Individual Employee Performance Research Articles

The Influence of Leadership Style and Remuneration System on Improving Individual Performance of Central General Hospital Employees Dr. Sitanala Tangerang with Work Culture as an Intervening Variable

To produce employees who have good quality and have a professional attitude, it is necessary to carry out good management, in order to increase the company's economic resources. Previously reported by RSUP Dr. Sitanala has a leader with a leadership style where all provisions are based on the leadership's provisions, optimizing public stigma regarding leprosy-oriented services that have not reached the expected target, a lack of visits which has an impact on the remuneration system being less than optimal, performance indicator values ​​that have not reached the target, lack of Community satisfaction is still relatively high in the community satisfaction index survey. The aim of this research is to analyze the influence of leadership style and remuneration systems on improving employee performance at RSUP Dr. Sitanala Tangerang with work culture as an intervening variable. Research method the research design used was a survey with an explanatory causality approach. The population used is all employees who have the status of Civil Servants (PNS) at RSUP Dr. Sitanala, numbering 340 people. The sample in this study amounted to 183 people, the sampling technique used was accidental sampling. There is a direct and significant influence between leadership style and remuneration on work culture, there is an indirect influence of leadership style on employee performance, there is a direct influence of remuneration on employee performance, work culture directly has a significant influence on improving performance and the remuneration system has a direct influence towards improving performance without going through work culture. For hospitals, hospital leaders should always monitor each work unit both from an objective and subjective performance perspective as well as from the individual employee perspective so that they can find out directly what the obstacles, complaints and needs of individual employees are in carrying out teamwork in each work unit at once. can control the continuity of performance of each individual employee as a work culture within the team in the unit so that it is hoped that organizational goals will be achieved optimally. For other researchers: It is hoped that further research can further analyze other aspects and influences that can achieve organizational goals with a wider range of respondents. There are still many other aspects and influences that could possibly be used as research targets for development at the hospital in question.

Toward a better understanding of self‐regulation promoting interventions: When performance management and job crafting meet

AbstractOrganizations utilize self‐regulation promoting interventions to empower employees in managing challenges and resources autonomously. However, there is limited understanding of how these interventions impact employee task performance and innovative behavior, as well as which processes are critical for their effectiveness. Therefore, a field experiment was conducted to examine the effects of two self‐regulation promoting interventions—the Productivity Measurement and Enhancement Systems intervention (ProMES), a job crafting intervention, and their combination—on individual employee performance and innovation through selected process variables. We collected data before, during, and after the interventions over 16 weeks among 123 employees across three experimental and one control group. Consistent with predictions, participants of the ProMES intervention reported a higher level of perceived team climate, which consequently contributed to greater individual innovative behavior. Participants in the job crafting intervention exhibited an increase in job crafting behaviors, which consequently increased innovative behavior and task performance. Unexpectedly, the combined intervention yielded negative effects on both innovative behavior and task performance. The findings suggest that while self‐regulation promoting interventions increase favorable outcomes through different mechanisms their combination may impair relevant processes and, more generally, overwhelm employees.

The impact of lifelong learning and investments in employee development on employee productivity and performance

This abstract highlights the significant positive influence of lifelong learning on both individual employee performance and broader organizational effectiveness. In today's dynamic and ever-evolving work environment, the concept of lifelong learning stands as a cornerstone for individual and organizational growth. This study investigates the profound impact of lifelong learning initiatives on employee performance within various professional settings. The findings underscore the pivotal role of lifelong learning in fostering a culture of adaptability, skill enrichment, and heightened problem-solving capabilities among employees. As employees engage in continuous education, upskilling, and professional development, a direct and positive effect on individual performance is observed. The acquisition of new competencies and knowledge positively influences productivity, innovation, and overall job proficiency. Moreover, the study revealed that a commitment to lifelong learning not only contributes to improved individual performance but also impacts organizational outcomes. Organizations that encourage a culture of continuous learning see higher levels of employee engagement, lower turnover rates, and greater levels of innovation and flexibility. A learning-centric workplace such as this leads to improved organizational performance and a competitive advantage in the marketplace. The abstract closes by arguing for the incorporation of lifelong learning initiatives into organizational strategy, emphasizing their role in improving employee performance and cultivating a resilient and adaptive workforce capable of managing the changing needs of the modern workplace.

