Improve Work Performance Research Articles

Effect of meditation or escitalopram on work performance in patients with anxiety disorders.

This study aimed to 1) examine how psychopharmacotherapy and mindfulness-based stress reduction (MBSR) influence absenteeism and job performance among individuals with anxiety disorders and 2) compare the effectiveness of these treatments in improving work performance. Adults (N=67) with a primary anxiety disorder were recruited to participate in the study. Participants were randomized to escitalopram, a common treatment for anxiety disorders, or MBSR. Absenteeism and job performance were measured with the Health and Work Performance (HPQ) questionnaire prior to treatment and at the week 24 follow up. At week 24, individuals in the escitalopram arm and the MBSR arm showed significant improvements in partial days of missed work due to mental/physical health problems from baseline (1.00 [0.00-2.50] to 0.00 [0.00=1.00], p=.034 and 0.00 [0.00-2.00] to 0.00 [0.00=1.00], p=.001, respectively). In the MBSR arm only, job performance increased from baseline to week 24 (65.00 [50.00-80.00] to 75.00 [67.50-82.50], p=.017). None of the outcome variables significantly varied by group at baseline or week 24. Our study finds evidence that MBSR improves work performance equivalently to SSRI medication among individuals with anxiety disorders. Given the limitations of SSRIs, MBSR should be considered as an alternative to individuals who desire improved anxiety symptoms and work outcomes. ClinicalTrials.gov Identifier: NCT03522844.

Green IT and BYOD: driving sustainability, job performance, and well-being in remote work

Purpose This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions. Design/methodology/approach The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country. Findings SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions. Practical implications Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being. Originality/value The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

Predictors of Individual Work Performance among Private Business Companies for an Enhanced Organizational Human Resource Plan

This study aimed to examine the influence of organizational culture and multi-dimensional self-control as predictors of individual work performance among employees in private business companies. A descriptive-correlational research design was employed, involving 110 respondents from Santo Tomas, Davao del Norte, selected through stratified sampling. Data were collected using three standardized questionnaires, and statistical tools such as Mean, Pearson r, Standard Deviation, and Regression Analysis were applied. The results indicated that both organizational culture and multi-dimensional self-control had significant positive relationships with individual work performance. Specifically, organizational culture was rated with an overall mean of 4.32 (strongly agree), while multi-dimensional self-control scored 3.80 (agree), and individual work performance received an overall mean of 3.75 (agree). These findings suggest that fostering a strong organizational culture and enhancing employee self-control are key strategies for improving work performance, especially in culturally diverse environments. While Presidential Decree No. 442, Article 3, emphasizes the protection of workers' rights and labor laws, its relevance in this study lies in the broader context of promoting effective organizational practices. The study concludes that interventions to strengthen company culture and develop training programs focused on enhancing self-control may significantly boost employee performance. Future recommendations call for more specific and targeted approaches to implement these interventions within organizational frameworks.

Construction Project Performance Based on Occupational Safety, Occupational Health and Work Motivation

Many construction organizations still employ workers without regard to the application of accident risk, although a focus on safety is predicted to improve worker performance. This study aims to examine the effect of occupational safety and health and incentive factors on worker performance in housing construction projects. This study used a quantitative approach and was tested using the SEM-PLS method with a sample of 72 respondents. The results showed that well-implemented occupational safety and health significantly improved worker performance, by reducing the risk of injury and improving worker welfare. In addition, high work motivation plays a role in increasing project productivity and efficiency. Emphasis on safety, health, and work motivation was shown to have a positive impact on achieving better project performance. The implications of this research provide important insights for construction managers and policy makers in optimizing project success through the implementation of effective safety protocols, wellness programs, and appropriate motivation strategies. Thus, this study highlights the importance of integrating occupational safety and motivation as key factors in achieving superior project performance.

