Determinants Of Employees Research Articles

Perceived Expertise Affirmation in Work Teams: A Multi-level Examination of its Consequences.

Expertise is an important, positive determinant of employees’ work identities. Previous research has shown that reciprocal expertise affirmation - i.e. the mutual recognition by team members that they respect, value, and affirm each other’s expertise - is positively related to team performance. However, in order to leverage positive identity processes for the effective functioning of work teams, it is important to examine all relevant levels of analysis. In this study we replicate earlier team level findings in a field setting, and extend them to the individual level of analysis using multi-source data from 86 organizational work teams. Moreover, we validate a measure in a separate sample of 155 employees from 27 teams. Our findings suggest that it is conceptually and empirically meaningful to distinguish between individual-level and team-level perceptions of expertise affirmation and that each has differential, additional implications for the performance of work teams and their individual members.

Sistem Penunjang Keputusan Penilaian Kinerja Karyawan Berprestasi Menggunakan Acuan MBO dan Metode AHP Menggunakan Aplikasi Expert Choice

In the determination of employees who have the achievement required assessment of the assessment. There are several policy setting criteria to be able to prevent subjective decision-makers such as the influence of "likes and dislikes", so it is often wrong to judge employees. This paper is intended to provide a solution to the problem of choosing qualified and qualified employees using the AHP method and using decision support systems application Expert Choice to assist decision making in determining outstanding employees based on MBO method references. From the result of comparison of criteria weight that has been inputted and has been adjusted with comparison matrix Sub Criteria of Achievement then got that occupy the highest priority data that is consumer satisfaction with point 0,434, discipline with point 0,285, operational performance with point 0,071 and achievement with point 0,058 with inconsistency 0, 03 with 0 missing judgments. The results of AHP calculations will be applied to produce the highest intensity of employee priority outputs so that employees with the highest score are eligible for rewards or rewards.
 Index Terms—AHP, Aplikasi Expert Choice, MBO, SPK

Global talent program as determinants of employees' performance on telecommunication company in Indonesia

Employee performance is one of the key factors in winning global competition. Telkom Indonesia is Indonesia's largest telecommunication company that continuously develops human resources professionalism through global training program (GTP). The program aims to prepare the talent leader to go international company. This study aims to identify GTP factors that affect the improvement of employee performance in Telkom Indonesia Company. This research uses quantitative method with survey approach. A total of 92 respondents participated in the filling questionnaire. An analysis technique uses descriptive analysis and multiple linear regressions. The results show that GTP training has a significant effect on employee performance of Telkom Indonesia Company. The company is advised to improve the appropriate training materials on GTP training, so that employees can easily apply the material obtained to complete the work. Company also needs to improve the aspect of employee timelines to use work time effectively and improve individual performance.

Global Talent Program as Determinants of Employees

Employee performance is one of the key factors in winning global competition. Telkom Indonesia is Indonesia's largest telecommunication company that continuously develops human resources professionalism through global training program (GTP). The program aims to prepare the talent leader to go international company. This study aims to identify GTP factors that affect the improvement of employee performance in Telkom Indonesia Company. This research uses quantitative method with survey approach. A total of 92 respondents participated in the filling questionnaire. An analysis technique uses descriptive analysis and multiple linear regressions. The results show that GTP training has a significant effect on employee performance of Telkom Indonesia Company. The company is advised to improve the appropriate training materials on GTP training, so that employees can easily apply the material obtained to complete the work. Company also needs to improve the aspect of employee timelines to use work time effectively and improve individual performance.

Job Rotation and Mentoring as Determinants of Employees’ Commitment among Academic Staff of Universities in Ekiti State, Nigeria

This study examined job rotation and mentoring as determinants of employees’ commitment among academic staff of universities. The main focus of this study was to determine the effect of job rotation and influence of mentoring on employees’ commitment. The population for this study was 1,146 academic staff of universities in Ekiti state and the sample for the study was 297. The sampling technique used in this study was random sampling. The method of data analysis was regression and Pearson Product Moment Correlation (PPMC) at 0.05 level of significant. The result showed that there was a significant strong relationship between job rotation and commitment of academic staff of Universities in Ekiti State. The result further showed that there was a positive relationship between mentoring and commitment of academic staff of Universities in Ekiti State (r = 0.832, 0.929 and 0.765). the study concluded that mentoring programmes encouraged sharing of ideas and experiences between protege and mentors, the protege also received advice on career advancement and development and were allowed to carry out challenging tasks as well as role model which all contributed positively towards these employees’ performance. Thus, based on the correlation between job rotation condition and employees’ commitment of academic staff of Universities in Ekiti State, it seemed that optimal use of job rotation can be effective on academic staff of Universities.

