Influence Employee Research Articles

The Influence of Leadership Style, Work Effectiveness, and Career Development, on Employee Performance in BNN Bogor Regency with Motivation as an Intervening Variable

leadership style, work effectiveness, and career development are three of several factors that are thought to be relatively large in influencing employee performance at BNN Bogor Regency with motivation as an intervention variable. The research was conducted at BNN Bogor Regency by taking a sample of 85 respondents who were calculated using the Saturated Sempel formula. Methods of data collection with the questionnaire method where the data processed is primary data obtained by data analysis method with multiple linear regression analysis. To determine employee performance can be measured by the variables of leadership style, work effectiveness, and career development and motivation as interventions. The results of this study indicate that leadership style, work effectiveness, and career development and motivation as intervening influence employee performance. this is evidenced by the value of Sig 0.000 > 0.05, it can be concluded that Ho is rejected Ha is accepted, so the conclusion is partially leadership style, work effectiveness, and career development and motivation as interventions that affect employee performance.

The Influence of Leadership Style and Interpersonal Communication on Employee Performance with Work Morale as an Intervening Variable at PT. Surya Andalan Primatama Mukomuko

This research aims to determine the influence of leadership style and interpersonal communication on employee performance with work enthusiasm as an intervening variable at PT. Surya Andalan Primatama Mukomuko. The population and research sample were 110 respondents with a sampling technique using the total sampling method. The data processing method uses Structure equation modeling (SEM) with the SmartPLS tool. The research results show that there is a significant positive influence of leadership style and interpersonal communication on work morale. Leadership style has a positive and significant effect on employee performance, and interpersonal communication has a positive and insignificant effect on employee performance. Work morale has a positive and significant influence on employee performance. For indirect effects, this research also reveals that leadership style and interpersonal communication influence employee performance through work morale

Pengaruh Gaya Kepemimpinan Demokratis dan Motivasi Kerja terhadap Kinerja Karyawan Kantor Otoritas Bandar Udara Sam Ratulangi Manado

Performance is a result of the actions of employees who have completed a job within the scope of an organization or company. This research aims to examine the influence of employee performance at the Kantor Otoritas Bandar Udara Wilayah VIII Manado through democratic leadership style and work motivation. The sample used was 64 employees. The sampling technique used in this research was saturated sampling. The analysis technique used to answer the hypothesis is multiple linear regression, the processing process is assisted by the software Statistical Package for the Social Sciences (SPSS) version 23. Data collection techniques were obtained from questionnaires. Based on testing, research results show that leadership style and work motivation influence employee performance at the Kantor Otoritas Bandar Udara Wilayah VIII Manado.

Enhancing Employee Well-Being and Productivity in Evolving Work Environments

The evolving nature of work environments has led to an increasing emphasis on holistic employee development, recognizing the importance of emotional well-being, spiritual values, restoration, and motivation in the workplace. Research shows that emotional intelligence, workplace spirituality, emotional regulation, and emotional interdependence influence employee well-being and productivity. Spiritual values provide meaning, purpose, interconnectedness, and community, supporting performance. Restoration through natural environments and restorative practices enhances well-being and motivation. Employee engagement involves intrinsic factors like meaningful work, extrinsic factors like rewards, organizational support, work-life balance, training and development, recognition, job design, and organizational culture. Strategies for diverse spiritual beliefs include inclusive policies, nourishing spirit at work, managing beliefs, open expression, humanistic environment, accommodating demands, and studying experiences. Promoting work-life balance involves flexible policies, wellness support, arrangements, connections, formal and informal support, empowerment, family-friendly policies, and assessments. Rest, rejuvenation, and leisure contribute to health, reduced stress, productivity, and motivation. Motivational factors for engagement include intrinsic motivation, extrinsic motivation, organizational support, work-life balance, training and development, recognition, job design, and culture. Received: 12 February 2024 / Accepted: 19 April 2024 / Published: 5 May 2024

Pengaruh Fungsi Manajemen Dan Kepuasan Kerja Terhadap Kinerja Pegawai RSUD Lamaddukkelleng Kabupaten Wajo

This research aims to examine the influence of management functions, job satisfaction on the performance of employees at Lamaddukkelleng Hospital, Wajo Regency, as many as 125 people using the correlation analysis method and t test. This research found that there is a positive and significant influence of management functions and job satisfaction. The greatest correlation occurs between employee performance and management function at 0.834, while employee performance and job satisfaction also have a positive correlation at 0.702, This means that the management function and job satisfaction in the organization influence employee life behavior, attitudes, actions and thinking which leads to increased performance.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

PENGARUH PERILAKU KERJA DAN KOMITMEN TERHADAP KINERJA SEKRETARIAT DINAS KOMUNIKASI DAN INFORMASI DAERAH ISTIMEWA YOGYAKARTATA

