Achievement Of Organizational Goals Research Articles

Gambaran Workplace Well-being pada Karyawan yang Bekerja di PT X Bekasi

Human resources in a company are valuable assets because they actively contribute to the formulation and resolution of strategic issues and oversee the achievement of organisational goals. The company's human resource management must take into account the well-being of its employees. Companies that do not have optimal performance will not be able to operate effectively and efficiently. Workplace well-being is an important component that can enhance an organisation's ability to operate effectively. The work environment plays an important role in determining the well-being of employees. Factors such as the physical condition of the work environment, organisational culture, management and colleagues, and the ability to achieve a work-life balance all influence employee well-being. The concept of well-being at work refers to how employees feel about their well-being, which is the result of several characteristics of the work and office environment that cause several factors to emerge, such as safety, comfort and employee satisfaction. The purpose of this study was to determine PT X description of workplace wellbeing. This research uses quantitative methods, with 131 employees as participants. The findings showed that the workplace well-being of PT X employees was moderate (54.96%) with the highest dimension being employer care (M=4.12). Based on the findings from the study, there is no significant difference in workplace well-being based on factors such as gender, age, education level, or tenure.

Analysis of the Performance Allowance System in Improving Employee Performance

This study investigates the effectiveness of the performance allowance system at PD. BPR Bahteramas Konawe in improving employee performance. The research explores the roles of transparency, fairness, and flexibility within the system and assesses its impact on employee motivation and productivity. The main issue addressed is identifying the key factors that influence the relationship between the allowance system and the achievement of organizational goals. The purpose of this research is to provide management with recommendations to refine the performance allowance system, enabling the company to achieve its strategic objectives and enhance its competitiveness in the financial sector. The study uses descriptive qualitative analysis with interviews as the primary data collection tool. The analysis focuses on important themes gathered from insights provided by the Chief Executive Officer, Operations Manager, and staff from various divisions. The findings reveal that the performance allowance system significantly enhances employee performance by offering both financial and non-financial incentives that recognize individual contributions. Success depends on setting clear targets, maintaining transparent evaluations, and utilizing technology for accurate assessments

The Impact of Motivation and Job Satisfaction on Employee Performance at Maya Sanur Resort & Spa

Abstract Introduction: Human resources are a crucial asset for the success of a business, particularly for hotels. The performance of employees significantly influences a company's success; as good employee performance can facilitate the achievement of organizational goals. This study aims to investigate the effect of motivation and job satisfaction on employee performance at Maya Sanur Resort & Spa. Methodology: Using the purposive sampling method, 104 respondents from Maya Sanur Resort & Spa in Bali were selected to participate. A 5-point Likert scale questionnaire containing 32 indicators, was distributed from March to June 2024. The data was analysed using multiple linear regression, t-test, f-test, and coefficient of determination with the SPSS 23 Windows version. Findings: Motivation variable (X1) has a partially positive and significant effect on employee performance, with a t-count greater than the t-table value (3.607 > 1.659) and a significant value of 0.000. Similarly, the job satisfaction variable (X2) has a partially positive and significant effect on employee performance, with a t-count greater than the t-table value (3.324 > 1.659) and a significant value of 0.001. Additionally, the motivation and job satisfaction variables simultaneously have a significant effect on employee performance, with an F-count greater than the F-table value (204.670 > 3.933) and a significant value of 0.000 < 0.05. Conclusion: Motivation and job satisfaction partially or simultaneously have a significant effect on employee performance. This suggests that both motivation and job satisfaction are crucial factors in enhancing employee productivity and overall organizational success. Keywords: Motivation, Job Satisfaction, Employee Performance

THE INFLUENCE OF EDUCATION, DISCIPLINE, WORK EXPERIENCE AND WORK ENVIRONMENT ON THE PERFORMANCE OF EMPLOYEES OF THE BONDOWOSO DISTRICT COMMUNITY AND VILLAGE EMPOWERMENT SERVICES

Performance which can affect public services and the achievement of organizational goals. This research was built with the aim of testing and analyzing the influence of education, discipline, work experience and work environment on the performance of employees of the Bondowoso Regency Community and Village Empowerment Service. This research is included in confirmatory research with a sample size of 52 respondents, saturated sampling technique was used due to the limited number of employees. The data analysis technique used is Multiple Linear Regression processed with SPSS 25.0. Based on the results of data analysis, it shows that both partially and simultaneously the variables of education, discipline, work experience and work environment have a significant effect on the performance of employees of the Bondowoso Regency Community and Village Empowerment Service. The results of the coefficient of determination show that education, work discipline, work experience and work environment have a contribution of 84.0% to the performance variable. Keywords : education, discipline, experience, work environment and performance

