Employee Work Performance Research Articles

The relationship between employee motivation and work performance in a manufacturing and retail foodservice organisation

ABSTRACT The interaction between work motivation and work performance has been extensively studied, however, few studies have aimed to analyze the link between the different types of motivation as described by the Self Determination Theory and different forms of work performance. Furthermore, related studies that have been conducted within the foodservice sector appear to be lacking. A cross-sectional survey was thus distributed within a foodservice organization in Malta (EU). Hierarchical multiple linear regression models demonstrated a clear link between work motivation and work performance. In particular, greater levels of autonomous and controlled motivation were associated with better task performance, contextual work performance, and lower levels of counterproductive work behavior. In terms of the individual regulations, greater levels of intrinsic, identified, introjected and extrinsic regulation were associated with better task and contextual performance, as well as lower levels of counterproductive work behavior. The paper thus highlights the potential performance-related benefits of adopting strategies to motivate workers.

Pengaruh Pengembangan Sumber Daya Manusia terhadap Kinerja Pegawai Pada BPJS Ketenagakerjaan Kota Jambi

Work supervision plays a very important role in employee performance. Therefore, the purpose of this research is to describe the work supervision and performance of employees at work, and to find out and analyze the effect of work supervision employee performance at work in SDN 179 Tanjung Jabung Timur Kecamatan Nipah Panjang. Research methods in this study is descriptive and quantitative method. Data analyze use SPSS Ver 22 and using models simple linier regression with result of count Y = 1,116+0,527X+e. The test of determination with R2 of 37,6%. T test by comparison tcount 3,547 > ttable 0,3338 then Ho accepted Hi be. Rejected. To analyze the effect of work supervision on performance of employees on SDN 179 Tanjung Jabung Timur Kecamatan Nipah Panjang. The distribution of questionnaires with a population of 35 people in 2021 , then the formula used to find samples according to Istijanto (2009 :114)so that the sample in this study amounted to 35 people respondent.Work supervision regression coefficient (X) is 0,525, meaning that work supervision (X) has increased by 1%, so performance of employees at work (Y) SDN 179 Tanjung Jabung Timur Kecamatan Nipah Panjang. The coefficient of determination is known from the value of R2=0,376 (37,6%) which means that work supervision(X) is able to explain performance of employees at work (Y) at the SDN 179 Tanjung Jabung Timur Kecamatan Nipah Panjang that is equal to 37,6% and the remaining 62,4% is influenced by other variables. Not investigated in this study. Based on t-test, t-count value is 3,547 and the t-table is 0,3338. From the comparison results, it can be seen that the test by comparison tcount 3,547 > ttable 0,3338 then Ho accepted Hi be. Rejected. Meaning that Work supervision affect c performance of employees at work at SDN 179 Tanjung Jabung Timur Kecamatan Nipah Panjang.

Job insecurity and survivor workplace behavior following COVID-19 layoff

PurposeThis study aims to investigate the impact of job insecurity (JI) on employee work performance (WP) and service innovation behavior (SIB). It further examines the mediating role of affective commitment (AC) and the moderating role of organizational cynicism and financial job dependence (FJD).Design/methodology/approachBy using a three-wave approach, the hypotheses were tested by collecting data from 473 full-time employees and their supervisors in the Thai hotel industry.FindingsThe results demonstrated that JI negatively affected WP and SIB. AC mediated these relationships. FJD moderated these relationships such that at high levels of job dependence, the negative relationships were weaker.Research limitations/implicationsHuman resource managers may reduce the negative effects of JI by creating a supportive and caring work environment through open communication. They may communicate openly with employees about the challenges the organization is facing, and involve them in planning, decision-making and implementation to mitigate the negative effects of JI. They may also provide training and development opportunities to help employees build their skills and increase their value to the organization.Originality/valueResearch on the behavioral consequences of JI is scant in the hospitality sector. Drawing on job–demand resource theory, this study attempts to fill this gap.

