Increase Employee Performance Research Articles

How can Organizational Support Increase Employee Motivation and Performance? Studies on Employees of MSMEs in Indonesia

Purpose – This study aims to investigate how the supervisor support (SVS) and co-worker support (CWS) affects employees in micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. Aims(s) – This study tested and strengthened the results of previous research regarding how SVS and CWS increased the motivation and performance of employees in the MSME sector in Yogyakarta, Indonesia. Design/methodology/approach – This study used 426 employees who were collected using a questionnaire. After the questionnaire was declared valid and reliable using the data collected, it was continued with testing the research hypothesis using structural equation modeling (SEM) with a two-step approach. Findings – The results of this study found that employees do need support from supervisors and co-workers, so that all variables in this study are correlated. In addition, employee motivation was directly influenced by emotional CWS, while employee performance was influenced by instrumental CWS. SVS had no direct effect on motivation and performance but encouraged employees to provide support to their co-workers both emotionally and instrumentally. Limitations of the study – The limitations of this research were using cross-section data to test the mediation model and using self-assessment in filling out the questionnaire which caused common method variance. Future research would be better if longitudinal data and other ratings were used to overcome this problem. Practical implications – Supervisor support has an effect for increasing co-worker support. These two forms of support are very necessary in increasing employee motivation and performance. Originality/value – Unlike the results of previous research, this research found that leader support cannot immediately improve employees’ performance. Supervisor support was mediated by other variables, which in this case was co-worker support which can motivate employees to improve their performance.

The Influence of Supervision and Work Discipline on Employee Performance at PT. Lutvindo Wijaya Perkasa Pekanbaru

This study aims to determine and analyze the effect of supervision and work discipline on the performance of employees of PT. Lutvindo Wijaya Perkasa Pekanbaru. The research method used is quantitative. The sample of this study was 57 respondents, using data collection techniques using questionnaires. The data obtained was analyzed through linear regression analysis with the SPSS program. The results showed: (1) There is a significant influence of supervision on the employee performance of PT Lutvindo Wijaya Perkasa Pekanbaru. Obtained t-count value of 8.242> t-table 1.673 with a significant 0.000 <0.05. The results of simple linear regression analysis show that if supervision increases by 0.820, it will increase employee performance by 4.544 constantly. (2) There is a significant influence of work discipline on the performance of employees of PT. Lutvindo Wijaya Perkasa Pekanbaru. Obtained a t-count value of 7.818> t table 1.673 with a significant 0.000 <0.05. The results of simple linear regression analysis show that if work discipline increases by 0.801, it will increase employee performance by 4.010 constantly. (3)

LITERATURE REVIEW: THE INFLUENCE OF SELF-MANAGEMENT AND STRESS MANAGEMENT IN IMPROVING EMPLOYEE PERFORMANCE IN COMPANIES

This research aims to explore and reveal the importance of the influence of self-management and stress management in improving employee performance in companies or agencies. The research method uses a literature review approach, by collecting 15 journal articles from 2017-2023 from Google Scholar. The results of this research reveal the positive impact of self-management in achieving work goals, conflict management, and improving employee quality of life. Apart from that, the concept of stress management is an important key in living a balanced and healthy life in a world full of challenges. Stress is a natural response to pressure and demands routine life, but if not managed carefully, it can have detrimental impacts on a person's physical and mental well-being as well as an important basis for improving the work environment and employee welfare, which can increase productivity and performance. The research contribution can explain that the more stress management increases, the impact it will have on increasing employee performance. For this reason, there needs to be a balance between soft skills and hard skills. This research has limitations, namely the small number of journals reviewed due to the limited number of relevant topics.

Human Resource Development Strategy in an Effort to Increase Employee Performance at PT. Pas Global Teknologi

This research aims to determine Human Resource Development in improving employee performance at PT Pas Global Teknologi. This type of qualitative research is used as a method in this research. The resource persons in this research were 5 employees. The data was collected through interview techniques, observation and preparation of documentation. Or it can be done using triangulation techniques, namely combining various techniques and all existing data sources. The research concluded with the result that training and human resource development activities at PT Pas Global Teknologi were carried out according to the work needs of each individual. The results of the research are (1) PT Pas Global Teknologi has made efforts to develop Human Resources to improve employee performance. The human resource development carried out by PT Pas Global Teknologi includes training, guidance and socialization between employees which is carried out for informal evaluation, namely by sharing sessions regarding employees and company team heads. (2) The performance of PT Pas Global Teknologi employees is good, this can be seen from employees who understand and carry out their duties and responsibilities at work. There are several factors to improve employee performance, namely appropriate salary or incentives, providing motivation from leaders, physical and spiritual health of employees, and good relationships between employees

