Employees Of Company Research Articles

The Impact of Transformational Leadership on the Performance of Employees in Egyptian Tourism Companies (Category A)

The Impact of Transformational Leadership on the Performance of Employees in Egyptian Tourism Companies (Category A)

Analysis Of The Influence Of Job Satisfaction, Work Discipline And Organizational Culture On Performance Of State Civil Apparatus In Ministry Offices

With job satisfaction acting as an intervening variable, the purpose of this study is to ascertain if corporate culture and work discipline have an impact on employee performance. All of the participants in this study are employees. Saturated sampling or complete sampling are the sampling criteria used in this study. There were 100 samples used in this investigation. This kind of study data is included in quantitative data. Literature reviews, questionnaires, and interviews were employed by researchers. The existence of a link between latent variables and the indicators that make them up is known as the measurement model. The instrument's validity and dependability are evaluated using this model. A model that links apparent and latent variables is called the structural model. We use R2 as the dependent construct in PLS to assess inner capital. T-statistics and Patrial Least Square (PLS) were utilized in this study's data analysis. These conclusions can be drawn from the data analysis results: Job satisfaction and organizational culture characteristics are unaffected. The work discipline variable has an impact on job satisfaction. There is a relationship between employee performance and organizational culture. Employee performance is impacted by the work discipline variable. Employee performance and job satisfaction are impacted. Through work happiness, there is a relationship between company culture and employee performance. Workplace discipline affects employee performance through job satisfaction.

Motivational Dynamics as Mediation: The Influence of Leadership and Organizational Culture on Employee Performance

This research was conducted to examine things that influence the influence of leadership and organizational culture on employee performance through motivation as an intervening mediation in banking companies. The type of research used in this research is quantitative research with the population and sample in this research being company employees totaling 65 respondents. The results of the research show that leadership and work culture do not have a positive and significant direct influence, while leadership and work culture have a positive and significant direct influence, and motivation has a positive and significant direct influence, as well as the indirect influence of leadership and work culture on performance. through motivation it has a positive influence and motivation is full mediation. Therefore, seeing the importance of motivation as mediation, companies must always pay attention to employees in providing direct and indirect allowance facilities.

Dynamics of Employee Performance: The Influence of Compensation and Organizational Culture Through Motivation as a Mediator at PT Mana Jaya Makmur Mojokerto

The aim of this research is to examine the influence of compensation and organizational culture on employee performance with motivation as a mediating variable at PT Mana Jaya Makmur Mojokerto. The type of research used in this research is quantitative research with the population and sample in this research being company employees totaling 300 respondents. The results of the research show that compensation does not have a positive and significant effect on employee performance, organizational culture has a positive and significant effect on employee performance, compensation and organizational culture have a positive and significant effect on motivation, and motivation has a positive and significant effect, while the effect is indirect. Compensation for organizational performance through motivation and motivation can function as a full mediation considering that the indirect influence is greater than direct care, but work culture on employee performance does not require motivation as a mediator because the direct influence is greater, so it is very important to pay attention to the need for existing motivation. provided and increased through allowances.

ТЕОРЕТИКО-МЕТОДОЛОГІЧНІ ЗАСАДИ ВИВЧЕННЯ СОЦІАЛЬНОГО ПІДПРИЄМНИЦТВА

The article examines the essence and historical development of social entrepreneurship to solve and mitigate social problems, proposes its functions, and outlines the differences between social entrepreneurship and socially responsible business. It is proposed to distinguish the following functions of social entrepreneurship: social function, economic function, innovative function, mobilizing function, and motivational function. The five components of social responsibility of business are summarized: a responsible producer, a responsible employer, a responsible participant in social relations, a responsible participant in economic and political relations with the state, and a responsible business partner, and the essence of each of them is revealed. Several advantages arising from the implementation of social responsibility are emphasized, among them: increasing the reputation of the organization as socially active, increasing the level of public trust in the activities of the organization and its products, increasing the professionalism of the company, and preserving the personnel potential; increase in the level of loyalty of the company's employees; creation of a safe environment for the operation and development of the company; compliance with global standards of business activity; formation of partnership and trusting relations with the authorities, public sector and mass media. The difference between social entrepreneurship and the social responsibility of business is substantiated. It is noted that the social responsibility of business is expressed in the implementation of the main activity of the enterprise, taking into account social and environmental aspects. In contrast, social entrepreneurship's social goal is the basis of its existence. The main goal of socially responsible enterprises is to make a profit, and for social enterprises, it is to solve social problems with the help of the obtained profit. In addition, the percentage of profit spent on social goals within the social responsibility framework can vary within individual decisions or commitments. In contrast, this percentage is clearly defined and fixed in social enterprises.

