Maximal Work Performance Research Articles

Role of teacher learning agility: an empirical study for islamic educational success in Indonesia

This research aims to analyze the role of teacher learning agility in supporting the success of Islamic education in Indonesia. Researchers used a survey method distributed via a Google Form questionnaire. The population of this study were elementary, middle school, high school, bachelor’s and master’s level teachers, and a sample of 517 people was obtained, taken using random sampling techniques with the classification of 150 elementary school teachers, 135 middle school teachers, 148 high school teachers, 85 undergraduate lecturers, and 53 master level lecturers. The data were analyzed descriptively and measured using the analysis of variance (ANOVA) test assisted by the SPSS 22 program. The results of the research show that outstanding educators in Indonesia have high learning agility at work. More than 50% of respondents respond to current developments and apply learning agility in the workplace. Based on job classification, lecturers have higher learning agility with an overall average of above 4.20. Meanwhile, based on gender, women are superior to men in its application. Educators with learning agility display maximum work performance, are able to draw lessons from work experience, adapt to change with full awareness and enthusiasm for learning to improve their skills, knowledge and competence.

ANALISIS KUALITAS PELAYANAN TERHADAP PRESTASI KERJA KARYAWAN PADA LAYANAN (KUKM) KOPERASI DAN USAHA KECIL DAN MENENGAH

Service quality is a very important thing to be considered by companies in facing a very competitive situation. Maximum work performance because work performance in a company is very important and must always be improved. The purpose of this study was to determine the magnitude of the influence of the Service Quality variable on Employee Work Performance in Cooperative Services (KUKM) and Small and Medium Enterprises.The sampling technique used in this study the author uses the Random Sampling technique (randomly) using the Suharsimi Arikunto formula (2014). Where each member of the population has the same opportunity to be selected as a sample as a whole obtained 169 employees or 25%, from the entire population so the sample is 42 employees.Based on the results of regression analysis that it turns out that the service quality variable can improve employee performance, the equation value is Y = 8.135 + 0.769 X, there is a positive influence on employee performance, it is necessary to prove by testing the hypothesis that the tcount value = 11,694 ttable value at (40) of = 1.682, then Ho is rejected and Ha is accepted which means it has evidence that Service Quality on Employee Work Performance has a very significant influence. Based on the results of the analysis, there is a positive influence of Service Quality on Employee Work Performance obtained a value of 0.880 so it can be concluded that the influence is very strong or the value of the coefficient of determination (KD) is 77.4%. So the level of influence is 77.4% and the remaining 22.6% is influenced by other factors not observed by the author as a whole. Keywords: Service Quality and Employee Performance

The Influence of Self–Efficacy and Employee Empowerment on Organizational Citizenship Behavior through Job Satisfaction

The purpose of this research is to form the minds of employees who have low self-efficacy so that they are more productive at work according to gender, age and workload. It also aims to identify and analyze the effect of self-efficacy and employee empowerment on civic organizational behaviour through job satisfaction. Research methodology with a qualitative type of library research. The results of the study are based on the results of the literature review analysis, including indicators of low self-efficacy, which are influenced by the failure to achieve employee welfare and no reward. A work system that is not conducive can influence employee loyalty and dedication to increase awareness at work, motivation, sense of responsibility, and quality in completing each work carried out within a predetermined time limit. Working professionally and loyally is a characteristic of employees who take their work seriously. High seriousness values for employees with maximum work performance can reduce the low self-efficacy of employees. Increasing self-efficacy and empowering employees can improve civic behaviour in organizations. Self-efficacy and employee empowerment help increase employees' self-confidence and abilities in carrying out their duties so that they can more effectively and efficiently contribute to the organization.

The Effect of Work Motivation, Compensation on Performance Employees at The Village Service

Factors that influence the achievement of performance are factors of work motivation and compensation. Motivation is formed from an employee's attitude in dealing with work situations. Motivation is a condition that drives self-directed employees to achieve organizational goals. A mental attitude encourages employees to achieve maximum work performance, so they can achieve maximum performance if they have high work motivation. The research objective was to determine the effect of work motivation on employee performance and compensation on employee performance in the Cisaranten Bina Harapan sub-district. The sampling technique uses saturated sampling, where all population members are used as samples. The sample used is 36 respondents. The data collection method was carried out by distributing questionnaires and data analysis using SPSS. This study shows that work motivation has a positive and significant effect on employee performance, and compensation has a positive and significant effect on employee performance in Cisaranten Bina Harapan village.

