Work Environment For Employees Research Articles

“My colleague is a robot” – exploring frontline employees' willingness to work with collaborative service robots

PurposeAs service robots increasingly interact with customers at the service encounter, they will inevitably become an integral part of employee's work environment. This research investigates frontline employee's perceptions of collaborative service robots (CSR) and introduces a new framework, willingness to collaborate (WTC), to better understand employee–robot interactions in the workplace.Design/methodology/approachDrawing on appraisal theory, this study employed an exploratory research approach to investigate frontline employees' cognitive appraisal of service robots and their WTC with their nonhuman counterparts in service contexts. Data collection consisted of 36 qualitative problem-centered interviews. Following an iterative thematic analysis, the authors introduce a research framework of frontline employees' WTC with service robots.FindingsFirst, this study demonstrates that the interaction between frontline employees and service robots is a multistage appraisal process based on adoption-related perceptions. Second, it identifies important attributes across three categories (employee, robot and job attributes) that provide a foundation to understand the appraisal of CSRs. Third, it presents four employee personas (supporter, embracer, resister and saboteur) that provide a differentiated perspective of how service employee–robot collaboration may differ.Practical implicationsThe article identifies important factors that enable and restrict frontline service employees' (FSEs’) WTC with robots.Originality/valueThis is the first paper that investigates the appraisal of CSRs from the perspective of frontline employees. The research contributes to the limited research on human–robot collaboration and expands existing technology acceptance models that fall short to explain post-adoptive coping behavior of service employees in response to service robots in the workplace.

EVALUATION OF SATISFACTION LEVEL AMONG EMPLOYEES OF HAYDOM INSTITUTE OF HEALTH SCIENCES (HIHS)

This mini survey is aiming at collecting communal idea and feeling of employees towards their institute and operational modes of different modalities. Through the result from this survey, the management may make conform of the issues suggested by participants basing on the institute existing situation. The survey contemplated on the evaluating level of employees’ job satisfaction. All professional employees were invited to participate in the survey and the data was conveniently collected from 22 participants through structured questionnaire (Likert scale). The main areas addressed in the survey were employee job recognition, employee work environment, salary and wages, employee supervision at work. The results from the survey indicate that majority(86%) of the employees are satisfied with the manner they are recognized by the institute management. Most of the employees were satisfied with working environment. However, majority (82%) were dissatisfied with amount of salary and wages paid for their work. The survey team recommends the institute management to maintain admirable those areas with high level of satisfaction and take action for those areas with low satisfaction. However, large survey may be needed to observe other areas of satisfaction and dissatisfaction. KEY WORDS: Employees Job Satisfaction Level

Pengaruh Budaya Organisasi Dan Lingkungan Kerja Terhadap Kinerja Pegawai Pada Dinas Pendidikan, Pemuda Dan Olahraga (Disdikpora) Kabupaten Karawang

This study aims to determine the partial and simultaneous influence between organizational culture, employee work environment on the performance of the employees of the Department of Education, Youth and Sports (DISDIKPORA), Karawang Regency. The method used in this research is descriptive and verification methods. The population in this study were 267 employees of the Office of Education, Youth and Sports (DISDIKPORA) Karawang Regency. The sample used in this study amounted to 157 employees. The sampling technique used in this study is a simple random sampling technique. The results showed that there was a partial influence of 28.2% between Organizational Culture on employee performance and there was a partial influence between the work environment and employee performance by 19.3%. Meanwhile, the simultaneous influence between organizational culture and work environment on employee performance is 47.5% and the influence of other variables outside the model is 52.5%. 47.5%. 
 Keywords: Organizational Culture, Work Environment, Employee Performance.

The Role of Compensation as a Determinant of Employee Performance and Employee Job Satisfaction: A Study in PT Bank Rakyat Indonesia (Persero) Tbk.

