Work Environment For Employees Research Articles

The Contribution of Supervisory Support to Employee Job Satisfaction at the Social Services Office of Padang City

Employees are a valuable asset and an essential component of an organization, contributing to the organization’s image. The relationship between employees and their supervisors is ongoing and continuous. This study is a quantitative research aimed at examining the Contribution of Supervisor Support to Job Satisfaction among employees at the Social Services Department of Padang City. The respondents of this study consisted of 59 employees from the Social Services Department in Padang City, selected using purposive sampling. Data was analyzed using simple regression analysis and collected through a questionnaire containing Likert-scale items related to supervisor support and job satisfaction variables. The results of the simple regression analysis indicate a significant positive contribution of supervisor support to employee job satisfaction, with a significance level of 0.023 (p < 0.05). Supervisor support, which includes assistance, listening, and care, plays a role in creating a conducive work environment for employees. These findings align with previous research showing that supervisor support can enhance job satisfaction through employee well-being and motivation. In conclusion, adequate supervisor support can improve employee job satisfaction, which ultimately contributes positively to organizational performance.

The impact of cybersecurity on SMEs strategies through technological infrastructure in Balqa governorate

The technological infrastructure is the basis for the successful implementation and operation of information systems in small and medium enterprises. The study aimed to demonstrate the impact of cybersecurity on entrepreneurship strategies in small and medium enterprises. Through technological infrastructure in Balqa Governorate. The study population consisted of small and medium enterprises in Balqa Governorate in Jordan. The study followed the descriptive analytical approach and relied on the questionnaire to collect data. The sample size was 360 individuals were randomly select. The Statistical Package for Social Sciences (SPSS) was use to analyze the data. The study reached a set of results, including that the management of small and medium enterprises is committed to continuous supervision and control of customer information. Dealing with reliable parties to ensure the confidentiality of information, following strict standards for disclosure and circulation of customer data and information based on legal texts. Maintaining the privacy of customers’ financial data, in addition to supporting the successes of individuals based on the personal efforts of employees, providing a suitable work environment for employees, sustaining excellence and achievement, and working to increase awareness among its employees of the importance of innovation and creativity in work. The study recommended that customer data confidentiality should be consider a top priority for small and medium enterprises. The data should be stored in more than one place at the same time, that project websites should follow a privacy policy, and that the customer’s identity should be verify before submitting his data and documents, by involving employees in small and medium enterprises in specialized courses and workshops to demonstrate the importance of data and information confidentiality.

MOTIVAÇÃO NO AMBIENTE DE TRABALHO: FATORES E IMPACTOS NO DESEMPENHO ORGANIZACIONAL

Motivation in the workplace is of utmost importance for companies, as understanding the factors influencing motivation within the work environment is essential to promoting well-being and productivity in organizations. This study aimed to analyze the impact of motivation on the work environment for employees at an agribusiness company located in Céu Azul, Paraná, focusing on the influence of motivation on performance, satisfaction, and productivity within the organizational context. This company was chosen due to affinity, greater feasibility for exploration by researchers, and primarily because it provided all necessary resources for data collection and analysis. Methodologically, the purpose of the research is applied; regarding the approach and objectives, it is a qualitative, exploratory, and descriptive study. Technically, it is a bibliographic study. To achieve the objective, an interview was conducted with employees. The results obtained through the interviews indicate that the organizational environment in the sector where the research was conducted is exemplary, with one of the main challenges being the balance between personal and professional factors that impact motivation and daily performance. This study incorporates insights from various authors to analyze the importance of maintaining a motivated and healthy work environment. Therefore, the present study affirms that motivation is one of the main pillars impacting organizational performance and should be a priority for companies striving for market success. Hence, it is essential for companies to develop consistent motivation strategies, tailored to the needs of each team and aligned with organizational goals, fostering an environment that inspires everyone to give their best and achieve excellent results.

