Fellow Employees Research Articles

Implementation of E-Kinerja in Increasing Work Productivity

This research aims to determine the implementation of E-Kinerja in increasing work productivity at the Borong Village office, Manggala District, Makassar City. This type of research is qualitative using a descriptive approach. Data collection techniques were carried out by means of observation, interviews, and documentation. The data analysis technique used consists of data collection, data display, data condensation, and drawing conclusions. The results of the research show that the implementation of E-Kinerja in increasing employee work productivity at the Brong Subdistrict Office, Manggala District, Makassar City is good and has experienced improvement using indicators from the theory put forward by George C Edward III, namely Communication, Resources, Disposition and Bureaucratic Structure, although the disposition indicators are still not going well. This can be seen from the communication process carried out by users at the Borong Subdistrict office, both fellow employees at the Subdistrict office and the BKPSDMD during the socialization held at a hotel by the BKPSDMD to all civil servant in Borong Subdistrict. The existing resources at the Borong Subdistrict office have begun to increase from the previous year seen from the availability of employees at the Borong Subdistrict office, they are ready to run the E-Kinerja program because E-Kinerja is an application for assessing performance which is the basis for calculating the provision of TPP to all ASN in Borong Village. The disposition to carry out bureaucratic arrangements at the Borong Subdistrict office has not been implemented well because there are still several employees who have been absent and disappeared or have not remained in the office during working hours. The bureaucratic structure at the Borong Subdistrict office has been running well, as seen from the responsibilities in carrying out their duties, employees have carried them out in accordance with applicable SOPs, as seen from the division of responsibilities between each superior who validates the work of their subordinates.

Peranan Sistem Absensi dalam Meningkatkan Disiplin Kerja pada Pegawai Fraksi DPRD Provinsi Sumatera Utara

The aim of this research is to improve discipline, especially in terms of attendance given to employees at the Gerindra Faction Office in North Sumatra. Using descriptive qualitative research. The data used comes from interviews with direct questions and answers to the parties involved in the research. The research data will determine the type of information system needed. Based on the research results, it is hoped that the presence of an attendance system will help employees improve work discipline and arrive at work on time, complete work more quickly and reduce the occurrence of social jealousy between fellow employees. One way to improve discipline in the workplace is to provide sanctions and warnings to employees who break the rules, which in turn makes employees more disciplined and better able to avoid subsequent violations. Thus, increasing monitoring of employee actions will lead to increased discipline and overall levels of productivity in the workplace.

Derivative Misconduct and the Employee’s Duty to Act Bona Fide

In what circumstances may an employer dismiss an employee who deliberately chooses not to disclose information even though she/he was expressly requested to do so? Can a negative inference be drawn against the said employee? These questions are examined within the context of derivative misconduct which emphasises a duty placed upon employees to disclose any misconduct perpetrated by fellow employees. This duty arises out of the implied common law duty of good faith that an employee owes to his/her employer by virtue of the contract of employment. The duty of good faith is a sacrosanct principle of any employment relationship, the breach of which justifies an employee’s dismissal.

The Effect of Trust, Knowledge Sharing, on Employee Performance through Organizational Commitment as an Intervening Variable in Shipping Companies in Surabaya

Organizations strive to achieve success because the business environment is very competitive. Regardless of the size of the company and the company’s market share, every organization strives to manage employees so that they are able to work well. The company will manage its employees so that they run in line with the company’s goals, because one of the things that must be paid attention to in the company is the performance of its employees. Good employee performance can be seen from quality work results, producing quantities according to company standards, being on time, having high attendance, and being able to work together with fellow employees (Mathis and Jackson, in Damayanti et al., 2018). According to Mahmudi (2015:21), employee performance can be influenced by various factors, one of which is personal factors such as commitment. Based on Zehir et al. (2012), organizational commitment is a driver of organizational success, having the desire to fight for the organization, and belief in the goals and values ​​of the organization. Organizational commitment is a variable that is influenced by several factors. One factor that can influence organizational commitment is trust (Redha et al., 2022). Aziz and Abadiyah (2022) confirmed that there is a real influence of organizational commitment on employee performance, whereas Kertabudi and Aripin (2014) proved that there is no influence of organizational commitment on employee performance. Mukri et al. (2017), Hardiani and Prasetya (2018) prove the influence of trust on employee performance, however, research by Prasetyo et al. (2018) proves the opposite, namely that trust has no effect on employee performance. Meanwhile, trust has been proven to have no effect on employee performance with organizational commitment as an intervening variable by Aziz and Abadiyah (2022). Referring to the background described previously, it can be seen that there are still inconsistent research results regarding the influence of Trust, Knowledge Sharing, on Employee Performance through Organizational Commitment as an Intervening Variable.