Human talent management and the work performance of employees in a textile company in Comas

This paper addresses the fact that companies in the textile sector are unaware of the value or importance of human talent, which is why shortcomings have been detected in the recruitment process, personnel selection and shortcomings in the application of both training and performance evaluation. Therefore, the main objective is based on determining whether there is a relationship between human talent management and labor performance. Likewise, the methodology used is of a basic type, with a correlational scope, the application of a non-experimental design, a transversal cut, with the choice of the hypothetical deductive method and, to culminate, a survey was used as a technique, in which to collect information a questionnaire was applied to 85 collaborators of the apparel area. In addition, in relation to the results, a Spearman's Rho coefficient of 0,757 was obtained between human talent management and work performance, which means that there is a high positive correlation; likewise, with respect to the degree of significance, a result of <0,001 was obtained, since this means that the null hypothesis is denied and the alter hypothesis is approved, since it is less than 0,005. In summary, based on the result obtained, it can be said that, through the proper management of the talents, an optimal performance will be obtained, fulfilling the expectations expected by the organization

Autistic Employees' Technology-Based Workplace Accommodation Preferences Survey-Preliminary Findings.

There has been an increase in the number of research studies focused on the design of accommodations aimed at improving the well-being and work performance of autistic employees. These accommodations took various forms; some of them were based on modification of management practices, for example, support in the area of effective communication, or involved modifications to the physical working environment aimed at limiting sensory vulnerabilities. Many of these solutions were based on digital technology. This quantitative research aimed to learn about the opinions of the autistic respondents as potential end users and their assessment of the proposed solutions within four main challenge areas: (1) effective communication; (2) time management, task prioritizing, and organization of work; (3) stress management and emotion control; and (4) sensory sensitivities. Respondents gave the highest ratings to solutions aimed at limiting overstimulation and a flexible approach toward working time, support of a job coach, remote work, and support by allowing electronic-mediated communication based on non-direct contact. The results can be the starting point for further research on the highest rated solutions dedicated to improving working conditions and the well-being of autistic employees and can be an inspiration for employers who plan to introduce such solutions.

The Effect of Job Satisfaction and Work Discipline on Employee Performance at BPRS Bhakti Sumekar Sumenep

The bank itself is a financial institution that plays an important role in the economy of a country. The more developed the banking industry, the better the country's economic growth. Bank as a financial institution whose function is to collect and distribute funds to the public in order to increase equity, economic growth and stability. Thus, banks are able to collect and distribute public funds effectively and efficiently towards improving people's living standards. The main objectives of the researchers are (1) to find out whether there is a significant influence on job satisfaction on employee work, (2) to find out whether there is a significant influence on work discipline on employee work, and (3) to find out whether there is a significant effect simultaneously between the two variables namely job satisfaction and work discipline on the work performance of BPRS Bhakti Sumekar Sumenep employees. This research method was conducted using a quantitative approach. The population in this study were all employees of BPRS Bhakti Sumekar Sumenep, totaling 51 employees. In this study the sample technique used was saturated sampling where all members of the population were selected as samples. Data collection in this study was a questionnaire or questionnaire, then testing in analyzing information through classical assumption tests, multiple linear regression tests, and hypothesis testing using SPSS 26 software. positive and significant to employee performance (Y) tcount of 2.974 > ttable 2.00 with a significant value level of 0.238 less than 0.05. While Work Discipline (X2) by t test has a positive and significant effect on Employee Performance (Y) tcount of 4.156 > ttable 2.00 with a significant value level of 0.000 less than 0.05. Simultaneously, having an Fcount value of 30,731 while Ftable is 2.79. Because Fcount > Ftable (30,731 > 2.79) and a significance of 0.000 <0.05. And the magnitude of the job satisfaction variable (X1) and work discipline variable (X2) can be seen from the assessment of other variables outside the model. This value indicates that variations in employee work variables are influenced by job satisfaction (X1) and work discipline (X2).

