Comfortable Working Environment Research Articles

Penerapan Green Office pada Food and Beverage Department dalam Peningkatan Kepedulian Lingkungan di Sheraton Bandung Hotel & Towers

The tourism industry is one of the largest industries in the world, environmentally friendly tourism has now become the trend most in demand by world tourists. The food and beverage department is closely related to the cleanliness and satisfaction of guests because it is responsible for food and beverages. Green office is one of the efforts of the food and beverage department in creating a clean, beautiful, comfortable work environment, as well as healthy and does not interfere with the surrounding environment. Using qualitative descriptive research methods, this study aims to find out how the application of green office in the food and beverage department and how it relates to efforts to increase environmental awareness. Five indicators of the application of the green office concept used, namely, electricity savings, water savings and conservation, office waste management, greening, other effort. The result showed that in a score of 80% which shows that the application of the green office concept in the food and beverage department at Sheraton Bandung Hotel & Towers is quite implemented. The distribution of the level of implementation in accordance with the implementation indicators is electricity savings (75%), water savings and conservation (75%), office waste management (100%), greening (50%), other efforts (100%). With the implementation of green office, Sheraton Bandung Hotel & Towers can increase concern for the environment as evidenced by the decrease in electricity costs by 0.34% per year from before the implementation of the green office.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND THE IMPACT OF ORGANIZATIONAL COMMITMENT AND WORK-LIFE BALANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

Organizational citizenship behavior is considered ineffective since it is not balanced with a sufficient quality of work life, such as a comfortable working environment, a sufficient compensation, career advancement, and others. Furthermore, a lack of job satisfaction leads to many employees ignoring their work behavior. This research used a mixed method that systematically integrates quantitative and qualitative methods, with the first stage of the research utilizing quantitative methods and the second stage using qualitative ones. Subject data is the type of data utilized in this research (self-report). The information was gathered straight from the millennial employees of South Tangerang. The objective of this research is to find out efforts to increase organizational citizenship behavior by analyzing the influence of exogenous and intervening variables on organizational citizenship behavior. According to this research findings, there are some impacts of organizational commitment and work-life balance with job satisfaction, one of them is work-life balance will increase organizational citizenship behavior without the support of job satisfaction. In addition, there are four accepted hypotheses and three rejected hypotheses.

THE EFFECT OF WORK ENVIRONMENT, LEADERSHIP STYLE AND INTRINSIC MOTIVATION ON EMPLOYEE PERFORMANCE AT CV. CIPTA MULYA, MADIUN REGENCY

There are several factors that can affect employee performance, namely the work environment, leadership style and work motivation. The work environment is the conditions that exist around the workplace including aspects of temperature, lighting, air, sound and layout. Leadership style is one of the factors that can build a comfortable work environment. While work motivation is a condition that is formed from a sense of comfort in the work environment and leadership style so that employees are able to work well. The aim of this study was to determine the effect of the work environment, leadership style and work motivation on employee performance. The method used is a quantitative descriptive analysis method. The results of the study show that all factors that can influence employee performance have a positive effect. The existence of this research is expected to be able to show that aligning employee performance factors needs to be continuously developed in order to be able to improve employee performance. Because when employees work well, the company will be younger in achieving its vision and mission.

THE COMPENSATION POLICY FOR NON-PERMANENT EMPLOYEES DURING THE PANDEMIC TOURISM SERVICE OF BOALEMO DISTRICT

This research aims to find out the compensation policy for temporary employees during the pandemic of the Boalemo Regency Tourism Office.
 This research is descriptive qualitative. The data collection techniques used in this research was observation, in-depth interviews, and documentation.
 The research results showed that financial compensation was very influential on non-permanent employees at the Tourism Office, both from salaries, incentives, bonuses, and allowances; it was clear from the current pandemic conditions. Based on the results obtained, some policies needed to be considered by local governments. As well as the Tourism Office providing financial compensation, including incentives and bonuses, there was no budget for the two types of compensation provided by the Tourism Office to non-permanent employees and ASN. Meanwhile, non-financial compensation also influenced work motivation for all employees in the Tourism Office, non-financial compensation for employees such as providing facilities and a comfortable work environment.

