Employee Work Research Articles

Study of the effectiveness of the criteria used to evaluate the work of specialists of a pharmaceutical company in an unfavorable epidemiological situation (using the example of the sales department)

Introduction. During the coronavirus pandemic, due to the current situation in the pharmaceutical sector of the economy, specialists from a number of departments of pharmaceutical companies were forced to switch completely or partially to remote work. This transformation has necessitated the need to adapt the employee performance assessment systems that have developed in organizations, including revising the list of indicators and criteria. However, to date there are no unified scientifically based methods for assessing the labor efficiency of specialists, based on the selection and measurement of criteria that take into account the characteristics of both the external and internal environment of the organizational structures of pharmaceutical organizations, including those forced to work in unfavorable epidemiological conditions. The proposed methodological approach based on the use of Key Performance Indicators (KPI) will allow the management of a pharmaceutical company to create a more balanced and flexible assessment system that stimulates both individual achievements and teamwork, as well as to form an intelligent analytical basis for making management decisions that bring the company closer to its organizational goals. The purpose of the study is to analyze the effectiveness of the employee performance assessment system that has developed in a pharmaceutical company and to justify the effectiveness of using KPIs in an unfavorable epidemiological situation (using the example of the sales department). Material and methods. The evaluation study is based on primary data from reports of pharmaceutical companies and data from a survey of 20 sales employees in pharmaceutical companies using a developed questionnaire. Results. A system for evaluating the work of employees in the sales department of a pharmaceutical company based on KPIs is proposed using three table layouts that allow ratings to be translated into a 10-point scale out of 100 possible. The assessment is carried out according to two main criteria: 1) achievement of sales volume and 2) implementation of the plan for the target product, taking into account the quality of the employee’s work, confirmed by his immediate supervisor. This approach will create a more balanced and flexible assessment system in the organization, stimulating both individual achievements and teamwork. Conclusion. As part of the study, proposals were developed for the development of KPIs for the criteria for assessing the work of specialists of a pharmaceutical company in an unfavorable epidemiological situation.

Using the Work Ability Index (WAI) to assess the possibility of returning to the profession after treatment

The use of the index of working capacity in medicine and occupational safety makes it possible to assess the individual working capacity of workers, to predict the possibility of retaining workers in the profession. A survey using the ability to work index helps to identify personnel who have an increased risk of dismissal and absence from work related to health and poor work results. Various pathological conditions can take an employee out of work for different periods, but it is extremely important to understand whether it is possible to preserve the employee's specialty and the prospects for his socialization. The disease changes not only the physical, but also the psycho-emotional state of the employee. The authors presented an analysis of modern scientific literature on the international experience of using the ability to work index to predict the possibility of returning to work in the specialty after treatment of diseases, rehabilitation. The work ability index can be used as a criterion for the effectiveness of treatment and rehabilitation after illness and subsequent employment. The link between quality of life and returning to work is of great importance. The ability to work of employees with various diseases, who have received different types of treatment, including surgical interventions, chemoradiotherapy and returned to work, is reduced compared with healthy employees. Recovery depends on the stage of the disease, the type of treatment and concomitant pathology. The risk of early retirement increases in the first years after cancer treatment. Professional rehabilitation promotes the fullest integration of an employee into society through professional self-realization.

Оптимизация управления человеческими ресурсами на китайских строительных предприятиях в условиях цифровой трансформации

This article examines how Chinese construction companies can optimize human resource management to increase productivity in a digital mindset. First of all, the article highlights the main problems of modern human resource management, including outdated management concepts, irrational allocation of human resources and the lack of a scientifically based incentive system for employees. To eliminate the existing problems, the article proposes specific measures to optimize human resource management, including the development of a peopleoriented management concept, integration and optimization of human resource allocation, paying attention to work efficiency to increase employee enthusiasm, creating a system to improve the quality of employee work and a harmonious corporate culture. These measures are aimed at optimizing human resource management through digital thinking and technical means in order to effectively increase the productivity of employees of Chinese construction companies.

The Impact of Apple's RTO Policy on Employee Motivation

In 2021, many companies around the world have introduced RTO (Return to Office) policies to allow employees who work from home to return to the office. In this regard, Apple, as an internationally strong technology company, is attractive for analyzing the effects of the RTO policy due to its unique corporate culture and management style. This paper mainly tries to analyze the influence of Apple's RTO policy on the motivation of its employees and specifically examines the effects on work efficiency, job satisfaction, and employee resignation conditions. By analyzing employee questionnaires, interviews, and public internal documents, this article explores employee reactions and work situations after Apple implemented the RTO policy. The study found that although face-to-face communication and collaboration can help improve teamwork efficiency and innovation, the loss of the flexibility of remote work has led to a decline in job satisfaction for some employees and even caused high-skilled employees to leave. The evidence-based findings will enable companies to design more flexible work modes after 2021.