This paper conducts a more in-depth study of employee performance to connect with compensation and job satisfaction and the work environment of employees in PT Bank Rakyat Indonesia (Persero) Tbk. (BRI). This research was conducted at PT Bank Rakyat Indonesia (Persero) Tbk. operating in Indonesia. The research population was all employees of the Branch Offices of PT Bank Rakyat Indonesia (Persero) Tbk. spread over in Sumatera, Jawa, Kalimantan, Sulawesi, Bali and Jayapura. The sample was collected using Proportional Random Sampling Stratified from six locations spread throughout Indonesia. Considering the wide area, the sampling technique is adjusted to the area, so sampling is based on the island as a sub-population. The sample of this study was 212 employees. This amount has met the minimum sampling requirements if using the Generalised Structural Component Analysis (GSCA) method. Compensation does not directly affect employee performance. Working environment directly influences the employee performance in PT Bank Rakyat Indonesia (Persero) Tbk. There is an influence of compensation and working environment on job satisfaction and employee performance in PT Bank Rakyat Indonesia (Persero) Tbk. The leader of PT Bank Rakyat Indonesia (Persero) Tbk. should improve employees’ performance by taking into account the improvement of compensation which includes the suitability of wages and salaries, incentives, benefits and facilities with their performance.

Analisis Faktor-Faktor Yang Mempengaruhi Kinerja Karyawan Pada Pt. Japfa Comfeed Indonesia,Tbk. Lampung Tengah

This study aims to determine the effect of compensation, work ability and work environment together on employee performance at PT. Japfa Comfeed Indonesia, Tbk. Central Lampung. This type of research is quantitative research. Data obtained from the results of a questionnaire given to 28 respondents, namely employees of PT. Japfa Comfeed Indonesia, Tbk. Central Lampung. The analysis technique used is Data Requirements Testing, Analysis Requirements Testing and Hypothesis Testing. The results of this study indicate that the Compensation Variable (X1) has a value of t count (4.040) greater than t table (2.013) or it can be seen from the significance value of 0.000 <a = 0.05. Therefore, H0 is rejected and H1 is accepted, so the compensation variable (X1) has a positive and significant effect on employee performance (Y). Providing satisfactory compensation will make employees excited and enthusiastic at work. This of course will give a better performance effect. Workability variable (X2) has a value of t (2.830) greater than t table (2.013) or can be seen from the significance value of 0.001 <a = 0.05. Therefore, Ho is rejected and H2 is accepted, so that Job Ability has a positive and significant effect on employee performance. When employees are responsive in doing the work they are assigned to, it will have an impact on the resulting performance in accordance with company standards. Work Environment variable (X3) has a value of t (2.218) greater than t table (2.013) or it can be seen from the significance value of 0.028 <a = 0.05. Therefore, Ho is rejected and H3 is accepted, so the Work Environment (X3) has a positive and significant effect on employee performance (Y). The better and conducive the employee's work environment is, the greater the work comfort you will get.
 
 Keywords: compensation, work ability and work environment, employee performance

How work engagement relates to performance and absenteeism: a meta-analysis

ABSTRACT Both researchers and practitioners agree that having highly engaged employees results in individuals and organizations reaping various positive consequences related to performance and absenteeism. However, available research syntheses date from the early years of this line of research, thus cover only a small fraction (under 10%) of the available studies. The present meta-analysis updates the results of work engagement and its three facets (vigour, dedication, and absorption) on task performance and includes a substantial number of studies on absenteeism with separate analyses of longitudinal studies. A total of 179 unique correlations representing an overall sample size of N = 139,182 was examined, confirming and enhancing a positive association between work engagement and task performance (ρ = .483) and a negative association between work engagement and absenteeism (ρ = −.171). The three facets of engagement had similar effects on performance, but only vigour and dedication correlated significantly negatively with absenteeism. Work engagement is linked positively to future task performance and negatively to future absenteeism. The influence of several methodical moderators is examined. Finally, we discuss how these findings can inform research and practice in order to contribute to a more effective and healthy work environment for employees.