Factors Affecting Nurse Performance at Service Technical Implementation Unit Teluk Dalam Public Health Center, South Nias Regency

Motivation is the driving force for nurses to try to achieve maximum work performance in accordance with the work targets achieved. This study aims to analyze the factors that influence the performance of nurses in the UPTD of Teluk Dalam Public Health Center, South Nias Regency. This research was a quantitative study with a research design using the Analytical Survey method with a Cross Sectional approach. The research was conducted at the UPTD of the Teluk Dalam Public Health Center, South Nias Regency, from July to August of 202. The number of samples was 70 nurses who were obtained by total sampling. The data in this study include primary data, secondary data and tertiary data. Data analysis was performed using univariate analysis test, bivariate analysis using Chi-square test and multivariate using logistic regression test. The results showed that that there is an effect of responsibility, recognition of work results, incentives, work procedures, opportunities to continue education on the performance of nurses in the UPTD of Teluk Dalam Public Health Center, South Nias Regency. The results of multivariate analysis show that the most dominant variable influencing is the responsibility variable. Based on the results of this study, it is recommended that the results of this study become input for the management of the Teluk Dalam Public Health Center in South Nias Regency, to carry out continuous guidance to all nurses so that they are able to be responsible for every task assigned by the leadership.

PENGARUH SEMANGAT KERJA DAN STRESS KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN PT PLN (PERSERO) UNIT PELAKSANA PELAYANAN PELANGGAN (UP3) PINRANG

Spirit at work is a person's desire and sincerity to do his job well and be disciplined to achieve maximum work performance. Stress is an adaptive response to a person's condition that is felt to be threatening or challenging. Productivity is nothing but talking about human or individual behavior, namely their productivity behavior. This study aims to determine whether there is an effect of work spirit (X1) and work stress (X2) on the work productivity of employee. The data collection techniques used in this study were questionnaires, observations, and literature studies. The sample in this study amounted to 42 respondents. The data analysis technique in this study used multiple linear regression analysis with the help of a computerized system (computer program IBM Statistics SPSS 23). The results of research conducted on the first hypothesis, that work spirit of employee has no significant effect on work productivity of employees at PT PLN (PERSERO) Unit Pelaksana Pelayanan Pelanggan (UP3) Pinrang. In the second hypothesis, it can be concluded that work stress of employee has no significant effect on work productivity of employees at PT PLN (PERSERO) Unit Pelaksana Pelayanan Pelanggan (UP3) Pinrang.

The Influence of Leadership Style, Motivation and Work Discipline on Employee Performance

The purpose of this study was to determine the magnitude of the influence between Leadership Style, Motivation, and Work Discipline on Employee Performance. Leadership style is one of the ways a leader influences, directs, and controls the behavior of others to achieve a goal. Motivation is a condition that drives employees who are directed to achieve organizational goals, mental attitude is a mental condition that encourages employees to strive to achieve maximum work performance. Work Discipline is a disciplined attitude that must be obeyed by all employees to achieve a goal set by the company. Employee performance is a work result that can be achieved by a person or group of people in an organization according to their authority and responsibility to achieve organizational goals. The number of samples in this study was 82 employees of PT HTSI. The sampling method used was nonprobability sampling, namely the saturated sampling method with the tool of SPSS statistical software. The results of this study prove that there is a positive and significant influence between leadership style and employee performance, there is a negative and significant influence between motivation and employee performance, there is a positive and significant influence between work discipline and employee performance.

Meningkatkan Kinerja Karyawan Dengan Budaya Organisasi Melalui Motivasi Berprestasi Dan Pemberdayaan Karyawan (Studi di Hotel Le Dian – Kota Serang)

The research objective is to find out how Le Dian Hotel can carry out its commitment to provide quality service to every guest represented in an organizational culture so that it can make employees more motivated to achieve maximum work performance and performance assisted by optimal empowerment. The research object was the employees of Hotel Le Dian, Serang with a total sample of 100 people. Data analysis using SEM-PLS model. The results showed that there was a positive influence of organizational culture on employee performance and achievement motivation. There is a positive influence of achievement motivation on employee performance and there is a positive moderation of empowerment on the relationship between achievement motivation and employee performance. This research implies the importance of organizational culture at Le Dian Hotel to be able to improve employee performance which is strengthened by high achievement motivation and employee empowerment.