Determinant of Employees’ Acceptance of Increments in Planned Retirement Age

Determinant of Employees’ Acceptance of Increments in Planned Retirement Age

Do good working conditions make you work longer? Analyzing retirement decisions using linked survey and register data

We analyzed the role of adverse working conditions and new management practices in the determination of employees’ retirement behavior. The combined data contain both comprehensive information on perceived job disamenities, job satisfaction, and intentions to retire from two nationally representative cross-sectional surveys and information on employees’ actual retirement decisions from longitudinal register data that can be linked to the surveys. Using a trivariate ordered probit model, we find that job dissatisfaction arising from adverse working conditions is significantly related to intentions to retire and that this, in turn, is related to actual retirement during an extensive follow-up period.

SISTEM PENUNJANG KEPUTUSAN DALAM MENENTUKAN INSENTIF BAGI KARYAWAN MENGGUNAKAN METODE PROMETHEE

PT. Sami Surya Indah has 7,100 employees who provide incentive issues, in addition to the current handling of obstacles in reporting and determination of employees who deserve incentives. The current system in the Company is still using manual process where the database used is still in paper form. For that will be designed and made a decision support system to determine the incentives for employees with the method Promethee in PT. Sami Surya Indah. The purpose of this study is to design and build systems that can assist in determining the feasibility of providing incentives to prospective employees. This study also aims to apply the Promethee method for determining the feasibility of providing incentives to employees. Methods of data collection include field study and literature study. Field studies include interviews and observations. While the literature study conducted by examining the relevant literature with the problem. Designing system design using CD (Context Diagram), DFD (Data Flow Diagram) and ERD (Entity Relation Diagram), Implementation program with PHP and database MySql. The results of the functionality test shows the application is running in accordance with its function and based on the validity test of the application has been declared valid. In performing system performance testing the author uses Blackbox method. Keywords: Decision Support System, Promethee Method, Incentive Determination

Determinants of Employees’ Involvement and the Role of the Leadership Styles in Organisational Commitment: Empirical Findings from Polish Enterprises

Determinants of Employees’ Involvement and the Role of the Leadership Styles in Organisational Commitment: Empirical Findings from Polish Enterprises

Do Good Working Conditions Make You Work Longer? Evidence on Retirement Decisions Using Linked Survey and Register Data

We analyze the potential role of adverse working conditions and management practices in the determination of employees' retirement behavior. Our data contain both comprehensive information regarding perceived job disamenities, job satisfaction, and intentions to retire from nationally representative cross-sectional surveys and information on employees' actual retirement decisions from longitudinal register data that can be linked to the surveys. Using a trivariate ordered probit model, we observe that job dissatisfaction arising from adverse working conditions is significantly related to intentions to retire, and this in turn is related to actual retirement during the follow-up period.

Human resource practices as determinants of employees’ intention to leave: a study from a selected South African institution

The success of higher education institutions worldwide lies in the quality of their employees. The study investigated the influence of human resource practices on academic staff members’ intention to leave. The study which was conducted at a selected university in South Africa, consisted of (n = 35 males = 85.7% and female = 14.3%) who completed a questionnaire on their perceptions of human resource practices on employees’ intention to leave. Data was analyzed to determine the human resource practices which have significant influence on employees’ intention to leave. Findings from the correlation analysis indicated a significant relationship between organizational culture, working conditions, remuneration, as well as remuneration administration, and employees’ intention to leave. Keywords: intention to leave, recruitment, organizational culture, remuneration, working conditions, organizational policy. JEL Classification: J63, M12, J31, J81