The physical, emotional and behavioral symptoms of health problems among employees before and during the COVID-19 epidemic

PurposeThe coronavirus disease 2019 (COVID-19) epidemic has caused stress for everyone and impacted the lives of people globally. Such stress increases troubles for the employees. Therefore, the aim of the paper is to identify symptoms of health problems that employees face during the COVID-19 epidemic. Also, the aim of the paper is to examine if there are statistically significant differences in the physical, emotional and behavioral symptoms of health problems among employees before the COVID-19 epidemic and employees during the COVID-19 epidemic.Design/methodology/approachThe research is based on a survey of 950 employees in Slovenian companies. The factor analysis and the t-test for two independent samples were used to test the hypotheses of the research.FindingsThe results show that physical, emotional and behavioral symptoms of health problems of employees during the COVID-19 epidemic are intensified as compared to the before COVID-19 epidemic era.Originality/valueThe results highlight the measures with which companies can reduce the problem of different symptoms of employees during the COVID-19 epidemic. The results can be useful for employers and for managers who want to create an adequate working environment for employees during the COVID-19 epidemic.

MOTIVASI DAN DISIPLIN KERJA PENGARUHNYA TERHADAP KINERJA PEGAWAI KANTOR REGIONAL X BADAN KEPEGAWAIAN NEGARA DENPASAR MELALUI LINGKUNGAN KERJA SEBAGAI VARIABEL INTERVENING

Human resource management should build disciplinary behaviour for employees who compete competitively in the current era of globalization. Besides, with the existence of human resource management, it is expected that they have to create the best performance for companies that want to advance or develop, so they are required to have quality employees. The purpose of this study was to analyses the influence between motivation and work discipline on employee performance at the Regional Office X Denpasar State Civil Service Agency through the work environment as an intervening variable. The type of data used in this study is qualitative data and quantitative data, with data sources namely data. primary and secondary. The data collection method was carried out by distributing questionnaires to respondents, while the data analysis method in this study used Partial Least Square (PLS) with Smart PLS version 3.2.9. The results of this study indicate that motivation has a positive but insignificant effect on employee performance, work discipline has a positive but insignificant effect on employee performance, motivation has a positive and significant effect on the employee work environment, work discipline has a positive and significant effect on the employee work environment, work environment. positive and significant effect on employee performance. Furthermore, motivation has a positive but not significant effect on performance through the work environment of employees, work discipline has a positive and significant effect on performance through the work environment of the employees of Regional Office X Denpasar State Civil Service Agency.

Evaluating the Conducive Work Environment of Employees with Disability: An Empirical Study in Ahmedabad and Gandhinagar Districts, India

To explore the relevance of variables, such as accessibility, treatment and satisfaction, with work of employees with disability through statistical tests, the article aims to highlight the divide between employees with disability and non-disability. The authors derive the data through a primary survey from employees of government organisations in the Ahmedabad and Gandhinagar districts of the state of Gujarat, India. The employees consisted of both employees with disability and fellow employees (non-disabled). Primary data were collected from 128 respondents by the survey method through a questionnaire. A worrisome divide is found between the accessibility levels of employees with disability and non-disability. Through responses from employers, we find they are equally satisfied with work of both employees with disability and non-disability. However, there still exists significant mean rank difference in variables, like financial benefits and promotional policy, and treatment at the workplace, with non-disabled employees having a higher mean value.

The importance of psychological contracts for safe work during pandemics

[...]we propose psychological contracts, specifically in relation to workplace health and safety (Rousseau, 1989;Walker & Hutton, 2006), as an area warranting greater attention at this time from researchers and practitioners alike. According to recent prepandemic estimates, 10% of workers in the United States are exposed at work to disease or infection more than once per week and 18.4% are exposed more than once per month (Barker etal., 2020). [...]it is estimated that pandemic disease exposure may be greater at work than elsewhere, which has implications for disease transmission to workers and communities alike. [...]although federal, state, and local authorities have issued a variety of pandemic-related guidelines and legal responsibilities for employers toward creating safe work environments for employees, especially those at higher risk of infection, there is also considerable complexity to these guidelines.

