High Employee Performance Research Articles

An Investigation of Physical Education Teachers’ Teaching-Learning Conceptions and Professional Satisfaction Levels

Abstract Introduction: The level of professional satisfaction in teachers is an important issue in terms of high work motivation and employee performance. In addition, high professional satisfaction is a factor that contributes to teachers’ more positive approach to the education process. Methods: This study aims to examine the teaching-learning conceptions and professional satisfaction levels of physical education teachers. A total of 310 physical education teachers, 129 female and 181 male, working in primary and high schools participated in the study. A relational scanning model was used in this research. The Teaching and Learning Conceptions Scale and Minnesota Job Satisfaction Scale were used as data collection tools. Results: It has been observed that there is a positive relationship between teachers’ understanding of teaching-learning and their level of professional satisfaction. Discussion: The constructivist understanding levels of the teachers participating in the research regarding the teaching-learning process were high, while their traditional understanding levels were below the medium level. Limitations: This research was limited to 310 physical education teachers working at different education levels. Conclusions: It can be said that the teaching-learning understanding of physical education teachers is a determinant of professional satisfaction.

TRAINING, MOTIVATION, LEADERSHIP, AND COMPETENCY EFFECTS ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS A MEDIATING VARIABLE

The purpose of this study is to investigate the influence of training, motivation, leadership, and competence on employee performance with job satisfaction as a mediating variable at the Deputy I of the Ministry of Youth and Sports of the Republic of Indonesia. The research contributes to understanding how factors such as training, motivation, leadership, and competence influence employee performance with job satisfaction as a mediating variable at the Deputy I of the Ministry of Youth and Sports of the Republic of Indonesia. The study population included all 131 employees under Deputy II, comprising civil servants, PPPK, and institutional honorary staff. The data were collected through questionnaires structured with a modified Likert scale. Structural Equation Modeling (SEM) using Partial Least Square (PLS) and SPSS was applied to simultaneously examine both structural relationships between latent variables and measurement relationships between indicators. The results of this study succeeded in proving that leadership has a positive and significant effect on employee job satisfaction. Second, leadership is a good leader. Fourth, competence affects job satisfaction, the results show that good competence cannot always produce high employee performance. The findings can inform strategies for enhancing employee development and satisfaction, ultimately improving performance outcomes within governmental institutions.

Enhancing Employee Performance through Quality Work Life: The Mediating Roles of Job Satisfaction and Organizational Citizenship Behavior in Riau’s Government-Owned Credit Insurance Sector

This study investigates the impact of Quality of Work Life (QWL) on employee performance, with a focus on the mediating effects of Job Satisfaction (JS) and Organizational Citizenship Behavior (OCB) in government-owned credit insurance companies in Riau Province. Based on quantitative causality research with a sample of 309 employees, this study employs Structural Equation Modeling (SEM) to examine how QWL directly and indirectly influences performance. Key findings reveal that QWL positively impacts both job satisfaction and OCB, which in turn significantly enhance employee performance. These insights underscore the importance of fostering a supportive work environment to improve organizational outcomes, particularly in sectors reliant on high employee engagement and performance. The implications for managerial practice and potential areas for future research are also discussed.

Measuring the Digital Mindset: Development and Validation of a Multidimensional Scale

IS researchers and practitioners frequently claim that the 'digital mindset' is essential to achieving high employee performance and satisfaction and to leveraging opportunities in the context of pervasive digital innovation. However, extant literature has yet to provide a scale to measure the digital mindset in quantitative research. This study fills this gap by addressing the question of how the digital mindset can be measured. We conduct three studies to answer the research question and develop and validate a measurement model. In Study 1, we take literature-based and Delphi study-based approaches to create two types of scales, which we pre-validate through experts and purify through pilot tests. Study 2 undertakes confirmatory factor analyses (N = 147 and 142) to test the scales and three multidimensional conceptualizations of the digital mindset. Finally, Study 3 validates the criteria by testing the predictive ability of the model of IT mindfulness (N = 147 and 142) and by comparing the scales to the results of an interview-based approach measuring the digital mindset in a panel study (N = 42). Our results provide two newly developed and validated 39-item survey scales to assess the digital mindset that reflect an overall model of digital mindset based on agile, digital, and creative cognition, each of which contains several thinking patterns.