Data Analytics for Optimizing and Predicting Employee Performance

The need to increase employee performance and productivity has become vital in most companies nowadays, considering the number of changes that processes and people have faced during recent years in many organizations. This becomes even more important as it can sustain the growth of the company, as well as the competitiveness. This work will present multiple methods and comparisons between them for the process of building a machine learning algorithm to predict performance scores for employees in one organization; these methods include pre-processing the data, selecting the best variables, building the best algorithms for the available data, and tuning their hyperparameters. The current research aims to conclude on a collection of practices that will determine the best predictions for the given variables, so that human opinion can become less influential in employee appraisal, increasing objectivity and overall productivity.

Analyzing the influence of hygienic and motivating factors on employee performance: Insights of HRM practices from university and industry settings

Many contemporary HRM systems have been developed based on motivation theories. Herzberg's theory of motivation serves as a methodology for examining and constructing motivation systems within organizations. This study aims to uncover the relationship between respondents' descriptive characteristics and hygienic/motivating factors and their impact on employee performance in the university and the industry. Employing a questionnaire method and utilizing Likert's 5-point scale for assessment, the authors collected, coded, and analyzed data using the SPSS Statistics Program. The study establishes the influence of hygienic and motivating factors on employee performance. When the hygienic factor increases by one unit, university employees' performance decreases by 0.239 units. In industry, it decreases by 0.085. Both research subjects showcase a direct relationship between performance and motivating factors, demonstrating a positive correlation. When the motivating factors see an increase of one unit, university employees' performance likewise increases by 0.643 units. In the Industry context, this rise in motivation corresponds to a 0.245 unit increase. Within the two-factor theory framework, both factors are deemed significant for employees, yet providing motivating factors is considered more crucial. Enhanced motivation through equitable and adequate stimuli practices corresponds to increased employee performance.

Empowering MSME Employees: Quality of Work Life and Organizational Support

This quantitative study investigates the association between quality of life at work (QWL), perceived organizational support (POS), and employee performance in Kota Magelang's micro, little, and medium-sized firm (MSME) sector. Through a questionnaire issued to 210 MSME employees, with a 100% response rate, the research explores the impact of QWL on both employee performance and POS, as well as the mediating role of POS in the relationship between QWL and employee performance. The findings show a good relationship between QWL and staff performance, as well as a positive influence of QWL on the point of sale. Furthermore, the study emphasizes the mediating role of POS in the relationship between QWL and employee performance. These findings highlight the necessity of improving QWL and POS within MSMEs to support increased employee performance, hence contributing to the economic development of Magelang's City MSME sector.

Strategi Kepemimpinan Kepala Bagian Dalam Meningkatkan Kinerja Pegawai Pada Badan Amil Zakat Nasional Provinsi Jawa Timur

Basically, employee performance is influenced by two factors, namely internal factors and external factors. Internal factors are factors related to a person's characteristics, including attitudes, personality traits, physical characteristics, desires or motivation, age, gender, education, work experience, cultural background and other personal variables. Meanwhile, external factors are factors that influence employee performance that come from the environment, leadership, actions of co-workers, type of training and supervision, wage system and social environment. Meanwhile, one of the important elements in a company's management system besides human resources is and compensation is leadership. Leadership is a process where someone can become a leader through continuous activities so that they can influence the people they lead (followers) in order to achieve organizational or company goals. The relationship between a leader and those being led is a leadership process because the leader needs followers and the followers need the leader. Even though leaders and followers are interrelated, it is the leader who should take the initiative to establish relationships, communicate and maintain relationships so that the goals of the company or organization as formulated in the company's/organization's vision, mission, plans and strategies can be achieved. Increasing employee performance in an organization is largely determined by the existence of leadership in the organization. Leadership is the main factor in determining the progress and decline of employee performance in an organization, because with leadership you can direct and mobilize other people to be willing. doing something voluntarily to achieve a predetermined goal. Therefore, the existence of leadership in an organization greatly determines the success of an organization as a whole. individual and group success

The Role of Inclusive Leadership Style in Fostering Employee Performance: A Mediating Role of Workplace Dignity

