Work Culture Research Articles

Pengaruh Beban Kerja dan Work Life Balance Terhadap Produktivitas Kerja Pegawai pada Dinas Pendidikan dan Kebudayaan Kabupaten Tasikmalaya

The purpose of this study was to determine the effect of Workload and Work Life Balance on Employee Work Productivity at the Tasikmalaya Education and Culture Office. The method used in this study is causality, with a research sample of 64 respondents who are structural employees of the Tasikmalaya Education and Culture Office, by using primary data. The analysis tool used in this study was multiple linear regression using SPSS version 25. Based on the results of the study, it can be seen that Workload and Work Life Balance simultaneously have a significant effect on the Work Productivity of Employees of the Tasikmalaya Regency Education and Culture Office. The workload partially does not have a significant effect on the work productivity of employees of the Education and Culture Office of Tasikmalaya Regency and Culture Office Employees and Work Life Balance partially has a significant effect on the Work Productivity of Tasikmalaya Regency Education and Culture Office Employees.

Ghãtu: Femininity and Indigenous Aesthetics

Ghãtu is a cultural capital that explores the esteem of femininity and Indigenous aesthetics. Despite its aesthetic value, the main theme is sati custom, the over-exploitation of females. This tribal festival does not only belong to Gurung or Magar. Its horizon is up to Tamang, Dura, Darai, Baram and Aryal Kshetri in central and mid-western Nepal. All of them observe with almost similar methods and rituals. Except for Aryal Kshetri, other Indigenous groups claim that it is their hereditical cultural activity. The slow-motion meditative trance dance and melodious verses of songs represent the aesthetic beauty of Nepali folk music and folklore. The study concerns why ethnic groups adopted Ghãtu and the significance of implications of this cultural activity. The ethnic groups adopted it for its zeal for music. The study's implication is to internalize this folk dance as a source of social integration, human relations, teamwork, music and folk literature, and a goldmine of cultural studies research works. Now, Ghãtu is a common cultural capital and a central stone of indigenous aesthetics and cultural studies. This study aims to project how this cultural activity represents a common cultural heritage like the Chhath festival. The findings of the study show that maintaining integral human relations is impossible until or unless society respects femininity and cultural values. So, culture, language, rites and rituals, and dresses are common, if the mass accepts it. Gender discrimination is another focal point, and there has not been research on how Ghãtu has been the archive and cultural heritage. The study employs document analysis and feminist theories.

The role of cultural organisations in matters of equity, diversity, and inclusion

ABSTRACT Equity, diversity, and inclusion (EDI) issues are relevant to all areas of society, including the cultural sector, which is characterised by systemic discrimination. Our research question is: how do artists and cultural workers perceive the role of cultural organisations in addressing EDI issues in the Canadian cultural sector? We conducted 65 semi-structured interviews with Canadian artists and cultural organisation workers to investigate this question. Our results show the difference in perception between artists and cultural organisation workers, particularly regarding grant programmes that promote equity, the role of education, and of cultural organisations. All agree on the importance of promoting EDI in the cultural sector. However, artists and cultural organisation workers sometimes have different ideas about how EDI can be promoted. Results point to better EDI training for workers in cultural organisations, more long-term funding for EDI projects, better communication of EDI initiatives, and better sharing of best practices among organisations.

Unlocking the Impact of Chemicals on the Health and Safety of Pharmaceutical Workers: A Concise Review

The paper presents a concise review of the historical development of the pharmaceutical industry and the problems related to chemical exposure on the health and safety of employees. The industry has greatly improved healthcare worldwide, but it is one of the riskiest due to problems like exposure to dangerous chemicals. Herein, we provide evidence of the health repercussions of pharmaceutical exposure. The paper notes that a diversified approach is required to address these issues. Firstly, there is a need to extensively examine and understand the degree of chemical exposure and its long-term health implications. Tighter laws are necessary to implement higher environmental and safety standards, whereas employee education and training will help to raise awareness of possible hazards. Green chemistry and sustainable methods will curb or mitigate the use of hazardous chemicals and waste generation. Moreover, there is a need to promote sustainable and safer work cultures through safer behaviours, increased public awareness, and community interaction. Pharmaceutical companies must commit to continuous enhancement of their operations, decrease the risks associated with chemical exposure, and put worker and environmental health first. This strategy contributes to a safer and more sustainable pharmaceutical future by being in line with the industry’s commitment to innovation and safety.