The Effect of Work Ethics and Work Environment on Employee Performance At The Jakarta Primary Tax Service Gambir Tiga

This research is quantitative, descriptive, and associative type. The population in this study was 70 employees at the Gambir Tiga Jakarta Primary Tax Service Office. The sampling technique in this study is total sampling. With the total sampling technique, a sample of 70 employees was taken at the Gambir Tiga Jakarta Primary Tax Service Office as respondents in this study. The results of this study indicate that: 1) There is an influence of work ethic on employee performance, as evidenced by the count for the X1 variable (Work Ethic) of 13,491, while the value of the t table for n = 70 is 1,994. So t arithmetic> table or 13,491> 1,994, it can be concluded that the Work Ethic variable influences partially the Job Performance of Employees. The coefficient regression value of the. The work ethic variable (X1) to the Employee Job Performance variable (Y) is 0.405. This means that if the Work Ethics variable (X1) rises by 1 unit it will increase the. Employee Job Performance (Y) variable by 0.405, assuming the Work Ethics variable (X1) is considered constant. 2) There is an influence of the work environment on employee work performance, as evidenced by the count for the X2 variable (Work Environment) of 16,862, while the value of the table for n = 70 is 1,994. So tcount>table or 16,862>1,994, it can be concluded that partial Work Environment variables affect Employee Work Performance. The value of the regression coefficient of the Work Environment variable (X2) to the Employee Job Performance variable (Y) is 0.605. This means that if the Work Environment variable (X2) increases by 1 unit, it will increase the Employee Job Performance (Y) variable by 0.605, assuming the Work Environment variable (X2) is considered constant. 3) There is an influence of work ethic and work environment together on employee work performance, as evidenced by the ANOVA or Ftest or Fcount test in the value of 302,319 which is greater than Ftable of 2.74 with a significant level of 0,000 because 0,000 <0.05, so it can be said that the Work Ethics variable (X1) and Work Environment variable (X2) together influence the Employee Performance variable (Y). While the Adjusted R. Square value of 0.900. This shows that 90% of the work ethic and work environment simultaneously (jointly) affect employee work performance, while the remaining 10% is influenced by other factors not examined in this study.

PENGARUH MOTIVASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING DI RS “X”

Hospital "X" is a private type C hospital in Sukabumi City that is committed to providing high-quality health services for patients and their families. This study aims to analyze the impact of work motivation and the work environment on employee performance, with job satisfaction acting as an intervening variable. The research used a quantitative approach and survey method with a sample of 197 permanent employees of "X" Hospital. The data analysis employed a path analysis structural equation model. The study found that work motivation and work environment have a significant positive impact on employee performance, with job satisfaction playing a mediating role. Based on the results, the hospital management can evaluate employee performance and provide appropriate rewards, promotions, and continuing education to improve employee work motivation, job satisfaction, and performance.

How does emotional labor influence restaurant employees’ service quality during COVID-19? The roles of work fatigue and supervisor–subordinate Guanxi

PurposeThis study aims to test the relationship between emotional labor and service quality of the frontline employees of Chinese restaurants during the coronavirus disease pandemic (COVID-19). This study further investigated the mediating role of work fatigue (WF) and the moderating role of supervisor–subordinate Guanxi (SSG).Design/methodology/approachThe authors used a time-lag approach to gather data from a sample of 365 frontline staff members working in Chinese restaurants. All hypotheses were tested using SPSS and AMOS.FindingsFirst, restaurant frontline employees’ deep acting was associated with higher service quality, whereas surface acting leads to lower service quality. Second, WF mediated the relationship between emotional labor and service quality. Third, SSG moderated the impact of emotional labor on WF during COVID-19.Research limitations/implicationsAll variables measured in this study were self-reported by restaurant frontline employees, which may increase the risk of common-method bias. However, this study enriches the literature on emotional labor, WF and SSG during COVID-19.Practical implicationsCOVID-19 has severely affected the hotel, restaurant and catering sector and especially the psychological state and the work performance of frontline employees. Restaurant managers should implement some measures to improve employees’ service quality during COVID-19.Originality/valueThe present findings show that restaurant frontline employees adopted various emotional labor strategies when they were faced with higher than usual job demands and the risk of infection during COVID-19.