Talent management: features and benefits for the organisation in the conditions of digitalisation

Today, high-performance employees who are capable of rapid learning, have developed adaptability skills to environmental changes and specific competencies, the so-called “talents”, are of particular value to organisations. Such employees represent a strategic asset of the company and can help in the implementation of various business strategies. The talented employee management system allows to identify, develop, and retain such specialists, which in turn helps to reduce staff turnover and improve the efficiency of the team. The introduction of talented employee management is especially important in the context of digital transformation of the economy as it allows to use all the advantages of digital technologies to achieve corporate goals Also, talent management is not an easy task, and its implementation may require significant efforts and resources. Despite the fact that this process is associated with certain difficulties, such as search and selection of talented specialists in highly competitive conditions, its advantages significantly outweigh the possible risks. It is important to understand that talent management requires constant monitoring and adaptation to changing conditions. This paper describes the features of the talent management system and the advantages of its implementation for an organisation in the context of digital transformation of society.

Analysis of Recruitment, Selection, and Placement on Employee Performance (Study on the West Papua Provincial Education Office)

Background: Human resources (HR) are an essential asset for every organization, including the West Papua Provincial Education Office, where effective recruitment, selection, and placement play a vital role in achieving optimal performance. High employee performance can drive the achievement of organizational goals, but many organizations face challenges in managing the proper recruitment and selection process, resulting in inappropriate employee placement. Purpose: This study aims to examine and analyze the influence of recruitment, selection, and placement on the performance of employees of the West Papua Provincial Education Office. Methods: This research method uses a quantitative method. The research sample consisted of 114 employees of the Papua Basrat Provincial Education Office. Data was collected using questionnaires and then processed using the SPSS program. Meanwhile, the data testing techniques used in this study include validity tests, reliability tests with Cronbach's Alpha, normality tests, multicollinearity tests, multiple linear regression analysis, t-tests, and determination coefficients. Results: The results showed that employee placement had a positive and significant influence on employee performance, selection had a positive and significant influence on employee performance, and recruitment did not have a significant influence on employee performance. Conclusion: Effective placement and selection are the primary keys to improving employee performance, while the recruitment process needs to be improved to achieve more optimal results.

The Role of Mental Work as a Mediator Between Work Stress and Employee Performance

In an increasingly competitive and dynamic world of work, employee performance is a key factor in achieving organizational goals. However, high employee performance is often accompanied by an increase in workload which can cause work stress. This research aims to determine whether work stress has an influence on employee performance through mental workload, the second hypothesis that work mental load can directly influence employee performance, the third hypothesis that work stress has an influence on employee performance and the fourth hypothesis that work stress has an influence on work mental load. This research uses the method that work stress has an influence on employee performance through mental workload, the second hypothesis that work mental load can directly influence employee performance, the third hypothesis that work stress has an influence on employee performance and the fourth hypothesis that work stress has an influence on work mental load. The research method used is a quantitative method with a mediation analysis approach using the help of Smart PLS statistical software. The research results show that (1) mental workload can play a partial role as a mediator between work stress and employee performance, (2) work stress is able to directly influence employee performance, (3) work stress is able to influence mental workload, (4) mental workload can affect employee performance. The implication of this research is that organizations can develop a more holistic approach in managing work stress and mental workload.

Pengaruh High Performance Work System terhadap Employee Performance dengan Organization Citizenship Behavior Sebagai Variabel Mediasi

Abstract�The purpose of this study is to reveal the effect of high performance work systems on employee performance with Organization citizenship behavior as a mediating variable. using quantitative research methods. The research data was obtained from electronic questionnaires which were distributed online. For the sampling method using purposive sampling where this method is a sampling technique based on certain criteria, it was found that the respondents in this study totaled 92 respondents. The results of the R test show that the Organization citizenship behavior variable has an R Square value of 0.947 while for the employee performance variable it is 0.949. Testing the hypothesis proves that the high performance work systems variable has a positive and significant effect on employee performance, Organization citizenship behavior variable has a positive and significant effect on employee performance, High performance work systems variable has a positive and significant effect on Organization citizenship behavior variable and Organization citizenship behavior variable is proven to be able to mediate the relationship between High performance work systems and employee performance is positive and significant. These results are expected to be a reference for companies that are in the stage of building employee performance for maximum work results.Keywords: High Performance Work System, High Performance, Organization Citizenship Behavior.�

Does high employee performance trigger abusive supervision? Evidence from hotel businesses

ABSTRACT Drawing on the social comparison and moral exclusion perspectives and the social interactionist theory of aggression, this study investigates how employee performance affects abusive supervision through supervisor envy and perceived threat to hierarchy. Data were collected from employees in four- and five-star hotels in various provinces of Türkiye. The research hypotheses were tested by using Partial Least Squares-Structural Equation Modeling. The findings show that high employee performance significantly increases supervisor envy and threat to hierarchy. In turn, supervisor envy and threat to hierarchy significantly increase abusive supervision. Finally, supervisor envy and threat to hierarchy also mediate the impact of employee performance on abusive supervision. Given the lack of previous evidence on these paradoxical outcomes of high employee performance, the present study contributes to the business ethics and hospitality literatures.

