Enhancing Employee Research Articles

MySSOF: Gamification Reward System for Enhancing Employee Participation and Activeness in Organizational Activities

This research introduces MySSOF, a gamification-based reward system that aims to increase employee participation and activeness in organizational activities. This system combines elements such as points, experience levels, activities, and leaderboards to encourage employee involvement. The evaluation was carried out using quantitative research by distributing questionnaires to 60 respondents according to the Slovin formula. It was concluded that in End-User Computing Satisfaction (EUCS), respondents perceived the content of the instrument with an average score of 4.18, the accuracy of the instrument with an average score of 4.28, the format of the instrument with an average score of 4.46, the ease of use of the instrument with an average score of 4.46, and punctuality. Instrument with an average score of 4.72, so the overall average score is above 4, which indicates a high level of respondent satisfaction with the MySSOF system in the very satisfied category.

Enhancing Employee Performance of Malaysian Manufacturing Industries: Organizational Citizenship Behaviour and Innovative Work Behaviour as Mediator

Enhancing Employee Performance of Malaysian Manufacturing Industries: Organizational Citizenship Behaviour and Innovative Work Behaviour as Mediator

Effect of Affective Commitment on Task Quality: Mediating Role of Employee Engagement

This study aims to examine the influence of Affective Compliance on Task Quality, with a specific focus on the potential mediating effect of Employee Engagement. Affective Compliance pertains to the degree of emotional connection that employees experience towards their employing organization. In contrast, Task Quality refers to the extent to which the output generated by employees aligns with predetermined criteria and anticipated outcomes. The research employs the Partial Least Squares (PLS) data analysis method, which facilitates the modeling of intricate relationships among the variables under investigation. The study's findings indicate that Affective Compliance exerts a positive and statistically significant impact on Task Quality. However, the discovery that Employee Engagement serves as a mediator in the association between Affective Compliance and Task Quality is of greater interest. Employee engagement is a concept that aids in elucidating the relationship between affective Compliance and task quality. The findings of this study carry significant implications for the fields of human resource management and organizational development. Enhancing employees' levels of affective Compliance can enhance the quality of their tasks by fostering increased employee engagement. Hence, organizations must prioritize strategies that enhance the emotional connection between employees and the company, thereby enhancing the work output's quality. This study offers a comprehensive analysis of the interconnectedness of these variables within the work setting, presenting the possibility of enhancing employee productivity and work quality.

The Influence of Intellectual Stimulation as an Aspect of Transformational Leadership in Enhancing Employee’s Performance towards Successful Management of Water Supply Services at Iringa Urban Water Supply and Sanitation Authority

This research aimed to examine the influence of transformational leadership in enhancing successful management of water supply services at IRUWASA. The study applied the transformational leadership theory developed by Bass in 1985. The specific objective of the research was to assess how intellectual stimulation influence employee performance in enhancing successful management of water supply services at IRUWASA. The study adopted a quantitative research approach where data were collected through structured questionnaires. The study involved 109 IRUWASA employees selected using a proportionate simple random sampling method. Multivariate Correlation analysis was employed to analyze the quantitative data. The research findings demonstrated that there were significant positive correlations between intellectual stimulation and employee performance in the context of successfully managing water supply services at IRUWASA. Furthermore, the study revealed a positive relationship between employee performance and the successful management of water supply services. Therefore, it can be concluded that fostering qualities of intellectual stimulation should be prioritized and actively encouraged. By doing so, employee performance can be enhanced, ultimately leading to the successful management of water supply services at IRUWASA. This underscores the importance of implementing transformational leadership practices to achieve desired outcomes of management of water supply services at IRUWASA.

