Workload Of Employees Research Articles

Predicting employee turnover using financial indicators in the pharmaceutical industry

PurposeThis study aimed at investigating the impact of some financial indicators (salary competitiveness, employee productivity, company performance and company size), disclosed in the annual financial reports, on employee turnover in Jordanian pharmaceutical companies listed on the Amman Stock Exchange (ASE).Design/methodology/approachA longitudinal design with cross-sectional time-series (panel) data from annual financial reports of six Jordanian pharmaceutical companies, listed on the ASE for the period 2009–2018, was used to measure employees’ turnover and its precedents quantitively. The panel data of 160 observations (six companies with ten-time periods) were analyzed using STATA 15.0 to achieve study objectives.FindingsContrary to what is expected, the results showed that salary competitiveness does not affect employee turnover, and employee productivity positively affects employee turnover. In contrast, the results of this study supported the widespread belief that company performance and size negatively affect employee turnover.Research limitations/implicationsThis study does not address voluntary and mandatory turnover because it is very difficult to distinguish the two types based on financial reports. Also, other important variables (medical expenses, training expenses, etc.), which can affect employee turnover are not disclosed in the financial reports of all pharmaceutical companies due to the lack of uniform financial reporting standards.Practical implicationsPharmaceutical companies should not focus on salaries to attract and retain employees but rather provide them with a distinct set of other benefits including salaries. Also, it should try to reduce the workload of employees by increasing their number to the extent that it does not constitute an additional burden on other employees.Originality/valueThis is the first attempt, according to a literature review, to measure employee turnover and its antecedents based on financial indicators disclosed in the pharmaceutical companies’ annual financial reports.

Analysis of automated guided vehicle use in health care by simulation: A case study in a university hospital

AbstractAutomated guided vehicles (AGV), which are frequently used to reduce the workload of employees in production systems, are now being used in service systems. AGV has been widely used in the field of healthcare and is well suited to transporting. This study aims to provide AGV is being used in different areas of healthcare today within the scope of Industry 4.0. In recent years, the use of AGV has started to increase to reduce the workload and contamination risk of healthcare workers. In this study, it was aimed that AGVs would distribute autonomous drugs by processing patient information such as age, drug type, frequency of use and so forth. The information obtained from the internal diseases department of a university hospital was transferred to a computer simulation environment and the current situation and the proposed situation were analyzed separately, and the results were compared. The statistically verified results show that an autonomous AGV that will process patient information and distribute drugs reduced the workload of nurses by 14% in approximately a month.

DEVELOPMENT OF WORKLOAD ANALYSIS MODEL ACCORDING TO JOB MAPPING FOR HUMAN RESOURCES OPTIMALIZATION BASED ON EMPLOYEE’S COMPETENCIES AT BBPPMPV BMTI

All of employees at Vocational Education Quality Assurance Development Center from the Leadership to the Executor structure, work in accordance with the job mapping whose number and workload have been determined by the government. However, in daily tasks there are still employees who work overload and some are underloaded. So far, the workload of employees is determined by regulations which mostly calculate the employee's burden based on the physical workload, while the calculation of the workload based on the mental workload has barely been touched. The purpose of this study is to understand how to develop a workload analysis model according to job maps for optimizing human resources based on employee competencies. The formulation of the issue on this study is how to develop a workload analysis model according to the job map for optimizing human resources based on employee competencies. Analysis of the models is done by examining the existing workload analysis models, then making comparisons between each model, where the research step begins with a literature study and field observations. The development of the model is carried out by the following steps: determining the objectives or defining the problem, making a conceptual model, formulating the model, analyzing and the model solving, as well as the use of models. where the research step begins with a literature study and field observations. The development of the model is carried out by the following steps: determining the objectives or defining the problem, making a conceptual model, formulating the model, analyzing and the model solving, as well as the use of models. where the research step begins with a literature study and field observations. The development of the model is carried out by the following steps: determining the objectives or defining the problem, making a conceptual model, formulating the model, analyzing and the model solving, as well as the use of models.