THE COMPENSATION POLICY FOR NON-PERMANENT EMPLOYEES DURING THE PANDEMIC TOURISM SERVICE OF BOALEMO DISTRICT

This research aims to find out the compensation policy for temporary employees during the pandemic of the Boalemo Regency Tourism Office.
 This research is descriptive qualitative. The data collection techniques used in this research was observation, in-depth interviews, and documentation.
 The research results showed that financial compensation was very influential on non-permanent employees at the Tourism Office, both from salaries, incentives, bonuses, and allowances; it was clear from the current pandemic conditions. Based on the results obtained, some policies needed to be considered by local governments. As well as the Tourism Office providing financial compensation, including incentives and bonuses, there was no budget for the two types of compensation provided by the Tourism Office to non-permanent employees and ASN. Meanwhile, non-financial compensation also influenced work motivation for all employees in the Tourism Office, non-financial compensation for employees such as providing facilities and a comfortable work environment.

Helping Surgeons’ Hands: A Biomechanical Evaluation of Ergonomic Instruments

"Ergonomic" is a common descriptor for a desk or computer workspace but is a term rarely used to describe a surgical instrument. Instead, surgeons spend many hours in inconvenient positions, often using instruments that are not ergonomic. Improving the ergonomics of surgical instruments may decrease the required force for simple tasks and allow for more efficient surgery. To evaluate the impact of ergonomic surgical instruments, the authors developed ergonomic screwdriver handles. The shape and size of these handles were engineered using previous dental studies and 3-dimensional modeling to create an ideal handle for specific glove sizes. Participants were recruited to test 3 different ergonomic handle sizes against a standard screwdriver while assessing digital peak force, digital contact area, and participant preference. Ten participants (3 women) with glove sizes ranging from 6 to 8 were evaluated. Ergonomic screwdriver handles sized for glove sizes 6 and 7 required significantly less thumb peak force than the standard screwdriver for all participants (702 N for glove size 6 and 567 N for glove size 7 ergonomic screwdrivers, vs 1780 N for "one size fits all" standard screwdriver). Participants consistently preferred screwdrivers that required lower thumb and index finger forces. All ergonomic handles required lower thumb and index finger force. Eighty percent of participants preferred a screwdriver modeled within 1 glove size of their own. Improved ergonomic handles require less force and are preferred by surgeons. The significant decrease in thumb peak force for glove sizes 6 and 7 suggests that there is room for ergonomic improvement in instruments, especially for surgeons with smaller hands. Manufacturing ergonomic screwdriver handles and using the evolving convenience of 3-dimensional printing may help to develop a more comfortable work environment for surgeons.

THE IMPACT OF WORK MOTIVATION, WORK ENVIRONMENT, AND CAREER DEVELOPMENT ON EMPLOYEE JOB SATISFACTION

Human resources are very important in a company. therefore every company always tries to have quality human resources and companies must pay attention to aspects of work related to human resources, because without quality human resources a company will not run well between HR and companies must have a mutually beneficial relationship requires, companies need quality employees, employees also need a work environment that can provide satisfaction such as having a clean and comfortable work environment, one of the company's activities to advance the abilities of its employees is employee career development and providing motivation to employees from research is to determine the effect of motivation , work environment and career development on job satisfaction of employees of PT. Kalibaru Indonesia This research is included in the category of quantitative research. The total population is 302 employees, so the sample used is 77 employees because it uses the Slovin formula. From these results work motivation, work environment and career development affect job satisfaction.
 

Working Environment and Position to Employee Performance Improvement

Work performance is the work achieved by a person in carrying out the tasks assigned to him based on skills, experience, sincerity, and time. A comfortable work environment, friendly and mutually supportive co-workers, and caring leaders will provide positive motivation at work. Employees will work for hand in hand with joy. Healthy competition in organizations or agencies. This study uses library research to examine the improvement of employee performance. The study results show that performance is what employees do, so it affects how much they contribute to the agency or organization, including the quality of services provided. Organizations in improving employee performance need the development of appropriate human resources with a supportive work environment. Factors used to enhance employee performance include individual abilities (knowledge, skills), the effort devoted, and organizational support. Employee performance is the result of the thought and energy of an employee on the work done, it can be tangible, seen, and counted in number, but in many cases, the results of thought and energy cannot be trusted and seen, such as ideas and innovations from employees to improve organizational progress.