Enhancing Employee Job Satisfaction Responding to COVID-19: The Role of Organizational Adaptive Practices and Psychological Resilience

Enhancing Employee Job Satisfaction Responding to COVID-19: The Role of Organizational Adaptive Practices and Psychological Resilience

Enhancing Employee Performance: Rewards, Training, and Work Ethics at the Education Office of the Bangka Belitung Islands Province

This research was motivated by the existing condition where employees have not been able to work optimally in a government institution. The study aims to analyze and examine the influence of rewards, training, and work ethic on Employee Performance in the Education Authority of Bangka Belitung Island Province. This research is descriptive in nature. The quantitative research method was employed because the data obtained are numerical and derived from questionnaires, with a total sample size of 64 respondents, determined through a saturated sample method. The analytical model used was multiple linear regression, with t-tests, f-tests, and coefficients of determination. The research results indicate that rewards, training, and work ethic, individually, have a positive and significant impact on the performance of employees in the Education Authority of Bangka Belitung Island Province. Through this research, institutions can review the factors leading to low employee performance in the variables of rewards, training, and work ethic.
 Keywords: Reward; Training; Work Ethic; Employee Performance; Education Office

The Role of Chilean Trade Unions in Enhancing Employee Mental Well-Being: A Systematic Literature Review

This systematic literature review aimed to explore, identify and synthesise the relationship between trade unions and employees’ well-being. The academic databases Web of Sciences, PsychInfo, Scopus and SciELO were systematically searched from their inception until August 2022. The systematic review followed the, PRISMA-P protocol, and was registered in PROSPERO (ID= CRD42022374339). Eighteen articles were the results of the systematic search. Nevertheless, none of them met the inclusion criteria. An interesting twist occurred when the excluded articles were analyzed, given that it was possible to show the topics of interest in which scholars publish in this area.

Enhancing Employee Performance: The Impact of Quality of Work Life, Organizational Citizenship Behavior, and Work Motivation

This study employs a quantitative approach to investigate the causal relationships between Quality of Work Life (QWL), Organizational Citizenship Behavior (OCB), Work Motivation, and Employee Performance within a sample of 50 respondents from a tollroad operator. The findings reveal that QWL, OCB, and work motivation each have a significant positive impact on employee performance. These results underscore the importance of creating a conducive work environment, promoting positive organizational behavior, and motivating employees to achieve higher performance levels. This study contributes to the understanding of factors that drive employee performance and offers practical implications for organizations aiming to improve their workforce's effectiveness and productivity.
 Highlights:
 
 Quality of Work Life, OCB, and Work Motivation positively influence Employee Performance.
 Quantitative approach used to analyze the causal relationships.
 Practical implications for organizations seeking to enhance workforce effectiveness.
 
 Keywords: Employee Performance, Quality of Work Life, Organizational Citizenship Behavior, Work Motivation, Causality

Catalyzing Organizational Development and Enhancing Employee Satisfaction: The Transformative Influence of Artificial Intelligence Software

Human resource management (HRM) encompasses many critical tasks, beginning with the daunting responsibility of reviewing and selecting candidates from various resumes, sometimes numbering in the hundreds or even thousands. This initial screening and selection process, followed by the meticulous undertaking of interviews to identify the most suitable candidates, constitutes a pivotal phase in HRM. Furthermore, HR professionals must diligently manage various employee-related obligations, including onboarding, training, and continuous development. Recently, HR departments have been grappling with a burgeoning influx of inquiries about benefits, insurance, and vacation days. This relentless barrage of administrative tasks has prompted a significant shift towards integrating artificial intelligence (AI) solutions, thus aiding HR professionals in their daily undertakings. The integration of AI systems now permeates nearly every facet of HRM, offering efficiencies and time-saving advantages. AI's footprint is particularly discernible in recruitment, candidate selection, and onboarding. It is a highly effective means of addressing frequently asked questions and automating repetitive tasks that traditionally consumed substantial amounts of HR personnel's time. This transformative technology adoption has enabled HR departments to redirect their newfound time towards more value-driven endeavors, focusing on employee engagement and productivity enhancement. The central objective of this research is to comprehensively investigate the role of artificial intelligence in contemporary human resources practices. It aims to elucidate the manifold benefits AI brings to the field and the extent to which organizations have embraced it as an integral part of their daily operations. International Journal of Scientific Research in Engineering and Management (IJSREM) Volume: 07 Issue: 10 | October - 2023 SJIF Rating: 8.176 ISSN: 2582-3930 © 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM26222 | Page 2 In addition, this study also seeks to gauge the awareness and utilization of AI applications among HR professionals and the workforce in general. A meticulously designed questionnaire has been crafted for this purpose, and responses have been meticulously collected from individuals representing diverse organizations. Key words Artificial intelligence, Human Resources Management, HR Tasks, Employee Engagement, Job satisfaction.

