Employer Obligations Research Articles

Training of third-party employees and its outcomes: a systematic literature review

PurposeTraining has been an important tool for enhancing the skills and productivity of employees. Having productive employees helps organizations sustain themselves. Today, the authors organisations have an increasing number of employees on third-party payroll performing core as well as noncore business functions. However, due to the lack of ownership and moral obligation of employers, these employees are often not provided training, resulting in skills obsolesce and less productivity. The present study is a systematic literature review (SLR) on client organizations’ roles in training third-party employees (TPEs) and its related outcomes.Design/methodology/approachThe present study is a SLR on client organizations' roles in training TPEs and their related outcomes. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) approach, this study presents a review of 217 research papers on training of TPEs and its related outcomes.FindingsThe study identifies the outcomes of providing training to TPEs and presents the findings and suggestions made by researchers. The study concludes that TPEs are an important investment for the client organization. Training them would benefit the client organization, TPEs and the economy as a whole. The paper also suggests some avenues for future research.Research limitations/implicationsThis paper tries to answer an important question: What could drive productive behavior among TPEs? Based on the literature reviewed, the answer is that TPEs could be offered training opportunities with a view to enhancing their employability. This could induce, among them, a sense of being valued and supported while contributing to organizational performance and creating a feeling of reciprocal obligation. This is an important contribution to literature. Low investment in these employees affects their employability, i.e. be it in the same organization for another term or another organization and thus the need for training and development, for sustained productivity among TPEs, in organizations.Practical implicationsTraining and development, for them, would result in enhanced employability within as well as outside the organization. These employees could also be a good source for regular positions within the organization, if required, benefiting both the organization and the employee. Additionally, the economy would also benefit from a pool of skilled workforce. Therefore, it is suggested that governments initiate some policy framework regarding mandatory training of TPEs to increase their competencies, resulting in increased organizational productivity, especially for TPEs at lower and middle levels of management.Originality/valueThe paper is an original contribution by the researcher. An attempt has been made to highlight the training needs of TPEs and their related outcomes.

Development of Mechanisms for Industrial Safety Culture Improvement Based on Employee Survey Analysis Results

Introduction. Ensuring industrial safety (IS) is one of the priority goals of any company. It is obvious that achieving its high level is impossible without the formation of a safety culture among employees, since their wrong actions can lead to emergencies and death of people at hazardous production facilities. The concept of industrial safety culture (ISC) is interpreted in different ways, but all definitions are united by the need for employees to realize that industrial safety should become their main goal and internal need. To date, there are many methods for determining the degree of ISC development. They are actively and successfully used at many enterprises. At the same time, it should be noted that the Russian legislation lacks, in particular, a methodology for quantifying the industrial safety culture specifically at the enterprises of the oil and gas complex, which have their own characteristics and specifics. Therefore, the introduction of a new quantitative approach to assessing the effectiveness of management of industrial safety culture has important scientific and practical significance on the industry agenda. The aim of this work in this regard was to develop mechanisms to increase the ISC level at one of the gas transportation enterprises of the country based on the results of the survey of its employees. Materials and Methods. For the analysis, the results of a three-level questionnaire conducted in 2021 and 2022 were used, which included socio-biographical characteristics of employees, their assessments on specially developed 16 components of industrial safety, as well as the interview of focus groups on six selected IS components. Results. During the analysis of the questionnaires, an increase in the level of industrial safety culture was established from the predicted (third level) to the proactive (fourth level) according to the five-level classification of the International Association of Oil and Gas Producers (IOGP). Discussion and Conclusions. The comparative analysis demonstrated positive dynamics of the results of the ISC level assessment by the employees of the gas transport enterprise. Its increase at this enterprise was achieved through the introduction and implementation of proactive measures, such as the development of personal obligations of employees in the field of safety, their maximum involvement in the development of competencies in the field of industrial safety, ensuring openness / transparency of communications on safety issues, and the formation of a positive attitude of employees to changes in this area.