ANALYSIS OF LEARNING AGILITY IN THE PERFORMANCE OF ACHIEVEMENT TEACHERS IN YOGYAKARTA

This study aims to analyze learning agility in the performance of outstanding teachers in Yogyakarta from the aspects of people agility, mental agility, change agility, and result agility. The method used is descriptive with a qualitative approach. The sampling technique used was purposive sampling with the following criteria: 1) teacher; 2) aged 27-55 years; 3) have achievements; 4) still active in teaching activities. The sample used is a typical case sample, where the special research subjects are outstanding teachers at SMU Negeri 8 Yogyakarta. Collecting data using structured interviews, then described and identified into several themes. The results showed that outstanding teachers had high learning agility at work. They perform maximum work performance, can take lessons from work experience, and respond to changes with full awareness and enthusiasm for learning to improve skills, knowledge, and self-competence. Social support and goal orientation are needed in building learning agility in teachers to develop. Learning agility plays an important role in improving the quality of teacher performance, so that, the education quality and the learning spirit can continue to be improved and becomes an inspiration for the young generation.

Implementation of work rotation model at YPDR Nursing Academy Jakarta

Work rotation is an employment activity related to the process of transferring functions, responsibilities, and employee status, to obtain work satisfaction and increase maximum work performance. Work rotation functions for the development of human resources which are believed to provide many benefits to the organization. This study aims to determine organizational considerations in implementing employee work rotation activities so that a model will be created that will be used as the basis for employee rotation. This study uses descriptive qualitative methods, data analysis was carried out, using four stages, namely data collection, data reduction, data presentation, and drawing conclusions or verification. Testing the validity of the data using source triangulation techniques. The results of the study conclude that the work rotation model at the YPDR Nursing Academy Jakarta refers to tenure, appraisal work performance results, educational qualifications, skills, and experience and has considered aspects of planning, implementation, and evaluation, with the ultimate goal of optimizing performance institution.

EFFECT OF WORK ENVIRONMENT TO EMPLOYEE PERFORMANCE IN PT DWIGUNATAMA BEKASI, INDONESIA

This research was conducted at PT Dwigunatama Bekasi, Indonesia, with the title "Theinfluence of the work environment on employee performance at PT Dwigunatama Bekasi,Indonesia". The purpose of this study was to determine the effect of the work environment onemployee performance at PT Gunatama Bekasi, and how big its influence. The research methodused is the field reserch and librarary reserch method with a correlational approach where inthe process of collecting data a direct observation is conducted on the company in the form ofobservation and questionnaire distribution. work environment is anything that is aroundemployees and that can affect employees. Employee Performance is the spirit of work that is thedesire and sincerity of someone doing a good job and being disciplined to achieve maximumwork performance. The linear regression test is y = 2.55 + 0.93 X and the correlation test is 0.90which means that the effect is quite strong. Test the coefficient of determination of 81% and theremaining 79.03% is influenced by other factors. The hypothesis test is t arithmetic 14.51 and ttable 2.010 means t arithmetic> from t table then Ho is rejected and Ha is accepted which meansthere is a strong enough influence between the work environment on Employee Performance.

RELATIONSHIP OF CAREER DEVELOPMENT WITH EMPLOYEE PERFORMANCE IN PT HONDAMOTOR INDONESIA

This research was conducted at PT Honda Motor Indonesia, with the title: Relationship Career development with employee performance at PT Honda Motor Indonesia. The purpose of this study was to determine the relationship between career development and employee performance at PT. Honda Motor Indonesia. The research method used was an explanatory survey method with a correlational approach where in the process of collecting data a direct observation was conducted on the company in the form of observation and questionnaire distribution. Career development is an employee activity that helps employees in planning their future careers in the company so that the company and the employees concerned can develop themselves to the maximum. Employee Performance is the spirit of work that is the desire and sincerity of someone doing a good job and being disciplined to achieve maximum work performance. The linear regression test is y = 51.82 + 0.656X and the correlation test is 0.458 which means that the effect is quite strong. Test the coefficient of determination of 20.97% and the remaining 79.03% influenced by other factors. The hypothesis test is t arithmetic = 3.573 and t table 0.279 means t arithmetic> from t table then Ho is rejected and Ha is accepted which means there is a strong enough relationship between career development with employee performance.