PENGUKURAN STRES KERJA DAN BEBAN KERJA MENTAL BERDASARKAN SHIFT KERJA MENGGUNAKAN METODE NASA-TASK LOAD INDEKS (TLX) DAN DESCRIPTIVE ANALYTIC

WL Alumunium is a company engaged in the manufacture of household appliances in the Yogyakarta Special Region. WL Aluminum produces various types of products, including pans, kettles, citel sticks and pans. The company has two work shifts, namely in the morning 07.00 - 11.30 and noon at 12.30 - 16.00 WIB. The majority of workers are male and the research is carried out specifically in the production section.
 In this study, 2 (two) methods were used, namely NASA-task load index (TLX) and descriptive analytic. The NASA-TLX method is used to calculate the workload and work stress felt by employees through the calculation of six indicators, namely physical needs, mental needs, performance, effort, stress levels and time requirements, and descriptive analysis is used to describe the subject and describe workload and work stress. that happened. The purpose of this method is to determine the workload and work stress of employees based on each work shift.
 The results of the study using NASA-TLX showed that the workload for both shifts was in the high category, namely between the score of 50-79, but for the work stress indicator it was the lowest level of the six NASA-TLX indicators, so that even though the workload in the current condition was high, workers could still survive with work activities because they are accustomed to existing work activities. Through descriptive analytic, it can be seen that the biggest workload felt by employees for each work shift is physical needs. It can be seen that employees aged 50 and over tire more quickly because the decrease in physical energy during work activities is faster than younger employees.

Balancing Work Life: Job Crafting, Work Engagement, and Workaholism in the Finnish Public Sector.

The aim of this study was to investigate how job crafting, work engagement, and workaholism were related in public sector organizations. The participants (N = 213) were civil servants from three Finnish public organizations, representing different professions, such as school personnel, secretaries, directors, parking attendants, and ICT specialists. We duly operationalized job crafting, work engagement, and workaholism by using the Job Crafting Scale, the UWES-9, and the Work Addiction Risk Test. The current study focused on the Finnish public sector, since work engagement is recognized at the governmental level and has been shown to be strongly and positively associated with economic activity and productivity, while workaholism is associated with poor wellbeing. We analyzed the data by using structural equation modeling and found that three job crafting dimensions were strongly intertwined with one another. These dimensions were increasing structural job resources, increasing social job resources, and increasing challenging job demands. In the structural model, dimension “increasing structural job resources” was positively related to work engagement, whereas dimension “decreasing hindering job demands” was negatively associated with workaholism. This study highlighted the relevance of employees learning to balance their job resources and demands. We recommend that, in the public sector, employees be systematically encouraged to practice job crafting behavior by enabling them to increase structural job resources. These results are of high relevance, considering the heavy workload of public sector employees during the COVID-19 pandemic.

EVALUASI PENGGUNAAN APLIKASI E-KINERJA DAN PEMBERIAN TAMBAHAN PENGHASILAN PEGAWAI NEGERI SIPIL DALAM MENINGKATKAN KOMITMEN PEGAWAI NEGERI SIPIL DI SEKRETARIAT DEWAN PERWAKILAN RAKYAT DAERAH KABUPATEN PACITAN

This study aims to identify the use of the E-Performance application and additional income for Civil Servants in increasing the commitment of Civil Servants at Secretariat of the Regional People’s Representative Board of Pacitan Regency and to formulate what efforts must be made thus that the E-Performance application and additional income for Civil Servants can be optimal in increasing the commitment of Civil Servants at Secretariat of the Regional People’s Representative Board of Pacitan Regency. The type of research used in this research is descriptive qualitative research. The research results show that the E-Performance application and provision of additional income for Civil Servants has not been able to increase the commitment of Civil Servants at Secretariat of the Regional People’s Representative Board of Pacitan Regency due to the lack of Civil Servant's knowledge of information technology; lack of motivation in filling out the E-Performance application; mismatch of duties, principals and functions with the appointment decree; delays in filling out E-Performance application; network error or the application is under maintenance; the nominal of the additional income is still lower than other regions, additional income for Civil Servants is not commensurate with the workload of employees, and a fairly large nominal range among position classes.