Responsible Leadership Behavioral Styles and Innovative Work Behavior: A Moderated‐Mediation Analysis

ABSTRACTDrawing from the social learning theory (SLT), this study aims to examine the relationship between responsible leadership behavioral styles (RLBS) (instrumental and integrative) and employees' innovative work behaviors (IWBs). This study also examines the mediating role of meaningful work (MFW) and the moderating role of knowledge sharing (KS) in the relationship between RLBS and IWBs. Data were collected from 230 employees at different levels working in the public and private sectors. The SPSS PROCESS macros were used to analyze moderated mediation, mediation, and moderation results. All the hypothesized relationships are supported, except the mediating role of MFW in the relationship between integrative RLBS and IWBs, which is partially supported. The findings demonstrated that KS strengthens the instrumental and integrative RLBS' direct effect on MFW and its indirect effect on employees' IWBs. This paper provides a unique theoretical contribution to the effect of RLBS on IWBs in the organization. Instrumental (effective decision‐making and task orientation) and integrative (motivation and welfare orientation) RLBS would be helpful to industrial experts and academicians in creating an innovative work environment for employees in the organization.

Employee motivation and its impact on employees’ productivity and efficiency: a study of Pick n Pay Pine Crest Mall, Pinetown

Management's primary responsibilities encompass cultivating a more satisfying work environment for employees and synchronising employee motivation with organisational goals. These interconnected responsibilities are essential for organisational performance and employee welfare. This study utilised Pick n Pay Pine Crest Mall in Pinetown as a case study to investigate the impact of employee motivation on productivity and efficiency, as well as to discover the existing techniques employed by Pick n Pay to enhance employee motivation for enhanced productivity and efficiency. The study employed a qualitative methodology with an exploratory research design, utilising a non-probability quota sampling strategy to pick eleven respondents from a population of 144 employees. Open-ended interview questions were employed, and the data were analysed utilising NVivo 11 software. The results indicated that Pick n Pay management incentivises employees by providing efficient tools, fostering a conducive work environment, and offering monetary rewards or awards. The survey also identified shortcomings, including insufficient team-building activities, inadequate communication among staff, and discontent with existing compensation. To improve performance and cultivate a productive staff, it was advised that management revamp motivational strategies, prioritising respect, acknowledgement, and enhanced information distribution. Suggestions for improving staff enthusiasm, productivity, and efficiency at Pick n Pay Pine Crest Mall encompass improved feedback and communication, a clear career progression, extensive training programs, investment in team development, and the provision of competitive remuneration.

Evaluation and Comparison of Airborne Concentrations of Crystalline Silica and Total Respirable Dust in Refractory Brick Industries in Isfahan

Background and Objective: Inhalation of crystalline silica particles in the workplace can lead to occupational diseases, such as silicosis. This study aims to evaluate and compare airborne concentrations of crystalline silica and respirable dust in the refractory brick industries in Isfahan province. Materials and Methods: In this cross-sectional study, the airborne concentrations of crystalline silica and respirable dust were measured among 79 workers from large industries and 30 workers from small refractory brick industries over a three-year period. Personal sampling was conducted using individual sampling pumps and cyclones. Data analysis was performed in SPSS 24 software using the Mann-Whitney U and Kruskal-Wallis tests. Results: The results indicated that 65.1% of the samples exceeded the occupational exposure limits, while 34.9% were below the limits. There was no significant difference in the mean three-year airborne crystalline silica concentration between the two occupational groups (P=0.791). However, a significant difference was observed in the mean airborne respirable dust concentrations between the groups (P=0.002). Conclusion: The findings of this study suggest that the implementation of safety, health, and environmental management systems has effectively reduced airborne crystalline silica and respirable dust concentrations, creating a safer work environment for employees.

The Impact of Leadership, Work Motivation and Work Environment on Employee Performance at XYZ Resto

This study aims to analyze leadership, work motivation, work environment and employee performance at XYZ Resto; to analyze the influence of leadership, work motivation and employee work environment on employee performance. This study uses quantitative methods with a descriptive and verification approach. Data collection techniques are carried out by distributing questionnaires, which must be tested for validity and reliability. The population in this study were employees at all XYZ Resto branches, totaling 250 people, where the sample was taken as much as 40% to 100 people. This study uses path analysis as a data analysis tool. The hypothesis is that leadership, work motivation and work environment have a significant effect on employee performance at XYZ Resto. Based on the research findings, it was found that the influence of the three variables of Leadership, Motivation and Work Environment simultaneously on the Employee Performance variable is 62.5%. While 37.5% is influenced by other variables outside those studied.