Effects of high altitude in pregnancy: an opportunity of research in KAHS

Pregnancy is a special condition in a women’s life with unique physiological changes. There has been some research on physiological changes in human body in high altitude; however, there are many things still unknown about pregnancy at high altitude. It is an estimation that about 140 million people worldwide live in high altitude of above 2500 m, and it is believed that the hypobaric hypoxia of pregnancy at high altitude is the most common cause for maternofetal hypoxia. It has been seen that the babies born at high altitude are smaller, and the degree of smallness is inversely correlated with the number of generations of ancestors of high-altitude residence. Some studies show that women in populations with high-altitude ancestry, such as the Aymaras or Quechuas in South America and Tibetans in Asia, deliver heavier babies than women from European ancestry in South America or Han women in China living at high altitude. A study by Jensen and Moore shows that in Colorado, altitude acts as an independent factor in determining birth weight, with a reduction in birth weight of 100 g per 1000 m elevation gain.
 Studies have shown that low birth weight at high altitude has no association with socioeconomic status. Hence, it may reflect either hypoxia-induced intrauterine growth restriction or genetic adaptation. The latter implies a strong fetomaternal interaction involving adaptation to hypoxia on several levels. It also reflects the importance of interaction between the mother and the fetus which is stressed by the fact that better maternal ventilator response to hypoxic stress at high altitude correlates positively with birth weight. Another study shows that people living at altitudes of 4000 m and above have an arterial partial pressure of oxygen of 50 mmHg and an arterial oxygen saturation of just above 80%.
 There has been many studies on populations living in high-altitude regions for many generations, like Quechuas and Tibetans, which show many functional and structural adaptations in high altitude. This adaptation helps to allow for a way out for the main metabolic problem they face: maintaining an acceptably high scope for sustained aerobic metabolism despite reduced availability of oxygen in the inspired air. The functional adaptation to high altitude is measured indirectly by determining aerobic capacity, which reflects not only the maximum work performance but also the success of the individual’s biological oxygen transport system.

IPTEKS PENINGKATAN KINERJA KARYAWAN PADA PT. BURSA EFEK INDONESIA KANTOR PERWAKILAN SULAWESI UTARA

Job satisfaction will affect employee performance. Employees with high job satisfaction can produce maximum work performance. Conversely, employees with low job satisfaction will produce bad work performance. Therefore, job satisfaction is one of the important factors in a company that needs attention from the company's leadership. The science and technology method used is six dimensions in job satisfaction stated by Luthans (2006) which consists of the work itself, salary or wages, opportunities for promotion, supervision, work colleagues and working conditions. This study serves to measure job satisfaction and how it affects to employee performance at PT. Indonesia Stock Exchange North Sulawesi Representative Office.Keywords: job satisfaction, employee performance, dimensions in job satisfaction

Effects of inspiratory muscle training on resistance to fatigue of respiratory muscles during exhaustive exercise.

The aim of this study was to assess the effect of inspiratory muscle training (IMT) on resistance to fatigue of the diaphragm (D), parasternal (PS), sternocleidomastoid (SCM) and scalene (SC) muscles in healthy humans during exhaustive exercise. Daily inspiratory muscle strength training was performed for 3 weeks in 10 male subjects (at a pressure threshold load of 60% of maximal inspiratory pressure (MIP) for the first week, 70% of MIP for the second week, and 80% of MIP for the third week). Before and after training, subjects performed an incremental cycle test to exhaustion. Maximal inspiratory pressure and EMG-analysis served as indices of inspiratory muscle fatigue assessment. The before-to-after exercise decreases in MIP and centroid frequency (fc) of the EMG (D, PS, SCM, and SC) power spectrum (P<0.05) were observed in all subjects before the IMT intervention. Such changes were absent after the IMT. The study found that in healthy subjects, IMT results in significant increase in MIP (+18%), a delay of inspiratory muscle fatigue during exhaustive exercise, and a significant improvement in maximal work performance. We conclude that the IMT elicits resistance to the development of inspiratory muscles fatigue during high-intensity exercise.

Employee Performance Appraisal in Health Clubs and Sport Organizations: A Review

Human Resources evaluation constitutes a useful management tool which can help prosperity, rivalry and the achievements of organizational goals. The company’s ability to evaluate executive performance, using valid, reliable and objective processes to identify actual employee’s performance discrepancies to the ones desired contributes to long-term success, growth, profitability and organizational improvement. Especially, in the highly competitive health and fitness club industry, which are recorded as 133.000 fitness centers worldwide with profits of 72.7 billion dollars, an organization in order to be viable requires from the employees maximum work performance. Job performance is overall a complex meaning, from which its definition and measurement depends on various factors that should be encoded through a scientific documented effort, rather than arbitrary, spasmodic or informally. This review highlights the importance of a valid and reliable human resources assessment where as organizations prosperity competitiveness and effectiveness is increased as well as a strategic planning is developed.

