim of this study was to determine the impact of work motivation, level of education, leadership and work environment on the performance of employees at PT BPR Bank Boyolali (PERSERODA). The subject of the study were employees of PT BPR Bank Boyolali. In this example, the saturation technique was used on a sample of 88 people. The independent variables in this study are work motivation (X1), educational level (X2), leadership (X3) and work environment (X4), while the related variable (Y) is employee productivity. The type of research used was quantitative research with the use of survey methods. The data analysis used included data tool testing, classical acceptance tests, multiple linear regression tests, hypothesis testing, and deterministic analysis. Looking at the results of the analysis processed with the use of IBM SPSS 26, it can be seen that the level of education, leadership and work environment have a significant impact on employee performance, motivation to work has no significant impact on employee performance, companies must pay attention to motivation to work, level of education , leadership and performance. The work environment at PT BPR BANK BOYOLALI (PERSERODA) is conducive to employee productivity.
 Keywords: Work Motivation, Level of education, Leadership, Work environment, Employee performance.

The sudden shift from a traditional work system to a remote work system / Work From Home (WFH) due to the COVID-19 pandemic raises questions about how this condition affects employee productivity and performance achievement. This study aims to analyze the impact of Work From Home (WFH) implementation on employee performance at the Regional Office of the Directorate General of Taxes East Java III during the 2019–2020 period. This study focuses on comparing Employee Performance Achievement (EPA / CKP) before and during WFH to understand whether this policy has a significant impact on employee performance. Employee performance in this study is measured based on annual CKP, which includes assessments from direct supervisors and the achievement of Key Performance Indicators (KPI / IKU). The analysis was conducted using regression methods in the SMART PLS software, with independent variables including gender, age range, job cluster, and office location. The study results indicate a decline in the average CKP during WFH, although the degree of decline varies. Employees whose jobs require direct interaction with taxpayers (TP / WP) experienced a more significant impact than those who do not interact directly. From a demographic perspective, female employees demonstrated better performance resilience than male employees, while younger employees adapted more easily to remote work patterns than senior employees. Conversely, office location did not have a significant influence on changes in employee performance due to the relatively equal technological infrastructure across the research area. This study concludes that WFH implementation has varying impacts on employee performance at Regional Office of the Directorate General of Taxes East Java III. In general, there was a decline in the average CKP during WFH, indicating challenges in adjusting to remote work patterns. However, some employees managed to adapt to this work system and even showed improved performance. The study results also indicate that the examined variables have not fully captured the factors influencing employee performance comprehensively, suggesting the need for further research to explore other variables contributing to changes in employee performance during WFH.

Ever since the COVID-19 pandemic, working from home (WFH) has emerged as a common alternative work environment, but the possible influence on daily physical behavior (PB) (i.e., physical activity (PA), sedentary behavior (SB)) remains unclear. This study aimed to examine daily associations between PB and the work environment (i.e., WFH, working at the office (WAO)), as well as to explore and identify patterns of PB within each work environment. An observational study using a dual-accelerometer system to continuously assess PB for at least 5 days was conducted. The sample consisted of 55 participants providing 276 days of assessment. Additional demographic, contextual, and psychological variables were measured via baseline questionnaire and several smartphone prompts per day. To analyze the effects of the work environment on PB, multilevel analyses were conducted. For the identification of patterns within each work environment, latent class trajectory modelling was applied. Associations between the work environment and various PA parameters were found, indicating that WFH has a negative effect on MVPA time, steps, and physical activity intensity (MET), but a positive effect on short PA bouts (≤5 min). No associations between the work environment and any SB parameter (i.e., SB time, SB breaks, SB bouts) were found. Latent class trajectory modelling revealed three MVPA patterns for days WFH, and two patterns for days WAO. Given the growing prevalence of WFH and the positive health effects associated with MVPA, daily-tailored solutions to enhance MPVA while WFH are urgently needed.

The relationship between remote working and employee performance has been explored by various previous studies. However, the outcomes of these studies have been contradictory. While some studies have found that remote working has no association with employee performance, others have established that remote working and employee performance are either positively or negatively associated with employee performance. This inconsistency in the outcome of prior studies, attracted our interest to test whether or not, remote working and employee performance are associated. Additionally, we were interested to understand whether or not, age (described in form of generations) has a moderating role in the relationship between employee performance and remote working. To realize our objectives, this study employed role-based measurement of employee performance which introduces five roles that an employee can undertake in a company or organization, and these include job holder, career seeker, innovator, team member, and organization member. By incorporating social exchange theory with lifespan theories particularly focusing on future perspectives, we suggest that age has a moderating impact on the relationship between remote working and employee performance such that younger generations employees are positively associated with remote work and have high job performance while working remotely, and older generation employees are negatively associated with remote working such that they have low job performance while working remotely. Using data gathered from 285 respondents in Lebanon (who are employees working in diverse industries and organizations) and analyzed using multiple regression analysis. The analysis outcome shows that remote working positively associate with employee performance in all the roles that an employee can hold. However, the analysis also revealed that age (or generation) does not have a moderating role in the relationship between remote working and employee performance, but age associates with remote working such that younger generations positively associate with remote working while older generation employees negatively associate with remote working. The association between age and remote working concerns predilection to remote working and not performance. The outcome of this study suggests that, in deploying roles and tasks to employees especially in a remote working arrangement, managers should take great consideration that employees in regard to their generations or age are different, special, and unique in their own ways as well as in different roles.