Boosting Employee Performance through Empowerment and Job Satisfaction in Indonesia

This research investigates the impact of Employee Empowerment, Work Environment, and Work Stress on Employee Performance, with Job Satisfaction as an intervening variable at PT. Rui Xue International. Despite the recognized importance of these factors, there is limited understanding of their combined effects in the context of Indonesian companies. The study employs a quantitative survey method with a descriptive approach, encompassing a sample of 61 employees selected through saturation sampling. Data were collected via questionnaires and analyzed using Partial Least Squares (PLS) path analysis with Smart PLS Version 3.0 software. Findings reveal that Employee Empowerment and Work Environment positively influence Employee Performance and Job Satisfaction. Work Stress does not significantly affect Employee Performance directly but significantly impacts Job Satisfaction, which in turn affects Employee Performance. The results underscore the importance of fostering employee empowerment and a conducive work environment to enhance performance, while managing work stress through improving job satisfaction. These insights contribute to the strategic management of human resources in similar organizational settings. Highlight: Employee empowerment significantly enhances both job satisfaction and employee performance. A positive work environment greatly impacts job satisfaction and performance. Work stress affects performance indirectly through job satisfaction. Keywords: Employee Empowerment, Work Environment, Work Stress, Employee Performance, Job Satisfaction

The Relationship between Happiness at Work and Performance in Hybrid Working Employees in the Era of Digital Transformation

This study examines the relationship between happiness at work and performance of hybrid employees in the era of digital transformation. Hybrid work systems, which combine working from home and the office, have become increasingly popular in the post-COVID-19 pandemic as they improve work-life balance. Happiness at work, which includes engagement, job satisfaction, and affective organizational commitment, is hypothesised to be related to performance. Using a quantitative approach with a correlational design, this study involved 220 hybrid employees in Jabodetabek. The measurement tools used were Happiness at Work Scale and Individual Work Performance Questionnaire. The results of Spearman analysis showed a significant positive relationship between happiness at work and performance (r = 0.546, p < 0.001). These results confirm that happiness at work contributes to improved performance. Organisations need to support employee well-being through work flexibility and effective technology to increase productivity.

Fostering Sustainable Workplace Through Leaders’ Compassionate Behaviors: Understanding the Role of Employee Well-Being and Work Engagement

Social sustainability in organizations refers to fostering well-being, inclusion, and the development of supportive relationships that enhance individual well-being and collective resilience. This study explores the relationship between compassionate leadership and work engagement, focusing on the mediating role of employee well-being. Compassionate leaders actively engage with their followers’ needs, offering emotional support and practical help and aligning with social sustainability principles by promoting positive workplace outcomes and fostering a supportive environment. Despite compassionate leadership having generated growing interest, very few studies have adopted a quantitative approach to examining its specific effects on employee outcomes, creating a significant gap in the literature specifically concerning how compassionate leadership affects employee engagement or additional variables, such as employee well-being. Framed in the Job Demands-Resources (JD-R) Model, our study addresses this gap by examining whether compassionate leadership can serve as a job resource by increasing work engagement through employee well-being as a personal resource. The study was carried out on a sample of 225 Spanish workers, and the data were examined through a structural equation model (SEM) to test the proposed model. The results showed a good model fit to the data, showing that well-being acts as a key mediator in the relationship between compassionate leadership and job engagement. Although we did not find a direct association between compassionate leadership and engagement, we found that compassionate behaviors significantly improve employee well-being, which in turn promotes higher engagement. These results extend the JD-R model by demonstrating that leaders’ compassionate leadership can serve as a job resource, contributing to a supportive and socially sustainable workplace.

