Employee Enthusiasm Research Articles

Оптимизация управления человеческими ресурсами на китайских строительных предприятиях в условиях цифровой трансформации

This article examines how Chinese construction companies can optimize human resource management to increase productivity in a digital mindset. First of all, the article highlights the main problems of modern human resource management, including outdated management concepts, irrational allocation of human resources and the lack of a scientifically based incentive system for employees. To eliminate the existing problems, the article proposes specific measures to optimize human resource management, including the development of a peopleoriented management concept, integration and optimization of human resource allocation, paying attention to work efficiency to increase employee enthusiasm, creating a system to improve the quality of employee work and a harmonious corporate culture. These measures are aimed at optimizing human resource management through digital thinking and technical means in order to effectively increase the productivity of employees of Chinese construction companies.

PENGARUH GAJI INSENTIF DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DI RSUD ASY-SYIFA KABUPATEN SUMBAWA BARAT

Asy-Syifa Regional General Hospital in West Sumbawa Regency, as a public health service institution, should have employees who are enthusiastic and motivated to work effectively and efficiently. The salaries and wages given need to be adjusted to the profession, education, and length of service of employees so that they are able to demonstrate high productivity in order to achieve the mission and goals that have been set. However, there are problems at Asy-Syifa Hospital related to the inconsistency in determining employee salaries, incentives, and work motivation. This happens because the salary given is not balanced with the expertise, education, or skills possessed by employees, thus reducing their response and interest in the tasks given by their superiors. The suboptimality in providing incentives and work motivation can be seen from the lack of employee enthusiasm in working, as well as low interest and positive attitudes towards work due to inappropriate rewards, which ultimately have an impact on suboptimal performance. This study aims to determine the effect of Salary, Incentives, and Work Motivation on Employee Performance. The focus of the study was Non-Permanent Employees at Asy-Syifa Hospital, West Sumbawa Regency, with 100 respondents as a sample taken using the Slovin formula. The data were analyzed using multiple linear regression with SPSS Version 27. The results of the study showed that Salary, Incentives, and Work Motivation partially and simultaneously had a significant effect on Employee Performance at Asy-Syifa Hospital, West Sumbawa Regency.

Implementation of Compensation Management at PT Parkland World Indonesia Jepara

This research aims to examine the implementation of compensation management that has been carried out by the company in the F1 PT PWI Jepara building. This research's main objective is to explore and assess how the implementation of compensation management is done in the company. The method used in this research is a qualitative descriptive method with interview techniques. Several employees at the F1 PT PWI Jepara building were the main informants taken by the author from different departments. The research results show that the compensation provided is not in line with employee expectations; the workload given to employees is not commensurate with the compensation received; work environment that influences employee work productivity; and there are no studies to measure employee satisfaction with compensation in the F1 PT PWI Jepara building. The implication is that to restore employee enthusiasm, the company must determine strategic steps, reduce workload, provide a sense of security and comfort in the work environment, and conduct an evaluation of employee job satisfaction in the PT PWI Jepara F1 building.

Transforming Performance: The Significance of Transformational Leadership

In the contemporary organizational landscape, effective leadership is essential for fostering employee enthusiasm, engagement, and performance. This research aims to investigate the dynamic relationship between transformational leadership and job performance from the employees' perspective. Transformational leadership, characterized by its ability to inspire and empower employees towards shared goals, contrasts with transactional styles by emphasizing idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Using a quantitative approach, data was collected through questionnaires distributed to employees across various departments in a company located in Bandar Baru Bangi. The survey focused on the four key dimensions of transformational leadership and their impact on employee performance. The results were analyzed using Pearson correlation, indicate significant positive correlations between all dimensions of transformational leadership and employee performance. The findings emphasize the importance of transformational leadership in enhancing employee performance. Leaders who demonstrate charismatic behavior, inspire with a compelling vision, provide personalized support, and stimulate creativity can significantly improve employee performance. This study provides valuable insights for human resource practitioners seeking to leverage transformational leadership to boost employee performance and achieve organizational success. By adopting transformational practices, leaders can foster a motivated, engaged, and high-performing workforce, thereby driving organizational growth and sustainability.