THE INFLUENCE OF TRANSPARENCY, FINANCIAL LITERACY, AND DIGITAL MARKETING ON THE GOALS OF THE KAMPUNG DOLANAN ORGANIZATION WITH THE CONCEPT OF SOCIOPRENEURSHIP

This study aims to analyze the influence of financial transparency, citizens' financial literacy, and digital marketing in realizing the organizational goals of Kampung Dolanan as a social-based business or sociopreneurship. This research focuses on the application of managerial practices in Dolanan Village and its influence on the welfare of residents. This study uses a qualitative approach, by means of interviews with the parties concerned to obtain information about the management of Dolanan Village which will later be processed and analyzed qualitatively to achieve clarity of research results. The results of the study show that transparency has not been carried out by the management team of Dolanan Village. Transparency affects organizational goals that have not been achieved because residents have not been able to fully supervise the management and achievement of organizational goals. The financial literacy of Karanggeneng residents is still low, illustrated by the fact that residents do not understand family financial management. Low financial literacy affects organizational goals because citizens do not know the truth of correct financial management. Digital marketing has not been done properly due to a lack of capable human resources. The lack of maximum digital marketing has affected the organization's goals which cannot attract tourists to come to Dolanan Village.

Implementation of the Internal Control System in the Aviation and Space Research Organization of the National Research and Innovation Agency (BRIN)

This research examines the implementation of the Internal Control System (SPI) at the Aviation and Space Research Organization (ORPA) which is under the National Research and Innovation Agency (BRIN). The aim of this research is to evaluate the effectiveness of SPI in supporting the achievement of organizational goals and identify the obstacles faced in its implementation. The research method used is descriptive qualitative with a case study approach. Data was obtained through in-depth interviews and analysis of related documents. The research results show that the implemented SPI has helped in increasing the operational accountability and transparency of ORPA BRIN. However, there are still several obstacles, such as limited human resources and policy changes that affect SPI's performance. Based on the research results, it can be concluded that the implementation of SPI in ORPA BRIN is not optimal. This is caused by deficiencies in SPI elements, such as the control environment, risk assessment, and control activities. In the control environment element, there are deficiencies in the aspects of commitment to competence, human resource development policies, the role of effective Government Internal Oversight Apparatus (APIP), and working relationships with stakeholders. This research provides recommendations for ORPA BRIN to increase human resource capacity, strengthen commitment to competence, and build close collaboration with APIP and stakeholders to support more effective implementation of SPI.

Work Motivation and Job Satisfaction among Primary Healthcare Workers in Georgia

Motivation is defined as human effort, striving, stimulation process for successful work, and achievement of organizational goals. The purpose of the research is to study the factors determining the motivation and job satisfaction of primary healthcare personnel in Georgia. The relevance of the issue is indicated by the poorly development of the primary healthcare system in Georgia, which is confirmed by the fact that the number of referrals to outpatient medical institutions is 3.6 per capita per year, while it reaches 7.5 in European countries. A quantitative study was conducted in this research. As a result of the research, it was determined that motivation and job satisfaction are complex constructs. The following main factors that influence the job satisfaction of employees in primary care organizations were identified: individual characteristics, financial and non-financial incentives, organizational structures and processes, including supervision, leadership, fairness, and responsibility for the distribution of resources, staff dynamics, and team cohesion, relationships with colleagues and management, relationships with patients, intellectual stimulation, opportunities for continuing medical education. A family physician’s and family nurse practitioner’s job satisfaction significantly improves the services and has a positive impact on the patient’s well-being. Health policymakers and managers need to critically analyze the importance of providing additional incentives. In order to improve the job satisfaction of primary health care workers, in addition to salary, special emphasis should be placed on supporting family life, creating decent living conditions, adequate free time, educational prospects, and better opportunities for professional development and promotion.

Sarung dan Celana Panjang di Komunitas Nahdlatul Ulama: Perspektif Theory of Planned Behavior

Communication is an important aspect in every organization. Both between leaders and subordinates and vice versa, as well as from fellow members of the organization. The relationship between communication and organizational science is seen in how each individual influences the achievement of organizational goals. Nahdlatul Ulama as the largest community organization in Indonesia, requires good organizational communication in disseminating information to all levels of the organization. The aim of this research is to explain and analyze the statement by Gus Yahya as General Chair of PBNU regarding sarongs and trousers towards Syuriyah and Tanfidziyah ranks, which has an impact on the understanding of NU administrators in interpreting this statement. The research method used is descriptive qualitative, with analysis using the Theory of Planned Behavior approach, proposed by Icek Ajzen. The data collection techniques used in this research were interviews, observation, documentation and questionnaires. The results of this research, namely that the NU management interpreted Gus Yahya's statement as a distinction between Syuriyah and Tanfidziyah administrators, where Syuriyah is the highest leader of NU and Tanfidziyah is the executive of the organization.