Whistleblowing Procedures as Part of the Compliance System and Culture of the Organization

Abstract The whistleblower system assumes that an element necessary for proper functioning about an organization is to see irregularities occurring in it. For this reason, whistleblowing and follow-up internal investigations occupy a central place in the organization’s compliance management system and an important role in the organization’s culture. These two areas constantly complement each other. However, compliance systems seem to be a broader concept, where the organization’s culture is part of it. The culture of an organization represents the habits, traditions, and customs of organizations, which are not always written down. It is often referred to as the “company atmosphere.” Compliance is a system of procedures and rules, most often written down, which define procedures for dealing with specific situations, rights and obligations of employees, co-workers, or contractors. The regulations that emerge from the compliance system derive from laws, industry regulations, ethical norms, including the culture of a particular organization. Well-developed and implemented whistleblowing procedures that become part of the organization’s culture for good influence the existence of a highly developed compliance system that guarantees the multifaceted success of the organization.

산업재해 예방을 위한 근로자 의무와 역할의 개선방안 연구

Workers play an important role in recognizing and preventing risks at work sites. However, the current Occupational Safety and Health Act does not provide rights and obligations commensurate with the worker's role as an industrial accident prevention agent. The study analyzed the regulations on workers' industrial accident prevention roles and obligations in major countries and presented the following implications to improve workers' duties and roles as subjects of industrial accident prevention.
 First, the obligations of workers are specified: ① the duty to pay attention to the safety and health of others affected by their work performance (duty of care), ② the duty to work in accordance with training and instructions on safe work provided by the employer (obligation to comply), ③ reflects the obligation to report immediately upon discovery of an imminent risk of industrial accident (reporting obligation), ④ obligation to cooperate to identify the risks of the workplace and to select appropriate measures(duty of cooperation). Second, by limiting the scope of workers' obligations, it prevents comprehensive obligations from being imposed or the employer's obligations from being passed on to the employees. Third, there should be punishment provisions for workers' violation of their obligations, but punishment should be given for intentional and obvious violations, and the worker's violation of the law should not be interpreted as a reason to defend the employer's violation of the law. Fourth, judicial liability, such as disciplinary action and compensation for damages resulting from a violation of an employee's obligations, is limited to an appropriate scope considering the characteristics of the employment contract. Fifth, give workers the right to improve safety and health (right to participate, right to suggest, right to request improvement, right to report, etc.) and promote active activities.
 I‘m expecting that by using the research results, future workers' participation in workplace safety and health improvement and industrial accident prevention activities will be promoted, and self-discipline based on the responsibility of industrial accident prevention subjects will be quickly established.

사업장의 안전보건교육 경험에 따른 불안전한 행동이 안전보건문화에 미치는 영향에 관한 연구

Safety and health education at the workplace is an important way to prevent industrial accidents, and is a basic matter in which workers can participate, and is the employer's obligation. Although the importance of safety training in the workplace is recognized, there is much controversy about its effectiveness in improving on-site operability. Accordingly, this study aims to understand the actual status of safety and health education and determine the impact of unsafe behavior on safety and health culture according to safety and health education experience. It was conducted for the purpose of using basic data to verify and activate the effectiveness of safety and health education in the future. This study conducted a survey of workers at about 150 manufacturing plants from August to December 2022, and 300 people were selected for final analysis. The survey questions were designed to fit the study using questions used in the Occupational Safety and Health Trend Survey(2015) conducted by the Korea Occupational Safety and Health Agency and the risk assessment of safety management consulting organizations. The collected data were subjected to frequency analysis, factor analysis, and multiple regression analysis using SPSS 21.0 program. As a result, workers were aware of the obligation to provide safety and health education, and the experience of regular safety and health education was the highest among safety education. Those who experienced safety education showed that inappropriate management or supervision, negligence during work, unreasonable actions and movements, inappropriate use of equipment and tools, unsafe work performance, and unreasonable work influenced the perception of safety and health culture. For inexperienced people, inadequate management or supervision appeared to affect safety and health culture. Through this study, it was confirmed that awareness of unsafe behavior is formed through education and is a factor that influences safety and health culture. In the future, it will be necessary to provide an opportunity to form a safety and health culture by linking safety and health education to activation within the workplace and field operability. In addition, it seems that more management is needed to make safety and health education a reality and continuously implement it.