INDIVIDUAL WORK PERFORMANCE OF MILLENNIAL EMPLOYEES IN TERMS OF SERVANT LEADERSHIP PERCEPTION

<p>This research investigates how servant leadership impacts the job performance of millennial staff members at UKRIDA Hospital directly. Additionally, it delves into the traits of servant leadership exhibited by leaders and evaluates the job performance of millennial employees at UKRIDA Hospital.<strong> </strong>A sample using purposive sampling technic from 174 millennial employees at UKRIDA Hospital was collected. Established measurement tools, including the Servant Leadership Questionnaire (SLQ) and Individual Work Performance Questionnaire (IWPQ), were employed. The characteristics of the participants were analyzed using Statistical Package for Social Science (SPSS). Hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). Servant leadership significantly and positively impacts the individual work performance of millennial employees in the hospital setting. Hospitals should cultivate an environment that embraces all facets of servant leadership to enhance the job performance of millennial employees.</p>

Meningkatkan Kinerja Karyawan Melalui Green Human Resource Management: Peran Mediasi Green OCB Dan Green Behavior

Research aim: This study explores how Green HRM and Green OCB mediate organizational performance at Blue Pearl Company in Singapore Methods: This study uses quantitative methods. Data analysis uses Partial Least Square (PLS) with Smart-PLS3 software. Finding: The study confirmed that Green Human Resource Management (GHRM) significantly influences green behavior and organizational citizenship behaviors (OCB) related to sustainability, which in turn positively impacts employee performance. Specifically, GHRM indirectly enhances performance through both green behavior and green OCB. However, it was found that GHRM does not directly lead to an improvement in employee performance Theoretical contribution/Originality: These results contribute theoretically by providing empirical evidence of the influence of GHRM on improving employee performance through mediation played by green behavior and green OCB Practitioner implication: This research contributes as encouragement for companies operating in the manufacturing sector to implement GHRM as a way to improve individual employee performance Research limitation: The review of sustainability values in the future needs to be reviewed because concern for environmental sustainability in green parks will provide benefits for companies in increasing their sustainability values

Team Dynamics in a Hybrid Work Environment: Effective Strategies for Enhancing Employee Performance and Well-being

This study investigates the intricate relationships among team dynamics, employee performance, and well-being in the context of a hybrid work environment, with a specific focus on PT Semen Baturaja (Persero) Tbk. Utilizing path analysis, the study explores both direct and indirect effects to unveil the dynamics shaping organizational practices related to hybrid work. The research reveals a significant direct impact of individual employee performance on both team dynamics and the establishment of a hybrid work environment. Team dynamics are identified as a crucial mediator, emphasizing their pivotal role in translating individual contributions into organizational strategies for hybrid work adaptation. However, the study finds that the direct influence of employee well-being on team dynamics and subsequently on the hybrid work environment may not be statistically significant. These findings offer nuanced insights for organizations aiming to optimize their work environment, suggesting tailored strategies to leverage team dynamics and individual performance for successful hybrid work implementation while considering the multifaceted nature of employee well-being.

Pengaruh Efektivitas Sistem Informasi Akuntansi terhadap Kinerja Individual melalui Motivasi Kerja

The digital era certainly has an impact on all levels of society including financial institutions, both banking and non-bank, such as Village Credit Institutions (LPD). LPD is an institution belonging to a traditional village, which can only operate in the area of its traditional village, which refers to the Business Model Canvas. The most important thing to do is to maintain a customer relationship. This study aims to examine the effect of the effectiveness of accounting information systems in increasing work motivation thereby increasing individual performance on LPD. This research was conducted at an LPD located in Mengwi District, Badung Regency. The sample in this study were 114 LPD employees using purposive sampling method. The data analysis technique in this study uses Path Analysis. The results in this study indicate that the effectiveness of accounting information systems has a positive significant effect on employee performance, the effectiveness of accounting information systems has a positive significant effect on work motivation. work motivation has a positive significant effect on individual employee performance and SIA effectiveness has an indirect effect on individual performance through work motivation.