Determination of nurses' mental workloads using subjective methods

To adapt the National Aeronautics and Space Administration Task Load Index scale into Turkish, to determine the nurses' mental workload using subjective methods and to identify the factors affecting the mental workloads of nurses. As the concept of safety gains prominence in healthcare services, the determination of employees' mental workloads using subjective methods is considered important in preventing errors caused by employees. Methodological and descriptive design. The population of the study consisted of a total of 1900 nurses working at three hospitals and a dentistry faculty hospital affiliated with a public university in Istanbul. The sample of the study consisted of 1266 nurses who agreed to participate in the study (the rate of return was 66·6%). Language and content validity and reliability measurements were performed to adapt the National Aeronautics and Space Administration Task Load Index into Turkish, which was used as the data collection tool. It was found that the mean total mental workload score of the nurses was 80·48 (SD 11·76), and the weighted score of mental workload was 83·7. While the highest mean score was obtained on the subscale of mental demand (88·08, SD 16·12), the lowest mean score was obtained on the subscale of frustration (54·52, SD 29·96). The mean total mental workload score of the nurses showed a significant difference according to the units in which the nurses worked. The mean mental workload scores of nurses working at hospitals within the scope of the study were higher than the results of other studies. It is recommended that nurse managers perform mental workload measurements of nurses and compare the results with the quality indicators observed in units to determine and employ a labour force that is qualified for the profession and that may benefit more effectively from human resources.

감정노동자의 이직의도 결정요인에 관한 연구 -강원지역 대형숙박서비스업을 중심으로-

본 논문은 최근 사회적 이슈가 되고 있는 감정 노동자의 이직의도 결정 요인에 관한 연구로서, 서비스 산업에 종사하 는 감정 노동자의 서비스 품질 향상에 영향을 미치는 이직 의도를 결정하는 요인이 무엇인지에 대해 실증적인 연구를 통해 조사 분석한 것이다. 독립 변수로 설정한 감정 노동자의 직무특성 및 직무환경, 조직문화, 감정노동행위 등이 종속 변수인 이직 의도에 어떤 영향을 미치는지 실증 조사하였으며, 이러한 독립 변수들이 직무만족을 매개로 감정 노동자의 이직 의도에 어떻게 영향을 미치는지에 대해 실증적으로 살펴보았다. 연구 대상으로는 주로 강원권의 대형 숙박 서비스업에 종사하는 감정 노동자를 대상으로 하였으며 직무특성 및 직무환경 요인 중에서는 직무다양성 요인과 내외적 보상 요인이 이직 의도에 영향을 미치고 있었고, 조직문화 요인으로는 인적 자원 문화, 개방 체계 문화, 위계 질서 문화 요인이 이직의도에 영향을 미치고 있었으며, 감정노동 행위 중에서는 표면행위, 진심행위 요인이 이직의도에 영향을 미치고 있는 것으로 실증적으로 조사되었다. 또한 직무만족을 매개로 한 가설검증에서는 직무다양성 요인 등 몇몇 요인들이 영향을 미치고 있었으며, 향후에 는 독립변수 요인으로 정규직 비정규직 여부를 하나의 요인으로 두고 실증조사를 해보면 좀 더 유익한 결론을 얻을 수 있을 것 같다.

Examining Determinants of Employee’s Job Satisfaction: A Demographic Analysis

Employee diversity is a vital organization resource. The challenge faced by organizational leaders is to ‘replace the cookie-cutter approach to dealing with human differences. Effect of changing demographics in the workplace on level of job satisfaction, productivity and performance are the dimensions examined in this research study. The satisfaction or dissatisfaction of employee is caused by many factors such as – salary, work-environment, co-worker’s support, promotion policy, potential of career growth etc. The present study takes into account these factors to determine employee’s behavior so as to test job satisfaction on various demographic variables such as, gender, age, education, marital status and experience etc. Data for present study was collected using a structured questionnaire from 261 employees working in MSME (Micro, Small & Medium Size Enterprise) sector in western U.P. Results show the impact of demographic variables on some of the determinants of job satisfaction. Managerial implications of study are discussed in the paper.

Determinants of Employees Job Satisfaction in Polish Enterprises: Findings of Empirical Studies

Employees' job satisfaction is influenced by a number of diverse determinants which are related with the work performed by an employee, depend on individual characteristics of an employee, and result from the features of the environment in which a given organisation is functioning. Job satisfaction affects the functioning of an enterprise, its competitiveness and profitability, and high level of employees' satisfaction may be a key factor impacting the success of the whole organisation. The aim of the paper is to show which determinants of job satisfaction, and at what level, can be distinguished among employees of Polish enterprises, depending on selected variables. A questionnaire survey conducted in 2015 on a group of 158 enterprises enabled identification of statistical dependences and verification of formulated research hypotheses which defined, among other things: the impact of the determinants of employees' job satisfaction depending on the age of a company, its size, or period of employment of its employees.