Using in situ research-based design to explore learning module effectiveness and usability in a virtual reality system for workforce training

This study examines the implementation and effectiveness of Virtual Reality (VR) into employee communication training for Texas Department of Transportation employees. The study also explores the impact of iterative, in situ research-based design on VR system usability, and potential relationships between the usability and ergonomics of VR devices, and user receptiveness to VR content. For this work we adapt the definition of in situ to mean a learning activity that takes place in the location or environment where the participants will actually be trained. Following the pandemic, many office-based workers adopted hybrid-remote work formats (Yang, Kim, & Hong, 2023), necessitating updated approaches to employee training and instruction which VR may provide. Further, VR may offer opportunities for private role-play for employee communication practice, as well as an overall more high-fidelity learning opportunity. Findings indicate that VR is an effective and engaging solution for workforce and management communication training, and that hardware configurations influence overall employee enthusiasm for VR-based training.

Implementation of Work Motivation on the Quality of Public Services at The Bangkala Village Office, Maiwa District, Enrekang Regency

This study focuses on the "Implementation of Work Motivation on the Quality of Public Services at the Bangkala Village Office, Maiwa District, Enrekang Regency." The research investigates the implementation of work motivation efforts to enhance employee enthusiasm, dedication, and productivity within a workplace setting. It explores various strategies employed by leaders to encourage employees to work more effectively and achieve organizational goals. A quantitative descriptive method was employed, involving a sample of 97 respondents who received services from February to April 2024, selected through non-probability sampling. Data collection methods included observation, interviews, literature reviews, and questionnaires. Data analysis was performed using descriptive statistical analysis, validity tests, reliability tests, and simple linear regression analysis with SPSS version 21.The findings reveal that the implementation of work motivation significantly affects the quality of public services at the Bangkala Village Office, with 83.4% of the service quality being influenced by work motivation. The study also identifies key factors such as responsibility in task performance, self-development, and work environment conditions that substantially impact the effectiveness of work motivation implementation. The hypothesis test results support the conclusion that work motivation implementation positively influences public service quality.

The Effect of Training and Career Development on Company Performance: A Systematic Literature Review

Company performance in the business era is something that needs to be considered in maintaining the continuity of a company. Training and career development are one of the variables that affect company performance. Therefore, this study will look at the effect of training and career development on employee performance based on literature review. In this study using article data that has been published in google scholar indexed journals from 2013-2023. This study uses a systematic literature review method in obtaining the expected results. Based on the results of the analysis obtained that training and career development have a role in improving employee performance. Training on employee performance has an important relationship. With training, employees can develop skills, as well as various kinds of new knowledge. Along with the training conducted by the company, the performance produced by employees will also increase which will affect the development of the company. Likewise, with career development in the company, it will trigger employee enthusiasm to work harder, motivate employees, and attract employees to work for a long time in the company. Based on the results of this study, it is hoped that it can be a reference for companies in improving employee performance. Of course, by paying attention to variables of training and career development.

Pengaruh Work Environment dan Perceived Organizational Support terhadap Employee Engagement pada Karyawan Kantor POS Kabupaten Tuban

This study investigated the impact of work environment and perceived organizational support on employee engagement. The data was analyzed with a Multiple Linear Regression technique using SPSS 25 Version.The sample came from employee of the expedition company in Tuban with total 40 respondent using the saturated sample technique. Statistical result showed that work environment giving the positive significant effect on employee engagement. A good work environment can make employee more comfortable thenit can increases engagement of the employee. In the same way, perceived organizational support also giving a positive impact significantly on employee engagement. Good support from the company can trigger employee enthusiasm in increasing engagement of the employee. In addition, the test results demonstrated that employee engagement is positive and significantly impacted by work environment and perceived organizational support. Based on the research results, companies need to further maximize the quality of the work environment both physically and socially and maximize support such as being more responsive to complaints, reinforcing regulations that can equalize the treatment of each employee which will be able to increase employee engagement.