Enhancing employee performance through compensation management in the manufacturing industry

The study examined the effect of Compensation Management on employee performance in the Manufacturing Industry, specifically with a focus on Flight Aluminium Plc in Asaba Delta State, Nigeria. The specific objective of the study is to ascertain two measures of Compensation Management namely; Salary (SLY), and Benefits Programmes (BP), and how they affect employee performance in the Manufacturing Industry. The study employed a descriptive survey research design. The sample size is 75 respondents, this was determined using the purposive sampling technique. The study made use of the Likert scale of point 5 is used for the closed-ended questions to draw responses from the respondents. A total of seventy-five (75) questionnaires were administered by staff of Flight Aluminium Plc in Asaba, Delta State. Out of the seventy-five (75) questionnaires, (73)97.33% were retrieved and properly filled while two (2)2.67% were not returned. Thus, the sample to be used for the study was used in the range of seventy-three (73) respondents. Data presented and analysed in this study is dichotomized into three parts. First is the data presentation which comprises the descriptive analysis of the respondent's profile using simple weighted percentages, Second, the descriptive statistics of data obtained from the questionnaire using minimum, maximum, mean, and standard deviation the Pearson correlation analysis would be used as a basis of testing the hypothesis. The findings revealed that both independent variables (Salary (SLY) and Benefits Programmes (BP), have a significant relationship with employee performance in the Manufacturing Industry. The study recommended that the company should continue providing security benefits to all employees, their position notwithstanding as it will positively influence employee productivity and raise overall performance in the manufacturing sector.

Enhancing Employee Performance: The Impact of Transformational Leadership, Motivation, and Workload

This study investigates the influence of Transformational Leadership, Motivation, and Workload on employee performance in a sample of 55 respondents from the UD. Sinar Mas organization. Employing a non-probability sampling method with saturated sampling technique, the study utilizes multiple linear regression analysis to analyze the data. The findings demonstrate that Transformational Leadership, Motivation, and Workload all exert a positive and statistically significant impact on employee performance. This research underscores the importance of these factors in enhancing employee performance and provides valuable insights for organizations seeking to optimize their workforce's productivity.
 Highlight:
 
 
 
 
 
 
 
 
 
 
 
 
 This study explores the influence of Transformational Leadership, Motivation, and Workload on employee performance.
 Employing multiple linear regression analysis on a sample of 55 respondents, it identifies a significant positive impact of these factors on employee performance.
 The research offers valuable insights for organizations aiming to enhance workforce productivity.
 
 Keywords: Transformational Leadership, Motivation, Workload, Employee Performance, Saturated Sampling.
 
 
 
 
 
 
 
 
 
 

Enhancing Employee Performance: The Role of Workplace Spirituality, Job Knowledge and Job Skills

The role of human resources in an organization is crucial as the primary element and driver of organizational success. Especially in the face of global phenomena like COVID-19 and the threat of economic recession, high-quality human resources are needed to ensure the company's sustainability. This research aims to determine the influence of workplace spirituality, job knowledge, and job skills on employee performance at PT Fajar Bangun Raharja Surakarta. This research employed a quantitative method and included a sample of 44 employees. Multiple regression analysis and hypothesis testing were conducted using SPSS 23. The results of the study indicate that workplace spirituality has a significant influence on the performance of employees at PT Fajar Bangun Raharja Surakarta. Job knowledge does not significantly affect employee performance at PT Fajar Bangun Raharja Surakarta. Job skills have a significant impact on employee performance at PT Fajar Bangun Raharja Surakarta. Workplace spirituality has a higher and more significant influence, indicating that respondents believe they are enjoying their work, that employees support each other, are connected to the company's mission and values, and feel valued.

