Organizational Work Research Articles

Unleashing Lecturer Performance in Malaysian Higher Education through Green Organizational Culture: The Mediating Role of Work Motivation

This study examines the influence of green organizational culture on work motivation and its subsequent effect on lecturer performance within the context of sustainable development education in higher education institutions. Using a sample of 308 lecturers from Malaysian universities, data were collected through a Google Forms questionnaire and analyzed using Smart PLS. The results indicate a significant positive relationship between green organizational culture and work motivation, which in turn, significantly enhances lecturer performance. This study provides both theoretical and practical implications by contributing to the growing body of knowledge on sustainable organizational practices and their role in fostering employee motivation and productivity. Future research should expand the scope to different geographical contexts and employ longitudinal studies to gain a deeper understanding of these dynamics over time. Overall, the findings underscore the importance of integrating sustainability into organizational culture to promote a motivated and high-performing academic workforce.

THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK MOTIVATION, AND COMPETENCE ON EMPLOYEE PERFORMANCE AT XYZ STORE IN BATAM

This research examines the influence of organizational culture, work motivation, and competence on employee performance at XYZ Store in Batam. Since 2004, XYZ Store has operated a stationery retail business unit and has expanded into eight branches, which are currently distributed across Batam City. The sampling method employed was purposive sampling. Data collection was conducted using a questionnaire distributed to 71 employees at XYZ Store. The research findings indicate that organizational culture has a significant impact on the performance of XYZ Store employees; work motivation significantly influences the performance of XYZ Store employees; competence has a significant effect on the performance of XYZ Store employees; and simultaneously, the three variables have a positive and significant effect on the performance of XYZ Store employees, with R2 is 0.911, which indicating that the independent variables has influenced 91.1% to dependent variable. The remaining 8.9% is influenced by other factors that were not examined in this study.

The effect of perceived organizational support and ego-resilience on the relationship between occupational stressors and compassion fatigue in COVID-19 frontline nurses: a cross-sectional study in Sichuan, China

AimTo investigate the level of compassion fatigue among frontline nurses during the COVID-19 pandemic and to explore the relationship between occupational stressors and compassion fatigue among frontline nurses based on structural equation modelling.BackgroundThree years into the COVID-19 pandemic, nurses on the frontlines of the battle were overwhelmed by affective and emotional inputs while caring for patients, and they generally experienced varying degrees of psychological problems. High levels of compassion fatigue can affect nursing quality and patient safety and therefore should be taken seriously by nursing managers.MethodsA cross-sectional survey of 1432 frontline nurses in Sichuan Province, China, was conducted from January to March 2023 via convenience sampling methods. The General Information Questionnaire, the Nurses’ Occupational Stressors Scale, the Ego-Resilience Scale, the Chinese version of the Compassion Fatigue Brief Scale, and the Perceived Organizational Support Scale were used to collect the data. Hypotheses were tested using structural equation models and bootstrapping methods.ResultsNurse occupational stressors had a significant direct effect on compassion fatigue (B = 2.429, p < 0.001). Perceived organizational support exerted a mediating effect of 11.36% between occupational stressors and compassion fatigue. In addition, ego-resilience had a moderating role in the relationship between nurses’ occupational stressors and compassion fatigue, between nurses’ occupational stressors and perceived organizational support, and between perceived organizational support and compassion fatigue. Multiple linear regression analysis revealed that the most influential dimension of occupational stressors on compassion fatigue was work-family conflict (β = 0.253, p < 0.001), followed by organizational issues (β = 0.153, p < 0.001), work demands (β = 0.103, p < 0.001) and difficulty taking leave (β = 0.102, p < 0.001).ConclusionNurse occupational stressors are positively associated with compassion fatigue and influence nurse compassion fatigue through the mediating effect of perceived organizational support and the moderating mechanism of ego-resilience. Managers can reduce nurses’ compassion fatigue levels by reducing occupational stressors, promoting nurses’ perceived organizational support, and fostering ego-resilience.Implications for nursing managementThis study further integrated the external and internal factors affecting compassion fatigue and constructed a structural equation model of the mechanism of compassion fatigue in frontline nurses, which has implications for the early identification and intervention of compassion fatigue in nurses.