Pengaruh Disiplin Kerja terhadap Kinerja Pegawai dengan Motivasi Kerja sebagai Variabel Mediasi Pada Dinas PUPRPKP Kabupaten Klungkung

Employee performance is the result of work in terms of quality and quantity achieved by an employee in carrying out it in accordance with the responsibilities given. To be able to improve employee performance in an organization, it is necessary to have high work discipline and good work motivation to be able to encourage employee enthusiasm to improve their performance to the maximum. This research aims to obtain empirical evidence of the influence of work discipline on employee performance with work motivation as a mediating variable at the Klungkung Regency PUPRPKP Service. The population and sample in this research were all civil servants at the Klungkung Regency PUPRPKP Service, totaling 71 employees. Data collection in this research used questionnaires and interviews with data analysis techniques using SEM-PLS version 3.0. The research results show that: work discipline has a positive and significant effect on employee performance and work motivation, work motivation has a positive and significant effect on employee performance, work discipline has a positive and significant effect on employee performance with work motivation as a mediating variable. Suggestions for further research can develop this research by adding other variables such as work environment.

Analisis Sistem Pemberian Insentif Dalam Meningkatkan Kinerja Karyawan Pada PT. Berbinar Insightful Indonesia

This research aims to find out and analyze the provision of incentives to improve employee performance in service companies operating in the field of psychology. This research is included in qualitative research with a descriptive approach. The data used are primary and secondary data obtained from observations and interviews. Data analysis uses data transcription, source triangulation, and data reduction. The research results show that providing incentives to employees has both positive and negative impacts. The positive impact of providing incentives is increasing motivation, performance and increasing employee enthusiasm. Providing incentives also has negative impacts, including unfairness in providing incentives and decreasing employee work ethic.

Public Service Motivation for Optimizing Digital Population Identity Services In North Toraja Regency

This journal examines how public service motivation contributes to optimising digital population identity services in North Toraja district, using a public service motivation approach by James L Perry with indicators of attraction to public policy making, commitment to the public interest and civic duty, compassion, and self-sacrifice. This research uses a descriptive qualitative approach through interviews, observations and documentation. Research informants consist of the Population and Civil Registration Office of North Toraja Regency employees as the primary data source and people who use Digital Population Identity services. The results showed that attraction to public policy making varied among North Toraja Regency Population Office employees. Structural officials, including service heads, field heads, and section heads, showed high interest and interest in the public policymaking process. Meanwhile, staff-level employees and operators need more interest in public policy formulation due to the perception that tupoksi, as staff, needs to support employees in making population administration policies. The implication of this finding is the need for efforts or actions from the Leadership to increase the motivation and participation of all employees both by providing direction and guidance through example in carrying out duties, seeking education and training for employees, as well as in the form of rewards and punishment as a booster of employee enthusiasm and motivation in carrying out services optimally.

Research on Performance Appraisal Method of Private Colleges and Universities Based on Personnel Incentive

With the development of society, people's requirements for education are constantly improving, so private colleges and universities have also achieved rapid development, playing an important role in China's higher education. However, compared to public universities, public universities implement a unified national enrollment and fee collection system, while private universities implement independent enrollment and fee collection systems, making talent selection somewhat difficult. Therefore, reasonable improvement and establishment of scientific and effective performance evaluation methods have become the key to improving teaching quality and enhancing the enthusiasm of teachers. This article will combine the current situation and existing problems of performance appraisal in private colleges and universities in China, and propose a performance appraisal method based on personnel motivation, which can effectively improve the teaching quality and employee enthusiasm of private colleges and universities.

Conducting a Bibliometric Study through a Systematic Literature Review regarding Job Characteristics and Work Engagement

In businesses, top management typically discusses increasing employee performance by focusing on job characteristics (JC) and work engagement (WE). Typically, employees' job characteristics are classified based on the Job Demand Resource Theory (JDR) or the Job Characteristics Theory (JCT). In fact, work engagement is concerned with an employee's enthusiasm and dedication to their job. This systematic literature review intends to examine research articles on job characteristics and work engagement (WE) from 2017 to 2021 that were retrieved from publicly available databases. Furthermore, this study critically reviews the most significant theories and employs Bibliometric analysis and Microsoft Excel to develop research themes. In addition, Bibliometric study included selected literature trends, the most influential words, the most dominant authors, co-occurrence networks, thematic maps, and factorial analyses. PRISMA was utilised for systematic screening. A conceptual model and prospective study directions have been presented to intellectuals and aspiring academics. Hence, this review is a noteworthy addition to the current body of literature. This analysis recommends that businesses and policymakers should explore regulations and tactics to optimise the job characteristics of the workforce. Moreover, managers should recognize that WE enlighten performance and increase the organization's revenue and commitment. Applying these JC and WE concepts would provide firms with a competitive edge that would enable them to sustain and flourish worldwide.

