Organizational Employee Performance Research Articles

An Accountant's Perspective in Assessing Behavioral Accounting in Aspects of Decentralization and Employee Performance Evaluation

This research aims to present an in-depth literature review related to the role of accountants in assessing behavioral accounting in the decentralization aspect and evaluating employee performance in organizations. The focus of the research involves understanding accountants' views regarding performance measurement in a decentralized context. This research examines several research articles regarding behavioral accounting in the aspect of decentralization and performance evaluation by collecting data using documentation methods in the form of primary and secondary data. The collected data is then analyzed according to theory to draw a conclusion that shows the research objectives. The results of this research show that Behavioral Accounting is used by companies to measure employee performance but is not widely used for decentralization aspects because there are still many companies that do not place decision-making authority in branch management. Decentralization also has no influence on measuring employee performance or managerial performance. Employee behavior is used more to measure performance which is related to the employee's own incentive assessment.

Codes of Ethics as a Marketing Communication Tool: The Impact of Codes of Ethics on the Behaviour and Appearance of Employees

Codes of ethics are crucial in communicating and building the values of organisations and their employees. This research study focuses on exploring various aspects of ethical behaviour and the impact of ethical constraints on employee performance in organisations. In the context of the growing importance of business ethics and human resource management, this study statistically identifies differences between organisations based on their ethical characteristics and strategies. The integration of ethics into corporate strategy is found to have an impact on the permissible behaviour and appearance of employees, with past ethical scandals leading to more stringent measures. In addition, the length and updating of the code of ethics affect the control over certain aspects of employee behaviour. These results underscore the importance of codes of ethics as tools for communication as well as for managing employee ethics and behaviour. They also highlight the role of multinational corporations in the diffusion of these practices and their impact on smaller market players, as well as the importance of managing workplace constraints. In conclusion, this study contributes to a deeper understanding of ethical practices and their importance within organisations.

Ethical leadership and employee performance: The role of Islamic work ethics and knowledge sharing

BACKGROUND: Many recent studies recommend ethical leadership as a key antecedent to improving employee performance in organizations. OBJECTIVE: Therefore, this study aims to examine how ethical leadership affects employee performance by focusing on the role of Islamic work ethics and knowledge sharing. METHODS: Based on data obtained from 196 Muslim employees who work in the three stone milling companies located in Central Java - Indonesia, this study uses a survey in the form of a questionnaire and Structural Equation Modeling (SEM) based on Amos 24.0 software to test hypotheses in the proposed research model. RESULTS: The results of this study prove that ethical leadership has a significant effect on employee performance, Islamic work ethics, and knowledge sharing. Furthermore, Islamic work ethics and knowledge sharing significantly improve employee performance. CONCLUSION: The findings in this study further confirm that Islamic work ethics and knowledge sharing play an important role in linking ethical leadership and employee performance.

Unveiling The Double-Edged Effects of High-Performance Work Systems (HPWS) On Employee Performance: A Case Study of a Selected Company in Durban Republic of South Africa

It has been documented that HPWS has both positive and negative effects on employee performance. However, limited studies are affirming this view therefore the review provides a comprehensive understanding of the strengths and weaknesses of HPWS in organisations.To aim of the study is to provide a comprehensive understanding of the strengths and weaknesses in the applications of HPWS in organisations. Under the research goals, a qualitative research methodology was utilised, specifically using in-depth interviews to collect data. The target population consisted of 6 employees of the organisation studied. These individuals were purposefully selected as they possess the necessary information to assess the perceived effects of HPWS on employee performance in organisations. For data analysis, the qualitative thematic data analysis approach was employed. The usage of thematic analysis in this study is founded on its ability to offer comprehensive and compelling insights into the concept of HPWS.Based on the six-step approach of qualitative thematic analysis, the findings suggest that the combination of employee motivation and strategic human resources management practices with HPWS can enhance employee performance. Nevertheless, it has been noted that improper implementation of HPWS can result in heightened job demands and burnout among employees. Therefore, incorporating an evidence-based approach in implementing HPWS is recommended. The study has a limitation as it solely utilizes a qualitative approach, leading to constraints in terms of statistical measurement. Consequently, it is recommended for future studies to employ quantitative or mixed methods research to obtain a more comprehensive understanding of the relationship between HPWS and employee performance.This study recommends that human resource management professionals use this research as a catalyst for implementing HPWS in their organisations. It can offer valuable guidance on effectively utilising HPWS as a concept and practical approach in managing human resources within organisations.The study highlights and postulate the importance of motivation and an evidence-based approach to HPWS. The evidence-based approach can be acknowledged as a contemporary approach to human resource management in organisations.