The Impact of a Performance Appraisal and Reward System on Employee Workload Delivery

Performance appraisal and reward programmes are critical organisational strategies for improving employee performance. The goal is to ensure that employee productivity is sufficient to meet the company's overall objectives. The performance assessment examines and evaluates an employee's job performance on a regular basis, while the reward system motivates the individual to carry out his or her tasks. The study looks at how successful performance appraisal and incentive systems are at improving employee performance using both primary and secondary data. Enugu State Civil Service Commission, Enugu State Office of the Head of Service, Enugu State Ministry of Finance and Economic Development, and Enugu State Ministry of Labour and Productivity all contributed 100 participants to this study. A structured questionnaire was distributed to employees of the Enugu State Civil Service Commission, the Enugu State Office of the Head of Service, the Enugu State Ministry of Finance and Economic Development, and the Enugu State Ministry of Labour and Productivity. The data were analysed using SPSS software (Statistical Package for the Social Sciences). The findings show that employee workload delivery is influenced by performance evaluation and compensation (i.e. in the area of timely execution of the task, creating consciousness among employees that they are been watched, paying attention to details)

Analysis of the Needs of the Number of Employees Based on the Calculation of the Workload on the Company's Market Area of the City of Medan

The work load has an important role to determine the number of employees in a company, although supported factor-other factors. Through counting against the work load can be known whether there is an excess of employees, balance the number of employees or on the contrary. This study aims to determine How the needs of the number of employees PD Market City Of Medan through the calculation of the workload of employees of the Company Area (PD) City of Medan and how the composition of the office or position of human resources in the PD Market City Of Medan which has a load of work overload, inload and underload. The study was conducted on employees of PD Market City Of Medan which is one of Regional Owned Enterprises (BUMD) in the City of Medan. The method used the method of calculation of the workload based on the approach of the work and approach tasks per task position, then using the formula of calculation of the amount of the needs of the employee after getting the results of a calculation task completion time. The data Analysis technique used using standard JKE and formula FTE. The results of this study show, on job analysis is generally the workload of employees is underload, only 2 people overload, however, does not need the addition of employees. This shows not need to there is the addition of the number of employees PD Market City Of Medan. Of the 72 respondents of the study, it was found 38 employees underload, 7 employees overload and 27 employees inload. Meanwhile, if viewed from the Unit Market, from 17 Units Market, there are 14 Units Market underload, 2 Units Market overload and 1 Unit Market inload. Keywords: Workload Calculation, The Needs of The Number of Employees, FTE.

IMPACT OF WORKLOAD AND RESPONSIBILITY LOAD ON WORK STRESS AND JOB PERFORMANCE ON CONSTRUCTION PROJECTS DURING THE PANDEMIC

Construction is one of the sectors that the government relies on to contribute to national growth; the impact of this policy is that the number on the projects is not balanced with construction experts, thereby increasing the workload of construction employees, coupled with the pandemic, limiting construction project activities which are labour-intensive activities that require a lot of interaction and physical activity in the field. This study aims to determine the impact of a workload and responsibility load on work stress and job performance in construction projects during the pandemic. This research uses a correlational descriptive quantitative approach; the population in this study is 100 construction employees in Indonesia. The sampling technique is total sampling with multiple linear regression. The result showed that workload significantly affects the responsibility load on construction project workers in Indonesia. The workload has a positive and significant impact on Indonesian construction project workers. Responsibility load has a positive and significant effect on Workstress on Project Construction workers in Indonesia. The influence of responsibility load on work stress is negative and significant. Work stress on employees does not affect job performance on employees. Namely, there is no effect if construction employees have high work stress on their work. It does not affect job performance. The work stress variable has no positive or significant effect on job performance. Further research can incorporate variables that influence job performance, such as workload, responsibility load, work stress, and others, to improve job performance at construction.