Mapping the risks in technology integration for sustainable outcomes

PurposeTechnology uptake in supply chains frequently encounters challenges when immediate, tangible benefits are not evident. Therefore, this article's central objective is to pinpoint the risks affecting the integration of supply chain technologies for enduring outcomes. Subsequently, these risks will be organized into a hierarchical structure, facilitating a clearer comprehension of their direct and indirect interconnections.Design/methodology/approachA combined TISM and quantitative approach has been used to build the hierarchal structure and to validate the direct, and indirect relationship among risks adopting supply chain technologies. A total of 41 respondents participated in the TISM survey, which resulted in creating a level hierarchical structure. Further, 233 responses are used for the quantitative study using SEM to validate the model obtained from TISM.FindingsThe study's findings indicated the social risks come out with the highest driving power. This includes the fear of job displacement, community disparity and change in the work culture of an organization. At the same time, technological risks can cause system integration, scalability issues, obsolesce compatibility issues, system failures and supply chain sustainability issues.Originality/valueThe novelty of the study can be found in the developed framework and its subsequent confirmation via quantitative evaluation. TISM provides the theoretical foundation, while a quantitative investigation is carried out to verify this theory.

Reframing Relationality as Cultural Work in the Global South: Moving History into the Present, and the Future.

The Global South was popularised during the 1970s in recognition of the greater economic and political power of the ‘Third World’ and as a reaction to pejorative expressions. Nevertheless, as a terminology it is formed within the colonial/modern world-system imagery and manifests multiple subaltern subjectivities and different articulations of power and resistances. In this chapter, we use the practice of talanoa as a decolonizing community arts-based methodology which is an integral part of Pacific dialogic engagement to re-narrate histories and experiences of oppression as we draw on the colonizing experiences of (hetero) gender and Whiteness shaped how these coloured our agencies. In this paper we put to work the practice and potential of talanoa as a heterodox decolonizing methodology that challenges the orthodoxies of the Global North who habitually rewards normative methodological processes. This paper located in part in the 1970s considers questions of how positionality, power and relationships are experienced and re-negotiated through the talanoa and also explores the relationship between voice and participation. Our experiences of participation articulated in this chapter take the form of narratives with an intent to interrupt, subvert and counter the orthodoxic use of analytical tools and theoretical frameworks habitually deployed and modelled across the academy in the Global North. We consider the power the talanoa has for re-negotiating cultural differences and histories situating affective intensities to guide, dis/connect, excite, divert, inspire, distract, startle, surprise, and re-orient thinking to move history into the present, and the future.

When UK academics decide to disclose mental distress to employers in the HEI workplace: identity conflict, organisational context and the need for systemic change

ABSTRACT UK academics currently report increased workplace stress and workload, with decreased work-life balance, but often feel reluctant to disclose mental distress. We distributed an anonymous online qualitative survey to explore factors which lead academics to decide whether to disclose mental distress in the workplace. Thirty-one participants responded, providing qualitative data about institutional and psychosocial factors that informed academics’ decision to disclose, supplemented by information on role position. Data was analysed thematically. Our study reports the individual struggles of academics as they manage their professional identity alongside the demands of the HEI workplace and explores the individual processes of identity conflict that leads to a re-construction of the professional identity after disclosing mental distress. Our findings reinforce the evidence that this decision occurs within the context of an increasingly business-focussed work culture of over-commitment and strain in this sector in which academics are made responsible for their own wellbeing. These findings lead us to recommend further research into disclosure using the lens of identity integration. We endorse important systemic changes by suggesting that universities need to consider factors contributing to poor mental wellbeing as structural issues, which require institutional action. Furthermore, we highlight the need for HEIs to value the hybrid identity of those who are both academics and experts-by-experience. Finally, we advocate for universities to adopt the social model of disability, which promotes inclusion and equality of opportunity for people who experience mental distress. The small study sample size makes the findings tentative, but they are nevertheless significant and intriguing.