This research aims to find out how work behavior and commitment influence employee performance in the Performance sector of the Secretariat of the Yogyakarta Special Region Communication and Information Service. This research uses a quantitative method with a sample size of 25 samples. The sampling method uses non-probability sampling with the researcher's technique using saturated sampling. Data analysis techniques use validity tests, reliability tests, multiple regression analysis, f tests and t tests. Based on the research results, the multiple regression equation Y = .300 + 0.527 X1 + 0.247 0.007 is smaller than 0.05 (0.007 < 0.05), f-count test results > f-table (39.961 > 3.342), sign value. 0.000 is smaller than 0.05 (0.000 < 0.05), this shows that the variable factors of work behavior and commitment influence the performance of the secretariat. The coefficient of determination test shows that the R Square is 0.747, meaning that the influence of work behavior and commitment variables on the performance of the Secretariat of the Yogyakarta Special Region Communication and Information Service is 74.7%, while the remaining 25.3% must be explained by other causal factors. originating from outside this regression method.

Examining transformational leadership, Work Environment and Job Satisfaction on Organizational Commitment: Employees PT. Pandungo Main Partner

Research Aims: This research aims to examine the influence of Transformational Leadership, Work Environment, and Job Satisfaction on Organizational Commitment. Design/methodology/approach: the study employed a quantitative research approach. 32 workers at PT. Pandungo Main Partner served as the study's sample. The research employs a non-probability sampling technique for sampling. A Likert scale questionnaire distributed in accordance with suitable criteria is used as the data collection tool in this study. Utilizing partial least squares structural equation modeling for statistical analysis (PLS-SEM). Research Findings: The study's findings demonstrate the positive and substantial effects of job satisfaction, work environment, and transformational leadership style on organizational commitment. Employee commitment, to the company overall and to their profession, is predicated on a favorable evaluation of their jobs. Theoretical Contribution/Originality: This research provides new insight into how transformational leadership, work environment, and job satisfaction influence employee organizational commitment Keywords: Transformational Leadership; Work Environment; Job Satisfaction; Organizational Commitment.

How supervisor and coworker ostracism influence employee outcomes: the role of organizational dehumanization and organizational embodiment

PurposeThis research aims to investigate the mediating role of organizational dehumanization in the relationships between supervisor/coworker ostracism and employee outcomes (i.e., increased physical strains, decreased work engagement, increased turnover intentions). Moreover, this research explores the moderating role of supervisor’s organizational embodiment and coworkers’ organizational embodiment in these indirect relationships.Design/methodology/approachA cross-sectional study (N = 625) surveying employees from various organizations while using online questionnaires was conducted.FindingsResults highlighted that, when considered together, both supervisor ostracism and coworker ostracism are positively related to organizational dehumanization, which, in turn, detrimentally influences employees’ well-being (increased physical strains), attitudes (decreased work engagement) and behaviors (increased turnover intentions). Results further indicated that the indirect effects of supervisor ostracism on outcomes via organizational dehumanization were stronger when the supervisor was perceived as highly representative of the organization. However, the interactive effect between coworker ostracism and coworkers’ organizational embodiment on organizational dehumanization was not significant.Originality/valueThis research adds to theory by highlighting how and when supervisor and coworker ostracism relate to undesirable consequences for both employees and organizations. On top of simultaneously considering two sources of workplace ostracism (supervisor/coworkers), this research adds to extant literature by examining one underlying mechanism (i.e., organizational dehumanization) explaining their deleterious influence on outcomes. It further examines the circumstances (i.e., high organizational embodiment) in which victims of supervisor/coworker ostracism particularly rely on this experience to form organizational dehumanization perceptions.

Does the leader influence employee performance? Evidence from Researcher Opinion

Does the leader influence employee performance? Evidence from Researcher Opinion

Faktor yang Mempengaruhi Tingkat Kecurangan Karyawan PT. BUM Pabrik Perikanan Samudera Kendari

The purpose of this study is to provide empirical evidence of the influence of employee attitudes toward fraud on PT. BUM Kendari ocean fisheries, provide empirical evidence of the effect of pressure on the employee to fraud PT. BUM Kendari ocean fisheries, provide empirical evidence influence employees the opportunity to fraud at PT. BUM Kendari ocean fisheries, provide empirical evidence of the influence of employee capability to fraud at PT. BUM Kendari ocean fisheries, provide empirical evidence influence attitudes, the pressure occasion, and employee capability simultaneously to fraud on PT. BUM Kendari ocean fisheries. The population in this study were employees of PT. BUM Kendari ocean fisheries as many as 42 employees. The sampling technique using census method. Census method is sampling technique when all members of the population used as a sample. The analysis tool used is the Multiple Linear Regression Analysis. The results showed that There is a significant influence on the attitude (Rationalization) against fraud with a significance value of 0.045. There is a significant influence of pressure against fraud with a significance value of 0.008. There is a significant influence of opportunities against fraud with a significance value of 0.027. There is a significant influence on the capability of the fraud with a significance value of 0.002. There is a significant influence on the attitude (Rationalization), Pressure, opportunity and capability against fraud with a significance value of 0.009.