Purpose- The current research aims to inspect the impact of inclusive leadership on increasing employee performance in the Hail health cluster to inspect the part of workplace dignity as a arbitrator between employees' inclusive leadership style and performance. Design/Methodology/Approach- This study took a model of 364 workers in the Hail health cluster in Saudi Arabia. A well-structured questionnaire is developed on the base of previous literature for the collection of data. SmartPLS is used for extracting the results. Findings- This study establishes that the inclusive leadership style knowingly influences employee performance in the Hail health cluster. Inclusive leadership enhances workplace dignity; the highly dignified worker feels secure and performs work more efficiently to provide quality work. Research limitation/implication- This study is limited to the health cluster of Hail which is service sector and used workplace dignity as mediator, while future study can test same model for production sector and can use workplace dignity as moderator. The finding of current study has theoretical, practical and empirical implementation not only for the service sector but for manufacturing sector. Originality/Value- The current research is unique, and the combination of these variables has never been studied. This study explains that any sector's leadership increases workers' performance by providing dignity in the workplace. Further, this workplace dignity helps to increase the performance of employees.

SECOND ORDER ANALISIS DIMENSI 5C TEAMWORK TERHADAP KINERJA TENAGA KESEHATAN PADA RUMAH SAKIT PEMERINTAH

The level of public health cannot be separated from the quality of health services so that high hospital accreditation status is needed considering that hospital accreditation reflects the high and low quality of services that hospital administrators can provide to their patients. This requires optimal human resource management to improve the performance of hospital health workers. One of the dominant factors in the performance of health workers is positive organizational behavior, namely through teamwork. Teamwork describes actions that are planned and managed optimally by each member of the organization to maximize performance. For this reason, this research was carried out to test the influence of the dimensions of the teamwork variable on the performance of hospital health workers. A total of 10 dimensions and 30 indicators were used with a survey method carried out by distributing Google forms. The population in this study was four government hospitals in Banten province using a proportional random sampling method of 150 respondents. The research results show that the 30 indicators used to measure dimensions and latent variables have good validity and reliability. The results of the inner model analysis show very high goodness of fit index values ​​for each dimension which describes high suitability or no discrepancy between the observed values ​​and the expected values ​​in the research model. The results of hypothesis testing showed that the sixteen hypotheses constructed had T-statistic values ​​> 1.96 and P-values ​​< 0.05 so all hypotheses were accepted. The results of this research also found a novelty where the teamwork variable was more dominantly influenced by the comporting dimension, while the health worker performance variable was more dominantly influenced by the assurance dimension. Considering the very high results of the influence of each dimension and the influence of exogenous to endogenous, this is an input for hospital management to be able to improve interpersonal relationships through improving good teamwork in work teams to create conducive conditions and increase employee performance

The Influence of Transactional Leadership, Organizational Culture, and Compensation on the Performance of Employees at the Energy and Mineral Resources Government Agency of South Sulawesi Province

Objective: Based on data acquired from the South Sulawesi Provincial Energy and Mineral Resources Agency, it indicates the low performance of staff. Therefore, research is carried out on the causes of decreased or low employee performance so that it can be used as material in employee performance enhancement initiatives. Research Design & Methods: This research is exploratory, particularly seeking to identify relatively new correlations. This research uses a qualitative technique by distributing a questionnaire to the sample and the population, namely personnel of the Department of Energy and Mineral Resources of South Sulawesi Province, utilizing descriptive and inferential analysis. Findings: 1. Directly transactional leadership has a favorable and significant effect on staff performance. The implementation of transactional leadership has been properly actualized which directs each employee to increase their performance. 2. Directly organizational culture has a negative and insignificant effect on employee performance. Organizational culture that has not been effectively actualized leads employee performance to deteriorate. 3. Directly pay has a favorable and considerable effect on employee performance. The salary given has vital value for employees in increasing their performance. 4. Indirectly, transactional leadership through work happiness has a favorable and considerable effect on staff performance. The application of transactional leadership through work satisfaction has been actualized collaboratively between leaders and subordinates in carrying out their duties and functions to increase employee performance. 5. Indirectly organizational culture through job happiness has a negative and not significant effect on employee performance. Organizational culture through work satisfaction that has been carried out thus far has not been fully actualized, hence employee performance has declined. 6. Indirectly pay through job satisfaction has a favorable and considerable effect on employee performance. Compensation through job satisfaction has been adopted in accordance with the supply of remuneration to promote employee performance. Implications & Recommendations: The Energy and Mineral Resources of South Sulawesi Province can use the results of this research and combine them with a strategy to develop human resources and improve the performance of its personnel.