So lucky to be paid on time! Downward social comparison and gratitude in crisis economy psychological contracts

In this article the authors investigate how high unemployment and sustained economic crisis influence employee beliefs regarding their employers’ psychological contract (PC) obligations. Based on 32 semi-structured interviews with Greek white-collar employees, the authors compare PC changes among workers with pre-crisis work experience and others whose entire work lives coincide with the crisis. The majority of participants perceive their employer to exploit the crisis, demanding more of workers while offering them less. Those participants who remained with their pre-crisis employer held more positive perceptions. At the same time, social comparison and sense of gratitude influence how individuals interpret their employee–employer obligations. These factors buffer how individuals interpret their employer’s PC fulfillment in the crisis economy.

Supervision and Control as A Form of Ensuring Labor Discipline

Objective: This scientific article aims to explore the importance of supervision and control as mechanisms for ensuring labor discipline. It analyzes existing scholarly views on the concept of labor discipline, offers a novel perspective, and discusses the theoretical approaches to understanding "supervision" and "control" in the context of labor discipline.
 Methods: The research is based on a comprehensive approach, employing logical-semantic analysis to uncover the essence of key concepts. It uses the analytical and documentary analysis methods to understand supervision, control, and labor discipline. The study is founded on legislative norms and previous works in labor law.
 Results: Labor discipline is defined as a system of legal norms that govern the behavior and obligations of employees, emphasizing conscientious work, adherence to legal requirements, and the protection of property and company secrets. The article outlines the role of labor discipline in ensuring stable and orderly social relations within the workplace and examines different scholarly interpretations of the concept.
 Conclusions: Labor discipline is crucial for maintaining an efficient work environment. Supervision and control are essential tools for enforcing labor discipline. Supervision focuses on ensuring compliance with labor laws and regulations, while control encompasses a broader range of activities, including intervening in the workplace to address deviations and violations promptly. Although these terms share similarities, they differ in nature, subject, methodology, and application. The article highlights the significance of supervision and control for employers and employees, serving to protect rights, interests, and maintain discipline in labor relations.

Financial obligations of employees in industrial companies and their impact on financial management behavior

This study intends to examine how employee behavior in financial management is influenced by financial trends, internal control location, and financial socialization variables. Employees in the financial department made up the study's population. Using a proportional random sampling method and sampling according to the Slovenian formula, 91 employees were included in the sample. A questionnaire was used to gather the information. Descriptive statistical analysis and structural equation modeling - partial least squares (SEM-PLS) analysis utilizing WarpPLS 6.0 software were the analytical techniques used. The findings demonstrated that financial trends significantly and favorably affect financial management behavior. Internal control's position has a positive and significant influence on how financial management behaves. Financial management behavior is significantly and favorably impacted by financial socialization agents. The guidance that can be gained from this research is the capacity to create favorable behavioral patterns of financial management by giving money for immediate requirements, the capacity to manage one's own money, and the capacity to stay current with financial information via a variety of media.

The Analysis of the Legal Protection of Ship's Crew in Sea Work Agreement in Indonesia

This article aims to analyze the welfare of crew members in the context of legal protection, which is reviewed in more detail from the perspective of the implementation of the maritime employment agreement in Indonesia. This is based on the poor execution of marine employment agreements in Indonesia and should pay more attention to the welfare of crew members. This research will be prepared using normative juridical research (legal research), which is research focused on examining the application of rules or norms in positive law in Indonesia. The assessment process is carried out by analyzing several related regulations, namely the Commercial Code, Laws, Government Regulations, and Ministerial Regulations. The results show that the implementation of sea work agreements in Indonesia involves various parties, such as employers/ship agents, skippers, crew members, and harbourmaster as a means of fulfilling the rights and obligations of workers and employers. In the context of legal protection, crew members in Indonesia have the right to work protection in the form of welfare, occupational safety, and occupational health. In addition, crew members also have the right to salary, overtime pay, holiday pay, delegation pay, transportation costs and wages at the end of work in a sea work agreement.

Workplace Violence and Sexual Harassment in Light of the Recent Amendments to the Jordanian Labor Law Pursuant to the Amended Law No. (10) of 2023

This study aims to establish the legal framework for addressing workplace violence and sexual harassment. It serves as a guide for Jordanian legislators when reviewing related laws, promoting a violence-free environment. The study employs descriptive analysis to explore employee experiences, comparing Jordanian Labor Law with International Labour Organization Convention No. 190 (2019). It divides into two sections: defining violence and harassment from national and international labor perspectives, and examining legal protection under Jordanian Labor Law. The second section delves into employer obligations and employee actions, including court involvement. Findings show that though Jordan addresses the issue, labor law amendments are limited, hindering comprehensive enforcement. The 2023 amendment to Article 29 lacks desired impact and international alignment. Recommendations include explicit policy integration into the Labor Law and enacting legislation, aligned with Article 120 of the Jordanian Constitution, to prevent workplace violence and harassment across sectors.