THE EFFECT OF COMPENSATION, LEADERSHIP STYLE AND WORK ENVIRONMENT ON EMPLOYEE SATISFACTION AT PT ARARA ABADI SIAK AREA DISTRICT

ABSTRACTThis study aims to determine how the influence of compensation, leadership style and work environment on employee job satisfaction at PT. Arara Abadi Siak Area District. This research uses quantitative and qualitative data types and sources. The population in this study were all employees at PT. Arara Abadi Siak Area District, totaling 92 people. So the respondents are all employees at PT. Arara Abadi Siak Area District. This sampling technique was carried out using the census research method, namely research that took one population group as a whole sample and used a structured questionnaire as the main data collection tool to obtain specific information.Based on the results of this study indicate that compensation has a positive and significant effect on employee job satisfaction. Leadership style has a positive and significant effect on employee job satisfaction. The work environment has a positive and significant effect on employee job satisfaction. It can be concluded that compensation, leadership style and work environment have a positive and significant effect on employee job satisfaction at PT. Arara Abadi Siak Area District. The implication of the results of this research is that companies should pay attention to the compensation given to employees, the leadership style of the leaders, and a comfortable work environment to increase job satisfaction for employees. Keywords: Compensation, Leadership Style and Work Environment

Wood in office spaces: The impact of different wooden furniture on aesthetic evaluation.

In modern urban life, individuals are spending an increasing amount of time in the office. However, working in an uncomfortable office space for extended periods can affect the physical and mental health of employees. On this basis, it is particularly important for employees to build a comfortable and healthy office environment that is conducive to their work. The present study aimed to explore the use of wood in office furniture to build a comfortable and healthy work environment. The use of wood in office spaces can effectively relieve the mental fatigue of employees. Focusing on wooden office furniture, this study explores its influence on the aesthetic evaluation of wooden office spaces by manipulating the wood color and coverage of the wooden furniture placed in office spaces. Experimenting with these changes will optimize the application of wood in office spaces, improve employees' mental health. The results show that wood color and coverage significantly impact the aesthetic evaluation of wooden office spaces. People exhibit higher aesthetic evaluations of light and medium wood-colored office spaces and prefer spaces with low wood coverage. The findings of this study provide a reference for the use of wooden furniture to optimize workplaces.

What Does Statistically Factors That Influence of Vocational Teachers’ Performance in Batam as Maritime Environment?

The teacher is the role model in the education unit and has a strategic role in improving the quality of education by developing an organizational culture, a comfortable work environment, and providing motivation and discipline. The research aimed to measure the impact of organizational culture, work environment, work motivation, and work discipline on the performance of school principals. Using a questionnaire on a Likert scale, 41 teachers from Batam City vocational high schools were surveyed. The results indicated that: (1) organizational culture had a partially significant effect on performance, with a Sig value of 0.346 > 0.05; (2) work environment had a partially significant effect, with a Sig value of 0.042 < 0.05; (3) work motivation had a partially significant effect, with a Sig value of 0.691 > 0.05; (4) work discipline had a partially significant effect, with a Sig value of 0.280 > 0.05; (5) the independent variables significantly influenced the dependent variable, with a Sig value of 0.000 < 0.05; (6) the independent variable accounted for 36.1% of the variance in the dependent variable, while 63.9% was influenced by other variables, with an adjusted R Square value of 0.361 or 36.1%. Therefore, it can be concluded that all variables studied significantly impacted the performance of school principals. The research employed quantitative methods to answer the research questions and achieve its objectives.

Pengaruh Motivasi Kerja, Lingkungan Kerja dan Pengembangan Karir Terhadap Kepuasan Kerja Karyawan

Human resources is very important in a company. therefore every company always strives to have quality human resources and the company should pay attention to aspects of work related to human resources, because without quality human resources a company will not work well between HR and the company must have a relationship that needs each other, the company need quality employees, employees also need a work environment that can provide satisfaction such as having a clean and comfortable work environment, one of the company's activities to advance the capabilities of its employees is employee career development and provide motivation to employees from research is to determine the influence of motivation, environment work and career development on job satisfaction of employees of PT. Daelim Indonesia jababeka 2. This research is included in the category of quantitative research. The total population is 300 employees, so the sample used is 75 employees because it uses the Slovin formula. From the results where work motivation, work environment and career development have an effect on job satisfaction.