Do the management process and organizational behavior modification enhance an ethical environment and organizational trust in the U.S. and Brazil?

Purpose The purpose of this study is to determine whether the implementation of a performance management system comprising some traditional management practices (management process and organizational behavior modification) lead to an ethical organizational environment and improved employee performance. Design/methodology/approach A structural model is theorized and assessed using data from samples of full-time employees in the USA and Brazil. Partial least squares–structural equation modeling is used. Findings The findings of this study suggest that management process and organizational behavior modification directly and positively impact the ethical environment, and the ethical environment directly and positively impacts employee performance. The management process and organizational behavior modification indirectly impact employee performance through an ethical environment. Research limitations/implications Although this theorized model was tested and provided significant results for implementing the management practices suggested, it is strongly recommended that other random data samples be used to analyze the theorized model and assess to reconfirm the results. In addition, incorporating the ethical environment construct within a larger model that includes other potential antecedents, such as management principles, and other potential outcomes, such as organizational commitment, job satisfaction and workplace optimism, is recommended. Practical implications This study provides management practitioners with empirical evidence that implementing a performance management system consisting of the management process and organizational behavior modification will enhance both the ethical environment and organizational trust, which, in turn, will lead to improved individual employee performance. Based on the theoretically and statistically supported framework, managers can improve the performance of their subordinates. The results further support the assertions that managers must implement the management process along with organizational behavior modifications to improve employee performance through an ethical environment and organizational trust Social implications The general conclusion from this study is that good management practices in the form of the management process and organizational behavior modification are inherently ethical. Furthermore, when implemented and consistently maintained by managers, these practices will result in an organizational environment that supports ethical behavior and engenders a high level of trust. The results of this study demonstrate a significant contribution to the existing literature, in that good management is tied, in fact, directly to ethics and trust. Originality/value The results provide evidence that good management in the form of the management process and organizational behavior modification yields both a positive ethical environment and improved employee performance. Practitioners are provided with evidence that reaffirms the need to define expectations for employees and to provide the necessary resources and positive reinforcement to fulfill the expectations. This study is one of the first to directly assess the impact of traditional management practices on an ethical environment.

The Influence of Democratic Leadership Style, Intrinsic Motivation and Work Discipline on Employees’ Performance at PT. Pangansari Utama Food Industry, East Jakarta

The aim of this research is to analyze how much influence democratic leadership style, intrinsic motivation and work discipline have on individual employee performance. This research was conducted at PT. Pangansari Utama Food Industry East Jakarta. This research data uses primary data in the form of a questionnaire to 100 respondents at PT. Pangansari Utama Food Industry using the multiple linear regression method which was processed using SPSS 17.0 software. The research results show in partial testing the influence of democratic leadership style, intrinsic motivation and work discipline on employee performance. Between Democratic Leadership Style (X1), Intrinsic Motivation (X2) and Work Discipline (X3) on Employee Performance (Y) shows a positive and significant influence. This shows that the three independent variables, namely democratic leadership style, intrinsic motivation and work discipline have influenced Y. The determination test result is 0.608, this shows that the variables democratic leadership style, intrinsic motivation and work discipline contribute 60.8% to the employees’ performance of PT Pangansari Utama Food Industry. This shows that there are still other factors that account for 39.2% of employee performance. The magnitude of this influence is PT. Pangansari Utama Food Industry East Jakarta must pay more attention to democratic leadership style, intrinsic motivation and work discipline to improve the employees’ performance of PT. Pangansari Utama Food Industry East Jakarta.