A Study on the Employee Perception towards the Impact of the Workforce Diversity on their Performance

Companies are implementing various strategies to promote workforce diversity in order to accomplish various goals in HR-related areas. The growing globalization and competition present both problems and possibilities for a diversified workforce. In order to incorporate the influence of diversity, organizations have emerged that represent diverse people, regardless of organizational hierarchy, and so they can meet the needs, services, products, and processes of the social aspects that emerge once diversity is prevalent. Hence fostering and upholding an organizational culture that encompasses the total range of various people. This study was conducted with the objective of understanding the relationship between workplace diversity and the performance of employees in organizations and revealed that there is significant relationship between them. Moreover, all the demographic dimensions selected for the study have significant positive correlation with the performance of the employees. Key words: diversity, performance, organization,

Literature review of the connection between emotional intelligence and employee performance in organizations

A literature review of the connection between emotional intelligence and employee performance in organizations using VOSviewer is the goal of this study. To obtain a map of the development of the research, the study searched the Scopus database using the keywords "Emotional Intelligence and Employee Performance." In this case, 228 research documents published from 2012 to 2022 examined the relationship between emotional intelligence and employee performance in organizations, and several supporting documents were discovered through Google Scholar. The findings of this study suggest that performance is influenced favorably by emotional intelligence as well as other factors. There is a connection and correlation between job performance and job satisfaction.

Sociological application of behavioural theories to work performance of academic staff in Nigerian universities

Several authors have researched workplace circumstances and employee performance in organisations. Personal observations, documented observations, and discoveries in the literature all provided an incentive for this investigation. Some systematic observations revealed that academic staff in Nigerian universities are subjected to some unfavourable workplace conditions, even though they are expected to perform well in teaching, publish quality research papers that can contribute to global knowledge and development, and engage in community development services. Major theories have attempted to explain employee productivity in the workplace. Using secondary data, this article explores the Two Factor model by Fredrick Herzberg, the Contingency theory of leadership and the Expectancy theory by Victor Vroom. They were most relevant in associating motivating factors with the work performance of employees in the organisation. The criticisms of each theory have paved the way for theoretical triangulation and, thus, a synthesis of all three theories to explain the work performance of academic staff members in Nigerian universities. The article resolved that incentives are indeed essential in order to increase the performance of academic staff in Nigerian universities.

Pengaruh Kepemimpinan Islami dan Religiusitas terhadap Kinerja Karyawan

The purpose of this research is to examine the effect of Islamic leadership and religiosity on employee performance in organizations. Transformational theory and Islamic work ethics are the theoretical foundations of this research. Previous studies have shown that Islamic leadership and individual religiosity have a positive effect on employee performance through factors such as job satisfaction, organizational commitment, and Islamic work ethics. This study uses secondary research methods by collecting relevant and publicly available data from previous studies. The data will then be processed using descriptive analysis techniques to provide an overview of the relationship between research variables. The results of the analysis show that Islamic leadership has an effect on employee performance, but religiosity has no significant effect on employee performance. This shows that leaders who apply the concept of Islamic leadership and pay attention to the spiritual aspects of their subordinates can positively influence their performance.

Accountability, Transparency, and Employee Performance in Organizational Asset Management in Buddhist Religious Organizations: Evidence from the Regional Office of the Ministry of Religion of South Sumatra Province

This study aimed to examine the effect of accountability and transparency on employee performance in Buddhist. The study employed quantitative design with a Partial Least Squares Structural Equation Modeling (PLS-SEM) approach to analyze data collected from 170 respondents. The findings showed that accountability and transparency had a positive and significant effect on employee performance in Buddhist organizations. This result provide important implications for organizational management and the need to foster a culture of accountability and transparency to enhance employee performance. The study also has practical implications for organizational leaders and policy makers who seek to improve the effectiveness of their organizations. By promoting accountability and transparency, organizations can build trust with stakeholders and enhance their reputation, which can lead to increased support and resources.

FACTORS INFLUENCING EFFECTIVESS OF TRANING, RESILIENCE FACTOR AND DEVELOPMENT ON EMPLOYEE PERFORMANCE

Training and development programs are crucial for enhancing employee performance in organizations, including in Universiti Teknikal Malaysia Melaka (UTeM). However, the effectiveness of these programs depends on several factors. Therefore, this study aims to identify the factors that influence the effectiveness of training, resilience factor and development towards employee performance. The study employed a quantitative research approach, and data were collected through a survey questionnaire distributed to 132 employees. The data were analyzed using descriptive and inferential statistics.The findings of this study revealed that employee readiness, the effectiveness of speaker, training content, training methods, and training evaluation are significant factors that influence the effectiveness of training and development on employee performance. Employee readiness, including motivation, attitudes, and readiness to learn, significantly affects the effectiveness of training and development programs. Furthermore, training content and methods, such as relevance, applicability, and interactivity, significantly impact employee performance and resilience factor. Finally, training evaluation, including feedback and assessment, significantly contributes to the effectiveness of training and development programs.In conclusion, this study suggests that UTeM should consider these factors when designing and implementing training, resilience factor and development programs to enhance employee performance. By understanding these factors, UTeM can create effective training and development programs that meet the needs of its employees and ultimately improve their performance.