Gender differences in psychosocial determinants of hand hygiene among physicians.

We investigated gender differences in psychosocial determinants that affect hand hygiene (HH) performance among physicians. The survey included a structured questionnaire with 7 parts: self-assessment of HH execution rate; knowledge, attitude, and behavior regarding HH; internal and emotional motivation for better HH; barriers to HH; need for external reminders; preference for alcohol gel; and embarrassment due to supervision. The study was conducted across 4 academic referral hospitals in Korea. Physicians who worked at these hospitals were surveyed. The survey questionnaire was sent to 994 physicians of the hospitals in July 2018 via email or paper. Differences in psychosocial determinants of HH among physicians were analyzed by gender using an independent t test or the Fisher exact test. Of the 994 physicians, 201 (20.2%) responded to the survey. Among them, 129 (63.5%) were men. Male physicians identified 4 barriers as significant: time wasted on HH (P = .034); HH is not a habit (P = .004); often forgetting about HH situations (P = .002); and no disadvantage when I do not perform HH (P = .005). Female physicians identified pain and dryness of the hands as a significant obstacle (P = .010), and they had a higher tendency to feel uncomfortable when a fellow employee performed inadequate HH (P = .098). Among the respondents, 26.6% identified diversifying the types of hand sanitizers as their first choice for overcoming barriers to improving HH, followed by providing reminders (15.6%) and soap and paper towels in each hospital room (13.0%). A significant difference in the barriers to HH existed between male and female physicians. Promoting HH activities could help increase HH compliance.

Should employees be entitled to legal representation during disciplinary hearings in South Africa?

This article demonstrates that employees in South Africa are denied the right to appoint external legal representation of their own choice during disciplinary inquiries. It argues that this violates their fundamental rights such as dignity, fair labour practice, and practicing their chosen occupation freely. Although Item 4(1) of Schedule 8 of the Code of Good Practice: Dismissal allows accused employees the opportunity to be represented by a trade union representative or a fellow employee, this Code is silent on whether an accused employee can obtain external legal representation of their choice during disciplinary inquiries. It further illustrates that accused employees who are brought before disciplinary hearings are placed in a position where they are forced to rely on their fellow employees or trade union officials who may not possess the skills and competency to adequately present their defences. Further, if they wish to seek external legal representation, they need to request permission from chairpersons of disciplinary hearings who usually refuse to grant such permission. This article advances an argument that it is constitutionally impermissible to adopt a paternalistic approach where dismissal is a likely sanction to subject accused employees to the discretion of chairpersons of disciplinary inquiries to decide whether to allow external legal representation. It argues further that accused employees should have a right to decide for themselves whether to obtain external legal representation of their own choice during disciplinary hearings.

Workplace democracy in action? Assessing employee board representation in Australian government agencies