독일에서 직무발명 보상의 산정 및 그 기준

In Germany, company employees who make invention during the term of their employment, so-called “service inventions”, are subject to the German Act on Employee Inventions, which regulates the rights and obligations of both employees and employers. There are statutory guidelines as to the amount of compensation the inventor should be paid. The compensation due to the inventor is based on the standard formula V = E x A, where V is the annual compensation, E is the so-called “invention value”, and A is the so-called employer’s “share factor” in the invention. First of all the invention value E is calculated. Generally this is assessed using the licence analogy. Secondly, the so-called share factor A is decided on a points’ basis. Points are awarded according to the circumstances surrounging the task which led to the invention, how the problem was solved, and the employee’s tasks and position in the company.

Language attitudes toward Global Englishes: Is Thai accented English our identity?

This study examines language attitudes toward Global Englishes (GE) among employees of multinational companies in Thailand’s Chonburi and Rayong provinces. Sequential mixed-method research is applied. The survey questionnaires were first distributed and a total of 120 participants responded. The participants were employees in multinational companies and used English as their primary working language. The analysis of questionnaires revealed a prevailing inclination towards native speakerism while acknowledging the importance of GE in the global workplace. Participants demonstrated proficiency in communicating with both native and non-native English speakers. An in-depth interview approach is used with 10 informants for confirming or disconfirming the survey results. However, interviews highlight a complex attitude towards GE, particularly among high-ranking individuals who strongly adhere to standard English ideology. Nonetheless, a significant number of participants recommended introducing GE concepts to Thai students as a valuable step towards familiarizing them with diverse English varieties. This recognition of the need to prepare the next generation for a globalized world is encouraging. The prevalence of native speakerism underscores the urgency of addressing language attitudes and promoting linguistic inclusivity within the global workplace. By fostering on cultural awareness and embracing linguistic diversity, we can create a more inclusive environment that appreciates and values different English accents and expressions. This study highlights the ongoing importance of these efforts in promoting a comprehensive understanding of GE and nurturing a global mindset among individuals and institutions alike.

THE EFFECT OF WORK FLEXIBILITY ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION AS MEDIATION IN A LOGISTICS COMPANY

This study was conducted to explore the effect of work flexibility on employee performance with job satisfaction as mediation. This research is expected to contribute positively to the science of organizational management and company management. This study used a survey method with questionnaires as a data collection tool, which was distributed online and offline to mechanical and driver employees of logistics service companies in the city and regency of Tangerang. The study will be conducted in January 2023. The data was processed using the Path Analysis method which used regression 2 times. Respondent selection using purposive sampling method. The results showed that there was a significant relationship between Job Flexibility and employee performance, both directly and through mediating variables of job satisfaction. This can be seen from the correlation coefficient of 0.732 which means that the Independent Variables of Work Flexibility and Job Satisfaction have a strong relationship with the dependent variable of Employee Performance .

ASIMETRI INFORMASI DALAM MEMODERASI PENGARUH KESESUAIAN KOMPENSASI, MORALITAS MANAJEMEN, DAN ETIKA KEPEMIMPINAN TERHADAP KECENDERUNGAN KECURANGAN AKUNTANSI

This study aims to analyze the effect of suitability of compensation, management morality, leadership ethics, on the tendency of accounting fraud with information asymmetry as a moderating variable. The population in this study are employees of companies located in the Greater Jakarta area. The technique used in sampling is to use purposive sampling with the criteria of employees working in the accounting field, having worked for more than one year and participating in preparing the company's financial statements. Data collection in this study was carried out using a questionnaire. This study uses the SPSS program assisted by MS Excel as an analytical tool. The research results show that the appropriateness of compensation does not affect the tendency of accounting fraud, management morality has a negative effect on the tendency of accounting fraud, ethical leadership has no effect on the tendency of accounting fraud, information asymmetry does not weaken the effect of appropriateness of compensation on the tendency of accounting fraud, information asymmetry can weaken the effect of management morality on accounting fraud tendencies, and information asymmetry cannot weaken the influence of ethical leadership on accounting fraud tendencies.