The Effect of Compensation and Work Environment on Employee Satisfaction at PT. Veneta Indonesia

One of the factors that influence employee job satisfaction is the amount of compensation received by employees every month and a comfortable work environment. The purpose of this study was to analyze the influence of compensation and work environment in increasing employee job satisfaction at PT. Indonesian Veneta. The population in this study were all employees of PT. Veneta Indonesia as many as 63 people, using a census sampling technique where all of the population is used as a sample. Data analysis processing techniques used are descriptive analysis, data quality test, classical assumption test, multiple linear regression analysis, correlation coefficient analysis, and analysis of the coefficient of determination. Then the data is processed using multiple linear regression analysis and processed using SPSS version 22.0. The results of the study with a level of 5% found that Compensation has a positive and significant effect on Employee Job Satisfaction, Work Environment has a positive and significant effect on Employee Job Satisfaction, and Compensation and work environment simultaneously have a significant effect on Employee Job Satisfaction. The results of the study show that giving financial compensation on time and providing additional benefits which are of course in accordance with applicable regulations can increase employee job satisfaction. Keywords: employee job satisfaction, compensation, work environment, veneta indonesia, multiple linear regression

PENGARUH LINGKUNGAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA STAF PENGAJAR SDITA EL MA’MUR BOGOR

A conducive work environment is able to create a spirit of performance and encourage discipline in work. Every person in an organization always wants a conducive, safe and comfortable work environment. Work discipline can run well if it is supported by good environmental conditions. With the creation of discipline at work, it will certainly encourage productivity and enthusiasm at work. This study focuses on the effect of the work environment and work discipline on the performance of the teaching staf of SDITA eL Ma'mur Bogor. This type of research is quantitative. The population in this study was the teaching staff of SDITA eL Ma'Mur Bogor, amounting to 64 people. The data collection technique used a questionnaire which was distributed to 64 people using a saturated sample. The research method uses path analysis by examining the direct and indirect effects of the independent variable (exogenous variable) on the dependent variable (endogenous variable). The results showed that the work environment and work discipline together had an effect of 66.8% on performance with a significance probability of 0.000. The work environment has an influence on work discipline by 41% with a significance probability of 0.000. The work discipline variable is capable of being a mediating variable or an intermediate variable that links the indirect effect of the work environment on performance with a t-value of 2.289, which is greater than the t-table value

PENGARUH PELATIHAN KERJA, LINGKUNGAN KERJA, DAN KOMPENSASI TERHADAP TINGKAT PRODUKTIVITAS KERJA KARYAWAN STUDI KASUS PADA UD. KARYA SEJATERA DESA CAMPURSARI KECAMATAN SAMBIT KABUPATEN PONOROGO

The purpose of this study was to determine the effect of job training, work environment and compensation on the level of employee productivity at UD. Karya Sejatera in Campursari Village. The method used in this study is a quantitative method. The population in this study were all craftsmen with a sample of 40 employees of UD. Karya Sejatera. The results of this study indicate that: 1.) job training has no effect on the work productivity of the UD company. Prosperous Works. The training has not been maximized so that in order to increase productivity, the company must improve training programs with more modern methods so that the resulting productivity also increases 2.) The work environment has a positive and significant effect on UD's work productivity. Karya Sejatera, with a safe, comfortable work environment makes employees feel enthusiastic about working so that work productivity increases. 3.) compensation has a positive and significant effect on UD. Karya Sejatera by paying attention to the salary and compensation of employees makes employees feel satisfied with the rewards of the work they do so they can continue to work at the company 4.) Simultaneously job training, work environment and compensation affect UD's work productivity. Prosperous Works

Pengaruh Stres Peran Terhadap Turnover Intention Dengan Keterikatan Kerja Sebagai Variabel Mediasi di The 101 Bali Fontana Seminyak