PENGARUH BUDAYA ORGANISASI DAN KOMPENSASI TERHADAP PRESTASI KERJA KARYAWAN DENGAN KEMAMPUAN KERJA SEBAGAI VARIABEL MEDIASI (Studi Pada PT Bank Pembangunan Daerah Jawa Timur Tbk Cabang Pamekasan)

This study aims to analyze the influence of organizational culture and compensation on employee performance with work ability as a mediating variable at PT BPD Jawa Timur Tbk Pamekasan branch. This type of research is associative with quantitative approach. Organizational culture has a significant effect on improving employee performance at PT. East Java Regional Development Bank Tbk Pamekasan Branch. Compensation has a significant effect in helping improve employee performance at PT. East Java Regional Development Bank Tbk Pamekasan Branch. Organizational culture has a significant effect on improving work skills at PT. East Java Regional Development Bank Tbk Pamekasan Branch. 4) Compensation has a significant effect on improving work ability at PT. East Java Regional Development Bank Tbk Pamekasan Branch. Work ability has a significant negative effect on improving employee performance at PT. East Java Regional Development Bank Tbk Pamekasan Branch. Organizational culture has a significant negative effect on increasing work ability and work performance of employees of PT. East Java Regional Development Bank Tbk Pamekasan Branch. Compensation has a significant negative effect on increasing work ability and work performance of employees of PT. East Java Regional Development Bank Tbk Pamekasan Branch.

Tác động của mức độ gắn kết đến hiệu suất làm việc và lòng trung thành của nhân viên nhân sự các doanh nghiệp nhỏ và vừa tại TP.HCM

In this article, we investigate how engagement affects the work performance and loyalty of employees in the HR departments of small and medium-sized enterprises (SMEs) located in Ho Chi Minh City (HCMC). To gather data, the authors conducted a survey with 344 individuals working in HR departments at SMEs in HCMC. Using the PLS-SEM model and SmartPLS tool, we conducted a quantitative analysis and found that employee engagement has a positive impact on both work performance and employee loyalty. Furthermore, the results suggest that the working environment, training and development programs, and salary and welfare policies also have a positive impact on employee engagement. According to research, employees tend to become more loyal and productive when they remain with their organization. Out of these variables, the work environment and salary and benefits have the strongest influence on employee loyalty and performance, while training and development have a critical role to play in the long run.

ANALISIS PENGARUH PENDIDIKAN DAN KEMAMPUAN KERJA TERHADAP PENGAWASAN DAN PRESTASI KERJA PEGAWAI BADAN PENDAPATAN, PENGELOLAAN KEUANGAN DAN ASSET DAERAH (BPPKAD) KABUPATEN SUMENEP

The aim of this study is to analyze the effect of education and work ability on supervision and work performance of employees at the Regional Financial and Asset Management Revenue Agency (BPPKAD) Sumenep Regency. The type of research is explanatory research, the approach used is a quantitative approach with a total sample of 86 employees. The results showed that education and work ability partialy had a significant effect on supervision and employee performance at the Regional Revenue, Financial and Asset Management Agency (BPPKAD) of Sumenep Regency.

PENGARUH ETIKA KERJA DAN PENGALAMAN KERJA TERHADAP PRESTASI KERJA PEGAWAI PADA KANTOR SEKRETARIAT DPRD KOTA SIBOLGA

The formulation of the problem in this study is whether work ethics and work experience simultaneously influence the work performance of employees at the Sibolga City DPRD Secretariat Office? The purpose of this study is to find out and analyze whether there is an effect of work ethics and work experience on employee performance at the Sibolga City DPRD Secretariat Office. The hypothesis of this study is that there is an effect of work experience on employee performance at the Sibolga City DPRD Secretariat Office. The population is 108 people and the sample is 52 people.
 The results showed that work ethics and work experience simultaneously affect employee performance, where Fcount (86.578) is greater than Ftable (3.18) and Sig.á (0.000b) is smaller than α 5% (0.005). There is an influence of work ethics on employee performance, where the tcount value of 5.511 is greater than the ttable value of 2.008 or a significant (Sig-t) of 0.000 less than α (0.05). There is the influence of work experience on employee performance, where the tcount value of 2.780 is greater than the ttable value of 2.008 or a significant (Sig-t) of 0.008 less than α (0.05). 77.9% work ethics and work experience can affect employee performance. The positive sign in the multiple linear regression equation, namely Y = 4.825 + 0.552X1 + 0.314X2 indicates that employee performance will increase if work ethics and work experience are good.