Sharing employee management practices and work well-being: a moderated mediation model of organizational commitment and job autonomy

Sharing employee management practices and work well-being: a moderated mediation model of organizational commitment and job autonomy

Investigating the Impact of E-Learning on Employees' Performance and Work Commitment: A Case Study of Private Sector School and College Employees in SWAT

This study investigates the impact of e-learning on employees' performance and work commitment; private sector schools and colleges in SWAT. The research aim is to find and provide insights into the effectiveness of e-learning initiatives taken in improving educational institutions and employee performance. A qualitative case study approach; semi-structured interviews and formal document analysis to conduct the study. An online survey was conducted where 200 employees participated. This included both closed-ended and open-ended questions. Descriptive statistics shows 45% of respondents were aged 25-34, with a gender distribution of 60% male and 40% female. Mostly participants (50%) had a Bachelor’s degree, and 30% had a Master’s degree. This method showed that E-learning practices adopted by employees at 30% participated daily, 40% weekly, and 20% monthly. The satisfaction with e-learning was found as 25% very satisfied and 40% satisfied in the educational setting. The study results finds that e-learning has significantly improved employee performance by enabling e-skill acquisition and knowledge transfer that leadins to improvements in teaching effectiveness and student outcomes. It also helps in improved employee work commitment by providing, continuous professional development opportunities. The finding reveals a positive correlations, found between e-learning participation and job performance (r = 0.65, p < 0.01) and, also between e-learning satisfaction and work commitment (r = 0.62, p < 0.01). This study is limited to private sector educational institutions in SWAT that may affect the generalizability of the findings towards public sector or other large organizations in educational sector. This research confirms the e-learning impact on employee performance and work commitment in private sector educational institutions. Therefore, future research could be expanded to the scope where other regions and sectors; public sector and non-profit institutions can be included, to provide a more valuable understanding of e-learning’s impact in such setting. The research findings and observations contributes to the existing body of knowledge by providing empirical evidence-the impact of e-learning on employee performance and work commitment in SWAT’s private sector schools and colleges. It mainly highlights the importance of adopting and practicing effective e-learning strategies to improve educational outcomes and to support professional growth.

Model of Increasing Employee Productivity at PT. Primafood International

Human resource capabilities are a key factor in increasing employee work productivity, so research needs to be carried out. The aim of this research is to find out whether work workload and work stress partially have a positive and significant effect on work productivity at PT. Primafood International. To find out whether Workload and Work Stress simultaneously have a positive and significant effect on Work Productivity at PT. Primafood International. The analysis technique used in this research is quantitative data analysis, namely testing and analyzing data by calculating numbers and then drawing conclusions from the test using descriptive statistical and correlation test tools, data processing using SPSS statistical software. From the partial research results, there is no influence of workload on employee work productivity at PT. Primafood International. There is a positive and significant influence of work stress on employee work productivity at PT. Primafood International. There is a positive and significant influence of work workload and work stress on product work productivity at PT. Primafood International.

Pola Komunikasi Organisasi dalam Membangun Motivasi Kerja Karyawan pada CV Nadhif Engineering

Communication patterns within organizations greatly affect the motivation for employees' work. The research aims to identify and analyze the communication patterns used on nadhif engineering's CV and the effects on employee job motivation. The background of the problem emerged from the observation that employee's work motivation in the company was still low, although companies have implemented various performance improvement programs. The method used is a qualitative approach, with deep interviews and participative observations of employees of various stages. Studies have shown that open, transparent, and participative communication contributes significantly to increased job motivation. Employees feel more appreciated and involved when they are given the opportunity to communicate ideas and feedback. Additionally, management's support in the form of awards and recognition for the contributions of employees has also proven to increase work morale. The study concluded that effective pattern of communication management could be a key strategy in boozing employee job motivation on nadhif engineering, which in turn would contribute to an overall increase in company productivity

Analisis Faktor-faktor Penyebab Teknostres pada Karyawan Fresh Graduate Strata 1

The industrial revolution 4.0 has driven digital transformation in various sectors, changing the way companies operate and employees work. However, behind the advancements and efficiencies offered by technology comes a new phenomenon that deserves serious attention: technostress. Technostress, a term first introduced by Craig Brod in 1984, refers to the inability of individuals to adapt to or cope with new technologies in a healthy manner. This phenomenon is increasingly relevant in the context of the modern workplace, where employees are required to continuously adopt and adapt to new technologies. In this ever-changing work landscape, fresh graduate employees are an interesting group to study. They enter the workforce with assumed digital skills, but in reality, they are also vulnerable to technostress. Although this generation is often referred to as “digital natives”, they face unique challenges in dealing with the technological demands of the professional workplace. The participants in this study had the following criteria: male and female, 20-40 years old, recent graduates from a university, and have been working for at least one year or more. There were 72 participants collected in this study. Data collection for this study was carried out from September 2024 to mid-October 2024. The sampling technique used by researchers is purposive sampling. This type of research is qualitative which is analyzed using MAXQDA Analytics Pro 24 v24.4.1. This study aims to analyze the factors that cause the occurrence of technostress in employees of new undergraduate graduates. From the results of the research analysis, it can be said that the causes of technostress are quite complex, resulting in varied answers. However, the dominant answer said that technostress occurs due to unwise or excessive use of electronic devices that have a negative physical and emotional effect on users.