Automation of order costing analysis by using Visual Basic for applications in Microsoft Excel

In the modern world of technologies (sciences of arts), optimum operation time is the prime consideration. Technologies with greater operation time are needed to be modified or replaced as per the requirement of the current scenario. In small and medium enterprises of developing countries, almost all the reporting activities are conducted in Microsoft Excel. The manual operation in Microsoft Excel takes a long time (17.37 minutes, only if there was one order of only one article with one color) of the users; furthermore, there can also be a greater chance of error in the report. In the same way, the order costing report at the ABC footwear company of Lahore is prepared manually in Microsoft Excel which used to take a long time to be prepared along with the greater probability of errors in the report. Because of the above-mentioned reasons, the order costing report was decided to be automated with the help of visual basic for applications (VBA) in Microsoft Excel. The manual procedure including all the activities was collected from the planning and costing department of ABC Company. Moreover, all the activities were listed down and their time study was conducted. VBA macros were programmed with the objectives of automating all the manual tasks of the order costing report in Microsoft Excel and eliminating the chance of error (calculation error made by the employee). Macros, were programmed by the use of conditional statements, (i.e. if and else conditions) and various types of loops, (i.e. Do while loop and for loop). Automated decisions were made with the help of conditional statements during the operation and the conditional statements were circulated with the help of loops across the whole worksheet. Two userforms were designed for the execution of macros by the click of command buttons (having macros at their back). Total eight worksheets were incorporated into the automated template. All the programmed VBA macros were explained with the help of flowcharts made in the Microsoft Visio. After the report was automated, a time study of operations performed after each click was conducted with the help of stop watch. The data obtained by the time study was entered into Microsoft Excel so that the time of old and suggested methods could be compared. Comparison of both methods indicated that the suggested method took 85.92% less time as compared to the old method of preparing the order costing report. At the same time, the report made by the suggested method was free of errors and the workload of employees was also reduced.

The impact of AI-enabled service attributes on service hospitableness: the role of employee physical and psychological workload

PurposeHospitableness lies in the center of hospitality services. With the infusion of artificial intelligence (AI) technology in the hospitality industry, managers are concerned about how AI influences service hospitableness. Previous research has examined the consequences of AI technology based on customers’ assessment while ignoring the key players in service hospitableness – frontline employees (FLEs). This study aims to reveal how AI technology empowers FLEs physically, mentally and emotionally, facilitating hospitableness provision.Design/methodology/approachAs the starting point, the instrument for AI-enabled service attributes was designed based on previous literature, hotel FLE interviews, expert panel and a pilot survey, and then validated using survey data. After that, a paired supervisor-employee sample was recruited in 15 hotels, and 342 valid questionnaires covering the constructs were obtained.FindingsFactor analyses and measurement model evaluation suggest that the four factors, including anthropomorphic, entertainment, functional and information attributes, explain the construct of AI-enabled service attributes well, with high reliability and validity. Additionally, anthropomorphic, functional and information attributes of AI technology have been found to enable FLEs physically, mentally and emotionally, which further lead to increased service hospitableness. The entertainment attributes do not significantly reduce physical and mental fatigue but lead to positive emotions of FLEs significantly. Additionally, psychological job demand moderates the effects of AI-enabled service attributes on physical fatigue.Practical implicationsPractical implications can be made for AI technology application and hospitableness provision, in terms of AI technology analysis, job design and employee workload management.Originality/valueThis research contributes to understanding AI-enabled service attributes and their consequences, extends the conservation of resources theory to AI application context and promotes the research on service hospitableness.

ANALISIS BEBAN KERJA MENTAL PADA KARYAWAN OFFICE MENGGUNAKAN METODE NASA-TLX DI PT. TOTAL AUTO MANDIRI

Field Work Practice (FWP) is a form of systematic and synchronous implementation of educational programs at schools/campuses with programs for mastering skills obtained through direct work activities in the world of work to achieve a certain level of expertise. This study aims to determine the mental workload of office employees using the NASA-TLX method at PT. Total auto self. The results of the study using the National Aeronautics And Space Administration Task Load Index (NASA-TLX) method from the 2 employees/office pt. Total Auto Mandiri. All of them have a high category of mental workload. For the first worker on behalf of Icha Septiawati, female gender, office position, accounting department has wwl with a rate of 98.6%. And for the second worker on behalf of Abdulrahman, male gender, office position, accounting section has wwl with a rate of 86%. Keywords: Mental workload, NASA TLX, Office employee

Work in conditions of remote and hybrid models: The example of IT-companies’ employees