A Study on the Relationship Between Motivation and Job Satisfaction on Employee Performance among Employees at Telco Company in Beijing, China

This research investigates the intricate interplay between motivation, job satisfaction, and employee performance within the telecommunications (telco) industry in Beijing, China. Recognizing the pivotal role that motivated and satisfied employees play in enhancing organizational productivity, this study aims to shed light on the specific dynamics influencing employee performance in the context of telco companies. The research employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather comprehensive data from employees across various telco companies in Beijing. The study examines motivational factors, such as intrinsic and extrinsic motivators, job design, and recognition, and their impact on individual and collective job satisfaction levels. By exploring how satisfied employees are with their work environment, relationships with colleagues, and opportunities for growth, the study aims to unveil the nuanced ways in which job satisfaction influences the overall performance of telco company employees. The findings of this research are expected to contribute valuable insights to both academia and the telco industry in Beijing. Understanding the specific motivational drivers that lead to enhanced job satisfaction and subsequently improved employee performance can guide human resource management strategies. Telco companies can use this knowledge to tailor motivational and job satisfaction initiatives, ultimately fostering a more engaged and productive workforce. In conclusion, this study seeks to bridge the existing gap in understanding the relationship between motivation, job satisfaction, and employee performance within the unique context of telco companies in Beijing, China. The results will provide a foundation for future research and serve as a practical guide for organizations aiming to optimize their workforce dynamics in a rapidly evolving industry.

The effect of entrepreneurial intention, innovation, and perceived creative behavior on entrepreneurship: Government support is a mediating variable

The study aims to know the direct impact of entrepreneurial intention, innovation, perceived creative behavior, and government influence on entrepreneurship. The study aims to know the indirect effect of entrepreneurial intention, innovation, and perceived creative behavior on entrepreneurship when using government support as a mediator. Data were collected through questionnaires for 140 employees in industrial companies in the Kingdom of Saudi Arabia, which were conducted for two months in some industrial companies in the private sector in the Kingdom of Saudi Arabia. This study uses structural equation model analysis from the Partial Least Squares program through the Smart Plus 4 programs. Through the analysis, we conclude that entrepreneurial intention positively and directly affects entrepreneurship. The study also showed that “entrepreneurial intention does not positively and directly affect Government support, but the relationship between entrepreneurial intention and government support is positive. The study showed that government support does not directly and positively affect entrepreneurship, and that the relationship between government support and entrepreneurship is negative. Through analysis, the study showed that innovation does not directly and positively affect entrepreneurship, and that the relationship between innovation and entrepreneurship is positive. The study showed that innovation positively and directly affects government support, and that the relationship between innovation and government support is positive. Through analysis, the study showed that perceived creative behavior positively and directly affects entrepreneurship, and that the relationship between perceived creative behavior and entrepreneurship is positive. Through analysis, the study showed that perceived creative behavior positively and directly affects government support, and that the relationship between creative behavior and government support is positive.

Gambaran Pelaksanaan Performance Appraisal (PA) Di PT Pelindo Husada Citra

Every job given to employees will be seen through employee performance. Basically employee performance is a result of work produced by an employee interpreted to achieve the expected goals. Of course, every company wants employees who have performance according to the standards set by the previous company or even exceed them. For this reason, an important activity of human resource management is needed, one of which is performance appraisal. Performance appraisal is needed to determine the results or level of success of employees. This study aims to describe the implementation of Performance Appraisal (PA) at PT Pelindo Husada Citra. This study uses a descriptive method by conducting interviews with key informants to see an overview of the implementation of Performance Appraisal (PA) at PT Pelindo Husada Citra. The results of this study show an overview of the implementation of Performance Appraisal at PT Pelindo Husada Citra when viewed from the management function, namely planning, organizing, actuating and controlling. PT Pelindo Husada Citra carried out Performance Appraisal (PA) activities well. If viewed from the management function, all criteria from the management function can describe the implementation of Performance Appraisal (PA) at PT Pelindo Husada Citra. This research is expected to be able to provide insight as material for management considerations for decision making in the process of implementing Performance Appraisal (PA).