Perceived working conditions and employee performance in the coal mining sector of China: a job demands-resources perspective

Purpose This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China. Design/methodology/approach This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias. Findings Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased. Originality/value This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

Pelaksanaan Reformasi Birokrasi dalam Pengembangan Sumber Daya Manusia di Dinas Pemuda dan Olahraga Kota Padang

This research aims to determine the implementation of bureaucratic reform in human resource development at the The Youth and Sports Service of the city of Padang. This research was conducted using a qualitative approach with a descriptive method, in determining informants the researcher used a purposive sampling method. Data collection techniques are carried out using interviews, observation and documentation. From the research results, it can be seen that the implementation of bureaucratic reform in human resource development at the Padang City Youth and Sports Service has gone well. However, it can also be noted that employee skills and expertise are still inadequate, therefore explaining how important it is to provide training for State Civil Apparatus for agencies that need it. The Padang City Youth and Sports Service has carried out bureaucratic reform in the aspect of human resource reform. Human resource development through (1) employee recruitment such as employee recruitment (2) competency-based employee development such as job descriptions for structural and non-structural employees, employee job grading, employee position competency document standards, employee position competency profile maps and training (3) assessment of individual employee performance through employee work targets (SKP) (4) development of a personnel information system through an employee data base. However, in the process of implementing bureaucratic reform in developing human resources at the Padang City Youth and Sports Department, there are obstacles, namely the position placement is not in accordance with the level of education, there is still a lack of adequate infrastructure, there is still a lack of provision of inadequate training for civil servant from the regional government. local. One of the efforts made by the Padang City Youth and Sports Department is to collaborate with the regional government and provide training for civil servant.

A Study on the Impact of Knowledge Management on Employee Performance in Organizations

This research investigates the relationship between knowledge management practices within organizations and the subsequent impact on employee performance. As organizations increasingly recognize the significance of knowledge as a strategic asset, understanding how effective knowledge management influences employee performance becomes crucial. Using a mixed-methods approach, combining surveys and interviews, the study aims to explore the implementation of knowledge management processes, their alignment with organizational goals, and the perceived influence on individual employee performance. Key objectives include assessing the extent to which knowledge sharing, learning, and utilization positively affect employee productivity, innovation, and overall job satisfaction. The study also aims to identify potential challenges or barriers in the implementation of knowledge management strategies and explore the role of organizational culture in fostering a knowledge-sharing environment. The findings of this research are expected to provide valuable insights for organizations seeking to optimize knowledge management practices, enhance employee performance, and foster a culture of continuous learning and innovation.

The Effect Of Human Resource Quality And Work Professionalism On Employee Performance

This research aims to determine the influence of the quality of Human Resources and work professionalism on the performance of educational staff at the University of 17 August 1945 Semarang. The population used was all educational staff (tendik) at the University of 17 August 1945 Semarang with a total of 140 people, the sample size used was 104 respondents, with a sampling technique using proportionate random sampling. The data source used is primary data, with data collection methods using questionnaires. The data analysis technique used is multiple linear regression analysis. The results of the hypothesis test showed that the quality of human resources had a positive and significant effect on employee performance, and work professionalism had a positive and significant effect on employee performance. The coefficient of determination value is 0.463, meaning that the quality of Human Resources and work professionalism can explain variations in employee performance variables by 46.3 percent, so it still needs to be followed up with further research, especially related to individual aspects and employee performance

PENGARUH KONFLIK KERJA DAN LINGKUNGAN KERJA NON FISIK TERHADAP KINERJA KARYAWAN PATRA SEMARANG HOTEL DAN CONVENTION (Studi Kasus Pada Karyawan Patra Semarang Hotel Dan Convention )

Conflict that occurs the success of an organization is strongly influenced by the performance of individual employees. Every organization or company will always try to improve employee performance, with the hope that the company's goals will be achieved. Work conflicts that cause a lack of interaction between each employee, lack of a sense of brotherhood, dependence on one other party in doing a job, differences in perceptions between each employee in completing tasks lead to work conflicts and not working hand in hand in completing work. The purpose of this study, namely: To determine the effect of work conflict and non-physical work environment on employee performance Patra Semarang Hotel & Convention . This type of research is quantitative descriptive research. The sample in this study was 150 respondents. researchers used multiple linear analysis.