Impact of Employee Engagement on Employee Performance with Mediating Effect of Employee Retention

A formal study determines the impact of varied approaches and perspectives on entrepreneurial behavior. Entrepreneurs are necessary in today's competitive business environment because they stay abreast of the most recent technological developments, which aid in expanding their enterprises. Statistical methods known as structured equation modelling (SEM) quantify and examine the connections between latent and observable variables. To determine the relationship between the study's independent, mediating, moderating, and reliant variables, researchers employed innovative PLS software to do structural equation modeling. Using a questionnaire, data is gathered from a random population sample using the SEM approach. The obtained information is subsequently examined using Smart PLS's analysis and testing capabilities. Overall, results from the majority hypothesis indicate that entrepreneurship is significantly affected. The R2 value is 0.560, which suggests that the factors affecting entrepreneurship account for 56% of the variance. As per the results, the significant influence of inspiring motivators on new business ventures, innovativeness, and responsiveness should urge managers to involve employees in formulating common strategic visions to encourage them to launch new internal creative projects. Additionally, managers should develop training programs to increase employee enthusiasm and creativity, improving their ability to think creatively and act in a self-renewing manner.

Factors influencing entrepreneurship capabilities in Pakistan

This research is a formal study that determines the impact of various approaches and perspectives on entrepreneurial behavior. Entrepreneurs are necessary in today's competitive business environment because they stay abreast of the most recent technological developments, which aid in expanding their enterprises. Statistical method known as structured equation modelling (SEM) was used to quantify and examine the connections between latent and observable variables. To determine the relationship between the study's independent, mediating, moderating, and dependent variables, researchers employed Smart PLS software to do the analysis. Using a questionnaire, data was gathered from a random population sample and analysed using the SEM approach. Overall, results from the majority of hypotheses indicate that entrepreneurship is significantly affected by the identified factors. The R2 value is 0.560, which suggests that the factors considered in this research in reference to affecting entrepreneurship account for 56% of the variance. As per the results, the significant influence of inspiring motivators on new business ventures, innovativeness, and responsiveness should motivate managers to involve employees in formulating common strategic visions and to encourage them to launch new internal creative projects. Additionally, managers should develop training programmes to increase employee enthusiasm and creativity, improving their ability to think creatively and act in a self-developing manner.

Human Capital Digital Incentive Mechanism Construction Based on Deep Learning

The introduction of human capital can be traced back to the ancient Greek period, emphasizing the important role of knowledge and skills in the production and life process. Human capital reward mechanism promotes modern social and economic development and is an important part of social and economic growth. The core management of the enterprise is the management of human capital, and the central work of human capital management is the incentive of human capital. Many enterprises are now facing difficulties in industrial operation, serious brain drain, and lack of core competitiveness in the market. As a result, enterprises cannot adapt to the speed and requirements of today’s social and economic development. One of the important reasons is that the enterprise lacks attention to the value of the human capital incentive system, or the human capital incentive system of the enterprise is unreasonable, which leads to a series of problems such as poor employee enthusiasm and low enterprise performance. How to establish a reasonable and effective incentive mechanism to mobilize the enthusiasm and creativity of employees has become a problem that enterprises must pay attention to. Taking the technical managers and general technicians of a high-tech enterprise as an example, combined with the deep learning method, the article made a detailed analysis of the four major incentive factors of enterprise human capital. It made employees’ satisfaction with corporate cultural incentives reaching 56.1%, which showed that emotional motivation was also one of the key factors for employees to be satisfied with the corporate incentive system.