Motivasi Kerja: Mampukah Memediasi Peran Iklim Organisasi Terhadap Work Engagement (PT Royal D’paragon Land)

This study aims to analyze the organizational climate's influence on work engagement, with work motivation as an intervening variable among employees of PT Royal D’Paragon Land. The data analysis technique used is path analysis with IBM SPSS software version 22.0. The sampling method employed is a saturated sample: all employees of PT Royal D'Paragon Land are respondents. We collected data through Google Forms, yielding 87 responses. Based on the analysis findings, organizational climate significantly and positively affects work motivation; organizational climate significantly and positively affects work engagement; work motivation significantly and positively affects work engagement; and work motivation mediates the effect of organizational climate on work engagement. Creating a positive organizational climate is crucial for enhancing work motivation and work engagement. Work motivation also serves as a bridge that strengthens the impact of organizational climates on employee engagement. Thus, the company can effectively increase employee engagement by focusing on organizational climate and work motivation.

Junior Doctor Retention Strategies: Integrating Knowledge Management with Supportive Leadership and Organizational Climate

AbstractThis study aims to evaluate interventions and strategies used to retain junior doctors, with a specific focus on the roles of organizational climate, supportive leadership, and work engagement influenced by effective knowledge management practices. We examine how knowledge management—the systematic process of creating, sharing, using, and managing the knowledge and information of an organization—contributes to creating a favorable organizational climate and supportive leadership strategies. Engaging in a quantitative study with a sample of 950 junior doctors across four Central European countries, we explore the impact of an integrated approach that combines traditional performance-oriented climate models (rational goals model) with knowledge management practices tailored to the unique demands of healthcare settings influenced by current healthcare reforms and bureaucratic systems. Our findings suggest that not only do supportive leadership and a positive organizational climate enhance work engagement among junior doctors, but robust knowledge management practices also play a crucial role in improving retention rates by facilitating continuous learning and effective information sharing. To the best of our knowledge, our research is the first to draw on the synergy between rational goals, organizational climate, supportive leadership, and knowledge management practices to explain the antecedents of junior doctor work engagement and retention. This approach offers new insights into the dynamics of employee retention and underscores fundamental factors influencing junior doctors’ retention, paving the way for a more resilient and thriving healthcare workforce amidst the ongoing turbulence in global healthcare.

PENGARUH BUDAYA ORGANISASI, LINGKUNGAN KERJA, DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN UMKM KONVEKSI SETIA KAWAN

The purpose of this study is to ascertain how Konveksi Setia Kawan MSME employees' performance is impacted by organizational culture, work environment, and work motivation. Organizational culture, work environment, and work motivation were the independent variables employed in this study, and 46 individuals were sampled. Meanwhile, the dependent variable used in this research is employee performance. The research data was collected using questionnaires. The analytical method used is the multiple linear regression method. The results of this research show that 1) organizational culture has a positive and significant effect on employee performance; 2) the work environment has a positive and significant effect on employee performance; 3) work motivation has a positive and significant effect on employee performance; 4) organizational culture, work environment, and work motivation have a positive and significant effect on the performance of Konveksi Setia Kawan MSME employees. Keywords: Organizational Culture; Work Environment; Work Motivation; Employee Performance

Enhancing Faculty Work Productivity through Organizational Support and Servant Leadership with the Mediating Role of Work Motivation: A Study Case at University of Muhammadiyah Jakarta

This study aims to examine the influence of organizational support and servant leadership on work productivity, both directly and indirectly through work motivation as a mediating variable. A quantitative approach with a survey method was employed by involving 164 permanent faculty members of the University of Muhammadiyah Jakarta as the sample. Data collection techniques was conducted using questionnaires, and path analysis was performed for data analysis. The results indicate that organizational support (β = 0.309), servant leadership (β = 0.375), and work motivation (β = 0.149) have a direct positive, and significant influence on work productivity. Additionally, organizational support (β = 0.338) and servant leadership (β = 0.303) also exert a direct positive and significant influence on work motivation. Work motivation mediates the relationship between organizational support (β = 0.050) and servant leadership (β = 0.045) on work productivity, although this mediating influence is less effective than the direct influences, which are more dominant. The findings offer recommendations for faculties and stakeholders to enhance work productivity in achieving the Three Principles (Tri Dharma) of Higher Education through strategies that strengthen organizational support, servant leadership, and work motivation.

THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK ENVIRONMENT AND COMPENSATION ON EMPLOYEE PERFORMANCE AT PT. MARINATAMA GEMANUSA

This study was conducted to test and analyze the influence of organizational culture, work environment and compensation on employee performance at PT Marinatama Gemanusa. The population in this study were all employees of PT Marinatama Gemanusa, totality 46 people. The sampling technique with non-probability sampling using saturated sampling technique, where the total population is made entirely into research samples, namely 46 respondents. The research uses a quantitative approach using primary and secondary data. Researchers process data using statistical software. The analysis used in this study is multiple linear regression and partial hypothesis testing (t test). The results showed that partially organizational culture has a significant effect on employee performance; work environment and compensation partially have no significant effect on employee performance.

Perceived Organizational Support and Work Engagement in Malaysian Banking Industry

This study focuses on the predictive effect of Perceived Organizational Support (POS) to Work Engagement (WE) in the Malaysian Banking Industry, Peninsular Malaysia. The population in this study were all employees employed in Malaysian banking industry. The method used in this research is quantitative descriptive studies using a simple descriptive approach and Structural Equation Modelling- Partial Least Squared (SMART PLS-3) analysis to test the study hypotheses. This study found that the hypotheses is supported which show the direct relationship between the perceived organizational support and work engagement. Perceived organizational support is the belief of employees that if managers are concerned about their employees' commitment to the organisation, employees will be concerned about the organization's commitment to them. The implication of this study is that employers should ensure the employees knows that they are getting support in workplace from organization as this will affect their work engagement at workplace as this may affect their performance.

PENGARUH BUDAYA ORGANISASI DAN DISIPLIN KERJA TERHADAP SEMANGAT KERJA PEGAWAI PADA DINAS PERHUBUNGAN KOTA BIMA

This research aims to determine the influence of organizational culture and work discipline on the work spirit of Bima City Transportation Department employees. The approach used in the research is an associative approach. The population in the study was 188 people with a sample of 32 ASN people. The data collection techniques used were observation, questionnaires and literature study. The data analysis techniques used were validity and reliability tests, classical assumption tests, multiple linear regression analysis, correlation coefficient, coefficient of determination, T test and F test which were processed using the Statistical Product and Service Solution (SPSS) version 20 program. that Organizational Culture and Work Discipline simultaneously have a significant effect on the Work Morale of Bima City Transportation Service Employees.

The Role of Motivation in Moderating the Influence of Organizational Culture and Work Discipline on Performance Employees at The Employment BPJS Se-Medan Raya

This study aims to look at the role of motivation in moderating the influence of organizational culture and work discipline on employee performance at BPJS Ketenagakerjaan Se- Medan Raya. This type of research uses qualitative methods, this research was conducted at the BPJS Employment Branch Office in Greater Medan, the population used was 80 employees consisting of 20 personnel from Medan City, 20 personnel from North Medan, 20 personnel from Tanjung Morawa and 20 personnel from Binjai. The sample used is all the population of 80 employees with saturated samples being the sample technique. The data source used is primary data source and data collection by distributing questionnaires. This research model uses phat analysis and the measuring tool is the smart PLS version 3.3.3 application. The results of this study are as follows: Organizational culture has a positive and insignificant effect on employee performance with an original sample value of 0.042 and P values of 0.910. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.875 and p values of 0.000. Work discipline has a positive and insignificant effect on employee performance with an original sample value of 0.042 and p values of 0.851. Work discipline has a negative and significant effect on work motivation with an original sample value of -0.347 and p values of 0.000. Work motivation has a positive and significant effect on employee performance with an original sample value of 0.730 and p values of 0.000. Organizational culture has a positive and significant effect on employee performance through work motivation indirectly with original sample results of 0.634 and p values of 0.000. Work discipline has a negative and significant effect on employee performance through work motivation indirectly with an original sample value of -0.209 and p values of 0.006.