The effects of work readiness, organizational justice and professional identity on the work performance of new nurses: a cross-sectional survey

BackgroundWith the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity.MethodA cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis.ResultsThe mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P<0.01), organizational justice is a mediating variable between work readiness and the work performance of new nurses (β = 0.269, P<0.01) and Organizational justice and professional identity play a chain mediating role in work readiness and work performance (β = 0.066, P<0.01).ConclusionsThe study highlights the importance of improving the work performance of new nurses. To improve work performance, managers should create a fair atmosphere, formulate transparent policies, improve the organizational justice of new nurses, and promote the professional identity and work readiness of new nurses by holding activities or conducting lectures. This will help stabilize the nursing team, improve the medical environment, stimulate the work enthusiasm of new nurses, and contribute to the development of the hospital.

Emotional Intelligence as Critical Competence in Nurses' Work Performance: A Cross-Sectional Study.

Emotional intelligence may help nurses to cope with demanding work environments where the need to improve the quality and safety of the care provided, as well as the care of the chronically ill, prevails. Although it is well known that emotional intelligence is positively related to work performance, the literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. We conducted a cross-sectional study with 318 nurses. We collected data from a convenience sample of nurses during January 2024. Since we conducted an online survey through social media, our sample could not be representative of all nurses in Greece. For instance, older nurses may be underrepresented in our study due to limited access on social media. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We followed the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. We found that the four streams of emotional intelligence (i.e., well-being, self-control, emotionality, sociability) increased nurses' work performance. In particular, we found a positive relationship between well-being and task performance (adjusted beta = 0.210, 95% CI = 0.140 to 0.281, p-value < 0.001) and contextual performance (adjusted beta = 0.135, 95% CI = 0.050 to 0.221, p-value = 0.002). Similarly, there was a positive relationship between self-control and task performance (adjusted beta = 0.136, 95% CI = 0.030 to 0.241, p-value = 0.012). Additionally, sociability increased task performance (adjusted beta = 0.223, 95% CI = 0.151 to 0.295, p-value < 0.001) and contextual performance (adjusted beta = 0.198, 95% CI = 0.111 to 0.286, p-value < 0.001). Moreover, emotionality (adjusted beta = -0.198, 95% CI = -0.319 to -0.076, p-value = 0.002) and sociability (adjusted beta = -0.133, 95% CI = -0.221 to -0.044, p-value = 0.003) reduced counterproductive work behavior. Our multivariable models identified a positive impact of emotional intelligence on nurses' work performance. Nurse managers and healthcare organizations should adopt appropriate interventions to improve nurses' emotional intelligence. Enhancing emotional intelligence among nurses can improve work performance and, thus, healthcare outcomes. Moreover, higher levels of emotional intelligence may empower nurses' compassion and resilience, fostering a supportive work environment. In this context, the well-being of both nurses and patients may improve.

An Empirical Study on the Impact of Internal Process Optimization in the Public Sector on Work Performance

As the modernization of public sector management progresses, internal process optimization has become a crucial means of enhancing work performance. This paper systematically analyzes the current status and issues of internal process optimization in the public sector, proposing strategies for process reengineering, informatization, and automation, and detailing the specific steps for implementation. Through empirical research, the paper explores the effects of process optimization on work efficiency, service quality, and resource utilization. The findings indicate that internal process optimization can significantly improve work performance in the public sector, providing important theoretical support and practical references for public management practices.

A bright side to unethical pro-organizational behavior: Improving work performance by satisfying psychological needs

Despite scholarly efforts to unpack the outcomes of unethical pro-organizational behavior (UPB), its impact has not yet been fully understood. Drawing on self-determination theory, this research advances knowledge about the consequences of UPB by investigating its relationship with psychological needs fulfillment (PNF) and downstream service performance. This research further investigates whether the consequences of UPB are more pronounced among employees with a strong versus weak sense of work meaningfulness. Across a time-lagged multi-source survey (Study 1) and an experiment (Study 2), the results show that UPB is positively associated with PNF, particularly for employees with a strong sense of work meaningfulness, and that this relationship predicts higher in-role service performance and customer-oriented organizational citizenship behavior. Therefore, this research reveals a novel bright side to UPB, providing insight into factors motivates UPB and how to mitigate it.