Fundamental Concepts of Work Ethics in Islamic Perspective and Its Implementation in Islamic Bank Marketing

This article wants to discuss the basic concepts of work ethics in Islamic Perspective and its Implementation in Islamic Bank Marketing. This is important to do because ethics is one of the components that must exist in various activities including in the field of marketing in order to produce various benefits for various parties, and not harm other parties. The method used is a literature study. The data used in this research comes from library data, such as books, encyclopedias, dictionaries, journals, documents and other relevant data. The results of this research show that work ethics is something that is very important in work. Ethics guide, encourage and direct work attitudes and behaviour to values that are in line with religious teachings, legal and societal norms. Islamic bank marketing work ethics in principle aims to ensure the embedding of seeds of professionalism, sincerity, harmony and creating justice in public relations, thereby increasing dignity, and upholding human rights such as when carrying out promotions must use soft words, be polite and full of responsibility, be professional, transparent and the position of consumers or customers is placed as equal as partners. Being wise to competitors and the work culture created is different from conventional institutions.

Lost Words and Lost Worlds: Combatting Environmental Generational Amnesia

Abstract This essay explores the problem of society’s environmental memory loss and the potential for literary and cultural works to counteract it. It uses the concepts of environmental generational amnesia and shifting baseline syndrome to argue that our connection to the natural world has been eroded by our severely limited experience of it. Each generation’s perception of what is “normal” in nature is shaped by their own experience rather than an objective standard. As a result, we forget what we have lost and do not realise the full extent of environmental degradation that has occurred over time. People’s baseline expectations of the state of the environment are constantly being reset to a lower level as they are born into a world with fewer resources and a more degraded environment than the generation before. The essay examines two case studies to illustrate how creative works can play a vital role in reversing these trends and curing our planetary amnesia: The Lost Words: A Spell Book and its sequel The Lost Spells by Robert Macfarlane and Jackie Morris, and What Is Missing?, an interactive digital project by Maya Lin.

The Influence of Work Culture on Employee Commitment With the Work Environment as a Moderation Variable At the Binjai City Regional Secretariat Office

A work culture that is not clearly understood and a low level of employee commitment will cause inconsistency in behavior and lack of motivation of employees at work. The purpose of this study is to find out and analyze the role of the work environment in strengthening the influence of work culture on employee commitment at the Binjai City regional secretariat office. This research was conducted with a causal associative quantitative approach. The sample used was all ASN employees with a total of 82 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that: 1) Work culture had a positive and significant effect on work commitment with a T-statistic value of 25.026 > 1.96 and a P-Value of 0.000 < 0.05; 2) The work environment has a positive and significant effect on work commitment with a T-statistic value of 4.164 > 1.96 and a P-Value of 0.000 < 0.05; and 3) the work environment was not able to significantly strengthen the influence of work culture on work commitment with a T-Statistic value of 0.791 < 1.96 with a P-Value of 0.431 > 0.05. These findings confirm that in the context of this study, the work environment does not have a significant impact in strengthening the relationship between work culture and employee work commitment. This shows that while a conducive work environment is important in improving employee satisfaction and well-being, when it comes to work commitment, other factors also need to be considered. Rewrite neatly without diminishing meaning

Pengaruh Stres Kerja, Pelatihan Kerja dan Budaya Kerja terhadap Kinerja Karyawan J&T Express Jawa Timur pada Drop Point J&T Wilayah Surabaya Utara

This research aims to analyze work stress, job training, and work culture which influence the performance of J&T Express East Java, North Surabaya employees. This type of research is research with a quantitative approach. The population in this study were all employees of J&T Express East Java, North Surabaya. Determining the sample in the study used probability sampling using the Slovin formula so that the number of samples in this study was 80 employees. The data analysis method in this research uses SPSS analysis tools through validity, reliability, classical assumption tests, namely normality test, multicollinearity test, heteroscedasticity test, multiple linear regression, t test, F test and correlation and determination coefficients. The results of this research are known to be (1) The research results obtained tcount of 2.928 with a significance value of 0.005 <0.05, so Ho is rejected and H1 is accepted so that work stress (X1) influences employee performance (Y) 2. The research results obtained tcount of 4.676 with a value significance is 0.000 < 0.05, then Ho is rejected and H2 is accepted so that the job training variable (X2) has an effect on employee performance (Y). 3. The research results obtained a tcount of 0.533 with a significance value of 0.596 > 0.05, so Ho was accepted and H3 was rejected. So the work culture variable (X3) has no effect on employee performance (Y) 4. From the results of these calculations, Fcount is 29.174, which means Fcount is 29.174 > Ftable 2.730, so Ho is rejected and H4 is accepted. So the independent variables: Job Stress, Job Training and Work Culture simultaneously/together influence employee performance at J&T Express, East Java, North Surabaya Region.