AbstractVarious scholars and political actors advocate workplace democratisation to give employees greater influence over decision‐making. Many suggest employee board representation (EBR) as a mechanism to facilitate this, but some question how influential employee board representatives (EBRs) are and whether they represent their colleagues’ views. This study investigates the extent to which EBR contributes to workplace democratisation, via a comparison of three Australian public sector organisations. The study found EBRs exerted significantly more influence at the Australian National University than at the Australian Broadcasting Corporation and the Australian Film Television and Radio School. Most EBRs wanted to draw upon staff experiences but their communication with colleagues was often constrained. Variances of influence were explained by the number of EBRs, the actions of the Chair, chief executive officer, government, and other board members. Two findings stand out as unique contributions: the importance of appointment powers to EBR influence in the public sector, and EBRs’ limited influence on labour issues in the Anglosphere due to the adversarial system of labour bargaining being positioned largely outside the boardroom. The study concludes that EBR is a non‐tokenistic form of workplace democratisation, albeit with a specific scope, which has utility within a mix of democratising mechanisms.Points for practitioners Most EBRs exerted a limited or moderate influence on decision‐making, but others exerted more significant influence. They were most influential on matters related to their experience and expertise and were largely unable to influence workers’ pay, conditions, and other labour issues. Most EBRs did not represent their colleagues in a transactional or direct sense, but drew upon their experiences as staff members when making decisions. However, EBRs had fluctuating issues communicating with their fellow employees, largely due to managerial direction around confidentiality. The number of SEDs on the board and the actions of other board members, the Chair, chief executive officer, and the government explained the variances in SEDs’ influence between agencies. This study's findings regarding EBR influence were middling compared to European research, but appointment powers were found to be particularly important in the public sector context. EBRs’ influence was found to be limited on labour issues, suggesting a potential clash between the corporatist inclination of EBR and the adversarial system of labour bargaining prevalent in the Anglosphere. Elected EBRs offer employees a non‐tokenistic form of representation but within a limited scope of strategy and oversight. Given factors that constrain SEDs’ influence and representativeness can be at least partly countered by policy design and political leadership, these findings bolster the policy case for extending EBR throughout the public sector.

Effectiveness of Administration Staff Performance

. Effectiveness is the relationship between output and objectives or it can also be said to be a measure of the level of output. Effectiveness is also often used to measure the success achieved by an organization or company in relation to planned programs. This research aims to determine the effectiveness of the performance of administrative employees at SMK Negeri 1 Makassar. This research used qualitative methods with 5 (five) informants, namely the school principal, the head of administration, and employees in the administration sector. This research was conducted at SMK Negeri 1 Makassar. The data collection techniques used were observation, interviews, and documentation. The data analysis that will be used in this research is data collection reduction, data presentation, data condensation, and conclusions. The results of the research show that the effectiveness of the performance of administrative staff at SMK Negeri 1 Makassar is quite effective, in other words, the performance of administrative staff is seen through quality, quantity, discipline, politeness, responsibility, knowledge, skills, and work evaluation. Problems related to the work results of administrative employees in carrying out their duties, these factors can be used as a benchmark in conducting an assessment of an employee's performance level even though it is realized that employee performance is not the only factor that can determine success in achieving this. However, there are still aspects that have not been implemented optimally. Based on these findings, it is recommended that administrative staff increase their responsibility towards fellow administrative staff and employees.

Human Resource Development in Birth Certificate Making Services at The Service of Population and Civil Registration of Kuningan District

Human Resource Development is any effort to improve the implementation of current and future work, by providing information, influencing attitudes, or adding skills, in other words, development is any activity intended to change behavior consisting of knowledge, skills, and attitudes. One of the objectives of human resource development according to Hasibuan is to improve services. The focus of the research conducted by the author is on the service of making birth certificates. The method used is a qualitative research method which is a method for exploring and understanding the meaning that a number of individuals or groups of people ascribe to problems. The informant retrieval technique uses Purposive Sampling which is a sampling technique with certain considerations. This technique includes people who are selected on the basis of certain criteria that are considered capable of providing information in accordance with the focus of the research. The results of this study are based on the dimensions of the research that in terms of knowledge it is still said to be not optimal due to formal education that does not meet the criteria and also lack of participation in non-formal education. For the skill dimension, it is also still not optimal because there is no special training on making birth certificates. However, the attitude and behavior dimensions are optimal. The factors that become obstacles are the rapid development of technology and the lack of discipline of employees. In addition, the efforts made are to carry out direction, supervision, and as well as sharing knowledge between fellow employees

The Influence of Servant Leadership and Organizational Commitment on Organizational Citizenship Behavior (OCB) of Employee of Minhajul Haq Islamic Boarding School Purwakarta

Organizational citizenship behavior (OCB) is a work behavior that is highly expected to achieve goals in the organization. In its implementation in the workplace, organizational citizenship behavior can affect the atmosphere of a rigid organization or institution into a pleasant and comfortable atmosphere among fellow employees with a strong teamwork atmosphere. This study aims to determine the effect of servant leadership and organizational commitment on OCB. The research method used in this research is descriptive and verification with a quantitative approach. The subjects studied were employees of the Minhajul Haq Islamic Boarding School with a total sample of 78 people using a stratified random sampling technique. The results showed that partially servant leadership had no significant effect on organizational citizenship behavior. However, simultaneously servant leadership and organizational commitment have a significant influence on the organizational citizenship behavior (OCB) of Minhajul Haq Islamic boarding school employees. Organizational commitment has a more dominant influence which is the accumulation of the influencing variables (51.9%).