Leadership Competency and Employee Performance in Organizations

Leadership Competency and Employee Performance in Organizations

A Study on the Work Stress and Performance of Employees in Organizations with Interfering Effect of Social Support

This study aimed to learn more about how employees deal with stress on the job and how social support from coworkers affects the association between job performance as well as its stress. The research addressed the question, "How does stress influence work performance?" A correlational descriptive study of these correlations was conducted using an internet-based survey of 200 employees working in Pakistan. Demographic forms and scales were used to gather data. Descriptive statistics, Pearson product-moment correlations and hierarchical regression were used for data analysis. According to the findings, individuals who felt greater social support from their peers had less job-related stress and performed better on the job. The research also revealed a negative relationship between job stress and employee performance. Employees who reported moderate job stress were likelier to feel ineffective than those who reported high or low job-related stress. The findings emphasized the importance of social support from colleagues and the need for more studies into the negative link between job-related stress and employee performance.

The Investigation of Effects of Job Satisfaction on Performance Among Academicians Using Herzberg’s Theory

Today, many organizations are looking to increase the performance of their employees to maximize the benefits and profitability of their organization. One way to achieve this great goal is to keep employees satisfied because satisfied employees have enough motivation to do organizational work effectively and productively. It is no gain in saying that satisfied employees tend to be more committed, creative, and productive in their organizations. Recent empirical studies also indicate a direct correlation between job satisfaction and employee performance in organizations. The main objective of this research is to investigate the effects of job satisfaction on the performance of academic employees. Also, this analyzes the important elements of Herzberg's two-factor theory, including hygiene factor and motivational factor on job performance of academic level in Afghanistan. The result of this research will not only show how successful policies of the government in higher education have been but also indicates the important factors that policymakers should take into account for plans of the government.

Internal marketing and employees’ perception of organizational performance in the maritime organization: The mediator and moderator role of satisfaction and work experience

Purpose. This research aims to bring to light the relationship between organizational performance perceptions of the employees in the maritime sector, employee satisfaction and internal marketing. Study design. The data obtained through a questionnaire from 357 office workers in aTurkish ship-owner company were tested with the Structural Equation Model using SPSS 24.0 AMOS21.0 statistical package program. The large percentage of the study’s participants are men. However, it can be said that the distribution obtained in the research is in parallel with the ratio of female and male employees in the maritime business. Most of the employees work in the operations department of the company, followed by the management, marketing and logistics departments, respectively. Findings. As a result, it was determined that internal marketing has a positive effect on employees’ perception of organizational performance. In addition, job satisfaction has a mediating role in the effect of internal marketing on organizational performance of employees, also work experience has a moderating role in the impact of internal marketing on organizational performance of employees. Value of the results. In the future this study might be applied to sea farers or other maritime industry employees. Authors expect that this study will shed light on both researchers who study on similar subjects and organizations that would like to expand their horizon in terms of employee relations.

Uticaj obuke na performanse zaposlenih u preduzetničkom okruženju u Srbiji - empirijski i statistički nalazi

The efforts of organizations to improve their business processes, establish market competitiveness, achieve goals more efficiently and increase profitability are mainly made through an attempt to upgrade the performance of employees. Increasing the employees' work performance is directly correlated with the improvement of individual skills, as well as the level of ability to effectively transform new knowledge according to daily work obligations. In this process, synergies should be established between employees, on the one hand, who should be adequately motivated, committed, and focused on the acquisition of new knowledge, and on the other hand, organizations that should provide resources, support, and conditions for effective knowledge transfer from educational process to visible improvement indicators of different employees' performance levels. The purpose of this paper is to investigate the impact of training on increasing the individual and organizational performance of employees in entrepreneurial organizations in Serbia. Additionally, the correlation between the two groups of respondents, managers and non-managerial staff, will be tested, to determine more closely whether there is a distinction in relation to the position held by the respondent, for defined issues.

KEPEMIMPINAN ALTRUIS DALAM MEMBENTUK ORGANIZATIONAL CITIZENSHIP BEHAVIOUR PADA PEGAWAI DI SMP PLUS NURUL HIKMAH PAMEKASAN

This study aims to understand how altruistic leadership can lead to Organizational Citizenship Behavior (OCB) behavior in employees at the SMP Plus Nurul Hikmah Pamekasan Institute. Using field research with a case study approach with three stages, namely field preparation, research stage, and post-stage. Data collection techniques used comprehensive research guidelines, non-participatory observation, and study documentation. The subjects of the study were the principal and three teachers of SMP Plus Nurul Hikmah Pamekasan who were male and showed positive performance and were indicated to have OCB and high loyalty to the institution. Miles and Huberman's data analysis model is used interactively and intensively to obtain saturated data, which consists of data collection, data reduction, and data collection and leveraging. The results of the study indicate that this altruist leadership plays an important role in shaping Organizational Citizenship Behavior. Altruistic behavior can encourage the leader's capacity to grow and become a tool to influence subordinates toward collective goals, encourage happiness in the workplace, can encourage employee performance in organizations, increase organizational capabilities, and be able to improve subordinate innovation behavior.