Effect of Merit System and Work Achievement on Employee Competence at PT Purnatarum Murni Rahayu Bandung

Purnatarum Murni Rahayu is engaged in providing Liquid Petroleum Gas (LPG) services for the Greater Bandung area, as a company that functions as storage, the employees are required to have good competence, this is related to employee performance and employee recruitment planning. This study aims to determine whether the merit system variable has a significant effect on employee competence and whether work performance has a significant effect on employee competence. The research method used is descriptive, verification, namely by describing each variable and testing the three variables with a quantitative (statistical) approach which is then analyzed and compared with existing theories and problems to conclude. Simultaneously the magnitude of the effect of the merit system and work performance is 67.4% on competence while other factors are not examined (epsilon) but affect competence at 33.6%. The results of the study which are based on the partial hypothesis state that the merit system and work performance variables can be detected from the magnitude of the influence of each factor consisting of the merit system factor (X1of32.1%, work performance factor (X235) of,5%, to the competence of employees at PT. Purnatarum Murni Rahayu. This study concludes that the merit system has an effect on employee competence and work performance has a more dominant influence on employee competence than the merit system

The Influence of the Motivational Factors on Work Performance

The employee motivation at the organizational level is naturally quantified in achieving performance goals. In this paper are studied the motivational factors from the perspective of employee work performance reflected, vertically, in the organizational performance and further in the macroeconomic performance. Using an empirical study in which the observed data were obtained through a survey conducted in this year among the Romanian employees, in this paper we validate three hypotheses that establish the association of employee performance, on the one hand with proactive personality traits and on the other hand with certain motivational factors. As well, we highlight some managerial implications that can contribute to increasing workplace performance by using of appropriate motivational factors.

Pengaruh Tingkat Pendidikan dan Pelatihan terhadap Prestasi Kerja Karyawan Hotel Mauve Palembang

The intention of this study is to analyze the effect of the level of education and training on the work performance of hotel employees Mauve Palembang. The sample was collected by the saturated sample technique. Data of 43 respondents was collected through documentation and questionnaires. This study implements multiple linear regression method to analyze the data. The results of the investigation prove that in part, both the level of education and training have a significant positive effect on employee performance. This fact is useful for Hotel Mauve Palembang. To improve employee performance, the company must consider the level of education and training factors together.

THE EFFECT OF TRAINING AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT EDUCATIONAL INSTITUTIONS IN BANDUNG

The purpose of this study was to determine the effect of training and work discipline on employee performance at educational institutions in the city of Bandung. Job training and work discipline are the main factors that are thought to have a positive effect on work performance at companies in general. However, does the same thing happen to non-profit organizations such as educational institutions? Samples were taken from non-educator employees at educational institutions in Bandung, as many as 59 respondents through a questionnaire. The results of this study indicate that training and work discipline simultaneously have a significant effect on employee performance at educational institutions in Bandung. In addition, work discipline partially has a significant effect on work performance, but partially training does not have a significant effect on the work performance of non-educator employees at educational institutions in Bandung.

ANALISIS PERAN PERSON JOB-FIT TERHADAP HUMAN RESOURCES DEVELOPMENT PRACTICES DALAM MENINGKATKAN EMPLOYEE JOB PERFORMANCE

This study aims to analyze the moderating role of person-job fit in HRD Practices and employee work performance. We used a qualitative method with in-depth interviews with ten managers from 4 coal mining service companies in Indonesia. Respondents have more than five years of work experience in the field of Human Resource Development and Training. The findings show that HRDP improves employee performance. The moderating role of personal-job fit will strengthen HRDP in improving employee performance.

Work from Home and Employees Work Performance: A Study of Academicians

Work from Home and Employees Work Performance: A Study of Academicians

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.