Literature Review: Analysis of the Relationship between Employer Branding, Employee Engagement, and Employee Retention

Employer branding is a crucial concept for companies in creating a comfortable and attractive work environment for employees. This research aims to emphasize the importance of employer branding in retaining employees and increasing their engagement. The method used in this study is the Systematic Literature Review (SLR), which examines various sources from databases such as Scopus, Emerald, and Google Scholar. The search criteria include journals that are openly accessed and written in English and Indonesian. The results of the study show that employer branding has a significant influence on employee retention. When companies build a positive image as a workplace, employees tend to feel more engaged and loyal. In addition, emotional factors such as employee engagement have also been shown to have a strong impact. Employees who feel emotionally engaged with the company tend to be more productive and motivated. Thus, companies that focus on employer branding are not only able to retain employees, but also create a more passionate and dedicated team. This makes employer branding a strategy that should not be ignored by companies in facing human resource challenges in the modern era.

Factors Influencing Civil Servants' Perceptions of National Health Insurance Schemes: A Case Study of the Tanzania Industrial Research and Development Organization (TIRDO), Tanzania

In today’s world of modern and ever-changing competitive business environment, workers’ health is central to every organization. This study aimed to assess factors affecting civil servants perception towards national health insurance at Tanzania Industrial Research and Development Organization (TIRDO) in Tanzania with a sample of 50 respondents from five departments with a total population of 200 people. The study was guided by gap model of service quality as its theoretical framework. A descriptive design was employed using quantitative data collection methods including questionnaires. The study used simple random sampling and purposive sampling to select participants to give answers and explanations concerning the study. Data was analyzed quantitatively using the Statistical Package for Social Sciences (SPSS). The responses from both questionnaires was assessed and the tool evaluated for reliability and consistency of responses/answers, the number of participants lost in understanding the meaning of the questions was informed the quality of the testing tool. The findings revealed that factors such as waiting time before offered service, hospital visiting frequency, modality of admission, clients’ attitude towards the service providers, tangibility, reliability and responsiveness highly affected the perception of respondents towards health insurance schemes. It was recommended that civil servants should have an option to choose a health insurance scheme of their choice. There is also a need to establish permanent functional structures of insurance to constantly engage the scheme management, health care providers and subscribers in order to minimize the mistrust and improve uptake of service delivery. The study concluded that factors affecting perception of NHIF users should be worked upon to create good working environment for employees and their wellbeing in general as when they are healthy, then they become productive as they do not have to worry of health circumstances.

Examining the Impact of Employee Welfare on Organizational Performance of Kenya Power and Lightening Company Limited Kitale, Kenya

This article examines the impact of employee welfare on the organizational performance of Kenya Power and Lightening Company Limited in Kitale, Kenya. The article revealed that a poor working environment, a lack of motivation, and overworking were the causes of poor employee performance. However, the welfare of employees at Kenya Power and Lightening Company is not bad. This was based on the responses received from the respondents. Furthermore, a significant proportion of respondents, specifically 41.7%, reported receiving all welfare benefits, including food, health, and school benefits. The study suggests that Kenya Power and Lightening Company should prioritize maintaining and enhancing employee welfare to boost the team's productivity. This, in turn, leads to improved organizational performance. More so, organisations like Kenya Power and Lightening Company and others in the same category. Furthermore, companies such as Kenya Power and Lightening Company, along with others in the same sector, consistently offer their employees welfare benefits. They should also strive to reduce harsh and unfriendly working conditions, as this can demotivate employees and result in poor organisational performance. Finally, the government should formulate policies that favour employees in the workplace. These policies should focus on creating a good working environment for employees, as this will ultimately lead to improved organisational performance. Keywords: Employee, Employee performance, Environment, Organization, Working condition.

Improving Employee Performance Based on Competency and Work Environment for Employees in Subdistricts throughout Jember Regency

The importance of human resources is in line with the increasing demands of organizations. More intensive and optimal performance is needed to increase work results and organizational profits. This research was motivated by the non-achievement of employee performance targets in sub-districts in Jember Regency. The research carried out was aimed at analyzing and finding out whether the competencies possessed by employees and also the work environment in which employees work can have a positive impact on employee performance in sub-districts in Jember Regency. The total sample for this research was 157 using a sampling technique using a census technique or the entire population was used as a sample. Descriptive statistical analysis to find out about respondents. Validity tests and reliability tests are also carried out so that the questionnaire used is valid and reliable. There is a need for hypothesis testing to answer the hypotheses that have been developed. The results of data analysis show that the competencies possessed by employees can improve performance. The work environment provided by the Subdistrict Office in Jember Regency turns out to be very comfortable and has been proven to improve employee performance.

Implementing digital technologies in the school setting – how does it relate to work environment?