Future of Work: The Impact of Intelligent Technologies for Leaders and Knowledge Workers

The future of work (FOW) is being influenced by emerging technologies such as machine learning, artificial intelligence (AI), and predictive analytics. With 89% of businesses adopting digital strategies, experts predict that AI will enhance productivity and proficiency over the next decade. However, concerns about the impact of AI on employment and the workforce remain. The pace of AI development contradicts stakeholder expectations, leading to uncertainty about AI automation, competitiveness in local markets, online disruptions, job and skill redesign, and high pressure on the workforce. AI has shown benefits in automating processes and improving productivity, quality, and reliability. Descriptive analytics tools like Office 365 Delve (O3D) can help reinforce working relationships, improve work-life balance, and support communication. However, there is a gap between organizations and employees when it comes to adopting new technology tools. A case study was conducted at Achievers Point University (APU) to examine the use of O3D, its impacts, and user perceptions. The results showed that non-users do not trust the implementation of O3D, but users who use it effectively view output accuracy as well as input. In terms of well-being and trust, 62% of respondents trust O3D as a tool for improving work performance in time management and capturing work activity data. The findings from this case study can inform C-suite executives, decision-makers, and business leaders about developing strategies to mitigate risks during technology implementations

THE EFFECT OF TRAINING EFFECTIVENESS ON INDIVIDUAL WORK PERFORMANCE IN BUSINESS ORGANIZATIONS IN CAMBODIA

On-the-job training or off-the-job training are considered training effectiveness which is very crucial for all employees to have earned more skills and knowledge to improve work performance for effective outcomes. Since some employers are not much concerned about training programs for their employees in business organizations which result in poor work performance. Therefore, this study aims to measure the training effectiveness which impacts on individual work performance in business organizations in Cambodia. Quantitative research has been employed in this study with descriptive and inferential data were analyzed. Simple and multiple regressions are used in order to test the training effectiveness variables on individual work performance. The study has constructed the valid questionnaires to survey 200 participants with different business organizations in Cambodia. A regression analysis reveals that training significantly influences individual work performance. All training variables, including style, content, environment, schedule, and materials, showed a positive relationship with performance. Training materials and training content have had positive effects on individual work performance. The study emphasizes the importance of investing in well-rounded training programs that consider various aspects of delivery and content. The study's value lies in its demonstration of how to apply successful aspects of training programs to improve individual work performance in business firms. Eventually, the study has suggested that the leaders of business organizations should consider the efficient techniques of organizing training programs for their employees.

Quality Analysis of The Road Widening Project Towards Standards for The Grobogan Road Section - Jember District Limit (Link. 199)

Roads are a land transportation route that has been used since ancient times as a means for people to move places using existing transportation. In road construction efforts, it is necessary to have Standard Operating Procedures, or SOPs, that are used with the aim of improving worker performance, ensuring road quality, increasing profits, and company development. SOP is a method or work flow that has been standardized, is used as binding and directive instructions, and covers things from an activity that has steps or procedures. Currently, there are still many road work projects that are carried out without paying attention to existing SOPs, and this means that the quality of the concrete roads being made does not comply with applicable standards, which means that some parties may experience losses. There needs to be a good understanding of how SOPs comply with standards so that they can produce concrete of maximum quality. This writing was prepared using an analytical method using a literature study that refers to the Indonesian National Standards (SNI) and the PUPR Ministerial Regulation (Regulation of the Minister of Public Works and Public Housing).