AKIBAT HUKUM PEMBERI KERJA MEMFASILITASI PENERJEMAH BAGI TENAGA KERJA ASING

Foreign workers are generally not able to speak Indonesian so some foreign worker employers facilitate foreign workers with interpreters. considering that interpreters are very helpful in bridging communication between foreign workers and local workers. However, on the other hand, the main obligation of employers of foreign workers related to language issues is to facilitate Indonesian language education and training for foreign workers. This study uses a normative method with library research data collection techniques. The results show that in the provisions for the use of foreign workers, there is no obligation for employers to facilitate foreign workers with interpreters, besides that there is also no prohibition for employers of foreign workers to facilitate interpreters, this then shows that there are no explicit provisions regulates the position of interpreters in accompanying foreign workers so that the involvement of translators accompanying foreign workers does not have legal consequences for employers who employ foreign workers.

Night Work in Saudi Labor Law

This research aims to clarify the nature of night work according to the Saudi labor system, and what are the conditions and controls of night work, which define and draw the labor relationship between workers and employers, as it works to clarify the rights of workers at night, and the obligations of establishments and employers, and the problem of this research appears in the following question: What is the legal regulation of night work and the rights accruing to the worker according to the Saudi labor system?!,. This research was based on the analytical approach of the legal texts in question, dismantling and studying them, eliciting provisions and rules, revealing defects and finding solutions that are proportional to them. The results also showed that night work is one of the types of work that is imposed by the nature of the work performed on the worker and the employer. Among the most important of these factors is health fitness, as it is required for the night worker and the worker who performs night work. The condition of working at least three hours is fulfilled during the period of night work hours. The night worker has more rights than those who perform night work, and both of them have more rights than the rest of the workers, and it became clear that the organizer has a balanced position. Between the employer and the worker regarding compensation and allowances, and the employer was given several options for granting these compensations and allowances, and the ministerial decision regulating night work ignored cases of extreme and urgent necessity.

Statutory and mandatory training for support staff

Statutory and mandatory training in healthcare refers to the training that healthcare assistants and assistant practitioners (HCAs and APs) are legally required to complete. Statutory and mandatory are two terms that the HCA and AP will frequently come across; they are often discussed in legal and regulatory contexts. This article provides readers with an overview of statutory and mandatory training, providing explanations of what is meant by both terms. There is a requirement that the HCA and AP attend training updates as dictated by the employer. The article offers insight into training rights of employees and the obligations of employers.

Penerapan Hukum Ketenagakerjaan Dalam Hubungan Industrial Untuk Mewujudkan Keadilan Pekerja Pada Karang Taruna Desa Pugeran, Kecamatan Gondang, Kabupaten Mojokerto

This community service aims to examine the application of labor law in industrial relations in order to realize worker justice in Karang Taruna Pugeran Village, Gondang District, Mojokerto Regency. Karang Taruna is a youth organization that focuses on empowering youth and improving community welfare. This research was conducted with the aim of understanding the level of understanding and implementation of labor law and identifying the obstacles that exist in achieving worker justice in the Karang Taruna environment. The application of labor law in industrial relations to achieve worker justice stems from the need for protection of workers' rights and the creation of a balanced relationship between workers and employers. In this context, labor law aims to regulate the rights and obligations of workers and employers in order to create a fair working relationship.

Hearing Loss and Sociodemographic Barriers to Health Care Access Using the All of Us Research Program.