The Influence of Leadership and Work Environment on Organizational Commitment and Employee Performance of PT. Bank Mega, Tbk Regional Makassar during the Covid-19 pandemic

This study aims to determine the influence of leadership and work environment on organizational commitment and employee performance at PT Bank Mega, Tbk Regional Makassar during the Covid-19 pandemic. This research was conducted at Bank Mega Regional Makassar by taking information from permanent employees who have worked for more than 3 (three) years using a questionnaire, with a total sample of 158 employees. The data were analyzed using a quantitative approach and processed using the SPSS version 22 application. The results of this study indicate that leadership has no significant effect on employee performance during the Covid-19 pandemic, in contrast to the work environment and organizational commitment which have a significant effect on employee performance during the Covid pandemic. -19. This shows that during the Covid-19 pandemic, companies should pay more attention to the quality of the employee's work environment and focus on the process of increasing employee organizational commitment to the company.

Institutional monitoring and litigation risk: Evidence from employee disputes

AbstractIn this article, we investigate how institutional investors help mitigate business‐related risks in a corporate environment. Using a large sample of employment disputes, litigations, and court cases, we find that institutional investors play a significant role in reducing employment litigation. We observe that firms with larger shares of institutional ownership have a lower incidence of employment lawsuits and that long‐term institutional investors are more effective at decreasing employee mistreatment. Our results suggest that institutional investors can improve the employee work environment and help mitigate future employee litigation. The improvement in employee work conditions has been shown to increase a firm's value through increased employee output, reduced litigation, and direct and indirect costs. Our results shed light on the effectiveness of institutional monitoring on a firm's litigation risk.

DESIGNING VIRTUAL WORKPLACE USING UNITY 3D GAME ENGINE

Designing a workplace may be a challenging task. It is important to make sure that the new workplace will prevent unnecessary resource waste, but also create a safe working environment for employees. Therefore, creating a virtual copy of the workplace before its real-life implementation may help to eliminate design shortcomings. This article presents a methodology of creating a virtual workplace using a game engine – Unity 3D. The methodology describes basic principles and methods used for the creation of virtual workplace, from initial analysis to utilization. The user then can use a VR head-mounted device to see small details and possible shortcomings. Effectiveness of methodology was then evaluated by using it to visualize a bar-processing workplace.

Pengaruh Lingkungan Kerja dan Motivasi Kerja terhadap Kepuasan Kerja Karyawan (Studi Kasus Divisi Pemasaran dan SDM di PDAM Surya Sembada Kota Surabaya)

An employee commitment depends on the work environment's concern and work motivation that has a close relationship with satisfaction to achieve these goals. Thus, the physical and mental aspects involved in every human being's work. This study aimed to determine how much influence the work environment and motivation on employee job satisfaction. This study takes in PDAM Surya Sembada City of Surabaya - a regional drinking water company located in Mayjend Prof. Dr Moestopo No 2. It is a company known as a provider of clean water services in Surabaya, which formed in 1976. The data collected by interviews, questionnaire, observation, and documentation. The sampling technique is non-probability. The statistical analysis is a multiple regression using SPSS. Based on the descriptive analysis test results with the three-box method category, the employee work environment variables and work motivation of employees in PDAM Surya Sembada Kota Surabaya included in the medium category.

Supportive management practice and intrinsic motivation go together in the public service

Drawing on over 4,000,000 individual and 2,000 agency observations across five countries, this paper examines the relationship between features of an employee's work environment and intrinsic motivation in public agencies. It finds that practices which foster employees' sense of autonomy, competence, and relatedness are associated with substantially higher levels of intrinsic motivation across a broad range of settings. This is true both at the individual and agency level and when examining changes within agency over time. These patterns appear to be at least partially a result of differential selection in and out of the agency, with lower levels of supportive practices associated with greater desire to exit for employees with higher levels of intrinsic motivation. Nonfinancial elements of job design are strongly associated with intrinsic motivation, as are potentially more difficult to alter features of an agency, such as satisfaction with compensation and managerial quality. There is also suggestive evidence that the relationship between agency practices and employee intrinsic motivation is stronger when tasks are more difficult to monitor.