THE ROLE OF DISTRIBUTIVE JUSTICE COMPENSATION, COMMITMENT AND WORK DISCIPLINE TOWARDS WORK PERFORMANCE

This research aims to analyze the influence of distributive justice compensation, commitment and work discipline towards employee work performance. The research method used is a quantitative method with a survey approach. Data was obtained through a questionnaire distributed to employees in CV. Nursa Prima Mojokerto. Data analysis was carried out using multiple linear regression to see the influence of the independent variables (distributive justice compensation, commitment and work discipline) on the dependent variable (work performance). The research results show that these three independent variables significantly increase work performance, both partially and simultaneously. These findings indicate that the company needs to pay attention to aspects of fairness in providing compensation, improve work discipline, and build employee commitment to improve work performance. It is hoped that this research can contribute to the development of effective human resource management strategies in the company.

Efektivitas Hubungan Kerja Guru di SDN 4 Asparaga Kabupaten Gorontalo

The effectiveness of work relationships is a factor that plays an important role in organizational activities, it needs to be fostered and developed so that organizational goals can be achieved effectively. Organizational goals will be achieved if the organization has reliable, skilled and qualified human resources so that they can provide optimal contributions and improve work performance. Both for organizations, society and employees themselves. The effectiveness of work relations is a person's positive attitude or general condition towards organizational life. The approach in this research is to use an associative approach. The type of research used is descriptive qualitative. Data collection was carried out using observation and interview techniques. Based on the research results, there are several things that are used to measure a person's work effectiveness, namely (1) steady and smooth movements, (2) rhythmic movements, (3) responding more quickly to signs, (4) being able to predict difficulties that will arise, (5) ) works quietly. Thus, it can be concluded that (1) the effectiveness of employment relations is the level of a person's mastery of knowledge and skills in their work which can be measured from the length of service and the level of knowledge and skills they possess. Various efforts to fulfill teachers' needs to be good have been carried out quite well at SDN 4 Asparaga, Gorontalo Regency, (2) supporting factors for the effectiveness of teacher working relationships at SDN 4 Asparaga, Gorontalo Regency in the form of fulfilling several needs, namely physiological needs, security needs, social needs, Needs that reflect a sense of self, and teacher self-actualization needs.

Systems-Informed PERMA + 4: Measuring Well-being and Performance at the Employee, Team, and Supervisor Levels

Past research has relied on employees to self-report their levels of well-being and performance in the workplace. Systems-informed positive psychology has been proposed to understand the dynamic interrelationships of the employee in their social and environmental context. PERMA + 4 is a comprehensive framework designed to measure the building blocks of well-being at work. Using an international sample of employees (N=2000), this study developed a systems-informed (i.e., at the individual (I), team (T), and supervisor (S) levels) PERMA + 4 measure and examined the associations with well-being and work performance. Full-time employees who worked on a team of two or more individuals, and had a direct supervisor were recruited to take an online survey assessing their work-related well-being and performance. Findings supported convergent, discriminant, and incremental validity of individual, team, and supervisor PERMA + 4 with well-being and work performance outcomes. Scholars and practitioners may consider using a systems-informed PERMA + 4 approach to measure and evaluate workplace programs and interventions that target the well-being of individuals, teams, and leaders. Such a systems-level approach may contribute to improved work performance.

Quality of work life and associated factors among health professionals working at private and government health institutions in Awi zone, Amhara regional state, Ethiopia, 2022: a comparative cross-sectional study.