The Influence of Organizational Culture and Work Motivation on the Performance of MSME Actors in the Tda Bekasi Community

Study This aim For analyze influence culture organization and motivation Work to performance MSME actors in the Bekasi Hands Up Community (TDA). MSMEs have role important in Indonesia's economy , however Still face various challenge in increase performance they . Study This use approach quantitative with method survey towards 95 MSME actors who joined in Bekasi TDA Community . Data is collected through questionnaire and analyzed use method analysis regression multiple . Research result show that culture organization and motivation Work own influence positive and significant to performance MSME actors . Culture strong and adaptive organization in the TDA Bekasi community is proven capable increase performance its members . Temporary that 's motivation high work also contributes to the increase productivity and efficiency MSME actors . Study This give implications important for MSME development , in particular in context community business , as well highlighting importance build culture supporting and enhancing organizations motivation work of MSME actors.

Work Team Effectiveness: Importance of Organizational Culture, Work Climate, Leadership, Creative Synergy, and Emotional Intelligence in University Employees

(1) Background: In university contexts, the effectiveness of work teams is vital for institutional success and the personal development of an institution’s members. Objective: Our aim is to understand the relationships between emotional intelligence, team leadership, organizational culture, work climate, and creative synergy with team effectiveness. (2) Methods: We used a cross-sectional predictive design study using structural equation modeling (SEM), in which 512 surveys of employees of a private Peruvian university were analyzed. (3) Results: Leadership and emotional intelligence were found to significantly improve team effectiveness. In addition, organizational culture, work climate, and creative synergy act as mediators in these relationships, enhancing team effectiveness. The adjusted model presented adequate incremental (x2=9452.498, gl=3391, p&lt;0.001) and comparative (TLI=0.998, CFI=0.998, RMSEA=0.017 y SRMR=0.033) goodness-of-fit indices. (4) Conclusions: The results showed that the development of emotional competencies and leadership skills is essential to optimize the effectiveness of work teams in universities. This integrated model not only provides a solid theoretical framework for future research, but also offers practical recommendations for improving the management and performance of work teams.

Relationship between organizational commitment, working environment, and burnout in clinical nurses.

Burnout is a mental condition caused by chronic emotional or psychological stress. Organizational commitment is always an important issue in the field of organizational development of clinical nurses. The study aimed to assess the association between organizational commitment, work environment, and burnout in clinical nurses. This is a correlational descriptive study that was conducted from November 2021 to January 2021 on 456 clinical nurses at the Hazrat Rasul Akram University Hospital in Iran. The convenience sampling method was used. Data were collected using socio-demographic and work-related data collection sheet, the Working Environment Scale (WES-10), the Organizational Commitment Questionnaire (OCQ), and the Maslach Burnout Inventory-Human Services Survey (MBI-HSS). Data were analyzed by the Statistical Package for the Social Sciences (SPSS) version 23. The overall results showed that the mean score of organizational commitment was 29.87 ± 8.19, the mean score of burnout was 91.98 ± 17.40, and the mean score of work environment satisfaction was 24.62 ± 7.53. There were negative and significant relationships between organizational commitment with burnout (r = -0.324, P < 0.001) and work environment satisfaction (r = -0.440, P < 0.001). Also, there was a positive and significant relationship between work environment satisfaction with burnout (r = 0.386, P < 0.001). The nursing profession is widely recognized as one of the most stressful professions, often characterized by high rates of staff turnover, absenteeism, and burnout. The result of this study highlights the importance of positive work conditions for ensuring the commitment and well-being of clinical nurses.

The Influence of Organizational Climate and Work Ethic on Employee Performance Through Work Discipline

Employee performance plays an important role in improving the quality of an educational institution. There are several factors that influence employee performance, including organizational climate, work ethic and work discipline. This study aims to: test the influence of organizational climate and work ethic on work discipline; test the influence of organizational climate, work ethic and work discipline on employee performance; and test the influence of organizational climate and work ethic on employee performance through work discipline. The population of the study was 202 personnel of the East Java Regional Police State Police School. The number of samples was set at 41 people, while the sampling technique used purposive random sampling. Data collection used questionnaires that were distributed directly to respondents. The data analysis technique used SEM PLS. The results of the study concluded that as independent variables, it was proven that work climate, work ethic and work discipline had a positive and significant effect on employee performance. When the work climate is conducive, work ethic and work discipline increase, employee performance also increases. However, work discipline as a mediating variable for the influence of work climate and work ethic on employee performance cannot play an optimal role.

Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB

Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB

Budaya Organisasi Penanganan Pembiayaan Murabahah Bermasalah

This research examines the factors that cause problematic murabahah financing at BMD Syariah Barat Magetan, and discusses the organizational work culture that is effective in finding solutions to resolve them. This research is field research using qualitative methods. The results of the research show that there are 2 factors that cause financing problems, namely internal factors originating from managerial and governance from the institution, and external factors originating from the customer's economic conditions. This research explains that there is an effective organizational work culture model to reduce the number of problematic murabahah financing, namely rescheduling and the most dominant one is billing customers' homes outside of working hours

ACADEMIC STAFFS’ SELF-EFFICACY AND WORK ENGAGEMENT IN NIGERIA PUBLIC UNIVERSITIES: THE MEDIATING EFFECT OF ORGANISATIONAL SUPPORT

Abstract: The universities education in the past focused on producing human capital but today due to the changes of globalisation, they need to focus on infusing values and include training that can give advantages to the industry and society at large. Hence, this study examines the effect of self-efficacy on work engagement of academic staffs of public Universities in the North-West of Nigeria, with the moderating effect of perceived organisational supports (POS). The data collected were analysed using CB-SEM (via AMOS software) to test the hypothesize variables, as this software is versatile tools for conducting multivariate analysis in various field. The findings of the study revealed that self-efficacy have significant effect on work engagement of academic staffs of selected public institutions. Furthermore, the mediating effects of POS have significant effect on the relationship between organizational culture and work engagement of academic staffs in Nigeria. This study contribute to the body of knowledge by providing a deep understanding of how the various components of self-efficacy are trigger by POS and work engagement within the context of developing nations like Nigeria. As such, Nigerian authorities and policymakers are concerned about the work engagement of education sector, the findings of this study revealed that the introduction of POS enhance the effect of POS and work engagement of higher education sectors. On the recommendation notes, foreign investors, business practitioners, owners, and managers would find the study's findings extremely useful in identifying important factors that can improve work engagement of higher education institutions in Nigeria. Keywords: Self-Efficacy; Perceived Organizational Support; Work Engagement; Academic Staffs; Nigeria

Experiences of psychological, social and organisational work environments in occupational health service in Sweden: a cross-sectional survey

BackgroundThe aim of this study was to compare and describe different professionals’ experiences of workplace psychological and social factors in occupational health (OH) organizations in Sweden.MethodsThis cross-sectional study with a descriptive and comparative design included 472 respondents with common professions in the occupational health service (OHS) in Sweden. Data were collected with “The General Nordic Questionnaire for Psychological and Social Factors at Work” (QPSNordic). The professions have been compared pairwise using the Independent Samples Kruskal-Wallis test, adjusted by Bonferroni correction for multiple tests on subscales and single items and these are presented descriptively.ResultsThe experience of the psychological and social work environment on job task measurement level differed between the professionals. Experiences on social and organizational as well as on individual measurement levels are similar between the professionals who perceive them as satisfactory. Out of the 472 respondents, 7% reported that they had seen someone being subjected to harassment and bullying at the workplace during the last six months.ConclusionsThe experience among the professionals differs most in the Job task measurement level. The results indicate that although different OH professionals experience psychological and social factors at work in different ways, their experiences are generally satisfactory even though harassment and bullying do exist. The research about occupational health professionals and their work environment is sparse. Further applied research is needed for the planning and development of occupational health services in Sweden.

Pengaruh Budaya Organisasi dan Lingkungan Kerja terhadap Kepuasan Kerja Karyawan

Employee satisfaction is an important factor that can influence organizational productivity and performance. This research aims to analyze the influence of organizational culture and work environment on employee satisfaction. The research method uses a quantitative approach with data collection techniques using questionnaires. The research sample was 50 employees of PT. XYZ. The data analysis technique uses multiple regression analysis and classical assumption tests consisting of normality tests, multicollinearity tests and heteroscedasticity tests. The results of the analysis show that both organizational culture and work environment have a significant positive influence partially and simultaneously on employee satisfaction