PENGARUH KEMAMPUAN KERJA PEGAWAI DALAM MENCAPAI TUJUAN ORGANISASI PADA DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PADANGSIDIMPUAN

This study aims to measure the extent to which employee work competence influences the achievement of organizational goals at the Department of Public Works and Spatial Planning in Padangsidimpuan City. The research approach used was quantitative descriptive method with techniques such as correlation analysis, simple linear regression, hypothesis testing (t-test), F-test (simultaneous), and coefficient of determination (R2). The results of the correlation analysis showed a correlation coefficient of 0.509 between variable X (employee work competence) and variable Y (achievement of organizational goals). The calculation of the regression coefficient yielded a constant coefficient of 2.894 and a coefficient for the independent variable (X) of 0.169, resulting in the regression equation Y = 2.894 + 0.169X. The t-test yielded a computed t-value of 3.597, exceeding the tabulated t-value of 2.010, and a significance level (sig) of 0.012, which was lower than 0.05. The F-test yielded a computed F-value of 12.705 and a significance level (sig) of 0.000. Comparing this with the tabulated F-value of 4.05, it can be concluded that the hypothesis is accepted. The coefficient of determination (R2) was found to be 0.428, indicating that 42.8% of the variation in the achievement of organizational goals can be explained by employee work competence. The remaining 57.2% is influenced by other variables not included in this study. In conclusion, this study establishes that employee work competence has a positive and significant influence on the achievement of organizational goals at the Department of Public Works and Spatial Planning in Padangsidimpuan City, accounting for 42.8% of the variance.

Peningkatan Kemampuan PenyusunanOrganization Goals Dan Penerapan Human Relations Dalam Berorganisasi Pada Mahasiswa

Organization goals are future conditions that will be achieved by the organization. Organization goals are important things that direct the success of an organization. Preparing organizational goals is the responsibility of individuals and groups within the organization so it requires appropriate techniques that are carried out formally and effectively. This community service activity was held in order to improve students' abilities and skills in formulating organizational goals appropriately. Apart from that, this activity also aims to provide an understanding of human relations in relation to conflict as an obstacle to achieving organizational goals. This community service activity was carried out in two stages, namely a survey and analysis related to the process of preparing organizational goals carried out by students and the second stage was training in preparing organizational goals and implementing human relations as a strategy that supports the achievement of organizational goals.

Evaluation of the Effectiveness of Implementing Leadership Functions in Regional Public Organizations

Leaders must have the courage to take necessary action against members who are less productive or violate the rules, in order to maintain the interests and integrity of the organization. This research aims to evaluate the effectiveness of implementing the main leadership functions at the Sinjai Borong District Office, Sinjai Regency. In an organizational context, leadership factors have an important role in driving and directing goal achievement. The research method used was descriptive qualitative, with data collection through interviews, observation and documentation, involving 5 informants. Data analysis uses three stages, namely data reduction, data presentation, and drawing conclusions. The research results show that the implementation of the main leadership functions is not optimal, especially in the consultation and control functions. The limited time of sub-district leaders who hold concurrent positions outside the office hampers communication with their subordinates. Even though there are several indicators that show effectiveness, there are still several things that need to be improved so that the leadership function can run well and support the achievement of organizational goals.

Membangun Sistem Kearsipan Berkualitas Untuk Mendukung Tata Kelola Kantor Yang Baik Di SD IT Al-Hijrah

This research aims to analyze building a quality archiving system to support good office governance. The method in this research is a qualitative research method. Interview data was transcribed and reviewed using thematic content analysis. The study reports key data themes that include improving operational efficiency, increasing transparency and accountability. In this way, researchers investigate how teachers can build a quality archiving system to support good office governance. The research results show that implementing an integrated and modern archiving system can reduce human error, speed up access to information, and increase transparency and accountability in office operations. Implementation of this system also plays an important role in increasing administrative efficiency and facilitating the achievement of overall organizational goals.