PENGARUH GAJI INSENTIF DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DI RSUD ASY-SYIFA KABUPATEN SUMBAWA BARAT

Asy-Syifa Regional General Hospital in West Sumbawa Regency, as a public health service institution, should have employees who are enthusiastic and motivated to work effectively and efficiently. The salaries and wages given need to be adjusted to the profession, education, and length of service of employees so that they are able to demonstrate high productivity in order to achieve the mission and goals that have been set. However, there are problems at Asy-Syifa Hospital related to the inconsistency in determining employee salaries, incentives, and work motivation. This happens because the salary given is not balanced with the expertise, education, or skills possessed by employees, thus reducing their response and interest in the tasks given by their superiors. The suboptimality in providing incentives and work motivation can be seen from the lack of employee enthusiasm in working, as well as low interest and positive attitudes towards work due to inappropriate rewards, which ultimately have an impact on suboptimal performance. This study aims to determine the effect of Salary, Incentives, and Work Motivation on Employee Performance. The focus of the study was Non-Permanent Employees at Asy-Syifa Hospital, West Sumbawa Regency, with 100 respondents as a sample taken using the Slovin formula. The data were analyzed using multiple linear regression with SPSS Version 27. The results of the study showed that Salary, Incentives, and Work Motivation partially and simultaneously had a significant effect on Employee Performance at Asy-Syifa Hospital, West Sumbawa Regency.

The use of digital technologies to automate processes in leasing companies

The article is devoted to the topic of using digital technologies to automate processes in organizations engaged in leasing activities. The relevance is due to the increasing need to improve the efficiency and competitiveness of leasing companies in the digital economy. The purpose of the study is to develop an innovative algorithm for the introduction of digital technologies in the leasing industry.The paper examines the existing contradictions between traditional business methods in the analyzed area and the opportunities provided by modern digital technologies. The author describes the impact of digitalization on the leasing industry and relies on an integrated approach to the implementation of innovative solutions.Special attention is paid to the key aspects of the use of digital technologies in leasing companies from the perspective of organizing the work of employees, their development (considered through the prism of automating routine processes, strengthening digital skills, flexibility to change, analytical capabilities, increasing motivation, engagement).Based on the conducted research, it was possible to conclude that it is necessary to create an integrated digital «ecosystem» in leasing companies, which focuses on the use of blockchain technologies, artificial intelligence, the Internet of Things, and virtual reality. The proposed algorithm is aimed at increasing the flexibility, customer orientation, and effectiveness of the leasing business. The specific examples analyzed in the article demonstrate a variety of approaches to process automation in leasing organizations; they confirm the effectiveness and positive effects of the introduction of digital developments to increase operational efficiency and improve customer experience.The article will be useful for managers and specialists of leasing companies, developers of fintech solutions, as well as researchers in the field of digital transformation of the financial sector.

The Influence Work Discipline on Community Satisfaction at the East Luwu Regency Social Service Office

Community satisfaction is one of the most important variables in determining the result of a service. Therefore, the implementation of employee discipline must be implemented so that employee performance can be more optimal. The purpose of this study is to determine the influence of employee work discipline on community satisfaction at the East Luwu Regency Social Service office. This research is classified as bivariate research with a quantitative approach. The sample in this study amounted to 96 people from East Luwu Regency using probability sampling techniques. In this study, the data collection techniques used are questionnaires, observations and documentation. The data analysis techniques used in this study are descriptive statistical analysis and inferential statistical analysis. The results of the study show that the variables of employee work discipline at the East Luwu Regency Social Service Office are in the good category with indicators, namely time discipline, regulatory discipline, and responsibility discipline, while the variables of community satisfaction are in the good category with indicators, namely the suitability of expectations, performance perception, and community assessment. Based on the results of the product moment correlation test, the relationship between variables is strong. Based on the results of a simple linear regression analysis, it was concluded that there was a positive and significant influence between employee work discipline and community satisfaction at the East Luwu Regency Social Service Office

Pengaruh Kepuasan Kerja, Work Life Balance dan Pengakuan Terhadap Keterlibatan Kerja Karyawan