Pressures and problems in the hospitality industry due to the COVID-19 pandemic have made many hotel employees stop working and employees who are still working have to work in multiple roles. Employees who work in multiple roles are now slowly quitting their jobs due to role stress. Role stress can have a negative impact on companies such as reducing a sense of work engagement and increasing turnover intention. Therefore, this study aims to analyze the effect of role stress on turnover intention with work engagement as a mediating variable at The 101 Bali Fontana Seminyak. Data were collected by distributing questionnaires to 46 hotel employees. The data from the questionnaire were then analyzed using the classical assumption test, path analysis test, coefficient of determination test, and Sobel test. The results of data analysis found that role stress had a positive impact on turnover intention and a negative effect on engagement. Work engagement was found to have a negative effect on turnover intention. Work engagement was found to partially mediate this relationship. This study suggests the hotel to provide clear briefings to employees, build a comfortable work environment, and take a persuasive approach to employees.

The Security Team Organizational Commitment

According to a survey, one of the world's largest financial firms, the ideal time to stay in a job is 3-5 years. Meanwhile, the tenure of PT.Suprama Security Team as of January 1, 2020 is 6-23 years, stating that they have strong organizational commitment. Organizational commitment influences the decision whether or not to stay in organization, which has an impact on performance, employee turnover, absenteeism, organizational climate and employee attitudes in the team. To capture this situation, qualitative research methods were used with in-depth interview techniques conducted on 10 out of 30 informants. The results show that organizational commitment is formed by financial and non-financial factors such as a comfortable work environment, good relationships with colleagues, clarity of status as permanent employees, friendly superiors, and conscientious work operational standards. It shows that the organizational commitment the security team has is dominated by continuous commitment, affective commitment and normative commitment, respectively.

Optimizing shift scheduling and work-life balance to improve job satisfaction among female nurses

Introduction: Among the numerous factors that can improve job satisfaction are challenging work, rewards that meet employees’ expectations, a comfortable working environment, and a balance between personal life and work (work-life balance). This study analyzed the relationship between shift schedule arrangement and work-life balance among female nurses and its impact on job satisfaction.

Motivasi Kerja Pustakawan Di UPT. Perpustakaan UIN Ar-Raniry Banda Aceh

Motivation is formed from human needs, how behavior can be initiated and directed. Work motivation is important for librarians in working in the library. In this study the author aims to determine how work motivation and the factors that encourage work motivation of librarians at UPT. UIN Ar-Raniry Library Banda Aceh. The research method used is descriptive qualitative research. Data collection techniques used by interviews, observation and documentation. Researchers conducted interviews with 7 informants who were selected based on purposive sampling technique. The results of this study are librarians at UPT. UIN Ar-Raniry Banda Aceh Libraries have motivations that arise within themselves, both intrinsic motivation and extrinsic motivation, work motivation related to responsibilities as a librarian profession, working to meet the needs of life, working to get achievement, and work motivation that related to trying to give the best work. There are factors that influence the work motivation of librarians such as income in the form of rights or benefits, a comfortable and safe work environment, social needs and opportunities for growth. Things that can increase the motivation of librarians in working at the UIN Ar-Raniry Library, namely by fulfilling the responsibilities given, improving the quality and existing competencies. As well as the obstacles faced due to the lack of ability of librarians to do something new and difficult to deal with visitors with various characters.

Effects evaluation of Heat Stress Index and workload to miner’s fatigue level in underground gold mining area PT Dwinad Nusa Sejahtera

Mining is an activity with a high risk of accidents in open pit and underground mining sites. Various factors that cause accidents have been found through accident investigation, such as miners’ fatigue. Miner’s fatigue can be caused by environmental factors and workload that can be controlled to make a safe and comfortable working environment and prevent accidents. This research objective is to evaluate the relationship between environment factors in the form of heat stress index using humidex method and workload to miner’s fatigue level in the underground mining area PT. Dwinad Nusa Sejahtera. This research was done by measuring the working environment to know humidex, workload and miners fatigue level. Working environment conditions in the underground gold mine of PT. Dwinad Nusa Sejahtera is in a hot and humid condition with wet temperature range are 28.5–32.9°C, dry temperature range are 29.7–33.0°C, globe temperature range are 29.7–33.5°C wet bulb globe temperature range are 29.0–32.1°C, relative humidity range are 83.1–100% and humidex are 49.5–59.5°C. Multivariate analysis of miner’s fatigue level in all activity groups shows that the humidex variable gives more significant effects than the workload variable.