Enhancing Employee Performance: The Impact of Compensation, Motivation, and Work Ethic

This study investigates the influence of compensation, motivation, and work morale on employee performance within the Marketing Distribution Department of a prominent organization. Employing quantitative methods and a sample of 101 respondents, data was collected through validated and reliable questionnaires. The analysis, conducted using classical assumption tests and multiple linear regression, reveals that compensation and motivation individually exert a positive and significant impact on employee performance, while work morale exhibits a positive but non-significant effect. Furthermore, when considered together, compensation, motivation, and work morale collectively have a positive and significant influence on employee performance. These findings underscore the importance of holistic approaches to employee engagement and provide valuable insights for organizations seeking to enhance their workforce's productivity and effectiveness.
 Highlights:
 
 Compensation and motivation positively impact performance.
 Work morale, while positive, lacks significant individual influence.
 Combined effects of compensation, motivation, and morale on performance are substantial.
 
 Keywords: Compensation, Motivation, Work Morale, Employee Performance, Quantitative Analysis

Digital Media Training Programs and their Role in Enhancing Employee Skills and Performance

Digital Media Training Programs and their Role in Enhancing Employee Skills and Performance

Enhancing employee retention in the education sector: The role of training and satisfaction

Purpose – This paper aims to examine the factors that influence employee retention and turnover in the education business sector. Design/methodology/approach This research was conducted at private university in Bali, Indonesia. This study also include 115 lecturers and academic staff respondents. The data were collected by online questionnaire with a Likert scale of 5 and it was processed through the structural equation modelling-based partial least squares. Findings – This study found that training is positively related with job satisfaction and employee retention, and negatively affects employee turnover. Research limitations – This study is unable to generalize the issue due to the data collection that just from a single university, further studies may expand to cover additional demographics and industries for resulting more helpful and comprehensive results. Practical implications – This study gives practice a crucial contribution as it provides valuable guidance on how universities develop and retain talent. Providing regular training companies can retain employees. Originality/value – This result answers the research hypothesis and stated that the most crucial factor in determining the employees leaving is job satisfaction.

Enhancing employee’s contextual performance based on interpersonal skills and creativity

Employees' performance is incredible impact on the organizations, includes increase organizational effectiveness, productivity, growth, and performance. Therefore, this study focuses on investigating the effect of interpersonal skills on creativity and contextual performance, creativity on contextual performance, and finding the role of creativity in mediating interpersonal skills affects contextual performance. A questionnaire on the Likert scale collected data through the survey methods from 250 employees of companies in Indonesia. Data analysis uses path analysis completed by descriptive and correlational analysis. Data processing was carried out using SPSS 22 and LisRel 8.80. The results indicated that interpersonal skills significantly affect creativity and contextual performance; creativity significantly affects contextual performance, and interpersonal skills significantly affect contextual performance mediated by creativity. This study confirms a new empirical model regarding the mediating effect of interpersonal skill creativity on employee contextual performance that deserves discussion by researchers and practitioners before being adapted or adopted.