The Influence of Play Based Learning Project on Learner Performance in Science and Elementary Technology and English Language Subjects

This study investigated the effects of Play-Based Learning (PBL) on student performance in Science and Elementary Technology (SET) and English language subjects at primary schools in Ruhango Sector, Ruhango District. The main objective of this study was to investigate the effects of play based learning on student performance of SET and English language subjects in Ruhango Sector, specifically the study focused on the effect of play based learning project, perception regarding the teacher’s roles on learner performance of SET and English language and establish the relationship between play-based learning project and learners’ performance of SET and English language subjects in primary school of Ruhango sector. The theories that guided research were Theory of Constraints (TOC) is a process designed to identify and eliminate constraints in organizational processes that hinder the achievement of organizational goals and Social Cognitive Theory is based on his central concept of self-efficacy. This study used a descriptive and correlational research designs. The target population was 150 people including headteachers and teachers. The sample size of was 96 teachers with backgrounds in SET and English language subjects and 12 headtechers. This study used questionnaire as a primary data source. The questionnaire involved written questions to which the teachers were required to write answers individually and interview guides were used to collect information from headteachers. Microsoft Office Excel was used for analyzing the results from the questionnaire and interview. The Pearson Correlation was used to test one hypothesis. The study concluded that Play Based Learning played an importance role in learner performance of Science and Elementary Technology and English language subjects through play-based activities. The research revealed a strong positive correlation between Project-Based Learning (PBL) initiatives and students' academic achievement in English language courses (r=.9650*, p=0.001). Similarly, a significant positive association was observed between Project-Based Learning (PBL) endeavours and learners' performance in Science, Elementary and Technology (SET) subjects (r=.9836*, p=0.001). The study recommends that teachers should regularly monitor content and adjust settings for individual learners. Finally, teachers should apply practices associated with engagement by determining if learner enjoy the game or want to play.

Analysis of the Impact of Salary Payment on Employee Performance at PT. Coca-Cola Amatil Indonesia Bali Branch

The purpose of this study is to determine the impact of wage payment on employee performance of PT Coca-Cola Amatil Indonesia Bali branch. The research method used is descriptive qualitative by collecting data from various human resource management journals and case studies of these companies. The research shows that the provision of adequate and timely salaries has a positive impact on employee performance, while delays and salary discrepancies lead to poor performance. In addition, the provision of incentives and additional rewards is proven to improve employee performance and motivation, which has a great influence on the company's productivity level in increasing targeted profits. However, PT Coca-Cola Amatil Indonesia Bali branch does not implement this well, marked by several problems that arise in this company, including the level of salary wages. This study concludes that salary, incentive provision, quality of employee performance, and work motivation have a significant influence on employee performance, which in turn has an impact on productivity and achievement of organizational goals.

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Organizational Performance Improvement Strategies Through Organizational Learning and Employee Empowerment: Organizational Commitment as Mediation

Purpose – Organizational performance is heavily influenced by human resources in government administration, including resource allocation for individual work in all organizations. Organizational performance can be improved by ensuring that each level in the organization meets the job requirements and has a clear plan to support the achievement of organizational goals. Methodology/approach – This research uses quantitative research and uses structural equation modeling analysis (SEM) with Partial Least Squares (PLS) software. The study has a population of 50 officials who support the planning and performance measurement of the regional government unit of the province of Banten. Findings – The result is that learning organization has a direct impact on organizational commitment, while learning organization has no impact on organizational performance. Employee empowerment affects organizational commitment and organizational performance. Organizational commitment influences organizational performance. Organizational commitment does not mediate between learning organization and organizational performance, but may mediate between employee empowerment and organizational performance. Novelty/value – Learning organization and employee empowerment promote sustainable improvement, innovation, and adaptability, and empower employees to make the right decisions and contribute to organizational goals. It fosters commitment, emotional attachment, and productivity, enabling organizations to adapt and maintain competitive advantage.

Time management practice and associated factors among health professionals working in public and private hospitals in Dessie City, Northeast Ethiopia: a comparative cross-sectional study.