To explore how gender and low-income status independently influence general health care access in patients with hearing loss. Cross-sectional study. National database. Patients with a diagnosis of sensorineural hearing loss from the National Institutes of Health All of Us database were included. Data entered from May 2018 to November 2022 was analyzed. Patient demographicssuch as age, gender, educational level, and insurance status were assessed. Multivariate logistic regressions were performed for statistical evaluation. A subset of 8875 patients (48.3% male, mean age 69) were evaluated. After multivariate analysis, female participants were more likely than male participants to report difficulty affording prescribed medications (odds ratio [OR]: 1.7, p < .0005) and specialists (OR: 1.4, p < 0.005). Female patients were also more likely to delay care due to elder care responsibilities (OR: 2.6, p < .0005), employment obligations (OR: 1.7, p < .0005), and feelings of apprehension in seeing a provider (OR: 1.7, p < .0005). Finally, female participants reported feeling less likely to be involved in their own medical care compared to males (OR: 1.2, p < .005). Low-income (<$25,000) participants reported less likely to feel respected (OR: 3.2, p < .0005) and delivered understandable health information (OR: 2.3, p < .0005) by providers compared to participants of higher income. This work suggests that patients with hearing loss, female gender, and lower socioeconomic status independently introduce barriers to health care access and utilization. These factors should be considered in efforts to promote equity in the care of patients with hearing loss.

Unpacking the legal status of platform workers in China: an empirical analysis of judicial attitudes and challenges in the food delivery sector

ABSTRACT The platform economy has generated new business models and employment types, posing new challenges to China’s labour law and social security law. This article collects 324 cases between 2017 and 2020 in which Chinese courts need to determine the employment status of food delivery riders as platform workers. This paper focuses on whether ‘special delivery riders’ under the agent model and ‘crowdsourced riders’ under the crowdsourcing model are identified as employees in these cases and analyse relevant factors considered by judges when they make decisions. More than half of the Chinese judges hold that special delivery riders are employees of agents, while crowdsourced riders are barely found as employees; most judges are reluctant to deem platforms as the liable employers. In general, the algorithm-based management, business organization, and relevant agreements etc. deployed by food delivery platforms may make them free from employer obligations and liabilities, and policymakers often have a tolerant and positive attitude towards the platform employment. Relevant latest policies show the government’s willingness to give platform workers more protection, and the SPC Stable Employment Opinions has specified the criteria for identifying employment relationship in the platform employment. Nevertheless, it takes time to see how they will be implemented.

Protection of personal data of the employee

The article draws attention to the fact that today, in the conditions of a developed information environment, the wide spread and use of various information technologies and systems, the maintenance of automated databases, on the one hand, significantly simplifies the provision and use of information, on the other hand, the risk of illegal interference in personal data increases and family life of a person and misuse of his personal data.&#x0D; The entry into employment is preceded by the work of the employer’s personnel service on personnel selection, within which personal information is received from job applicants. The personnel service is also responsible for the collection, processing, storage and use of data about employees. Today, the use of various telecommunication systems and automated databases in this process increases the risks of disclosure of the employee’s personal information, which may cause him material or moral harm. So, modernity presents authorized state bodies and employers with the task of ensuring reliable protection of personal data of employees.&#x0D; The article examines the views of scientists regarding the categories “human rights protection” and “employee personal data”. Problematic aspects of the Code of Labor Laws of Ukraine, the Law of Ukraine “On Protection of Personal Data” and the draft Law of Ukraine “On Labor” regarding the completeness of legal regulations on the protection of personal data of employees are outlined.&#x0D; An author's definition of the terms “employee personal data” and “employee personal data protection” is proposed. Personal data of an employee is any information related to a specific natural person working on the basis of an employment contract, provided to the employer or collected by him in accordance with the law. The protection of personal data of an employee is the use of opportunities (tools) provided by law for the prevention of offenses in the field of collection, storage, use, destruction, dissemination of information related to a specific natural person working on the basis of an employment contract, termination of the specified offenses and renewal of violated rights in this area.&#x0D; Proposals for improving national legislation in the field of protection of personal data of employees are provided. In particular, it is proposed to supplement the Code of Labor Laws of Ukraine and the draft Law of Ukraine “On Labor” with a separate article “Protection of employee’s personal data”, which provides for the definition of the terms “employee’s personal data” and “employee’s personal data protection”; establish a list of information that is the employee’s personal data; establish the employer's obligation to protect the employee's personal data; establish disciplinary and material liability for employees performing work related to personal data processing for violation of personal data protection legislation, as well as material liability for employers for violation of personal data protection legislation.