ABSTRACT Despite the extensive introduction of digital technologies in working life and the demand for the public sector, including schools, to digitalise, there is limited research on the relationship between digitalisation and the work environment. The aim of this article is therefore to explore how implementation processes of digital administrative and communication systems and teaching tools interact with work-related demands and resources experienced in schools. The Normalisation Process Theory (NPT) and Job Demand-Resources model (JDR) were used to analyse experiences of digitalisation and the work environment of employees, managers, strategists and health and safety officers in schools in Sweden. The study, based on semi-structured interviews with 25 participants, shows that the lack of resources and a too-high workload were reported as problematic and challenging in the introduction of digital technology. Collegial cooperation and decision-making opportunities, on the other hand, seemed to enhance the digitalisation process and to some extent even bridge over the weaknesses of strained time resources and high workload.

Talent management and employees with disabilities: a systematic literature review in the context of COVID-19

PurposeThe purpose of this literature review is, first, to understand how employees with disabilities in the context of COVID-19 have been studied under the talent management (TM) approach; second, to explore what we know about the predictors and outcomes that have been linked to TM practices in that area; and third, to identify gaps in our understanding and provide insights for future research.Design/methodology/approachThis paper presents a systematic literature review (SLR) based on 38 academic sources published in high-impact indexes from 2020 to 2023.FindingsThe existing research shows COVID-19 as a crucial context that led organizations to more precarious and segmented TM practices, which had negative consequences for employees with disabilities, both at the individual level (reduced satisfaction and income, and increased health issues) and the organizational level (increased unemployment, turnover and discrimination as well as declining performance and productivity).Originality/valueThis paper provides essential contributions to the field of TM in the relatively unexplored context of employees with disabilities since the emergence of COVID-19. Our literature review suggests there is significant room for developing and implementing adjusted TM strategies and practices to foster effective inclusiveness, accommodations and supportive work environments for employees with disabilities. From this evidence, a number of key avenues for future research and key implications for academics and practitioners are provided.

The Influence of Work Discipline and Work Environment on Employee Work Productivity at the Mona Plaza Hotel Pekanbaru

This research aims to analyze the influence of work dicipline and employee work environment at the Mona Plaza Hotel Pekanbaru. The research method used is quantitative. The sample for this research was 32 employees with data collection techniques using questionnaires. The data obtained was analyzed through linear regression analysis with the SPSS program. The research results show; (1) There is a significant influence of work discipline on employee work productivity at the Mona Plaza Hotel Pekanbaru. The obtained tcount value > ttable or 8.361 > 1,697 with a significance of 0,000 < 0,05. The results of simple linear regression analysis show that if work discipline increases by 0,403, it will increase the work productivity of Mona Plaza Hotel Pekanbaru employees by 7,211 constantly. (2) There is a significant influence of the work environment on employee work productivity at Mona Plaza Hotel Pekanbaru. The work environment variable has a calculated tcount value > ttable or 6,873 > 1,697 with a significance of 0,000 < 0,05. The results of simple linear regression analysis show that if the work environment increases by 0,757, it will increase employee productivity at Mona Plaza Hotel Pekanbaru by 5,085 constantly. (3) There is an influence of work discipline and work environment on employee work productivity at the Mona Plaza Hotel Pekanbaru. From the results of the F test, it is known that the value of Fcount > Ftable is 42,988 > 3,32 with a significance value of 0,000 < 0,05.

Hubungan Lingkungan Kerja dengan Komitmen Organisasi pada Kantor Desa Ugi Kecamatan Sabbangparu Kabupaten Wajo

This research was carried out at the Ugi Village Office, Sabbangparu District, Wajo Regency. The research will begin from March to June 2024. This research aims to determine the work environment of employees at the Ugi Village Office, Sabbanparu District, Wajo Regency, to determine organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency, and to determine the relationship between the work environment and organizational commitment at the Office. Ugi Village, Sabbangparu District, Wajo Regency. The method used is a census type with a quantitative associative approach. The results of this research show that the work environment carried out at the Ugi Village Office, Sabbangparu Subdistrict, Wajo Regency, has a score of 297 and is included in the good category of the average ideal score in the dimensions of the physical work environment and non-physical work environment. Organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency is included in the good category with a score of 361 from the average ideal score. This can be seen from the dimensions of organizational commitment based on personal, job characteristics, structural characteristics and work experience. To find out that the work environment has a positive and significant relationship to organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency.