Analisis Perilaku Organisasi terhadap kinerja Karyawan di D'Besto di Lubuk Begalung

d'Besto is a fast food restaurant designed for Indonesian families who crave the culinary experience of delicious fried chicken and burgers., d'Besto offers a partnership package with an investment value of IDR 200 million. However, the investment value can change depending on the location and area of ​​the partner's outlet. With this capital, it is projected that the daily turnover will reach Rp. 5-Rp. 15 million, while the net profit will be 25 percent. So it requires a structure or. Organizational behavior is the study of how individuals and groups act within an organization. This includes an understanding of interpersonal dynamics, group processes, organizational structure, culture, and the work environment. The main goal of this study is to increase organizational effectiveness by understanding, predicting, and managing human behavior in an organizational context.. This PBL aims to analyze the influence of organizational behavior on employee performance. D Besto The method used is a quantitative approach with observation and interviews Organizational behavior includes several aspects such as leadership, communication, motivation, and a conducive work environment that has a significant impact on employee performance. The PBL results on D Besto show that positive and supportive organizational behavior can increase productivity, efficiency and high employee performance.

High Involvement Management Practices and Their Impact on Contextual Performance: An Analytical Study in the General Secretariat of the Council of Ministers

The main objective of this research is to evaluate the integration management at the higher level within the General Secretariat of the Cabinet and identify its role in achieving integration in the work environment through improving relationships between different management levels, facilitating participation and expression of opinions, and enhancing organizational belonging. A statistical approach and SPSS V.25 method were used for data analysis and various measurements. Data was collected from senior managers in the General Secretariat of the Cabinet using 87 distributed questionnaires, with 81 of them collected, resulting in a response rate of 95%. Study results indicate a pattern of integration management practices at the higher level within the General Secretariat, particularly after involving employees in decision-making. These practices contribute to strengthening employees' connection to the organization, enhancing their knowledge and decision-making skills, leading to increased productivity and effectiveness. Furthermore, participation contributes to the implementation of high-level integration management by enabling employees to participate in problem-solving and decision-making, fostering collaboration, coordination, and achieving high employee performance.

The Influence Of Organizational Commitment And Work Motivation On The Performance Of Employees At Prasetya Bunda Tasikmalaya Hospital

The purpose of this research is to find out and analyze the influence of organizational commitment and work motivation partially and simultaneously on the performance of Prasetya Bunda Hospital employees in Tasikmalaya. The population that will be the subject of the research is the employees of the Medical Department of the Prasetya Bunda Hospital in Tasikmalaya with a sample of 190 employees. The research method used is quantitative, with data collection using questionnaires, interviews, field studies, and literature studies. Data analysis is done with Validity Test, Reability, Interval Value (NJI), Method Of Successive Interval, Classic Assumption Test and multiple linear regression test to test the relationship between variables of organizational commitment, work motivation, and employee performance. The important points from the results of the research are the commitment of the employees of Prasetya Bunda Hospital Tasikmalaya which is included in the high category. The work motivation of Prasetya Bunda Tasikmalaya Hospital employees is included in the very high category. The performance of Prasetya Bunda Tasikmalaya Hospital employees is included in the very high category. Simultaneous Effects: Organizational commitment and work motivation simultaneously have a significant effect on Employee Performance on the employees of Prasetya Bunda Hospital Tasikmalaya. Partial Effect: Partially, Organizational Commitment has a significant effect on Employee Performance in Prasetya Bunda Tasikmalaya Hospital employees, as well as work motivation. With this result, it can be concluded that organizational commitment and work motivation play an important role in encouraging high employee performance in the employees of Prasetya Bunda Hospital Tasikmalaya.

Pengaruh Motivasi Kerja dan Budaya Organisasi Terhadap Kinerja Pegawai Melalui Komitmen Organisasi Pada Dinas Pendidikan, Kepemudaan dan Olah Raga Kabupaten Badung

Employee performance at the Badung Regency Education, Youth and Sports Office reflects effectiveness and efficiency in carrying out tasks related to the development and provision of education. High employee performance can have a positive impact in various aspects, such as improving the quality of education, good resource management, effective program planning, and adequate service to the community. This study aims to analyze the mediating role of organizational commitment on the influence of work motivation and organizational culture to improve employee performance at the Badung Regency Education, Youth and Sports Office. The number of respondents involved in the study were 94 respondents using the survey method. Data collection using a 5-point Likert scale questionnaire. Data analysis techniques using SEM-PLS. The results showed that work motivation, work culture and organizational commitment had a direct and significant effect on employee performance. Organizational commitment can moderate the influence of work motivation and organizational culture on employee performance. The total influence that dominantly affects employee performance is work motivation. It is recommended to provide facilities that support the physiological needs of employees and strengthen communication between leaders and subordinates, as well as give awards to subordinates who excel.