The Influence of Digital Media FOMO in terms of Interpersonal Communication

The major purpose of this research is to explore how our interpersonal interactions are changed by social media. The primary purpose of this investigation is to determine whether or not the use of social media has an impact on the quality of education we get. The descriptive and mixed methods of study are the types of research that we have decided to do. Our family, our friends, our fellow employees, and our fitness (mental and physical) make up our variables. We decided on a sample size of one hundred and used both convenience sampling and questionnaires. In order to test our hypothesis, we utilized SPSS to analyses the data we collected. We found that 60% of our respondents used social media for 3-5 hours, and 46% of our respondents did not agree that social media had worsened their personal relationships. This indicates that social media has a much more positive effect on relationships than is commonly believed. In addition, we found that 60% of our respondents used social media on a daily basis.

Determination of Motivation, Work Environment, and Work Communication on Performance through Competence at Puskesmas Sekota Batam

The problems that occur in the puskesmas, are a lack of motivation from Puskesmas employees so that achievement and performance are not optimal, the work environment is not bright enough so that employees are not optimal at work, lack of communication between fellow employees and subordinates so that goals have not been carried out properly, and lack of competence causes non-fulfillment of employee competencies that are appropriate or not in accordance with their areas of expertise. The population is 190 respondents, with the Slovin Formula sample being 129 respondents. The model used is to combine quantitative with AMOS v.24 SEM software. Research result obtained the following results: The determination of variable motivation over variable ability is significantly positive. The variable that determines the working environment variable, "competence" is positive. Variable decisions in work communication with respect to variable abilities have significantly positive effects. Variable determination of ability for variable performance is significantly positive. Work environment variable decisions on variable performance are significantly positive. The variables this determine work communication at variable performance do not significantly positive. Variable determination of variable performance motivation is significantly positive. All variables are determined to be significant except the Communication variable. We encourage you to communicate for employees needs to be improved so that work performance can be achieved.

Pengaruh Motivasi Kerja Terhadap Kinerja Karyawan Bagian Produksi (Studi Pada PT. Mitratani Dua Tujuh, Jember)

This study aims to explain the effect of work motivation on the performance of production employees at PT. Mitratani Dua Tujuh, Jember. This type of research is quantitative research with a positivistic approach. The population of this research is the permanent employees of the production division of PT. Mitratani Dua Tujuh, Jember in 2022. The number of samples for this research is 50 respondents. The data collection tchnique used is a questionnaire. Testing this research instrument using the validity test and reliability test. Analysis of the data used is multiple linear regression analysis with the F test and T test. The results of the T test and F test show that the work motivation variable has a significant positive effect of 0.000 on the performance of employees at PT. Mitratani Dua Tujuh, Jember. The coefficient of determination in this study shows that the value of R Square is 0.590, meaning that work motivation has an effect of 59% on employee performance. The results of the descriptive data analysis show that the highest score is X_1 worth 222 about harmonious interaction between fellow employee and Y_10 worth 228 about work done in a disciplined manner, the lowest score is X_6 worth 195 about praise given in accordance with personal performance appraisal and Y_5 worth 195 about quality of work better than other colleagues.
 Keywords: Work Motivation and Employee Performance

Pengaruh Lingkungan Kerja Terhadap Semangat Kerja Pegawai Pada Kelurahan Atakkae Kecamatan Tempe, Kabupaten Wajo

The work environment can affect employee emotions. If employees like the work environment in which they work, then these employees will feel comfortable at work to carry out activities because work time is used properly and optimistically so that employee performance will also be better. The work environment includes working relationships that are formed between fellow employees, both working relationships between subordinates and superiors as well as the physical or non-physical environment.
 The purpose of this study was to determine whether there is an influence of the work environment on employee morale at the Atakkae Village Office, Tempe District, Wajo Regency and to measure how big the influence is. This type of research is classified as a survey with a descriptive quantitative approach, where the data obtained from 12 respondents who are samples are then processed using statistics and presented in the form of scientific analysis. After collecting data through observation, documentation and questionnaires in the field, it is then analyzed using the person product moment correlation test.
 The results of this study indicate that implementation, work environment have a positive and significant effect on employee morale. The results of the study show that the results of each dimension reach an average of the Good category.