Automated Image Analysis for Determination of Antibody Titers Against Occupational Bacterial Antigens Using Indirect Immunofluorescence.

Employees who are exposed to high concentrations of microorganisms in bioaerosols frequently suffer from respiratory disorders. However, etiology and in particular potential roles of microorganisms in pathogenesis still need to be elucidated. Thus, determination of employees' antibody titers against specific occupational microbial antigens may lead to identification of potentially harmful species. Since indirect immunofluorescence (IIF) is easy to implement, we used this technique to analyze immunoreactions in human sera. In order to address disadvantageous inter-observer variations as well as the absence of quantifiable fluorescence data in conventional titer determination by eye, we specifically developed a software tool for automated image analysis. The 'Fluorolyzer' software is able to reliably quantify fluorescence intensities of antibody-bound bacterial cells on digital images. Subsequently, fluorescence values of single cells have been used to calculate non-discrete IgG titers. We tested this approach on multiple bacterial workplace isolates and determined titers in sera from 20 volunteers. Furthermore, we compared image-based results with the conventional manual readout and found significant correlation as well as statistically confirmed reproducibility. In conclusion, we successfully employed 'Fluorolyzer' for determination of titers against various bacterial species and demonstrated its applicability as a useful tool for reliable and efficient analysis of immune response toward occupational exposure to bioaerosols.

Work characteristics’ effects on entrepreneurs’ health and success

The proposition that work characteristics are determinants of employees’ health and work motivation has gained ample empirical support. This study explores how classical job demands, job control, a...

Interrelationships Between Job Resources, Vigor, Exercise Habit, and Serum Lipids in Japanese Employees: a Multiple Group Path Analysis Using Medical Checkup Data

Physical inactivity is one of the major risk factors for dyslipidemia and coronary heart disease. Job resources have been identified as determinants of employees' vigor and physical activity habits. Our first purpose was to comprehensively analyze the series of relationships of job resources, through vigor and exercise habit (i.e., one aspect of physical activity), to serum lipid levels in a sample of Japanese employees in a manufacturing company. Our second purpose was to investigate sex differences in these relationships using a multiple-group path analysis. Data were collected from 4543 employees (men = 4018, women = 525) during a medical checkup conducted in February and March 2012. Job resources (job control, skill utilization, suitable jobs, and meaningfulness of work), vigor, exercise habit, triglyceride, high-density lipoprotein cholesterol (HDL-C), and low-density lipoprotein cholesterol (LDL-C) were measured cross-sectionally. Job resources and vigor were positively associated with exercise habit in both sexes. Exercise habit was inversely associated with triglyceride (-0.03 in men and -0.01 in women, ps < 0.05) and LDL-C (-0.07 in both sexes, ps < 0.05). HDL-C was positively associated with exercise habit (0.03 in both sexes, ps < 0.05). There was no significant difference by sex in path coefficients, except for the covariance between suitable jobs and meaningfulness of work. Higher levels of job resources were associated with greater vigor, leading to exercise habit, which in turn, improved serum lipid levels. Longitudinal studies are required to demonstrate causality.

Perceived psychological empowerment and total quality management-based quality management systems: an exploratory research

Although much has been written about total quality management (TQM) and employee involvement, little attention has been paid to individual-level determinants of employees’ involvement in such a context. Moreover, studies highlight differences between employers’ and employees’ perceptions of human resources practices, especially in what empowerment concerns. The main purpose of this research was to analyse potential differences in the perception of empowerment in employees without leadership duties between TQM-based companies and non-TQM-based companies. Results showed significant statistical differences in some dimensions of empowerment among the two groups of companies. To our knowledge, no previous study has ever investigated this issue. As a result, our research brings new insights into the TQM framework, especially in what concerns employees’ behaviour.

Introducing social media for knowledge management: Determinants of employees’ intentions to adopt new tools

Although an increasing number of organizations implement social media as means to enhance internal knowledge exchange, employees are in many cases not motivated to make use of new technologies. Therefore, the purpose of this study is to identify antecedents of employees’ intentions to adopt social media for knowledge exchange. Measured factors were derived from expectancy theory and technology acceptance model. To identify factors influencing the willingness to seek and contribute knowledge using social media, in this study N=315 employees within one organization were surveyed. The results clearly support the predictions: the interplay between the importance and deficits concerning knowledge exchange, perceived usefulness of social media for knowledge exchange, and experience in social media use jointly affected the intention to apply social media for knowledge exchange after their implementation.