Analysis of the Influence of Organizational Culture on Employee Performance Through Job Satisfaction (Study on DP3AKB Pasuruan City)

This study used a saturated sampling or census technique to examine job satisfaction as a mediating influence of organizational culture on employee performance at the Office of Women's Empowerment, Child Protection and Family Planning (DP3AKB) in Pasuruan City. Path analysis (Path Analysis) is a data analysis approach. According to the study's findings, employee performance and job satisfaction are positively correlated with organizational culture, with job satisfaction acting as a mediating factor in this relationship. The leadership of Pasuruan City's Office of Women's Empowerment, Child Protection, and Family Planning (DP3AKB) must follow scientific and technological advancements and pay attention to employee satisfaction in order to establish a positive organizational culture and increase employee performance. Workers must be highly driven in order for them to appreciate working with coworkers who support one another in completing tasks and who exhibit high levels of work motivation.

Leadership style and employee performance in China’s fast moving consumer goods industry

The purpose of this study is to investigate the effect of various leadership styles on employee performance in the Fast-Moving Consumer Goods (FMCG) industry in China. The unexpected global spread of the coronavirus pandemic and its complicated issues have created a substantial amount of uncertainty in consumer demand worldwide which has motivated this research and highlighted the crucial role that the FMCG industry's marketing relationship plays in determining enterprise profit. There is a growing concern among enterprise managers, academics and policymakers about employee performance and its overarching impact on the organization. The study is underpinned by social exchange theory and employs a cross-sectional design. An online survey was conducted with 384 employees from the FMCG industry to measure the impact of three independent variables: authentic leadership style, servant leadership style and ethical leadership style. The findings reveal that authentic, servant and ethical leadership all significantly affect employee performance in the Chinese FMCG industry. Among these, ethical leadership is found to have the extreme effect. The implications of this study are of practical relevance to FMCG companies. FMCG companies can potentially navigate through the uncertainty in global consumer demand more effectively by reconfiguring their leadership styles to enhance employee performance. The study provides insights that can be used by FMCG companies to increase employee performance which is directly linked to enterprise profit.

A STUDY ON STRATEGIC REWARD SYSTEM OF EMPLOYEES WITH REFERENCE TO IT SECTOR

Companies must grow to be more strategic if they are to carry on and do well in the current business situation. Functional and unit strategies must be aligned with overall company strategy to enhance organizational effectiveness. In this respect, strategic reward systems are vital to ensuring desired employee behaviours and enhanced company performance. This project reviews strategic reward systems and examines rewards. It outlines the employee’s strategic compensation and recognition programs and discusses implications for management. Companies for reaching higher goals and development use motivation. Motivation is a complex phenomenon which is influenced by individual, cultural, ethnic and historical factors. Some methods are suggested to increase employee performance. Rewards and incentives are probably among the most popular ones. So, organizations use reward systems and strategies to motivate their employees and to increase their performance. The aim of this study is to investigate how reward systems and organizational incentives influence employees.

Work motivation and work environment as a trigger for increased employee performance

Effective management, thinking about the importance of human resources. Employee performance is an essential factor influencing success. In an organization, this is one of the most critical functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with a population of 42 respondents drawn into a sample using non-probability sampling, using the saturated sampling / total sampling method. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that work motivation significantly influences employee performance. The second hypothesis states that the work environment substantially affects employee performance. The third hypothesis is that employee performance is influenced by work motivation and work environment, which can simultaneously improve employee performance. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

The Important Role of Organizational Commitment, Competency and Work Capability in Improving Employee Performance

This research aims to explore and analyze the relationship between organizational commitment, competence and work ability on employee performance at the Surabaya City Government Administration Bureau. With a quantitative and explanatory approach, data was collected through observations, questionnaires and documentation from 57 employees. Although the number collected was slightly reduced to 50 responses which could be analyzed using SPSS software. The results of the analysis show that there is a significant relationship between organizational commitment and increased employee performance. However, although competency and work ability have an impact on performance, the relationship is not significant. The implications of this research underline the importance of organizational commitment in improving employee performance in the government sector. By understanding that organizational commitment has a strong impact, management can focus more on strategies to strengthen employee commitment to increase efficiency and effectiveness in the Surabaya City Government Administration Bureau.