Evaluating Service Quality and Motivation in Affecting Employee Performance in Public Sector

All members of the institution must actively contribute through excellent work, recognizing that the overall organizational effectiveness hinges on individual employee performance. This research seeks to explore and assess how service quality and motivation impact the job performance of employees in the Banquet Affairs division of the West Java Provincial Government's Regional Secretariat. Employing a quantitative approach, the study employs both descriptive and verification methods to analyze these influences. The population in this study is 30 respondents chosen using the saturated sample method, thus the population is as large as the number of research samples. The data is collected by distributing questionnaire directly towards the respondents, and then it is analyzed using the multiple linear regression method. The research findings state that service quality and motivation partially and simultaneously influences employee performance in the Banquet Affairs of the Regional Secretariat of the West Java Provincial Government. The contribution of service quality and motivation to employee performance is 74.3%.

Digital Leadership's Influence on Individual Creativity and Employee Performance: A View through the Generational Lens.

Today's digitalized business atmosphere places significant emphasis on digital leadership, as digital transformation can only be successful for leaders who are capable of overseeing the entire digitalization process. In this study, we examine the employee-level outputs of digital leadership in terms of individual creativity and employee performance. Based on the data of 348 employees and by using PLS-SEM, we find that (i) digital leadership is a significant antecedent of individual creativity, and (ii) individual creativity fully mediates the relationship between digital leadership and employee performance. When digital leadership abilities are a matter of concern, it becomes necessary to mention the importance of generational differences between those leaders, as OB studies also underline the generational differences toward new technologies. Hence, we also conducted a multigroup analysis (MGA) to determine if those interrelationships among digital leadership, individual creativity, and employee performance differ due to the generations of the managers. Surprisingly, the MGA results reveal minor differences. The findings of this study highlight the importance of embracing digital leadership in fostering a creative and high-performing work environment and provide insights for organizations aiming to harness the unique strengths and talents of their multigenerational workforce. Digital leaders who foster a culture of innovation, adaptability, and open communication can inspire employees to think creatively and come up with novel ideas. By leveraging digital tools and providing a supportive environment, digital leaders can also enhance employee creativity and performance.

Impact Analysis of Workforce Network Model on Engagement and Individual Performance of Employees in A Traditional, Remote, and Hybrid Workforce Network

This study focused on the impact of workforce network models (traditional, remote, and hybrid workforce networks) on the engagement and individual performance of employees of three (3) selected companies in the financial technology segment of the small business process outsourcing (BPO) industry in the Metro Manila, Philippines. Moreover, this study aims to determine the significant difference in employee engagement and individual performance among workforce network models. The sampling technique used in this study was Stratified Random Sampling to allow the three (3) companies to be proportionally represented. The researchers used stratified sampling with proportional allocation to determine the sample size per stratum to complete the one hundred (100) total sample size. The survey questionnaires were distributed through online forms to each of the respondents. This was answered three (3) times by the respondent. One for when they were in a traditional workforce network, one for when they were in a remote workforce network model, and one for when they were in a hybrid workforce network. The data collected was analyzed using Frequency Distribution, Mean, Standard Deviation, ANOVA with repeated measures, and Pairwise Comparison. The majority of the respondents were male, single, aged between 31 and 40 years old, and had worked for 5-8 years in their respective companies. This study found that employees in the hybrid workforce network have the highest level of engagement according to Kahn’s Engagement Theory in terms of (a) safety, (b) meaningfulness, and (c) availability, followed by remote than traditional workforce networks. Additionally, employees in the hybrid workforce network also have the highest level of individual performance according to Campbell’s Theory of Performance in terms of (a) job-related activities; (b) unrelated duties; (c)tasks requiring written and spoken communication; (d) evidence of effort; (e) personal discipline maintenance; (f) peer and team performance encouragement; (g) supervision and leadership and (h) management and administration of employees. Finally, this study found that there was a significant difference between the engagement and individual performance of employees in traditional, remote, and hybrid workforce network models. Keywords: human resource management, workforce network model, employee engagement, individual performance