Performance Analysis of Employee at Secretariat of Regional People’s Representatives Council of Province of Bali, Indonesia

The Regional People’s Representatives Council (PRC) plays an important role in accommodating and channeling people's aspirations. PRC is the result of democracy, where PRC members are directly elected by the community. Therefore, PRC should always improve its performance to support the running of government and improve people's welfare. This study aims to analyze the employee’s performance of the Secretariat of the PRC of Bali Province, Indonesia and examine the supporting and inhibiting factors as well as the solutions implemented to overcome the obstacles related to the performance of the employees. This research is a qualitative descriptive study. Data were collected through observation, in-depth interviews, documentation studies, and online research. Checking the validity of the data using qualitative data triangulation. The results showed that the performance of the employees of the Bali Provincial PRC Secretariat in carrying out their duties and functions was quite effective and efficient in terms of the aspects of productivity, service quality, responsiveness, responsibility, and accountability which had shown good results. Factors inhibiting the performance of employees of the Bali Provincial PRC Secretariat in carrying out their duties and functions include inadequate quality of human resources, imperfect understanding of employees regarding duties and responsibilities, and lack of education and training. While the supporting factors include the relatively sufficient number of apparatus/employees of the Secretariat of the PRC Bali Province, the existence of adequate facilities and infrastructure, the existence of good communication between fellow employees and leaders, and a good and comfortable work environment.

Pengaruh Kualitas Kehidupan Kerja dan Budaya Organisasi Terhadap Kepuasan Kinerja Karyawan pada Staf Homesick Vapestore Kota Bandung

This research was conducted on Homesick Vapestore Employees in Bandung. The purpose of this study was to find out how much the influence of Quality of Work Life and Organizational Culture contributes to satisfaction of performance both partially and simultaneously at Homesick Vapestore Bandung. The research method that will be used in this research is descriptive and associative method. In this study, the unit of analysis was individuals, namely employees of the Bandung Homesick Vapestore. The sample in this study were 36 respondents. Saturated sampling is the sampling technique used in this study. The analytical method uses multiple linear regression analysis, in addition to testing the validity and reliability of the research instrument. Based on the results of the study indicate that there is influence both partially and simultaneously on the independent variables Quality of Work Life and Organizational Culture on Performance Satisfaction. The implication of this research is that homesick Vapestore Bandung can make various improvements between fellow employees and superiors by establishing good communication such as complete and clear information on goods / services, there is cooperation such as careful decision making of problems to create good solutions and innovations with openness among employees and superiors that results in satisfaction with their performance.

"The Fly in the Ointment" or Simply a "Born-Again Shop Steward" Defending Workers’ Rights to Fair Representation? – The Case of Msunduzi Municipality v Hoskins 2017 38 ILJ 582 (LAC) in Retrospect

At a distance, the decision by the Labour Appeal Court in Msunduzi Municipality v Hoskins 2017 38 ILJ 582 (LAC) appears to be a typical case of dismissal for gross insubordination. However, upon closer examination Msunduzi brings to the forefront the conflict of interest between a senior employee's responsibilities as a HR manager and his controversial role in representing fellow employees who faced disciplinary charges at the municipality. Compared to the senior managers in the antecedent cases of Keshwar v SANCA 1991 12 ILJ 816 (IC) and IMATU v Rustenburg TLC 1999 20 ILJ 377 (LC), in the case at hand the managerial employee was no longer a member of a trade union. The hybrid role performed by Hoskins created tensions within management ranks and turned into a migraine for the newly appointed acting municipal manager. To cut to the chase, as an HR manager Hoskins was figuratively and literally "the fly in the ointment". His "forward approach" as a "born-again shop steward" went beyond chutzpah. Therefore, the Labour Appeal Court cannot be faulted for upholding Hoskins' dismissal. Msunduzi compels intense engagement with the all-encompassing duty of mutual trust and confidence, the breakdown of the trust relationship, the intolerability of a continued employment relationship, "non-reinstatable conditions" as embodied in section 193(2)(a)-(d) of the Labour Relations Act 66 of 1995 and the effect of post-dismissal misconduct on the availability of reinstatement. Also arising are discrete questions concerning insubordination and insolence, conflict of interest and incompatibility.