A comparative study of business student attitudes toward the importance of ethics and social responsibility

PurposeThis study addresses the gap in research concerning student attitudes toward ethics and social responsibility (E&SR) within diverse organizational contexts, specifically as they transition into managerial and non-managerial roles.Design/methodology/approachA total of 425 business students from four universities participated. To determine statistically significant differences between potential managers and non-managers (M&NM), a paired comparison inferential t-test was employed.FindingsThe study revealed positive E&SR attitudes among business students. However, it differed from existing literature by finding a significant difference in perceived E&SR importance between aspirants in managerial and non-managerial positions. Notably, non-managerial students exhibited significantly stronger support for these principles.Originality/valueThis study, conducted in an emerging economy, offers a unique perspective by analyzing E&SR perceptions across both potential management and non-management employees. Given the direct and indirect influence employee perceptions have on business performance, this research sheds light on the crucial role of E&SR in management practices. The findings are further substantiated by robust data and include implications for human resource management, along with suggestions for future research directions.

How perceived socially responsible HRM and job insecurity influence employee voice behavior: does psychological availability matter?

PurposeThis study aims to examine the multifaceted connection between perceived socially responsible human resource management (PSR-HRM), job insecurity (JI), psychological availability (PA) and employee voice behavior (VB). Furthermore, it delves into the mediating roles of PA, and JI in the linkage between PSR-HRM and VB and the moderating role of PA in the connection between JI and VB.Design/methodology/approachThe empirical data for this study were collected from a sample of 385 full-time employees in Vietnam. To analyze the data and explore the relationships among the constructs, partial least squares structural equation modeling (PLS-SEM) was used.FindingsThe study reveals positive relationships between PSR-HRM, PA and VB. Furthermore, it demonstrates that PA serves as a partial mediator in the nexus between PSR-HRM and VB, while JI similarly partially mediates this association. In addition, the research identifies a positive moderating effect of PA on the linkage between JI and VB.Originality/valueGrounded in social exchange theory and social cognitive theory, this study uncovers significant relationships, providing nuanced insights into the intricate interplay among PSR-HRM, JI, PA and VB. It represents one of the initial investigations into the moderating influence of PA on the connection between JI and VB.

THE INFLUENCE OF HUMAN CAPITAL MANAGEMENT PRACTICES ON THE JOB PERFORMANCE OF EMPLOYEES

This study focuses on the operations of human capital management (HCM), which include training and development, hiring and selection, and performance assessment. The research investigates the link between employee performance and the bottom line of the Indian telecom business. An examination of the ways in which the human resource policies and processes in India's telecom business influence employee production is our primary objective. In the research activity that was indicated before, surveys serve as the foundation. Participants in the research include individuals who are employed in the public sector as well as the commercial sector of India's telecommunication infrastructure. In the process of conducting interrogations, the primary objective is to collect data. We were able to make use of descriptive statistics, correlation analysis, and regression analysis by our sample consisted of 272 individuals. Taking everything into consideration, the findings lend credence to the notion that human resource management strategies are significant and essential in influencing employee performance. To achieve this goal, it is possible to combine the process of examining their previous work to establish trust and confidence with training and development programs that aim to expand their knowledge and capabilities. Employees can perform their jobs more effectively when they are able to execute all these tasks, either individually or in combination. There is a substantial correlation between human capital management methods and employee performance as well as the practices themselves.

How does leader emotional labor influence employee voice: the mediating roles of psychological safety and perceived voice efficacy

Purpose This study aims to explore the impact of leader emotional labor on employee voice. According to the emotion as information theory and the voice as a deliberate decision-making process framework, this study develops and tests a model that examines the mediating effects of psychological safety and perceived voice efficacy in this relationship. Design/methodology/approach This study conducted two studies to test hypotheses. Study 1 used a quantitative research methodology using a two-wave survey of 435 employees and 58 leaders in China. The research model was analyzed using multilevel path analyses. Study 2 collected 301 full-time employees from Prolific Platform. Hypotheses were tested using Mplus. Findings The results in Study 1 reveal that leader deep acting has a positive indirect relationship with employee voice via psychological safety. Conversely, leader surface acting has a negative indirect effect on employee voice through psychological safety. The results in Study 2 supported the hypotheses. Originality/value This study contributes to the voice as a deliberative process literature by introducing leader emotional labor as an antecedent of voice behavior. Additionally, this study indicates that perceived psychological safety and perceived voice efficacy are two important mediating mechanisms for implementing voice behavior.