The Influence of Employee Work Motivation on Service Performance of the Health Service Office in Hulu Sungai Utara Regency

This study aims to determine how much work motivation influenced service performance at the HSU District Health Office. In this study, the writer used a quantitative approach using associative research methods to determine the relationship between two or more variables. Meanwhile, the research instrument used a Likert scale to measure respondents' responses. Furthermore, this study's population was all HSU District Health Office employees, totalling 71 respondents. At the same time, the sample in this study was a saturated sampling technique, or all respondents of the population may be a sample. The study showed that work motivation value (x) results at the Hulu Sungai Utara District Health Office achieved 70.08%. Meanwhile, the service performance value (y) at the Hulu Sungai Utara District Health Office achieved 70.99%. On the other hand, there was a positive and significant influence between employee work motivation and service performance at the HSU District Health Office. Furthermore, Employee Work Motivation had an effect of 51.9% on employee performance. It can be seen from the model summary table, which states that the R square was 0.519. Similarly, there was an effect of Employee Work Motivation on the service performance of the HSU District Health Office. It can be seen with a significance of = 0.05 with t-test results of = 8,636 and α significance of < 0.05 (0.000 <0.05). In addition, the role of the head of a service was to be influential in improving performance in the office. Thus, the head of service can set a good example, motivate subordinates, and pay special attention to employees who excel to be given rewards or bonuses outside the basic salary. Thus, it can increase the employee's enthusiasm to improve performance and serve the community

How to improve the problem of hotel manpower shortage in the COVID-19 epidemic environment? Exploring the effectiveness of the hotel practice training system.

This study aimed to examine the role of effective employee training in the sustainable growth and corporate social responsibility of hotels during the postpandemic period. An initial respondent pool was selected using purposive sampling, and 280 questionnaires were finally obtained by snowball sampling from September 2019 to February 2020. The sample was analyzed using basic statistical tests, the Pearson correlation coefficient, and multivariate regression. We then interpreted the sample data through consultation with scholars and practitioners in hotel management. Finally, the data were analyzed using multivariate verification. The results indicated that China Binhai Hotel could not foster consistent employee enthusiasm and fulfill its corporate social responsibilities during the postpandemic period due to deficiencies in its human resources training, employee benefit, job rotation, and incentive systems. We suggest for hotels to promote corporate culture, improve the system of promotion, increase employee benefits, and adjust the workplace environment and equipment provided to employees. These will improve employee attitudes toward hotel management, improve work efficiency, increase retention, and solve the problem of personnel shortage during the postpandemic period.

The Limitation and Optimization of Maslow's Hierarchy of Needs Theory in Enterprises’ Application

Maslow's Hierarchy of Needs Theory holds that the five needs “physiological,” “safety,” “belonging and love,” “esteem,” and “self-actualization”, constitutes a series of hierarchical needs of human beings. More and more companies apply this theory to employee motivation management to improve employee enthusiasm, creativity and work efficiency. However, this theory has obvious limitations in practical application. Enterprises tend to ignore the phenomenon of the coexistence of the five needs levels, and cannot effectively deal with the problem of lack of new employee incentives caused by the coexistence of five needs levels. Therefore, based on enterprise cases, this study explores the rationality and limitation of "Maslow's Hierarchy of Needs” Theory from the perspective of theoretical integration and contingency theory. The research conclusions are helpful to optimize "Maslow's Hierarchy of Needs” Theory in its development, expand its application scope, and has certain reference significance for the incentive management of contemporary enterprises.

Upaya Peningkatan Kualitas Kerja Pegawai pada Balai Pengelolaan Daerah Aliran Sungai dan Hutan Lindung Indragiri Rokan

This research was carried out at the Indragiri Rokan Watershed and Protected Forest Management Center. The objectives of this study are: 1) To determine the quality of work of employees at the Center for Watershed Management and Protection Forest Indragiri Rokan. 2) To find out efforts to improve the quality of work of employees at the Indragiri Rokan Watershed Management Center. This type of research uses qualitative research with descriptive methods. There are 10 key informants, 7 employees and 3 community members. The results of the study indicate that the quality of work of employees in general is good, when viewed from the work results, work processes and enthusiasm of employees. Because most of the activities are carried out in teams, the weaknesses of each employee can be assisted by employees who have more abilities, namely the team leader. Meanwhile, the indicators of self-potential and employee enthusiasm are suggested to be improved for various reasons. Then there are the four things mentioned above, first: informal training (learning together) among work teams, Second: formal education and training that is carried out on a scheduled basis. Third: ensuring payment of incentives (tunkin and others) that are fair and in accordance with the quality of work of employees. Fourth: ensuring that computer applications (Sikadir, and E-kinerja) can run effectively is an effort to improve the quality of employees at BPDASHL Indragiri Rokan.