On the issue of optimization labor relations in the conditions of the imposition of martial law

The article examines the legal regulation of labor relations under martial law. The full-scale invasion of the aggressor country, on the one hand, has led to an increase in the number of cases of injuries to employees in the performance of their work duties. On the other hand, it has complicated the ability of employers to ensure safe and harmless working conditions in the workplace. In this difficult period, the legislator significantly narrows the rights and guarantees of employees, since martial law provides for restrictions on constitutional human rights and freedoms. The author defines the concept of martial law and its impact on social relations in the labor sphere, as well as the basic principles of their legal regulation. The author states the challenges which arose during the aggressor’s military actions on the territory of our State in labor relations, namely: destruction of many enterprises and businesses and, as a result, reduction of the number of jobs; massive increase in internally displaced persons and migration of workers abroad; reduction of production and accidents at workplaces due to shelling; relocation of business; decline in living standards, wages and price increases, etc. The author outlines the impact of the legal regime of martial law on the rights and obligations of employees and employers. The author studies the impact of the consequences of armed aggression on a significant restriction of labor rights, namely, of employees. The author emphasizes that although the legislator has introduced new legal mechanisms for regulating labor relations, some of the rules are applied in practice and perceived differently by employers and employees. The author draws attention to the unresolved issues of labor relations organization and suggests ways to optimize them. Changes in the current legislation and peculiarities of labor relations regulation related to the introduction of martial law are assessed. The author highlights the issues of labor relations regulation during the declaration of an air alert in the context of Russian aggression. It is noted that a safe and healthy environment should be the basic principle of labor relations regulation in order to preserve the life and health of labor process participants. The author suggests ways to solve some of the unclear problems of legal regulation of labor relations.

Правовые вопросы защиты коммерческой тайны работодателя

В статье определены меры, принимаемые работодателем по охране информации, составляющей коммерческую тайну, условия отнесения информации к коммерческой тайне. Указаны действия, которые может предпринять работодатель для снижения внутренней угрозы от незаконного разглашения коммерческой тайны. Предложено предусмотреть в трудовом договоре с руководителем организации его обязанность по обеспечению охраны конфиденциальности, составляющей коммерческую тайну информации, обладателем которой являются организация и ее контрагенты, и ответственность за обеспечение охраны конфиденциальности этой информации. Автор утверждает, что условие трудового договора о неразглашении охраняемой законом тайны (государственной, служебной, профессиональной или коммерческой) должно относиться к числу обязательных при наличии таких видов тайн в организации, в случае если работник в установленном законом порядке допущен к соответствующей информации. Также предложено предусмотреть в Трудовом кодексе Республики Казахстан условие о неразглашении информации, составляющей коммерческую тайну, и после прекращения трудовых отношений, а также обязанность работника возместить работодателю ущерб в случае разглашения этой информации. Обоснована необходимость разработки комплекса правовых норм, в котором необходимо определить пределы договоренностей сторон и уровень компенсации для работника. Автор считает, что имущественные интересы обладателя прав на коммерческую тайну необходимо защищать в рамках трудового законодательства, а именно ввести элементы гражданско-правовой ответственности, а в случае разглашения коммерческой тайны после прекращения трудового договора — привлечь работника к гражданско-правовой ответственности и к возмещению убытков через суд.

Organizational Culture, Organizational Commitment, and Job Satisfaction on Employee Performance Using OCBas an Interveningat State-Owned Enterprises Insurance Company in Batam City

The application of AKHLAK as the value and culture of SOE companies reflects on each individual employee to always provide the best performance for the company and the country. Since 2020, AKHLAK has become a value and commitment for every individual in the company to achieve more performance in terms of employee obligations and even beyond the standardization of the work provided or what is known as OCB (Organizational Citizenship Behaviour) and employee job satisfaction in terms of employee rights at SOE. The researcher took a sample of SOE Insurance companies in Batam City because Batam is a metropolitan city with an advanced economic aspect, a low minimum wage index, and the highest population in the Riau Archipelago Province.&#x0D; Researchers used quantitative research methods that aimed to examine the influence of organizational culture, organizational commitment, and job satisfaction on employee performance as mediated by OCB in 113 samples distributed through the medium of questionnaires at Insurance Holding SOE companies in Batam City. The results showed that, by direct test, organizational culture, organizational commitment, and job satisfaction influence OCB, as well as the effect of job satisfaction on employee performance. Organizational culture and organizational commitment do not affect employee performance. From the results of the indirect effect test, organizational commitment and job satisfaction affect employee performance with OCB as a mediating variable. With OCB as a moderating variable, organizational culture has no effect on employee performance.