Quality of work-life issues significantly impact the economic, physical, and psychological well-being of health professionals and their families. Enhancing QWL aims to foster a conducive environment and improve work performance. This study evaluated the quality of work life of health professionals in government and private health institutions in the Awi zone, Ethiopia. A comparative cross-sectional approach was employed, with study participants selected via the lottery method in 2022. Socio-demographic and organizational-related data were collected, coded, cleaned, and entered into Epi-Data version 3.1, then analyzed using SPSS version 27. Candidate variables were selected using bivariable logistic regression (p < 0.20). We used multivariable logistic regression to identify factors associated with quality of work life, presenting AOR with a 95% CI at a 5% significance level. The study included 385 private health professionals and 395 government health professionals, with response rates of 90.38 and 92.72%, respectively. Overall quality of work-life satisfaction was 53.08% (95% CI: 49.2-57.0), with private health institution workers reporting satisfaction at 42.3% (95% CI: 37.4-47.30) and government health professionals at 63.54% (95% CI: 58.78-68.31). The difference between the two groups was 21.2% (95% CI: 14.3, 27.9). Factors significantly associated with quality of work life included type of health institutions (AOR = 2.272; 1.684, 3.065), family size (AOR = 1.536; 1.122, 2.103), personnel protective equipment (AOR = 1.369; 1.006, 1.863), eye protection (AOR = 2.090; 1.514, 2.885), engineering control (AOR = 1.563; 1.140, 2.143), and accessibility of alcohol (AOR = 1.714; 1.219, 2.410). Health professionals in private health institutions exhibited lower quality of work-life satisfaction than government health institutions. Quality of work life was significantly associated with the type of health institutions, family size, availability of personal protective equipment, eye protection, engineering control, and accessibility of alcohol. Regular monitoring and evaluation of the quality of work life, ensuring the availability of appropriate personal protective equipment, and providing sufficient materials and equipment for both groups were recommended based on the findings.

Workplace menstrual health in the private sector: Results from a pilot study in Kenya and Nepal

ABSTRACT Menstrual health (MH) efforts have not focused on challenges experienced by working adults. For individuals who identify as women, managing one's periods outside the home is especially difficult when working in male-dominated workplaces. In response, USAID Water, Sanitation, and Hygiene Partnerships for Learning and Sustainability implemented four workplace interventions in Kenya and Nepal to improve MH conditions, promote women's economic empowerment, and garner support from company leadership for workplace MH programs. Over 9–11 months, interventions focused on (i) menstrual products and WASH infrastructure; (ii) workplace policy environment; and (iii) education and behavior change. Pre–post, mixed methods evaluations revealed that awareness and confidence regarding MH increased in all workplaces. Improved access to menstrual products increased women's comfort and lowered anxiety. In both countries, improved toilets and reduction of supervisory barriers to toilet use during working hours helped women employees to change products regularly. Changing the social and institutional workplace environments through policy recommendations, education and behavior change efforts increased social support and reduced menstruation-related stigma, leading to improved work performance and job satisfaction. Our findings demonstrate the feasibility of implementing workplace MH programs and improving working conditions for menstruating employees in pursuit of economic empowerment and better business outcomes.

Удосконалення системи мотивації персоналу на прикладі АТ «УКРПОШТА»

Companies must constantly look for new ways to increase efficiency and improve management systems in today’s competitive environment. We all know that talent is an organization’s most important resource. The more investment and attention paid to talent, the better the overall efficiency and profitability of the enterprise. Motivation is one of the main components of people management. When exploring the nature of motivation, it is essential to consider that motivation is a process that drives a person’s behavior in a specific direction, forcing them to behave in a certain way in a particular situation. By understanding motivational methods that have yet to be sufficiently studied, we can better explain people’s behavior at work or in other situations. At the current stage of business and logistics industry development in Ukraine, Ukrposhta faces challenges and tasks related to increasing competitiveness and improving customer service. One of the crucial factors influencing the successful fulfillment of these tasks is the compelling motivation and management of personnel. The incentive system at Ukrposhta may need to be revised or improved to ensure high productivity and employee satisfaction. Motivation processes need to be more transparent, non-individualized, and able to consider the needs of different groups of employees, such as couriers, sorters, managers, etc. This situation can lead to low productivity, decreased motivation, increased staff turnover, and deterioration in the quality of customer service. The purpose of the article is to study the peculiarities and importance of forming an effective labor motivation system at an enterprise, as well as to analyze the current state of the motivation system at Ukrposhta JSC and to find ways to improve it. Improving the staff motivation system is crucial to any organization’s successful management and development. Companies can achieve many benefits with a properly designed and implemented motivation system. Motivated staff work more efficiently and achieve high results, contributing to the company’s productivity. Suppose employees feel valued and have development opportunities. In that case, it reduces the risk of losing valuable staff and the need to find new employees. Satisfied employees are more focused on the quality of their work and customer service, which helps to attract and retain customers. An effective incentive system can foster creative and innovative solutions among employees. A well-designed incentive system can improve the working climate, make the work environment more conducive, and promote teamwork. A robust incentive system can be a tool for attracting and retaining talented employees. Thus, at Ukrposhta, remuneration is the main economic incentive. The company uses various forms and systems of labor. Management pays attention to material incentives but ignores stimulating the moral needs of subordinates, such as improving work performance and conditions, maintaining team spirit, etc. Keywords: motivation, motivation system, staff motivation, improvement of motivation, ways of motivation.