THE STUDY OF THE IMPACT OF ORGANIZATIONAL CULTURE AND INNOVATION STRATEGY ON BUSINESS PERFORMANCE OF ENTERPRISES

This study constructed a core conceptual framework by introducing the following demographic variables: gender and age, organizational culture, innovation strategy, and business performance. Attempting to analyze the differences in the mean values of the respondents' perceptions of the demographic variable groupings in each variable of organizational culture, innovation strategy, and business performance and the influence of the independent variables on the dependent variables, this study proposes research hypotheses and takes the case of the working employees of Company A. In the overall study of the working employees, a survey and research are carried out using the snowball sampling method. A total of 450 questionnaires are distributed in the study. Questionnaires were distributed, and 400 questionnaires were returned, of which 389 were valid.
 This study finds the specific embodiment of the company's organizational culture, innovation strategy, etc. in the subsequent development and change of the actual business performance. This study provides a reference basis for subsequent research by scholars, discusses the improvement and enhancement of future corporate management methods, and provides an outlook and suggestions for future related research.

Efektivitas smart leadership untuk meningkatkan kepemimpinan transformasional pegawai perusahaan retail

Leaders are symbols, role models, drivers and sources of influence, who can direct various activities and resources to achieve their goals. The ability to unite various human individuals formed in a group is a difficulty in itself, and one of the main tasks for a leader. The characteristics of effective leadership are leaders who can encourage their subordinates to carry out their responsibilities more than they expect, which is called transformational leadership. This research aims to measure the effectiveness of smart leadership training to improve transformational leadership in retail company employees. The research method used in this research is one group pre-test and post-test. The results of research analysis based on the Paired Sample T-Test, obtained a T value of -3.326 with a significance of 0.002 (p<0.05). This means that there is a significant difference between the transformational leadership of employees before and after being given Smart Leadership training. The results of this research can bring about changes in leadership styles that are more effective for supervisory level employees in retail companies so that they can be aligned with the company's goals.

Emotion as a state/trait and loneliness of employees at work in multinationals in Constanta and Bucharest

In the era of globalization, multinational companies have become an important part of the economic landscape. bringing with them diversity and challenges specific to the business environment in cities such as Bucharest and provincial cities. In this psychological study, we explore the impact of loneliness at work and emotions as a state and trait on employees in multinational companies, comparing the experiences in Bucharest with those in smaller Romanian cities, such as Constanta.The sample used consisted of 60 subjects, namely 30 male and 30 female, 30 from each city (Bucharest and Constanta).The samples with which we conducted the investigation are the loneliness at work scale and the state-trait emotion measurement questionnaire. The research hypotheses were:H1. It is presumed that loneliness at work is more pronounced among multinational employees in Bucharest than in Constanta; H2. Emotion as a state/trait is presumed to be more pronounced in employees of multinationals in Bucharest than in those in Constanta; H3. Emotion as a state/trait is presumed to be related to loneliness at work.The aim was to identify these aspects, providing useful information for improving the mental and relational well-being of employees in this work environment.

SELF-COMPASSION AND PSYCHOLOGICAL WELL-BEING AMONG EMPLOYEES IN COMPANIES IMPLEMENTING LAYOFFS

The COVID-19 pandemic has led to mass layoffs in companies worldwide, including Indonesia, which has been further exacerbated by the global recession in 2023. These mass layoffs not only impact the mental well-being of affected employees but also the psychological state of those still employed in related companies. Previous studies have shown that the uncertain employment situation creates feelings of worry, demotivation, difficulty sleeping, and unexplained anger. This study focuses on the importance of self-compassion, which encourages individuals to accept their imperfections and negative emotions without drowning in them. The research using Spearman’s correlation, conducted in Jakarta with a sample size of 101 active employees whose companies have recently carried out mass layoffs, found a significant positive relationship between self-compassion and psychological well-being of employees in companies that have terminated employment (r = 0.821, p < 0.05). The study suggests that self-compassion can be an adaptive strategy to promote well-being and positive psychological functioning during difficult times. Further research could explore different data collection techniques and study subjects.

Influence of Transformational Leadership, Organizational Commitment, and Work Engagement on Employee Performance: A Comprehensive Study

Purpose: The purpose of this study is to investigate the influence of transformational leadership on organizational commitment, work engagement, and employee performance within the context of the Indian IT Companies. The study aims to understand the direct and indirect effects of transformational leadership and identify key factors contributing to enhanced employee performance.
 Study Design/Methodology/Approach: The study adopts a quantitative approach, utilizing survey data collected from 225 permanent employees of Indian IT Companies. The research employs SPSS for data analysis. The survey instruments are designed to measure transformational leadership, organizational commitment, work engagement, and employee performance. The study employs descriptive statistics to analyze the relationships among these variables.
 Findings: Transformational leadership demonstrates a direct and significant positive impact on employee performance. The influence of transformational leadership on employee performance is further strengthened through increased work engagement. Surprisingly, organizational commitment does not have a direct effect on employee performance in this context.
 Originality/Value: This study contributes to the existing literature by highlighting the specific dimensions of transformational leadership that significantly impact employee performance within the Indian IT Companies. The emphasis on the idealized influence dimension underscores the importance of trust-building in leadership. The findings provide valuable insights for organizational leaders seeking to enhance employee performance through effective leadership strategies, particularly in the context of the Indian IT Companies.