Examining Employee Buy-In for Organizational Change: A Structural Equation Model

Abstract Regardless of the prevalence of change, getting employees on board is hard to achieve. While the investigation of leadership and change readiness has been done continuously, the examination of staff involvement in change and working culture, particularly of the non-western world, has been less appreciated. This article addresses this gap by analysing the connection between employee buy-in, trust, relationship, and task-oriented culture. The main data was gathered from 214 respondents. They are employees at a higher education institution in Cambodia and have experienced a technology-driven change recently. The structural equation model reveals significant relationships between trust and working relationship as well as task-oriented culture, highlighting the pivotal role of these cultural attributes in fostering trust and facilitating buy-in for change. The findings contribute to Social Exchange Theory by showcasing the reciprocal exchange between the employee relationship and support in organizational changes and portray a missing trust among Cambodian employees. Recommendations were drawn from the findings for the betterment of change practices by the managers and practitioners.

Sistem Pengendalian Internal Pemberian Kredit Pada Bank Mandiri Kantor Cabang Pembantu Mandiri Mitra Usaha Stabat Kwala Begumit

The internal control system implemented at PT. Bank Mandiri (Persero) MMU Stabat Kwala Begumit has been implemented well in accordance with the COSO model, taking into account five components; control environment, risk assessment, control activities, information and communication and monitoring activities. Apart from that, PT. Bank Mandiri (Persero) MMU Stabat Kwala Begumit also provides credit services based on SPK and work culture, so that offers of financial assistance in the form of credit are right on target and do not harm the Bank. This is supported by the percentage of active debtor payments reaching 93%. This research aims to create a systematic, factual and accurate description, picture of the facts related to the case study investigated regarding the internal control system in granting credit at PT. Bank Mandiri (Persero) MMU Stabat Kwala Begumit. The results of this research were achieved using qualitative research methods with a case study approach.

Беструдовое общество: право на лень и новая мотивация труда

The article is devoted to the phenomenon of the “end of labour” and the con­sideration of this problem in modern social thought. Anti-labour rhetoric, which originated in the 19th century, finds its development in the 20th century in the dis­course of refusal to work and the prospect of preserving human individuation in the conditions of a technical society. As a result of the comparison of approaches to the issue of liberation from labour, the authors of the article come to the conclu­sion that the proposed concepts in assessing labour and its role in the development of society are inconsistent, the untimeliness of abandoning work (as a fundamental type of activity) and work-centrism (as a way of life). Insisting on the need for li­beration from labour, supporters of the rejection of work ethics and work culture leave out of discussion the possible consequences of the transition to a labour-free society. The proposed projects lack convincing options for effectively replacing work activity in its high social position and a model of a new work ethic based on the comprehensive improvement of a person. The article attempts to contrast ideas about the creative evolution of labour activity in the works of Russian thinkers of the twentieth century (A. Bogdanov, A. Gastev) with the post-labour discussion (N. Srnicek, A. Williams, group “Crisis”). An alternative to the discussion about a society without labour at the turn of the 2020s is the question of a new labour paradigm, a revision of the motivation of work and the preservation of its social significance, a new work ethic and individual planning for the future (A. Hines, B. Stigler, O. Nesterov, A. Pisarev, etc.)