The efficacy of employee strengths interventions on desirable workplace outcomes

AbstractRecent data suggest that only about one-third of employees thrive at work, while most are disengaged. This lack of employee productivity costs U.S. companies billions of dollars annually. Consequently, there is great interest in workplace interventions designed to increase employee performance and engagement. Strengths interventions are one such approach because there is evidence that when employees can identify, use, and develop their strengths at work, it is associated with a range of desirable outcomes. Still, there is a need for experimental research that facilitates causal analysis and the development of reliable strengths interventions that can be applied in organizations. Two longitudinal studies examined the impact of different strengths interventions. The first study tested a 2-week intervention measuring the impact on strengths use, job performance, and flourishing at work. Only job performance improved significantly over time. The second study deployed a 4-week intervention measuring the impact on strengths use, job performance, organizational citizenship behavior (OCB), and engagement, with significant increases in all variables over time. Post hoc analyses indicated that results might have been influenced by the extent to which strengths use changed. If strengths use declined, there were no significant outcomes. However, when strengths use increased, there was a significant improvement in job performance with a large effect size and OCB and engagement with very large effect sizes. These findings suggest strengths interventions can lead to favorable workplace outcomes, though levels of strengths use might impact results. Limitations and future areas of research are discussed.

Effective analysis of job satisfaction among medical staff in Chinese public hospitals: a random forest model.

This study explored the factors and influence degree of job satisfaction among medical staff in Chinese public hospitals by constructing the optimal discriminant model. The participant sample is based on the service volume of 12,405 officially appointed medical staff from different departments of 16 public hospitals for three consecutive years from 2017 to 2019. All medical staff (doctors, nurses, administrative personnel) invited to participate in the survey for the current year will no longer repeat their participation. The importance of all associated factors and the optimal evaluation model has been calculated. The overall job satisfaction of medical staff is 25.62%. The most important factors affecting medical staff satisfaction are: Value staff opinions (Q10), Get recognition for your work (Q11), Democracy (Q9), and Performance Evaluation Satisfaction (Q5). The random forest model is the best evaluation model for medical staff satisfaction, and its prediction accuracy is higher than other similar models. The improvement of medical staff job satisfaction is significantly related to the improvement of democracy, recognition of work, and increased employee performance. It has shown that improving these five key variables can maximize the job satisfaction and motivation of medical staff. The random forest model can maximize the accuracy and effectiveness of similar research.

The Influence of Job Mutation and Work Engagement on Job Satisfaction and Its Impact on Employee Performance of Health Social Security Administering Body (BPJS Health) of The Banda Aceh Branch

This study aims to test the Job mutation and Work engagement effect on Job Satisfaction and their impact on the performance of Health Social Security Administering Body (BPJS) employees in the Banda Aceh Branch. In this study, the intended population was all employees, totaling 78 people. The sampling technique used a saturated sampling. Data were processed using the Partial Least Square (PLS) method. The result shows in the BPJS Health of Banda Aceh Branch that job mutation influences significantly Job Satisfaction, Work Engagement influences significantly Job satisfaction, Job mutation does not influence significantly employee performance, Work Engagement influences significantly employee performance, Job satisfaction influences significantly employee performance, Job Satisfaction mediates fully the Job mutation influencing Employee Performance, and Job Satisfaction mediates partially the Work Engagement influencing Employee Performance. These findings conclude that the model for increasing employee performance at BPJS Health of Banda Aceh Branch is a function of increasing job mutation, strengthening work engagement, and increasing job satisfaction of these employees

Employee performance: The role of competence, organizational culture, and motivation

Purpose-A company's internal and external elements might affect employee performance. This study focuses on how motivation, organizational culture, and competence influence employee performance. Design/Methodology/Approach- The study population consisted of all employees at PT. Telkon Indonesia Regional VII. Data for this study was collected through questionnaires and 54 respondents were collected. The data analysis of this study was processed using the SPSS 25 statistical tool. Findings-The findings showed that PT. Telkom Indonesia Regional VII employees' performance is positively impacted by competency and organizational culture. However, motivation shows the opposite effect on PT. Telkom Indonesia Regional VII employees' performance. These findings suggest that encouraging a positive company culture and increasing staff competency can both enhance employee performance. However, motivation had an insignificant effect on increasing employee performance in this study. Research limitations/implications-For every company, it should be necessary to improve or optimize competence, work culture, and motivation in order to encourage morale which ultimately affects employee performance. This finding shows that improving employee performance can be done in various ways including internal and external aspects of the company. Originality/value-Study of employee performance in service business, especially PT. Telkom Indonesia Regional VII is still quite limited. Previous research similar to this study in measuring employee performance using different indicators and different objects.