The purpose of the study was to analyze and explain the effect of (1) job satisfaction on employee work engagement, (2) work-life balance on employee work engagement (3) recognition of employee work involvement of PT Jaya Arnikon in the city of Semarang. This type of research is explanatory research. The sample was 102 employees. Data collection uses a questionnaire using a google form, which is then sent to each respondent. Data analysis uses multiple linear regression. For the purpose of analysis, instrument tests are carried out; model test and hypothesis test with the help of SPSS software. The findings of the research results were (1) Job satisfaction has a positive effect on employee work involvement (2) Work-life balance has a positive effect on employee work involvement (3) Recognition has a positive effect on employee work engagement of PT Jaya Arnikon. Keywords: Job Satisfaction; Work-Life Balance; Recognition

Pengaruh Motivasi dan Disiplin Kerja Terhadap Kinerja Karyawan PT. Ahass Daya Motor

This study aims to determine whether work discipline and motivation simultaneously or partially affect the performance of employees at PT. Ahass Daya Motor. This research uses a quantitative methodology. The study was conducted at PT. Ahass Daya. The sample for this study consisted of 36 employees of PT. Ahass Daya Motor. Saturated sampling is the approach used for sample collection in this study. Meanwhile, the analysis used is the multiple linear regression model with F and T tests using a significance level of 5%. The results of the study indicate a partial relationship between the T table value (3.172 > 2.034, T calculated > T table) and employee work motivation. Work discipline partially affects employee performance, as indicated by the T table (2.397 > 2.034). Referring to the results of the study, the factors of motivation and work discipline have an impact on the performance of employees at PT. Ahass Daya Motor.

Analisis Hubungan Antar Manusia dan Lingkungan Kerja Fisik Terhadap Etos Kerja

The purpose of this study is to describe human relations, physical work environment, and work ethic. Then to analyze the effect of human relations, physical work environment on employee work ethic at Perumda Air Minum Tirta Jaya Mandiri Sukabumi Regency. This study uses associative research methods with a quantitative approach. The population is all employees of Perumda Air Minum Tirta Jaya Mandiri totaling 58 people using saturated sampling. The type of data used is primary and secondary data, the measurement of this study using a semantic differential scale. In this research analysis technique, namely using validity test, reliability test, correlation coefficient analysis, coefficient of determination analysis, multiple linear regression analysis, research model testing (F test), and hypothesis testing (T test). Based on the results of the study, it is obtained that the relationship between the variables of Human Relations and the Physical Work Environment on Work Ethic is 0.874, including the criteria for a very strong relationship, the magnitude of the influence of Human Relations on Work Ethic is 0.667, and the magnitude of the influence of the Physical Work Environment on Work Ethic is 0.615 or 76.4% while the remaining 23.6% is influenced by other factors not included in this study.

Pengaruh Fleksibilitas Jam Kerja, Stress Kerja Dan Motivasi Kerja Terhadap Produktivitas Karyawan (Studi Pada Karyawan Kembang Jaya Wedding Service Klaten)

This research aims to analyze the influence of Flexibility of Working Hours, Work Stress, Work Motivation on Employee Productivity in the Study of Kembang Jaya Wedding Service Klaten Employees. The population in this study were all employees of Kembang Jaya Wedding Service Klaten. The sample for this research was 50 respondents, with the sampling technique used, namely saturated sampling. This research used a quantitative approach, and was processed using IBM SPSS Version 29.0. The data collection method uses a questionnaire method, while the data analysis technique uses multiple regression analysis which is supported by the t test and f test as well as classical assumptions consisting of the normality test, multicollinearity test and heteroscedasticity test. The results of the research show that Flexibility of Working Hours has a positive and significant influence on Employee Work Productivity, Job Stress has a negative and significant influence on Employee Work Productivity, Work Motivation has a positive and insignificant influence on Employee Work Productivity, Flexibility of Working Hours, Job Stress, Work Motivation in general simultaneously has a positive and significant effect on employee productivity.

How and when perceived COVID-19 crisis disruption triggers employee work withdrawal behavior: The role of perceived control and trait optimism

While existing research has investigated the negative impact of COVID-19 on employee work-related behaviors, it remains unclear how and when perceived COVID-19 crisis disruption increases employee work withdrawal behavior. Drawing on event system theory, this study aims to explore the relationship between perceived COVID-19 crisis disruption and employee work withdrawal behavior by shedding light on the mediating role of perceived control and the moderating role of trait optimism. An analysis of three waves of survey data involving 313 employees demonstrated that perceived COVID-19 crisis disruption triggered work withdrawal behavior by reducing employees' perceived control. Additionally, trait optimism weakened the mediating effect of perceived control on the association between perceived COVID-19 crisis disruption and work withdrawal behavior. This research contributes to our understanding of the impact of COVID-19 on employee behavior, emphasizes the role of trait optimism in moderating such effects, and provides practical implications for mitigating employee withdrawal behavior during crisis events.