Information System for Financial Management and Human Resource Proficiency and Accountability for Financial Statements: An Indonesian Case Study

The purpose of this study is to investigate how organizational culture, human resource competency, and financial management information system variables affect the financial reporting responsibility of village governments. Using a straightforward random sample method, 65 villages from the two districts made up the sample. The data from this study were analyzed using multiple regression analysis. The outcomes demonstrated that Human resource competency, organizational culture, and financial management information systems—the three differentiators in the two districts—have a major positive impact on accountability when it comes to creating village government financial reports in Tabanan Regency. In Badung Regency, on the other hand, organizational culture has little bearing because work cultures vary throughout village governments. Local culture serves as the foundation for organizational culture in the Tabanan regency, whereas organizational culture in the Badung regency is examined and implemented differently, suggesting that no organizational culture type is better than any other. This implies that depending on how and when organizational goals are to be achieved, all types can work together and in tandem with one another.

Kombinasi Metode Pembobotan Entropy dan Multi-Attribute Utility Theory Dalam Penentuan Karyawan Terbaik

Selecting the best employees is an important process in a company to recognize and reward the outstanding contributions of its employees. The main purpose of this selection is to motivate other employees to continue to improve the quality of their work, as well as create a competitive and productive work culture. The problem that arises is the potential for jealousy and unfair competition among employees in the selection process is considered not transparent or unfair, this can cause a sense of dissatisfaction and demotivation in employees who feel that their contributions are ignored. The combination of entropy and MAUT weighting methods has been an interesting approach in the context of determining the best employees. This combination provides a comprehensive and objective framework for making better decisions in selecting employees who best suit the company's needs. The ranking results provide an overview of the results of selecting the best employees using a combination of entropy and MAUT methods. Employees on behalf of Titin Yuliana were ranked 1st best employees with a final score of 0.4801, employees on behalf of Jepri were ranked 2nd best employees with a final score of 0.376, and employees on behalf of Andi were ranked 3rd best employees with a final score of 0.2929. The ranking results of the combination of entropy and MAUT methods can provide a more holistic picture of the employees who best suit the company's needs. By combining objective information about employee performance (using MAUT) with an objective evaluation of the weight of criteria (using Entropy), the end result can become more accurate and trustworthy.

The Influence of Work Culture Motivation, Job Satisfaction on Employee Performance with the Remuneration System as a Moderator Variable of Ibn Khaldun University Bogor

The Influence of Work Culture Motivation, Job Satisfaction on Employee Performance with the Remuneration System as a Moderator Variable of Ibn Khaldun University Bogor

Cord Blood as a Trophic-Growth Additive for Culture Work

Cord Blood as a Trophic-Growth Additive for Culture Work

Pengaruh Kepuasan Kerja, Motivasi Kerja dan Budaya Kerja terhadap Disiplin Kerja Karyawan pada UMKM Blush Eyewear Kota Bekasi

This study aims to measure the influence of job satisfaction, work motivation, and work culture on employee discipline at UMKM Blush Eyewear in Bekasi City. All employees of the company constitute the population of this research. The sampling method used is a saturated sample, where all members of the population are included as samples in the questionnaire distribution. A total of 40 employees participated in this study. This research employs a quantitative approach with multiple linear regression analysis, and hypothesis testing is conducted using t-tests and F-tests with a 5% significance level. The t-test results show that job satisfaction, work motivation, and work culture have a significant influence on employee discipline. The F-test results also indicate that the three variables, namely job satisfaction, work motivation, and work culture, collectively have an impact on employee discipline.

PENGARUH BUDAYA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI TATA USAHA DALAM PENGELOLAAN ADMINISTRASI

This research aims to determine the influence of culture and work discipline on employee performance in state high schools throughout Solok Regency. This research uses a type of correlation research. The population in this study was all State High School Administration employees in Solok Regency, totaling 65 people. The research instruments used were work culture questionnaires, work discipline questionnaires and employee performance questionnaires. The data collection technique used was distributing questionnaires to respondents who were classified as research samples. The research used was a closed questionnaire. To analyze the data, researchers used analytical techniques by carrying out classical assumption tests as a prerequisite test, then carrying out simple linear regression analysis and multiple linear regression analysis. The results of the research show that 1) work culture has a positive and significant effect on the performance of Administration employees by 72.8%, 2) work discipline has a positive and significant effect on the performance of Administration employees by 72.7%, 3) culture and work discipline together -sama has a positive and significant effect on the performance of Administration employees by 78.1%. The conclusion from the research that has been conducted states that work culture and discipline have a positive and significant effect on the performance of Administrative employees in administrative management