The Effect of Leadership, Work Environment on Work Spirit Which Impacts on Employee Performance of Palembang City Social Service

This study aims to determine the effect of leadership, work environment on morale which has an impact on the performance of the Palembang City Social Service staff. The research approach is quantitative research with associative research type. Based on the calculation of the influence between lines, it is known that the direct influence of leadership on employee performance is 0.183, while the indirect effect of leadership on employee performance is 0.089726. Meanwhile, the direct effect of the employee work environment on employee performance is 0.269, while the indirect effect of the employee work environment on employee performance is 0.09802. Thus it can be concluded that a more effective path is the path between Leadership and Employee Performance through Employee Morale. Leadership through Work Spirit at the Palembang City Social Service Employees has a significant effect on the Employee Performance variable that needs to be improved. The calculated value is low (X1 → Y → Z = (0.238). (0.377) = 0.089726). There needs to be supervision and evaluation from the leadership. The Work Environment through Work Spirit of the Palembang City Social Service Employees has a significant effect on the Employee Performance variable. The results of the estimation can be obtained that the value is 0.09802 so it needs monitoring and evaluation of the Palembang City Social Service Employees. This study concludes that the leadership and work environment of employees have a significant effect on employee morale and their impact on employee performance variables so that the role of leadership and work environment is needed in increasing employee morale which will ultimately have an impact on employee performance.

Pengaruh Lingkungan Kerja, Budaya Organisasi dan Kepemimpinan Terhadap Kinerja Pegawai Kantor Kecamatan Sanga Desa Kabupaten Musi Banyuasin

The formulation of the problem in this study is how the influence of the work environment on employee performance, organizational culture on employee performance, leadership on employee performance and work environment, organizational culture and leadership on employee performance at the Sanga Desa District office. This research method uses descriptive and inferential statistical analysis, with multiple linear regression models. Statistical calculations, resulting in a regression equation Y = 0.275 + 0.141X1 + 0.239X2 + 0.311X3. The results of the study answered the problem formulation which is also the purpose of this study. First, the work environment, organizational culture and leadership together have a positive and significant effect on the performance of the employees of the Sanga Desa, Musi Banyuasin District office. Second, the work environment has a positive and significant effect on the performance of the employees of the Sanga Village office, Musi Banyuasin Regency. Third, organizational culture has a positive and significant effect on the performance of the employees of the Sanga Village office, Musi Banyuasin Regency. Fourth, leadership has a positive and significant effect on the performance of the office employees of Sanga Village, Musi Banyuasin District.Through regression analysis, it is concluded that culture and leadership are more dominant in performance than the work environment of employees. However, leadership is more dominant than the variables of work environment and organizational culture on employee performance. Good leadership, management will be effective in its implementation so that it has an impact on the performance of the employees of the Sanga Village office, Musi Banyuasin District. Researchers provide recommendations, first, employees must provide good service to the community. Second, employees must be able to work together to achieve job goals. Third, leadership. running good work standards and there must be training for employees. Fourth, means to improve the internet / intranet network signal used for recording e-KTP and online village entry and reporting. Fifth, competence to maintain open deliberations. Emphasized to employees in completing tasks and responsibilities must be in accordance with existing work procedures