Diversity Management Practices and Inclusive Work Environment: A Study of Employees Working in Banking and It Sectors

Diversity management practices are deliberate tactics, guidelines and programs that organizations implement to successfully manage employee diversity and foster inclusive work environments. Inclusive work environment is essential for developing diversity and equality at workplace where employees of different gender, age, race and backgrounds feel valued and respected. In order to better understand how diversity management practices, affect inclusive work climate, this study aims to find association between diversity management practices and inclusive work environment for employees working in IT and banking sectors. Respondents were chosen by convenience sampling and the instrument used for data collection was the questionnaire. The survey was methodical in nature asking participants to select the option that best reflected their response to each of the questions on a 5-point Likert scale. 241 completed questionnaires out of the 350 that were distributed were returned by respondents and included for data analysis. We used PLS-SEM and SPS for the data analysis. The hypothesis was accepted and significant positive association was found between diversity management practices and inclusive work environment. Trainings for enhancing awareness about diversity are essential for fostering an inclusive work environment that will promote equal employment opportunities, career growth and developmental opportunities and recognition and appreciation for employees of different gender, age and backgrounds.

Telework and Work Flexibility in the United States Federal Government Post-Pandemic

A decade before the COVID-19 pandemic, the United States (US) federal government was working to create flexible work environments for employees under the 2010 Telework Enhancement Act. Given this reality and the growing desire for greater flexibility of workers inspired by the “Great Resignation” during the pandemic, the US federal government appears to have recovered lost employees faster than other levels of the public sector. Still, given that federal workers skew older with less than a tenth of the workforce being under age 30 years and nearly a third reaching retirement age, a true crisis still looms in our administrative state. Using the 2021 Federal Employee Viewpoint Survey Data, we analyze what factors predict turnover intention post-pandemic, focusing the analysis on teleworking and other workplace flexibility policies. We use the findings to make recommendations to help increase employee recruitment and retention within the US federal government.

Decoding Public Policy Making: Unraveling the Variables and Analytical Questions for Systematic, Comprehensive Analysis

Purpose: Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.
 Methodology: The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.
 Findings: While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.
 Unique Contribution to Theory, Practice and Policy: Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations.

Analisis Pemanfaatan Limbah Tandan Kosong Kelapa Sawit Dalam Produktivitas Kerja Karyawan PT Cipta Usaha Sejati

The target of this research is to find information on the process of processing empty oil palm bunch waste, the impact of processing empty palm fruit bunch waste which creates a comfortable working environment, the impact of a comfortable working environment on work productivity. This research uses a qualitative approach with a case study method, involving 5 employees of PT Cipta Usaha Sejati. Data was collected through interviews, observation, documentation, and analyzed using the Miles and Huberman model, and the validity of the data was checked using triangulation techniques and using reference materials. The research results show that there is the availability of empty palm oil bunch waste and the processing of empty palm oil bunch waste carried out by PT Cipta Usaha Sejati produces products in the form of chopped tangkos and ash which is used as compost fertilizer. The waste processing carried out can affect the employee's work environment in 3 aspects, namely: (1) Layout of empty oil palm fruit bunch waste (2) Cleanliness of the work environment (3) Air circulation, which means that with this waste processing, the work environment around the waste disposal site be neat and orderly. Because a work environment that is neat and organized also has a positive impact on employee work productivity with 4 aspects: (1) Ability to motivate oneself (2) Build self-confidence (3) be responsible at work (4) make a positive contribution.

ANALYSIS OF THE WORK ENVIRONMENT IN IMPROVING EMPLOYEE PERFORMANCE PT PLN (PERSERO) ULTG PANAKKUKANG

This study aims to determine the exact analysis of the work environment in improving the performance of employees of PT PLN (Persero) ULTG Panakkukang. This type of research is qualitative. The type of data used is descriptive qualitative with data collection through observation and interviews. The object of this research is the manager and employees of PT PLN (Persero) ULTG Panakkukang, totaling five people. The results of the research that can be written show that the non-physical work environment at PT PLN (Persero) ULTG Panakkukang is inadequate It is said to be inadequate because communication between coworkers is less harmonious. The factor for the lack of communication at PT PLN (Persero) ULTG Panakkukang is the fatigue factor or work pressure factor. The physical work environment at PT PLN (Persero) ULTG Panakkukang is not ideal as there are still some office facilities that have not been fulfilled and this affects the work environment of employees and will have an impact on the survival of the company