The paper analyzes work practices and attitudes of employees of Russian IT-sector companies towards working in remote and hybrid formats (combining working from home and from the office). We focus on two main sets of issues. First, we consider workloads and socio-psychological well-being of employees under remote and hybrid employment conditions. Second, we focus on individual and group efficiency of hybrid and remote work formats. The main contribution of this paper to the existing literature is in its focus on organizational and managerial factors which shape employee attitudes to remote working. Drawing on a survey study of 400 employees in Russian IT-sector in March 2021, we find that hybrid format significantly increases the workload of employees compared to remote working. Nevertheless, paradoxically, the hybrid format is preferred by the majority of respondents. We conclude that the attitudes to remote work are shaped mainly by the character of work tasks and the employee’s position in the network of organizational communications. We find evidence that respondents without subordinates, who are responsible for their individual work tasks, tend to react positively to remote work, emphasizing the “convenience” of working from home, whereas managers and employees who are actively involved in communication processes and organization of other people’s work, are much more critical to remote working. Our findings also suggest that the quality of organizational communications plays a key role in determining both employees’ social well-being and performance assessment. In remote working, information overloads become a serious problem for workers, while the lack of information, by contrast, is not considered to be a serious problem.

The Application of BDT in Enterprise Strategic Management

With the rapid development of our country's economy, our country's major enterprises have also paid more and more attention to strategic management. Especially in the context of the current important support for the widespread application of BDT(big data technology), the data revolution has quietly begun, which not only helps to optimize the enterprise management environment to a large extent, but also further improves the management efficiency of the enterprise. This article expounds the related concepts of BDT, analyzes the shortcomings of BDT in the current strategic management of enterprises in our country, and finally puts forward an effective way to apply BDT to enterprise strategic management through related research. By using BDT, companies can improve the accuracy of strategy formulation, better improve their own management efficiency, and reduce the workload of employees. However, for some small and medium-sized enterprises, due to the lack of big data technical talents, it is difficult to give full play to this technological advantage, which affects the improvement of their own market competitiveness. Therefore, it is necessary to study the application of BDT in corporate strategic management, take effective measures to solve the current problems in corporate strategic management, improve the level of corporate strategic management, and make improvements for the sustainable development of the company. Based on the above analysis, we can know that making full use of big data-related technologies in corporate strategic management can effectively optimize the internal strategic management environment and efficiency of the enterprise.

HUBUNGAN BEBAN KERJA DENGAN KINERJA PEGAWAI DI RUANG SEKRETARIAT DINAS KESEHATAN PROVINSI ACEH

The workload experienced by employees of the Aceh Provincial Health Office Secretariat room during the Covid-19 pandemic increased, not only inside the building but also outside the building. such as the formation of a task force to deal with covid-19 so that the workload of employees outside the building and inside the building increases. The purpose of this study was to determine the relationship between workload and employee performance in the Aceh Provincial Health Office secretariat room. This research is a descriptive analytic study with a cross sectional design. This research was conducted from October 7 to November 2 2020 in the Aceh Provincial Health Office secretariat room using the interview method. The research sample was 86 respondents with total sampling technique. Univariate and bivariate data analysis. From the results of the chi-square statistical test, it can be concluded that there is a relationship between workload and employee performance with a p value of 0.01. It is hoped the leadership in the secretariat room, is to evaluate the workload assigned to employees and according to their fields of expertise so that good performance can be maintained.

The Effect of Workload and Work Environment on Employee Performance at the Regional Secretariat of Seluma Regency

This study aims to determine the effect of workload and work environment on employee performance at the Regional Secretariat of Seluma Regency. Samples in the study were 106 employees as Civil Servants at the Regional Secretariat of Seluma Regency. Collecting data using a questionnaire and the analytical method used is multiple linear regression, determination test and hypothesis testing. The results of the regression equation that is Y = 8.771- 0.332X1 + 0.470X2 + 3.085 means that the workload has a negative regression direction, if the workload increases then the performance will decrease. The work environment has a positive direction, meaning that if the work environment is better, the employee's performance will increase. The result of the determination test is 0.515 or (51.5%). This shows that the workload and work environment affect employee performance at the Regional Secretariat of Seluma Regency by 51.5%, while the rest (100 - 51.5% = 48.5%) are explained or influenced by other variables not examined. work and work environment together have an influence on employee performance at the Regional Secretariat of Seluma Regency with a significant value of 0.000 less than 0.05. Workload has a negative and significant effect on employee performance at the Regional Secretariat of Seluma Regency, because the significant value of 0.000 is smaller than 0.05. This illustrates that a high workload for employees at the Regional Secretariat of Seluma Regency will reduce employee performance. The work environment has a positive and significant impact on employee performance at the Regional Secretariat of Seluma Regency, with a significant value of 0.000, which is smaller than 0.05. This illustrates that a good work environment can improve employee performance.