Vellíðan á vinnustað; helgun, starfsánægja og löngun til að hætta í starfi

Gott starfsumhverfi stuðlar að aukinni vellíðan á vinnustað og góðum starfsanda. Vellíðan í vinnu tengist upplifun starfsfólks á því að starf þeirra sé mikilvægt og gefandi. Markmið þessarar rannsóknar var að skoða helgun í starfi, starfsánægju og löngun til að hætta í starfi meðal starfsfólks íslenskra sveitarfélaga. Settar voru fram fimm rannsóknarspurningar: (1) Hvað mælist helgun há meðal starfsfólksins? (2) Hvað mælist starfsánægja mikil meðal starfsfólksins? (3) Hversu hátt hlutfall starfsfólksins hugsar um að hætta í núverandi starfi? (4) Hvernig tengjast helgun í starfi, starfsánægja og löngun til að hætta í starfi? (5) Er starfsánægja og löngun til að hætta í starfi frábrugðin eftir því hvort starfsfólk sé helgað í starfi, ekki helgað eða andsnúið í starfi? Rannsóknin byggir á rafrænni spurningalistakönnun sem lögð var fyrir starfsfólk 17 sveitarfélaga á haustdögum 2015. Það voru 8.942 manns sem fengu spurningalistann sendan í tölvupósti og eftir tvær ítrekanir höfðu 5458 þeirra svarað spurningalistanum (svarhlutfall 61%). Niðurstöðurnar sýna að helgun í starfi mældist 3,7 af 5,0 mögulegum og túlka má niðurstöður helgunar þannig að tæplega þriðjungur starfsfólksins var helgað í starfi, 63% var ekki helgað og 5% starfsfólksins var andsnúið. Starfsánægja mældist 4,1 og rúmur fjórðungur starfsfólksins var mjög eða frekar sammála því að hugsa oft um að hætta í núverandi starfi. Niðurstöðurnar sýna jafnframt jákvæð sterk tengsl milli helgunar í starfi og starfsánægju og jákvæð miðlungs sterk tengsl milli helgunar og löngunar til að hætta í starfi. Þetta þýðir að eftir því sem starfsfólk var meira helgað því meiri ánægju hafði það af starfinu og löngun til að hætta í starfi var minni. Ljóst er á þessum niðurstöðum að almennt séð þá líður starfsfólki sveitarfélaganna ekki nægilega vel á vinnustaðnum. Niðurstöðurnar gefa þó góðar vísbendingar um hvaða þætti stjórnendur þurfa að taka til athugunar til að bæta starfsaðstæður og starfsumhverfið starfsfólkinu til heilla.

COMPARISON BETWEEN PHYSICAL AND NON-PHYSICAL WORK ENVIRONMENT IN PBF X YOGYAKARTA

The convenience of working for employees is one of the keys to success for the company. If employees feel comfortable, their work productivity will increase and have a positive impact on the company. One factor that can provide comfort to employees is the work environment. The work environment is dividing into a physical work environment and a non-physical work environment. This study aims to determine the comparison of physical and non-physical work environments in PBF X in Yogyakarta. The method used is descriptive-analytic, with a cross-sectional approach and using saturated samples. Primary data were obtained by distributing questionnaires to all 25 PBF X employees. Data were processed using Microsoft Excel and presented in tables, diagrams, and descriptive (narrative) forms. The results obtained show a comparison of the mean value of the non-physical work environment is 3.0, and the mean value of the physical work environment is 2.8. The highest mean value in the non-physical work environment is about overtime salaries, while in the physical work environment, selecting paint colors at workplaces appropriate. The conclusion obtained that the non-physical work environment is more influential on respondents doing work in PBF X than the physical work environment. The company or PBF X needs to evaluate to create a comfortable physical work environment for employees so that the working atmosphere can increase company productivity

Pengaruh Kepemimpinan, Lingkungan Kerja Terhadap Semangat Kerja Yang Berdampak Pada Kinerja Pegawai Dinas Sosial Kota Palembang

This study aims to determine the effect of leadership, work environment on morale which has an impact on the performance of the Palembang City Social Service staff. The research approach is quantitative research with associative research type. The population of this study were 96 employees of the Palembang City Social Service. The sample of this research is calculated by using the Slovin formula, the error rate of 5%, the sample size is 77 employees as respondents. The analysis model used in this research is descriptive statistical analysis, inferential and path analysis. This study aims to answer all problem formulations in the research object. The first conclusion, that leadership has a significant effect on employee morale. Second, the work environment, has a significant effect on employee morale. Third, leadership has a significant effect on the performance of the Palembang City Social Service Employees. Fourth, the work environment has a significant effect on employee performance. Fifth, morale has a significant effect on employee performance. Sixth, leadership through morale has a significant effect on employee performance. Seventh, the environment through morale has a significant effect on the performance of the Palembang City Social Service Employees. A more effective path is the path between leadership and employee performance through employee morale. Researchers provide recommendations, first, it must be maintained that employee morale has the greatest contribution to employee performance and employee work environment. Monitoring and evaluation must be carried out, because leadership towards employee morale is still of low value. Leaders should set a good example so that the performance of the Palembang City Social Service Employees needs to be improved. There needs to be supervision and evaluation from the leadership.