Time management is a widely ignored concern in all types of organizations, including the healthcare system, despite its crucial role in the achievement of personal and organizational goals. Therefore, determining the practice of time management and its associated factors among health professionals is of paramount importance. We aimed to assess time management practice and associated factors among health professionals working in public and private hospitals in Dessie City, Northeast Ethiopia. A comparative cross-sectional study was conducted from 24 March to 24 April 24 2021 among 660 health professionals (220 from private hospitals and 440 from public hospitals), who were randomly selected using a stratified sampling technique. A self-administered questionnaire was used to collect data. A multivariable binary logistic regression model was run separately for public and private hospitals. A p-value of < 0.05 and a 95% confidence interval were reported to be statistically significant. A total of 615 participants responded to the survey, which resulted in a response rate of 93.2%. The magnitude of good time management practice among health professionals in both public and private hospitals was reported to be 57.1% (95% CI: 53.5-60.8%). However, the magnitude differed between public [50.1% (95% CI:45.5-54.7%)] and private hospitals [70.9% (95% CI: 63.5-76.7%)]. Living with families (AOR: 5.39, 95% CI: 1.84-15.77), satisfaction with compensation and benefits (AOR: 7.83, 95% CI: 1.97-31.16), satisfaction with work autonomy (AOR: 7.10, 95% CI: 1.94-25.95), and having a good plan (AOR: 3.42, 95% CI: 1.15-10.13) were statistically significant predictors of time management practice in private hospitals. Satisfaction with an organizational policy and strategy (AOR: 2.34, 95% CI: 1.25-4.36), performance appraisal (AOR: 1.95, 95% CI: 1.13-3.36), work autonomy (AOR: 1.92, 95% CI: 1.12-3.27), and the good approach of employees toward time (AOR: 2.12, 95% CI: 1.26-3.58) were statistically significant predictors of time management practice in public hospitals. The magnitude of a good time management practice in public and private hospitals in the study area was low. The practice was observed to be higher in private hospitals than in public hospitals. The study revealed that the magnitude and associated factors of time management practice vary between hospitals, indicating the need for targeted intervention.

PENGARUH JENJANG KARIR, MOTIVASI KERJA DAN KOMPENSASI KARYAWAN TERHADAP KINERJA KARYAWAN PADA BANK MANDIRI TASPENPASURUAN

Abstract This research aims to analyze the influence of career level, work motivation, and compensation on employee performance at Bank Mandiri Taspen Pasuruan. Through a quantitative approach using multiple linear regression analysis, primary data obtained from employee questionnaires and secondary data from related literature. The research results show that career path, work motivation and compensation have a positive and significant influence on employee performance. This indicates that career development policies, high work motivation, and fair compensation are important factors that contribute to improving employee performance. Therefore, companies need to pay attention to and improve policies related to these three factors to ensure the achievement of organizational goals and overall employee satisfaction.

Enhancing Workplace Discipline for Improving Employee Productivity at PT Sumber Bintang Rezeki Bawen

Human resources play a crucial role in shaping and developing companies, being a vital element for organizational sustainability. The success of a company heavily relies on the presence of talented and outstanding workforce capable of proactively adapting to the dynamics of globalization era. Every individual in the organization has the potential to influence the achievement of organizational goals, and in an increasingly competitive environment, employees must be diligent in their efforts. Quality human resources can be measured through their level of productivity, which is reflected in their ability to efficiently complete tasks and achieve set goals. Efforts to achieve company goals and targets become more easily attainable, and company growth is assured when employees have high levels of productivity. High work productivity helps companies enhance their growth, while less productive employees become impediments to achieving company targets. The company's focus on profitability and meeting the best consumer needs underscores the importance of sustainable work productivity. Employee work productivity becomes crucial as it contributes to the sustainable provision of quality products, thereby enabling the company's profit targets to be achieved. Work productivity, which is a comparison between the results achieved and the resources used, indirectly affects the company's profit achievement. Factors such as employee discipline also influence the level of work productivity, emphasizing the importance of effective human resource management in achieving organizational goals.

Identifying Risks in Management of Educational Institutions: A Case in a Legal Entity Higher Education Institution

Higher education is a legal entity that represents the government to serve society optimally. This research aims to identify, understand and manage risks that can hinder the achievement of organizational goals in terms of organizing higher education. This study uses a quantitative approach with a descriptive type. Research subjects were taken from leaders and employees in the Directorate of Planning and Finance, Directorate of General Affairs, Resources and Law. Directorate of Research and Community Service, Directorate of Cooperation, Information Systems, Innovation and Business, Quality Assurance Directorate, Internal Supervisory Unit, Vocational Faculty. Subject selection was carried out using a purposive technique using considerations of feasibility and competency related to the themes studied in this research. Data collection was carried out using questionnaires and interviews. The data that was collected was analyzed using descriptive quantitative analysis techniques. This risk register management is a document that functions to identify, understand and manage risks that can hinder the achievement of organizational goals. The structured risks are a development of the risk mapping that was prepared during the previous program. Risks that have been identified are not risks that are fixed (given). The risks referred to can change, increase, or even decrease according to the conditions faced by the organization. Communication in efforts to update risk data in risk register management is still very necessary as an effort to enrich the types and impacts of these risks on the organization.