The Effect of Compensation and Organization Culture on Employee Performance: Mediating Role of Work Motivation

In today's corporate environment, fostering high employee performance is crucial for organisational growth. Companies must enhance performance within their operations by utilizing various resources, including natural, financial, human, scientific, and technological assets. These resources provide the energy, strength, and power needed to generate momentum and activity. Exceptional employee performance is essential for achieving desired outcomes. This study explores the impact of compensation and organisational culture on employee performance, with work motivation as an intervening variable at PT. Panen Lestari Indonesia (East Java Surabaya). A quantitative approach was adopted, collecting data through observation, interviews, and questionnaires from 73 employees. The analysis employed the Partial Least Square (PLS) methodology. Results show that compensation and organisational culture significantly affect employee performance via work motivation, which mediates these effects. The study underscores the importance of integrating compensation and supportive organisational culture to enhance employee performance, highlighting work motivation as a key mediating factor. These findings provide practical implications for managers and HR professionals, suggesting that improving employee performance requires considering the interplay between compensation, organisational culture, and work motivation.

Influence of Work Environment and Leadership Style Transformational to Employee Performance With Professionalism as an Intervening Variable In Pengadilan Negeri Jambi Kelas IA

The purpose of this study is to describe the work environment, transformational leadership style, professionalism and employee performance at Jambi District Court Class IA. Then to analyze the influence of the work environment and transformational leadership style on professionalism, analyze the work environment and transformational leadership style on employee performance, then analyze the influence of professionalism On employee performance, then analyze the influence of the work environment and transformational leadership style through professionalism on employee performance. This research is a research using descriptive and verifiative research methods, which is a method in examining a group of people, an object, situation and condition of a system of thought with a goal to make a description, a systematic picture according to the facts being investigated. The verification research aims to test hypotheses about the influence between variables of this study. This study involved employees at the Jambi District Court Class IA and for a sample of 84 people. Data was analyzed using SPSS.22. The results showed that the work environment is in good condition, transformational leadership style in high conditions, professionalism and employee performance are also high, that the work environment , and transformational leadership style are simulatively or partial has a positive and significant effect on professionalism, work environment and transformational leadership style simultaneously and partially has a positive and significant effect on employee performance, and professionalism has a positive and significant effect on performance employee at Jambi District Court Class IA. To be able to improve the professionalism of its employees at work by providing rewards, promotions so that they can work better for the progress of the agency. In addition, it also provides sanctions to employees who do not carry out their duties and responsibilities properly. In addition, it also provides services in the field of law to people who seek justice for the legal problems they face

DIVERSITY IN THE WORKPLACE: IMPLICATIONS FOR COLLECTIVE ORGANIZATIONAL COMMITMENT IN NIGERIAN PUBLIC SECTOR ORGANIZATIONS

Objective: The objectives of this study are: 1. evaluate the effect of job-related diversity on collective organizational commitment in public sector organizations in Nigeria; 2. evaluate the effect of cultural diversity on collective organizational commitment in public sector organizations in Nigeria. The aim of the study is to examine diversity in the workplace to achieve collective organizational commitment in public sector organizations in Nigeria. Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented. The theory that is related to this work having reviewed some theories is the Social Identity Theory. Social identity theory is a social psychological theory that is utilized in organizations to obtain high employee performance. Social identity theory gives more understanding of diversity in terms of understanding the role of group divisions in organization. Method: The study relied on a self-developed structured questionnaire as the instrument for data collection. Using SPSS version 20 software, descriptive statistics and multiple regression analysis were used to assess the data and statistically analysed the data that had been collected. Results and Discussion: The findings revealed that job-related diversity has a significant effect on collective organizational commitment in public sector organizations in Nigeria (β=0.077, p<0.05), and that cultural diversity has no significant effect on collective organizational commitment in public sector organizations in Nigeria (β =0.030, p>0.05). Originality/Value: Previous studies had focused on different types of diversity and their attributes, but have not adequately addressed the factors that can strengthen the relationships. This study to filled this gap by examining the impact of workplace diversity on organizational commitment in the Nigerian Public Sector Organizations. The research also highlighted the need for a combination of cultural and experiential factors to understand the challenges faced by employees in a diverse workplace..