Identifikasi dan Analisis Beban Kerja Mental Karyawan menggunakan Metode NASA TLX di PT XYZ

PT XYZ is one of the companies in Indonesia engaged in providing telecommunications products. There are several interconnected and systematic teams at PT XYZ including the OBL, SM/PRPO, Solution and Reporting Data teams which are related to human resources and have jobs that create their own workload in order to achieve the tasks that have been done. PT XYZ wants to know the value of the large mental workload that the workforce gets on its four teams by applying the NASA TLX method. The aim of this research is to be able to identify events and investigate the risks of mental workload, rating levels and suggestions for improving work systems for employees of the OBL, SM/PRPO, Solution and Reporting Data teams at PT XYZ. Based on the mental workload score using the NASA-TLX method, it was found that 14 employees had a very high mental work load, while 2 employees had a high mental work load. Then, for the most dominant variable, it can affect the final mental work load according to the questionnaire that was given before, namely effort and performance. Proposals for improvements that can be shared in order to reduce the score/rating of employees' mental workload, namely by adding employees according to the needs of the relevant team members and also the company, training activities on anticipating mental workload and sharing sessions among fellow employees regarding hearings about complaints annoyed while working.

Security Culture, Top Management, and Training on Security Effectiveness: A Correlational Study Without CISSP Participants

The purpose of this study was to analyze the relationships between four variables (predictive constructs of top management, awareness and training, security culture, and task interdependence) and an information program's security effectiveness. The difference between this study and previous research is the exclusion of information technology (IT) security professionals with Certified Information Systems Security Professional (CISSP) certifications. In contrast, participants in previous research were IT professionals with CISSP certifications. The research question asked to what extent is there a statistically significant correlation between each of the four predictive constructs and security effectiveness. This study made the same correlational determination between the independent variables and the dependent variable construct using a study population of 155 Information Systems Audit and Control Association (ISACA) members. This study used structural equation modeling (SEM) techniques to analyze relationships. The same previously used instruments were reused to reassess these particular participants. The results of SEM revealed that there was a significant relationship between security culture and security effectiveness. Similarly, significant relationships were found between top management, awareness and training, security culture, and security effectiveness, which repeated similar findings from previous research. A post hoc test was conducted using path analysis to reaffirm the direct causal relationship between security culture and security effectiveness that was also previously researched with similar results. The results demonstrated that security culture is a significant influence regardless of the participants' perception of a security professional with or without CISSP certification. The implications of this can greatly affect reorganizational structure changes focused on developing security culture as an investment and a much-targeted construct focused on by future researchers. This could result in humandepartments or functional managers realigning staff positions to concentrate on spreading security culture among fellow employees who affect cybersecurity either directly or indirectly in the workplace.

The Influence Of Work Motivation And Work Environment On The Performance Of Educational Personnel With Religiosity As Moderation At The Kiai Haji Achmad Siddiq State Islamic University, Jember Regency

This study aims to assess the impact of work environment motivation on the performance of teaching staff at UIN KHAS Jember. A higher education institution is considered a knowledge carrier and learning institution with high hopes and goals, a scientifically developed Forum to provide ethical and skills guidance to students and academics. This study uses the causality method with a causal relationship between the positions of the research variables and the influence of the independent variables on the dependent variable. Based on the results obtained, work motivation can positively impact performance. This indicates that the reason increased by the employees' leadership will affect increasing motivation. The results of the path coefficient indicate that the relationship between fellow employees has a significant role in carrying out social relations with many people. It will create a sense of security and make you feel acknowledged by others. The work environment positively influences the performance of UIN Khas Jember's academic staff, which indicates that a good work environment can produce high-performance levels, thereby indirectly causing employees to work at optimal levels.