ANALYSIS OF THE RELATIONSHIP BETWEEN THE HEAD OF SECTION TO THE PERFORMANCE OF POPULATION CONTROL AND FAMILY PLANNING OFFICIALS IN LABUHAN BATU UTARA DISTRICT IN 2023

Health programs and projects are part of efforts to address health problems to improve public health status. The success of health programs and projects is greatly influenced by various factors, including good management in the management and control of a program. The aspect of sustainability in health development has a strategic role in continuing the benefits of health programs and continuing to provide the health services the community needs. The success of any organization in carrying out its various programs is highly dependent on leadership. Good leadership can support the achievement of productivity of employees and support staff within the organization and optimize various organizational functions. This study uses a quantitative approach, observational, cross-sectional design. The number of research samples was 52 respondents who were determined using a purposive sampling method. The instruments used as measuring tools are the Multifactor Leadership Questionnaire-5X (MLQ-5X) and the Individual Work Performance Assessment questionnaire. The research data will be analyzed using univariate and bivariate analysis to see broad descriptions and relationships between variables. There is a significant relationship between transformational leadership played by Heads of Division and improvement of individual employee performance in the aspect of Task Performance with a Pearson Chi-Square value of 22.26 4 and the value of p = 0.000* (p <0.05) So it can be concluded that the more dominant the application of transformational leadership, the better individual work performance in the aspect of carrying out their work tasks.

The Role of Managers' Influence Tactics on the Individual Performance of Employees in Sports Organizations

This research was conducted with the aim of determining the impact of managers' influence tactics on the individual performance of employees working in sports organizations. The sample group of the study consisted of 230 male and 88 female employees, who volunteered and were working in sports organizations in the year 2023. As a data collection instrument, a form containing questions related to participants' demographic information was used. The "Influence Behaviour Questionnaire-Target," developed by Yukl et al. (2008) and adapted into Turkish by Gözü (2012), and the individual performance scale developed by Schepers (2008) for employees holding managerial positions and employed in lower-level positions, and adapted into Turkish by Özpehlivan (2015), were employed. The gathered data were analysed using the SPSS 22 software package, and the significance level was set at 0.05. According to the test results for the normality distribution of the data, the independent samples t-test was utilized for the analysis of variables demonstrating normal distribution in the comparisons between pairs of independent variables, while ANOVA analysis was conducted for multiple comparisons. As a result, a significant difference was found in the variable of job status in individual performance; however, no significant differences were detected in the variables of gender and educational status. Regarding the influence tactics employed by managers, significant differences were observed in the variables of gender and educational background; nonetheless, no statistically significant difference was observed in the job status variable. A positive correlation was identified between influence tactics and job performance.

Kecanggihan Teknologi Informasi dan Kemampuan Teknik Pemakai Sistem Informasi Akuntansi pada Kinerja Individu

The aim of the research is to empirically prove the influence of information technology sophistication and the technical abilities of accounting information system users on the individual performance of cooperative employees. This research was conducted at a multi-business cooperative in Denpasar. Data was collected through a survey method with questionnaire techniques. The population in this research is all multi-business cooperatives in Denpasar City. The sampling method used was purposive sampling. The number of respondents was 30 people. The data analysis technique used is multiple linear regression analysis. Based on the analysis results, it was found that the sophistication of information technology has a positive and significant effect on individual performance; The ability of accounting information system users has a positive and significant effect on individual performance.
 Keywords : Sophistication; Capability; Performance.