The Key Strategies for Measuring Employee Performance in Companies: A Systematic Review

Businesses must maintain their ability to adapt in order to remain competitive in today’s ever-evolving industry. They must collect and evaluate data continuously to make educated decisions and take appropriate measures. As a result, since the turn of the 20th century, managers’ preferred areas of interest have been connected to the achievement of their companies. This systematic review aimed to assess the most important methodologies for measuring employee performance in organizations. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) technique, the researchers carried out a systematic review on a specific topic. A thorough review of the literature was carried out, with a particular emphasis on articles, research papers, and other materials deemed relevant to the primary approaches for staff performance measurement and their associated factors and other relevant resources. The systematic review findings revealed that collaboration initiatives had positive and statistically significant standard-size effects on employee performance. The use of performance measurement attempts to identify the strengths and weaknesses of employees and to motivate them to improve their performance. Employee performance measurement demonstrates a favorable relationship between performance evaluation and employee inspiration. Performance evaluation schemes should be designed to provide a good treatment perspective of other teammates and the worker’s own aims.

Effect of Training on Employee Performance: A Quantitative Study on Employees within the Human Resource Department

This study aims to explore the relationship between employee training and employee performance in organizations. It uses a theoretical framework of competencies—knowledge, skills, and attitudes—to present the relationship between training and employee performance. Training provides three learning outcomes, i.e., knowledge, skills, and attitudes (KSAs). These learning outcomes develop competency among employees to improve problem-solving capacity, productivity, timeliness to perform the assigned job, creativity, quality, and fulfillment of customer demand, which are the indicators used to measure employee performance. This study has been conducted based on primary data collected through a questionnaire survey from a sample of one hundred and seventeen employees working in the human resource (HR) departments of some selected private organizations in Bangladesh. Respondents have been selected through the convenience sampling method. Statistical tools, such as SPSS and MS Excel, are used to make correlation and regression analysis. Blanchard et al.’s (2014) KSA theoretical approach has been used to analyze empirical findings. This study has revealed that there is a moderate positive influence of training programs on employee performance. The empirical and practical significance of the study focuses on the importance of effective training to improve employee performance in organizations. However, organizations must use an effective evaluation system to ensure the effectiveness of training programs.

Development of intelligent electronic document management system model based on machine learning methods

With the daily increase in document flow, as well as the transition to paperless document management around the world, the demand for electronic document management systems is increasing. This significantly requires optimization of these systems in terms of quality document information retrieval and document management. However, research based on statistical methods cannot effectively handle large amounts of data extracted from electronic documents. In this regard, machine learning methods can effectively solve this problem. This paper presents an approach to building a model of an intelligent document management system using machine learning techniques to ensure efficient employee performance in organizations. The authors have solved a number of problems to optimize each of the document management subsystems, resulting in the development of an intelligent document management system model, which can be effectively applied to enterprises, government and corporate institutions. The feasibility and effectiveness of the proposed model of intelligent document management system based on machine learning and multi-agent modeling of information retrieval processes provides maximum reliability and reduced time of work on documents. The obtained results show that with the help of the presented model it is possible to further develop an intelligent document management system that will allow an electronic document to qualitatively go through the whole life cycle of a document, starting from the moment of document registration and finishing with its closing, i.e. execution, which will greatly facilitate the daily work of users with large volumes of documents. At the same time, the paper considers the application of topic modeling methods and algorithms of text analysis based on a multi-agent approach, which can be used to build an intelligent document management system.

The influence of career adaptability on well-being indicators and job performance

Life aspects have been neglected yet are inseparable from work aspects to achieve career success in the current dynamic world, this study focuses on examining how employees' career adaptability can lead to enhanced job performance and its underlying mechanisms through well-being indicators including life meaning, life satisfaction, and job satisfaction. Using the structural equation modelling method to analyse data from 301 public servants in Long An Province, Vietnam, the results indicate that career adaptability is essential in helping employees experience a greater sense of well-being. Career adaptability and well-being both are statistically significant antecedents that enhance employee job performance. Another notable finding of the study is the mediating roles of life satisfaction and job satisfaction in the relationship between career adaptability and job performance. Based on the analysed results, recommended future directions and managerial implications contribute to enhancing employee performance in organisations.