Body Composition, Playing Position and VO2max in a Professional Mexican Soccer Team During Preseason

Much of the preparatory conditioning for a sports season occurs in the preseason period. Body composition and aerobic conditioning are key factors that influence the physical make-up of professional soccer players. PURPOSE: The aim of this study was to determine the relationship between body composition, playing position and maximal work performance as measured through treadmill ergometry in a second division professional mexican soccer team during preseason. METHODS: Twenty-six male soccer players aged between 20 and 34 years of age were studied. Body composition was assessed using dual-energy X-ray absorptiometry. Body height, weight and circumferences were measured as well. Maximal oxygen uptake, (VO2max), was estimated from treadmill running using the Bruce protocol. RESULTS: The results indicated a median VO2max of 54.6 ml/kg/min (SD 2.3). In general, body fat percent averaged 16.8 (SD 1.67). As for playing position, goalkeepers presented higher body fat percent (19.2+1.1) in comparison to outfield players (16+2.7). In addition, no high significant correlation was found between body fat percent and VO2max. CONCLUSIONS: This study found a significantly high body fat percentage for all playing positions and, most importantly, this study found lack in homogeneity in the team's aerobic physical condition as measured through VO2max during pre-season, with an average value lower than expected for professional soccer players (60 ml/kg/min). This information suggests that the amount of time avaliable to improve the team's physical condition during pre-season does not suffice to reach desired international standards. Based on these results, it can be concluded that there is a need for nutrition counseling and health education in mexican professional players and that players should be encouraged to maintain a physical conditionning program during off-season periods to attain desired season standards.

Factors associated with reaching 90 years of age: a study of men born in 1913 in Gothenburg, Sweden

Increasing numbers of people reach old age. We wanted to identify variables of importance for reaching 90 years old and determine how the predictive ability of these variables might change over time. All men in the city of Gothenburg born in 1913 on dates divisible by 3, which is on the 3rd, 6th, 9th etc., were included in the study. Thus, 973 men were invited, and 855 were examined in 1963 at age 50. Further examinations were made at age 54, 60 and 67. Anthropometric data, lifestyle and parental factors, blood pressure, lung function, X-ray of heart and lungs and maximum work performance were recorded. The area under the receiver operating characteristic curve was used to analyse the predictive capacity of a variable. A total of 111 men (13%) reached 90 years of age, men who reached 90 years were more likely at age 50 to be nonsmokers, consume less coffee, have higher socio-economic status and have low serum cholesterol levels than those who did not reach this age; however, at age 50 or 62, parents' survival was of no prognostic importance. Variables of greatest importance at higher ages were low blood pressure and measures related to good cardiorespiratory function. In multivariable analysis, including all examinations, being a nonsmoker, consuming small amounts of coffee, having high housing costs at age 50, good maximum working capacity and low serum cholesterol were related to a better chance of survival to age 90. Low levels of cardiovascular risk factors, high socio-economic status and good functional capacity, irrespective of parents' survival, characterize men destined to reach the age of 90.

Effect of variations in training load on mechanical efficiency in athletes

This study was carried out to describe the changes in mechanical efficiency with incremental training load in long distance runners. To achieve this, 10 healthy male national level long distance...

Does the respiratory system limit the aerobic working capacity of humans?

The question concerning respiratory function reserves among the factors determining the maximal power of muscular work is considered. Even in strenuous physical exercise, pulmonary ventilation does not exceed a rather constant level for every individual. Studies conducted using the programmed isocapnic hyperpnea method developed by the authors demonstrated that this level precisely reflects the functional respiratory reserve that is one of the factors limiting maximal work performance intensity. Under normal conditions, the functional respiratory reserve is 20 to 40% less than the so-called maximal breathing capacity (MBC) determined in a test, which requires voluntarily forcing respiratory efforts and exorbitant energy expenditure for the respiratory muscles performance. Therefore, the MBC should be regarded only as a parameter of ventilatory forced capacity used in extreme situations such as competitive athletic loading or in more resistive breathing when decreased respiratory system reserves become a leading factor rigidly limiting aerobic working capacity. A scheme is given that illustrates the ambiguous role of the respiratory system in this aspect.