The Impact of Motivation and Commitment on Gen Z Work Performance in the Jabodetabek Area

This study explores the impact of motivation and commitment on the work performance of Gen Z (Generation Z) employees in the Jabodetabek area. The study aims to identify the most significant factors influencing the work performance of Gen Z in the Jabodetabek area, a demographic group known for their technological fluency and career development aspirations, and focus on work-life balance. The research employs a quantitative approach. The findings contribute to understanding how motivation and commitment can be leveraged to improve work performance in the Jabodetabek region, a critical hub for businesses and organizations in Indonesia. The study's results provide valuable insights for managers and policymakers seeking to optimize the performance of their workforce, particularly in the context of the evolving work dynamics driven by digitalization and the changing preferences of younger generations. This research helps to see the development of employee performance, especially in Gen Z, a generation that has just entered the world of work. The results showed that work motivation contains a positive and critical impact on the performance of Gen Z workers, work commitment encompasses a positive and noteworthy impact on the performance of Gen Z workers, also simultaneously work motivation and work commitment have a positive and noteworthy impact on the performance of Gen Z workers in Jabodetabek area

The Impact Of Psychological Contract Breach On Employee Engagement And Innovative Work Behavior With Moderating Role Of Resilience.

The current researches examine an impact of psychological contract breach on employee engagement and innovative work behavior, with an emphasis on moderating impact of resilience. PCB is understood as the violation of an understood contract between the employee and employer, PCB is theorized to negative impact on employee engagement and the innovative work behavior of an employee. Drawing on a segment of faculty from Higher education of Pakistan, SEM is used in this study to analyze the relationships among PCB, EE and IWB. In this study Resilience have a moderating impact which buffer the negative effects of psychological contract breach on the other variables. Results of this study show that the impact of psychological contract breach on employee engagement and innovative work behavior are significantly negative. Although, when there is presence of resilience in employees it moderates the adverse effects and neutralize the negative impact, emphasizing the significance of resilience in retaining engagement and also fostering innovation in organization in spite of PCB. This study increases the understanding of exactly how PCB impact workplace results and pressures the significance of resilience in improving worker performance.

Employees’ perceptions of corporate social responsibility in a selected manufacturing enterprise in South Africa

Despite small and medium enterprises (SMEs) being the backbone of any economy, their performance is not satisfactory. Corporate Social Responsibility (CSR) is frequently utilised to improve business sustainability and meet stakeholder responsibilities. However, literature focuses on CSR practices in larger corporations, neglecting the practice in SMEs. On the other hand, CSR research usually overlooks internal stakeholders such as employees. In order to bridge this gap, the researcher investigated internal stakeholders’ perceptions of CSR in a South African medium-sized organization located in the eThekwini municipal area, as this perspective is critical in developing a comprehensive CSR strategy. Data for this research was gathered through interviews and focus group discussions with managers and employees of the selected organization. Thematic content analysis was the primary method utilised for analysing the collected data, which was aided by NVivo 12 software for complete data processing and organization. The findings revealed that employees view CSR as a viable practice that encourages dedication and motivation to improve work performance. CSR implementation within the organization is seen as an effective motivational tool, resulting in greater output, increased staff dedication, decreased absenteeism, and increased employee turnover. The researcher argues that CSR can increase employee performance and emphasizes the necessity for SME managers to incorporate social, environmental and employee-related CSR projects into their business strategy to improve overall performance.