Mental Health Counseling From Conversational Content With Transformer-Based Machine Learning

Use of asynchronous text-based counseling is rapidly growing as an easy-to-access approach to behavioral health care. Similar to in-person treatment, it is challenging to reliably assess as measures of process and content do not scale. To use machine learning to evaluate clinical content and client-reported outcomes in a large sample of text-based counseling episodes of care. In this quality improvement study, participants received text-based counseling between 2014 and 2019; data analysis was conducted from September 22, 2022, to November 28, 2023. The deidentified content of messages was retained as a part of ongoing quality assurance. Treatment was asynchronous text-based counseling via an online and mobile therapy app (Talkspace). Therapists were licensed to provide mental health treatment and were either independent contractors or employees of the product company. Participants were self-referred via online sign-up and received services via their insurance or self-pay and were assigned a diagnosis from their health care professional. All clients received counseling services from a licensed mental health clinician. The primary outcomes were client engagement in counseling (number of weeks), treatment satisfaction, and changes in client symptoms, measured via the 8-item version of Patient Health Questionnaire (PHQ-8). A previously trained, transformer-based, deep learning model automatically categorized messages into types of therapist interventions and summaries of clinical content. The total sample included 166 644 clients treated by 4973 therapists (20 600 274 messages). Participating clients were predominantly female (75.23%), aged 26 to 35 years (55.4%), single (37.88%), earned a bachelor's degree (59.13%), and were White (61.8%). There was substantial variability in intervention use and treatment content across therapists. A series of mixed-effects regressions indicated that collectively, interventions and clinical content were associated with key outcomes: engagement (multiple R = 0.43), satisfaction (multiple R = 0.46), and change in PHQ-8 score (multiple R = 0.13). This quality improvement study found associations between therapist interventions, clinical content, and client-reported outcomes. Consistent with traditional forms of counseling, higher amounts of supportive counseling were associated with improved outcomes. These findings suggest that machine learning-based evaluations of content may increase the scale and specificity of psychotherapy research.

Pengaruh Sistem Informasi Akuntansi, Partisipasi Penyusunan Anggaran dan Pengendalian Internal Terhadap Kinerja Manajerial pada Perumda Air Minum Tirta Tamiang Kabupaten Aceh Tamiang

This research aims to determine the influence of accounting information systems, budget preparation participation, and internal control on managerial performance at Perumda Air Minum Tirta Tamiang, Aceh Tamiang Regency. The type of research carried out is causal associative research. This research was conducted on company employees using a purposive sampling technique, with a total sample of 35 people. The data collection technique was obtained through a questionnaire which was measured using a Likert scale and statistically processed with the help of SPSS version 27.00 For Windows. Data analysis techniques use descriptive statistical tests, data quality tests, classical assumption tests, multiple linear regression analysis, hypothesis tests and coefficient of determination tests. The research results show that partially the accounting information system, participation in budget preparation, and internal control have a positive and significant effect on managerial performance. Simultaneously accounting information systems, participation in budgeting and internal control have a positive and significant effect on managerial performance.

Analisis Organizational Citizenship Behavior (OCB) dan Work-Life Balance dalam Meningkatkan Kinerja Karyawan Generasi Z di PT Galang Tinggi Raya

Every company expects optimal employee performance to support the achievement of the company's main goals. This research aims to explore the impact of Organizational Citizenship Behavior (OCB) and Work-Life Balance on improving the performance of Generation Z employees at PT Galang Tinggi Raya. In addition, this research identifies supporting and inhibiting factors in improving the performance of Generation Z employees at PT Galang Tinggi Raya. This research involved a sample of 5 employees from PT Galang Tinggi Raya. The main approach in data collection is interviews as the primary method. The research results show that the implementation of OCB at PT Galang Tinggi Raya, especially in the aspect of Altruism (providing voluntary assistance to colleagues), has gone well. It was found that providing help to coworkers, both regarding tasks and personal problems, contributed positively to employee performance.