ANALISIS KOMPETENSI, BEBAN KERJA, DISIPLIN KERJA DAN LOYALITAS KARYAWAN

The aims this study to analyse the competence, work load, work disiplince, and loyalty of permanent employees of conservation at Gembira Loka Zoo Yogyakarta type of the research is cuantitative descriptive research, the sampling technique of this reaearch is non probality sampling technique with the type of saturated sampling ( census ) of 36 respondent Whyle the analytical methode uses Descriptive Statistic by using means and mode analysis, the result of this study show that (1) the competence of permanent employees of conservation department at Gembira Looka Zoo Yogyakarta is in good criteria with a mean value of 3,99. (2) the work load of permanent employees of conservation department at Gembira Looka Zoo Yogyakarta is in good criteria with a mean value of 3,83. (3) the work diciplince of permanent employees of conservation department at Gembira Looka Zoo Yogyakarta is in good criteria with a mean value of 4,16. (4) the loyalty of permanent employees of conservation department at Gembira Looka Zoo Yogyakarta is in good criteria with a mean value of 4,15.

Mental Stress and Strain Assessment in Digital Work

Abstract. When digitalizing work, organizations face the challenge of analyzing, evaluating, and mitigating a potential increase in mental workload for employees and managers. This paper presents an instrument to assess mental stress and strain in digital work contexts and the related development process and validation. Based on a literature and instrument review and an interview study, we developed an assessment instrument and validated it in two coordinated studies ( N = 245, N = 279), ultimately resulting in an instrument with 139 items: 27 items addressing demographic aspects and 112 items dispersed over five categories (work task and activity, workflow and organizing, work environment, organizational climate, and personal attitude). To demonstrate the instrument’s validity, we calculated a structural equation model based on the framework of the job demands-resources model. The resulting instrument is comprehensive and can also be applied by HR nonprofessionals.

The Influence of Workload and Stress on Employee Performance in PT X Palm Oil Mill

The aim of this study was to determine the effect of employee workload and stress on the production process at PT X palm oil mill with a capacity of 600 tons/day. The process in this palm oil mill are broadly divided into 6 parts through several processing stations namely reception, treshing, stirring and pressing, clarification and nut and kernel stations. Work activities carried out with a standing attitude for a long time, monotonous, exposed to noise from production machines and the number of extra hours will have an impact on workload and work stress felt by employees. This study uses multiple linear regression analysis with 32 respondents. The results showed that workload and work stress simultaneously had a positive and significant effect on employee performance. Partially the workload has a positive and significant effect, while work stress does not significantly influence the performance of employee.

Analisis Beban Kerja dan Kebutuhan Pegawai Seksi Pengelolaan Bidang Guru dan Tenaga Kependidikan

The research background is caused by a phenomenon that shows the imbalance of workload in The Management Section, namely work time exceeding the specified work time and uneven division of labor. The research objectives are: (1) Identifying job descriptions and work products produced by employees, (2) Measuring employee workload, (3) Calculating employee needs based on workload analysis in the management section. The method used is a descriptive research method using a qualitative approach. The results of the study indicate that there are job descriptions and work products that have not been listed in the Employee Work Target and Employee Position Analysis. The research recommendations are first to re-analyze the Employee Work Target and Employee Position Analysis to complete the job descriptions and products that have not been listed. Second, institutions need to carry out an analysis of workload in determining the number of employees so as to reduce the possibility of excessive workload or less. Third, to cover lack of employees in position can be done through seconding honorary employees