Pengaruh Budaya Perusahaan terhadap Kinerja Karyawan pada PT Fuji Technica Indonesia

This research was motivated by wanting to know the extent to which factors influence employee performance at PT Fuji Technica Indonesia. One of the variables that researchers use to examine the influence of employee performance is company culture. The purpose of this research is to explain or explain the influence of company culture variables on employee performance. This research was carried out at PT Fuji Technica Indonesia from June to September 2023. The research method used was quantitative with associative techniques. The population at PT Fuji Technica Indonesia was 400 people. The samples taken were 80 people using the Slovin sampling technique. Based on the calculation results shown in table 4.5, a correlation coefficient of r = 0.767 and a determination coefficient of R = r2 = 0.588 were obtained. Testing the significance of the correlation obtained tcount (10.551 > t table (2.000) at  = 0.05, indicating that the correlation coefficient is significant. Thus, the research hypothesis which states that there is a relationship between Corporate Culture and Employee Performance can be accepted. This means that the better the Corporate Culture will be followed by high Employee Performance. Meanwhile, the coefficient of determination of 0.588 shows that 58.8% of the variation in Employee Performance can be explained by variations in Corporate Culture, the remaining 41.2% is determined by other factors outside Corporate Culture. Based on the results of calculations to develop an equation model In the regression between Company Culture (X) and Employee Performance (Y), the constant α = 3.041 and the regression coefficient β = 1.132 were obtained. Thus, the influence between the independent variable X and the dependent variable Y can be expressed in a simple linear regression equation model as follows: Ý = 3.041 + 1.132 This shows that the regression equation model is significant. The linearity test results obtained Fcount (1.25) < Ftable (1.90) at  = 0.05. These results indicate that the regression equation is linear. Based on the test results above, the regression equation Ý = 3.041+ 1.132X can be used to explain the form of a linear relationship between Company Culture and Employee Performance. This relationship shows that there is a direction of change in the trend of respondent employee performance due to company culture.

Analysis of the Influence of Job Characteristics on Employee Performance with Motivation as an Intervening Variable among Employees at Cafe Sawah Pujon Kidul

The purpose of this research is to examine the job characteristics, motivation, and performance of employees. This research was conducted on employees of the Pujon Kidul rice field café with a total of 68 respondents. With the technique of using the total sampling technique. Using a quantitative approach. The data analysis technique uses path analysis and the SPSS 25 program. In this study, it shows that job characteristics have a good range of scales. Motivation has a high scale range and employee performance has a high scale range. The results of this study indicate that job characteristics have a significant influence on employee performance. Characteristics have a significant effect on work motivation. Motivation has a significant effect on employee performance and job characteristics have a significant effect on employee performance through work motivation.

The Influence of Psychological Capital on Employees Turnover Intention: A Conceptual Model

In the context of fierce talent competition, attracting and retaining high-performance employees is a common challenge faced by organizations. Therefore, how to utilize various resources to control employee turnover is an urgent issue at the organizational level. Psychological capital is a relatively new type of capital that has emerged after studying economic capital, human capital, and social capital. It has become a valuable and reasonable investment and has expanded to the fields of human resource management and organizational behavior, receiving widespread respect from scholars. This paper further deepens the research on the development of psychological capital in the field of human resource management through a comprehensive literature review and proposes a link between psychological capital and employee turnover intention. The results of this study show that there is a significant relationship between psychological capital and employee turnover intention. The proposed conceptual framework will make valuable contributions to future research.

Workplace design in Indonesian manufacturing small and medium-sized enterprises: Review and further research

Abstract Workplace design is an essential process for the manufacturing industry to realize a low manufacturing cost with high productivity and competitive advantage, as well as high employee performance and well-being. Although research on workplace design in the Indonesian manufacturing industry began more than 20 years ago, workplace conditions in the manufacturing industry, especially in small and medium-sized enterprises (SMEs) in Indonesia, have remained subpar, with high material handling costs. This review article aims to evaluate recent research on workplace design in the Indonesian manufacturing SMEs and explore possible directions for further research. The results of this review indicate that the research on workplace design in Indonesian manufacturing SMEs is mostly focused on the department area (micro-level), using systematic layout planning methods to improve material handling activities. Even though environmental conditions are unfavorable with low levels of occupational safety and health, research that consider these two in the process of designing workplace in Indonesian manufacturing SMEs is still limited. This review also shows the possibility of developing an integrated workplace design by involving environmental ergonomics and occupational safety and health in manufacturing SMEs.