Level Of Employee Performance Research Articles

Performance Management Systems and Employee performance in Selected Ministries in Enugu State, Nigeria

The broad objective of this study is to investigate performance management systems and employee performance in selected ministries in Enugu state, Nigeria. Two hypotheses were formulated in line with the objectives of the study. The study adopted a descriptive research design and survey method for data collection. The population of the study was 637. The study sampled the entire population due to the size of the studied population. The instrument for data collection was a structured questionnaire. Data presentation was on tabulated frequency and statistical Mean Score. Hypotheses were tested using a t-test. The results of the findings revealed that Performance planning has significant positive effects on employee performance levels in selected ministries in Enugu state(this is where the t-value = -796.442, and p-value = 0.00); that performance target setting systems do significantly drive positively employee performance level (where t-value = -295.988, and p-value = 0.00); and that Performance monitoring does significantly propel positively employee performance rate (where t-value = -128.604, and p-value = 0.00). The study, therefore, recommends that the Enugu state government should prioritize PMS through proper planning of work and work-related activities by adopting a friendly work environment and by setting clear, measurable goals, setting achievable goals for individuals and organizations; continuously monitoring the level of goal achievement and providing feedback.

Validating the Causal Relationship between Quantum Leadership and Employee Innovation Performance from the Perspective of Organizational Sustainability

In the quantum era, the rapid development of enterprises cannot be separated from the efforts of employees, and the improvement of employee performance is also closely related to the behavior and attitude of organizational leaders. Quantum leadership, as a new leadership paradigm, differs from traditional Newtonian classical mechanics in that it emphasizes wholeness and interconnectedness, considers new ideas as the key to success, and values complex changes in the organizational environment, thus helping the organization provide sustainable development in the future. In addition, quantum leadership is able to manage in chaotic and potentially uncertain environments, encouraging employees to explore new ideas for solving problems, stimulating enthusiasm and motivation for innovation, and thus improving the level of employee performance. In particular, as the importance of innovation performance has been emphasized, it has been considered as a key variable in driving and promoting sustainable organizational development. Moreover, this study is different from previous studies that validate traditional leadership. We focus on an emerging type of leadership that distinguishes itself from traditional leadership—quantum leadership—which is a leadership model that is currently receiving a lot of attention. In the uncertain future environment, quantum leadership is gradually becoming a key factor for business growth and plays an important role in the survival and development of organizations in the future environment. Based on this research background, this study argues that quantum leadership is closely related to employee innovation performance. This study examines whether quantum leadership improves employee innovation performance and the sequential multiple mediating effects of organizational intelligence and knowledge sharing. Most of the previous studies focused only on the mediating or moderating role of the model. This study expands this area of research by incorporating the moderating role of innovative culture and validating its effects. This finding explores the development of quantum leadership and provides a theoretical foundation for related research. In addition, this study collected data from 345 employees of Chinese SMEs in the context of the fourth industrial revolution. These results suggest that quantum leadership positively affects innovation performance. Organizational intelligence and knowledge sharing have multiple serial mediating effects on quantum leadership and innovation performance. Moreover, the interaction between innovative culture and knowledge sharing improves employees’ innovation performance. Therefore, this study clarifies the causal relationship between quantum leadership and innovation performance through theoretical and validated research models. It lays the foundation for the sustainable development of organizations in the future.

Multiple Role Conflicts In The Employment Field In Indonesian Government Agency Institutions with Work Life Balance (WLB) and Job Stress As Mediator Variables on Employee Performance

Work-life balance issues are an important aspect of the psychology of happiness, which is determined by a strong sense of self-worth, satisfaction, and a variety of life-affirming relationships. This study aims to explore how dual role conflicts affect employee performance in the Manpower Office (Disnaker) in Indonesia, by considering the role of work-life balance (WLB) and work stress as mediator variables. The research method used involved collecting data from 154 employees in the disnaker through questionnaires and interviews. The data was then analyzed using statistical analysis techniques to identify the relationship between multiple role conflicts, WLB, work stress, and employee performance. The results showed that dual role conflict had a significant effect on WLB and work stress, but did not affect employee performance levels. Meanwhile, work stress and WLB cannot mediate the dual role with performance. This research provides important insights for human resource management in government agencies to develop policies and programs that support the balance between work and personal life of employees. An emphasis on managing multiple role conflicts and work stress in the work environment can improve employee well-being as well as the overall effectiveness of the organization. The practical implications of this study are the importance of appropriate interventions to improve the working conditions of employees in the public sector, while improving quality public services.