Perceived overqualification in higher education institutions: Enhancing employee innovative behavior via creative self-confidence and harmonious workplace climate

Perceived overqualification in higher education institutions: Enhancing employee innovative behavior via creative self-confidence and harmonious workplace climate

Motivation as a Factor for Enhancing Employees’ Satisfaction: A Case Study of Juba Teaching Hospital, South Sudan

Since issues of employees’ motivation are recorded to be emerging with the current and predicted increases in low salary, delayed salary encourages turnover rates marked that human resources got dehumanized and stopped happiness to people. This study was designed to examine the relationship between motivation and employees’ satisfaction, explore the factors influencing Motivation to enhance employees’ satisfaction and determine the factor structure of Motivation, enhancing employees’ satisfaction in Public Health Hospital. 
 This research design was cross-sectional and descriptive, using quantitative approaches from a population of 838 persons. The purposive and simple random sampling technique was employed to select 260 respondents using The Likert scale. A set of attitude statements was presented as closed-end structure questionnaires and interview guides. SPSS version (20.0) and EPIDATA Program for coding (CSpro 7.5 version) were used to analyze the data. The results were presented using Spearman correlations coefficient, Regressions, ANOVA of variance and factor analysis structure loading to predict the variable relationship. 
 The finding showed that there is a significant positive relationship between motivation and employees’ satisfaction (r=0.003, P-value < 0.01). Enhancing and employees’ satisfaction (r=0.082, p-value <0.01). Motivation is significantly correlated with employees’ satisfaction. However, motivation and employee’s satisfaction (r=0.128, p-value < 0.01)), the staff with more opportunities for motivation are more likely to offer quality services. Indeed, employees with high motivation deliver quality services, indicating that employees’ satisfaction depends on motivation. The regression analysis shows the relationship between motivation, enhanced employees’ satisfaction (F= 1.984, sig=0.000) motivation and enhancing extremely explained employee’s satisfaction of (

Enhancing Employee Retention in Modern Shopping Centers: The Impact of Training and Job Design in Surabaya


 
 
 
 
 
 
 
 
 
 
 
 This quantitative study examines the influence of training and job design on employee retention in modern shopping centers in Surabaya. The analysis of 35 experienced respondents reveals that both training and job design are highly valued factors, with average scores above 3.25. Job design particularly stands out with an average score of 3.51. Regression analysis confirms that both training and job design significantly impact employee retention, emphasizing their crucial role in supporting employee performance and retaining valuable workforce in the retail industry. This research aligns with previous studies highlighting the positive correlation between training and employee retention, as well as the impact of job design on retention in other organizational settings. The findings offer valuable insights for HR practitioners and decision-makers aiming to enhance employee retention strategies in modern shopping centers.
 
 
 
 
 
 
 Highlight:
 
 
 mportance of Training and Job Design: The study emphasizes the significance of providing appropriate training and favorable job design to employees working in modern shopping centers, as these factors are considered crucial for enhancing employee retention.
 
 
 Quantitative Approach: The research adopts a quantitative approach, employing descriptive and regression analyses, to explore the relationship between training, job design, and employee retention in Surabaya's modern shopping centers.
 
 
 Significant Impact: Findings reveal that both training and job design have a significant effect on employee retention, as perceived by employees, underscoring their role in retaining skilled workforce within the retail industry.
 
 
 Keyword: Employee Retention, Training, Job Design, Modern Shopping Centers, Surabaya
 
 
 
 
 

E-Leadership: Unveiling the Role of Digital Era Leadership in Enhancing Employee Performance in Higher Education Institution

This study examines the role of E-Leadership, a leadership concept in the digital era on employee performance in higher education institutions. It investigates the impact of management information systems, digital culture, and work discipline. The research methodology is Structural Equation Modelling (SEM) based on Partial Least Squares (PLS). The sample consists of 120 participants who work as Educational Staff at Pancasakti University, Tegal, Indonesia. Data analysis uses the SmartPLS v.4 software with the Second Order method. The findings of the study indicate that: 1) management information system has a positive impact on employee performance, 2) digital culture has a positive impact on employee performance, 3) work discipline has a positive impact on employee performance, 4) E-Leadership moderates the influence of management information systems on employee performance, 5) E-Leadership does not moderate the influence of digital culture on employee performance, and 6) E-Leadership does not moderate the influence of work discipline on employee performance.