The purpose of this study was to determine the work from home and work environment during the Covid-19 pandemic on the work productivity of ASN at the P3APPKB Office of Bengkulu Province.The population in this study amounted to 80 ASN with a saturated sampling technique, where all members of the population were sampled. Work From Home (X1) had a positive and significant effect on Productivity during the COVID-19 Pandemic Period ASN Work at the P3APPKB Office of Bengkulu Province. This can be seen from the significant Work From Home (X1) 0.012 < 0.05 and the value of t table = t (a/2 ;nk-1) = t (0.025 ; 77 = 1.994 means the value of tcount is greater than ttable 2.574 > 1.994 then H0 rejected and H1 accepted. Work Environment Variable (X2) had a positive and significant effect on Productivity during the COVID-19 Pandemic Period of ASN Work at the Bengkulu Province P3APPKB Office. 0.124 > 0.05 and value tcount = t (a/2 ;nk-1) = t (0.025; 77 = 1.994 means the value of tcount is greater than ttable 1.555 < 1.994 then H0 is rejected and H1 is accepted. Test F: F table = F (k;nk) =F (2;80-2;78 + 3, 11. it can be seen that the value of Fcount is 4.996 with the value of Ftable is 3.11 so that the value of Fcount and Ftable or 4.996 > 3.11, and a significant level of 0.009 < 0.05 then H0 is rejected and H3 is accepted, it can be concluded that the Work Form Home variable (X1 ) and the Work Environment (X2) simultaneously affect productivity during the COVID-19 Pandemik Period of ASN Work at the P3APPKB Office of Province B engkulu. By using multiple linear regression and the results of the study indicate that there is an effect of the variable Work From Home (X1) and the work environment (X2) partially influencing the work productivity of ASN in the P3APPKB Office of Bengkulu Province. Work From Home (X1) and Work Environment (X2) Simultaneous effect on productivity (Y) is 92%.

BackgroundCoronavirus disease 2019 (COVID-19) has a great impact on both, physical and psychological wellbeing. The COVID-19 pandemic promoted increasing digitalization of the work environment and social isolation. This psychosocial stress in turn can induce physical distress with clinical manifestation. So can the changed work and social environment in the COVID-19 pandemic trigger acute cardiovascular disease?Case DescriptionHere, we present a case of a 56-year-old postmenopausal woman suffering from Takotsubo cardiomyopathy (TTC) evoked by emotional stress during a virtual work meeting. Like many others, our patient was urged to work from home (WFH) in accordance with the contact restrictions due to COVID-19. She presented at our chest pain unit with typical angina pectoris-like symptoms such as chest pain and dyspnea. Laboratory analysis confirmed increased troponin levels and evolving T wave inversion in electrocardiogram. Acute coronary syndrome management was commenced. Coronary angiography and left ventriculography revealed non-obstructive coronary arteries and apical ballooning syndrome. Due to immediate guideline-directed treatment with bisoprolol, ramipril, spironolactone and acetylsalicylic acid the patient’s condition improved so that she could be discharged after seven days. During a 3-month follow-up the patient showed a normalized ejection fraction and reported no discomfort anymore.ConclusionsThe ongoing COVID-19 pandemic has also elucidated the importance of the psychosocial health issues in acute cardiovascular care. Having in mind that the social and work environment recently has changed immensely, thus enforcing social isolation and emotional distress, doctors as well as patients must consider TTC as possible etiology of sudden chest pain.

Insani clinical Muara Teweh founded in 2014 and until now more or less run for two years, address at T. Surapati street RT.12A Malayu village Muara Teweh North Barito regency in Central Kalimantan. With the number of employees 50 people managed by Heriansyah. This study aims to determine the effect of discipline, spirit of work and working environment together and partially on the performance of employees in Insani clinical Muara Teweh. This type of research is quantitative method. The samples were obtained 50 votes. To determine the effect of the influence of discipline, spirit of work and working environment to employees performance at Insani clinical Muara Teweh statistical methods used multiple linear regression test. Data processing was performed using IBM SPSS Statistics 23 program for Windows. Based on the results of the research show that together the discipline, spirit of work and working environment significantly influence employee performance in Insani clinical Muara Teweh. Partially, discipline, morale and working environment positive and significant effect on the performance of employees in Insani clinical Muara Teweh.

The integration of people with disabilities into work and social environments is one of the principle issues in the EU strategy lines, clearly focused into the Seventh Research Frame Program (FP7). Particularly, it is necessary to pay special attention to the integration problem of people with intellectual disabilities. In order to face the problems that people with disabilities find in their integration into work environments in actual competitive market, one of the key issues is the implementation of solutions offered by new technologies by using what experts call “Support Technologies”. The development of Intelligent Tutoring Systems (ITS) based on mobile platforms offers new perspectives for better integration of people with disabilities. The integration into social and work environments of people with disabilities is a fact nowadays. Tutoring systems are intended for helping this community in their life (Gonzalez et al., 1991). These tools are very helpful; although at the moment do not completely meet their needs. This work presents a robust and intelligent tutoring system that will cover several new aspects, coping with more complex tasks, but doing it in a flexible and useful way. One of the main objectives of this work is incrementing the user autonomy, both in social and work environments. Due to the fact that it there exist many different cases among people with disabilities, we will incorporate an intelligent structure that may achieve an appropriate tutoring system configuration for each case. This implies a personal study and a related profile to each person, made by human tutors or relatives. All these items lead to design a system with a configuration profile easily accessible to the user. This work is included in a new research project focused on the study and control of human factors. Besides, a big effort is made in new research subjects for attending and tutoring people with disabilities. The design of devices for solving the daily problems of these persons is one of the first objectives of this work. Moreover, it is trying to invest in economical supports, grants and human efforts in order to increase their quality of life. Nowadays, it is necessary to solve in an appropriate way the current problems in the integration of people with disabilities into work and social environments that daily are 14