How and when does boundary spanning behavior influence employees’ creative performance? The roles of meaning of work and team Chaxu climate

How and when does boundary spanning behavior influence employees’ creative performance? The roles of meaning of work and team Chaxu climate

The Influence Of Work Quality, Trust, And Work Discipline On The Performance Of Employees Of Pakuhaji District, Tangerang Regency

The purpose of this research is to study how work discipline, trust factors, and work quality impact employee performance in Paku Haji District, Tangerang Regency. This research used quantitative methods and involved all employees of Paku Haji District, Tangerang Regency, with a sample of 35 people. To collect data, observation and questionnaires were used. This research uses validity, reliability, classical assumptions, coefficient of determination, and hypothesis testing with the t test and F test to analyze the data. The results show that work quality, trust, and work discipline influence employee performance both partially and simultaneously. Therefore, to improve performance, these three components must be managed well.

The impact of procedural justice on employee turnover intentions and the role of two mediators

Purpose While there is ample discussion in management studies and organizational behavior textbooks about the factors that impact organizational outcomes, such as employee retention, this research is focused on exploring the previously unexplored question of how procedural justice, job characteristics and meaningful work influence employees' intentions to leave their organizations. As such, this study aims to investigate the impact of procedural justice on employees' intentions to leave, both independently and in conjunction with job characteristics and meaningful work as mediators. Design/methodology/approach This study uses partial least squares structural equation modeling (PLS-SEM) to develop the research model and for hypothesis testing. The path model is assessed using critical model fit indices and measures of goodness of fit. Findings The results reveal a negative relationship between procedural justice and employees’ intentions to leave. This negative relationship persists and is strengthened when both job characteristics and meaningful work act as mediators. Although job characteristics only exerted a significant effect through indirect effects, meaningful work demonstrated a significant negative impact on the intentions to leave through both direct and indirect effects. Originality/value This study presents a new perspective on employee retention by proposing an original mediation-based path model. Through the testing of eleven hypotheses, the study reveals the intricate relationships between the four constructs examined. The findings provide valuable insights that can serve as a basis for future research in management studies and organizational behavior.

Pengaruh Stres Kerja Dan Lingkungan Kerja Terhadap Kinerja Pegawai Pada Dinas Kependudukan Dan Pencatatan Sipil Kabupaten Aceh Tengah

This research is based on the problem of whether work stress and the work environment influence employee performance at the Population and Civil Registration Service and the aim of the research is to determine the effect of work stress and the work environment on employee performance at the Population and Civil Registration Service. The research location at the Population and Civil Registration Service, Jl Sentosa, had 47 respondents, which was applied by census, then the data was collected using a questionnaire and analyzed quantitatively with multiple linear regression equipment, namely Y = a + b1X1 + b2X2 with the help of the SPSS version of the program 25. The research results show Y = 1.552 + 0.396X1 + 0.297X2 so that partially work stress has an effect on the performance of employees at the Population and Civil Registration Service. That is, it is proven that the tcount > ttable value is 2.937 and the ttable value is 2.017. Partially, the work environment influences employee performance at the Population and Civil Registration Service, which is proven by the tcount > ttable value of 2.242 and the ttable value of 2.017. Simultaneously, work stress and the environment influence the performance of employees at the Population and Civil Registration Service. Proven by the value of Fcount > Ftable, namely 19.709 and Ftable of 3.21. That the work stress and environmental variables influence performance is 47.3%. The rest is influenced by other variables. The relationship between work stress and environmental variables and performance is strong. 0.687 or 68.7%. With a strong category.

Dampak Gaya Kepemimpinan Dan Lingkungan Kerja Terhadap Kinerja Karyawan PT Prima Beton Bangun Persada Gresik

In today's increasingly advanced business world, speed and determination are the main keys to the success of every business activity. Therefore, the initial steps for every company are to know quickly and precisely what its employees want and need and what is required. expected by the company. Fulfill or provide employee needs, both in the form of motivation and facilities - facilities which will have a positive impact if they are all in accordance with business activities. Leadership style and work environment influence employee performance. Leadership style and work environment perceived by employees can improve performance or reducing employee performance. Employees who enjoy their work environment will have an impact on increasing the performance of a company, apart from that, the leadership style in the company can make employees feel comfortable, so this will also have an impact on employee performance to produce the best. This research aims to determine the influence of leadership style and work environment on employee performance. This research instrument uses a questionnaire with a total of 30 respondents. The sample taken is employees of PT Prima Beton Bangun Persada Gresik. The research method used is a quantitative method.