THE EFFECT OF NON-PHYSICAL WORK ENVIRONMENT AND WORK STRESS ON THE PERFORMANCE OF AUTO 2000 EMPLOYEES OF RADEN INTAN

The influence of the non-physical work environment and stress levels on employee performance are the main objectives of this research, especially in the organizational environment of Auto 2000 Raden Intan, a corporate entity operating in the automotive industry sector. This study used a quantitative approach. Because the non-physical work environment does not have a direct impact on the company but on employees if not managed properly, the relationship between employees and superiors is very important to achieve company goals. A total of 35 employees were included in the study population. The sample that took only the mechanical part was 35 employees from 111 total population at PT. Astra International Tbk. Auto 2000 Raden Intan. In the research analysis required to achieve this, multiple linear equations were used, and the results showed that work stress along with non-physical work environments can affect the good level of employee performance. The determinant coefficient R2 of 62.8% means that performance (Y) is affected by the non-physical work environment (X1) as well as work stress (X2) is 62.8%. While the remaining portion of 37.2% was influenced by additional components or variables outside this study.

Pengaruh Kepemimpinan dan Disiplin Kerja terhadap Kinerja Karyawan Apotek Libra Surabaya

In This research aims to determine the influence of leadership and work discipline on employee performance at Libra Pharmacy Surabaya. This research uses quantitative research methods. The sample used was all employees who worked at Libra Pharmacy Surabaya, totaling 32 employees. Data collection techniques used questionnaires. The research variables are the independent variable leadership performance and discipline, the dependent variable is employee performance. Mei-Juni 2024. Libra pharmacy employees. The results of this research are that leadership has a significant effect on the performance of Libra pharmacy employees. The conclusion obtained from the results of the regression equation analysis is that the regression coefficient value for leadership is -1.072 with a negative relationship direction, which means that if leadership is increased, employee performance will be lower and vice versa, if leadership is low then the level of employee performance will be higher. Apart from that, it has a calculated t value of -3.481 < t table 1.699 and has a probability value of 0.002 < 0.05, then H is accepted. Work discipline has a significant effect on the performance of Libra pharmacy employees. The conclusion obtained is that from the results of the regression equation analysis, the regression coefficient value for work discipline is -0.907 with a negative relationship direction, which means that if work discipline is increased, employee performance will be lower and vice versa, if work discipline is low then the level of employee performance will be higher. high., apart from that it has a calculated t value of -5.447 < t table 1.699 and has a probability value of 0.000 < 0.05, then H is accepted.

Democratic Leadership and Employee Performance: Moderating Role of Length of Employment

Every organization's core is its employees' performance, which is influenced by various elements. Leadership style in particular has a significant impact on employee performance. The purpose of this study is to identify the impact of democratic leadership style on employee performance along with the moderating role of length of employment in this relationship. Through a systematic analysis of existing research, this paper highlights the positive effects of democratic leadership on various aspects of employee performance. It develops a simple regression model, assesses the dummy indicator regression of the variables used, draws upon a comprehensive review of scholarly literature and discusses the results of the analysis which indicate that democratic leadership has a positive and significant impact on employee performance. The emphasis on motivation, communication, and participative behavior that results from managers adopting a democratic leadership style raises employee performance levels. Similarly, length of employment plays significant moderating role in democratic leadership’s impact on employee performance. This paper concludes with a number of theoretical and practical implications, suggestions for managers and policymakers, and lays the groundwork for future academics to conduct a more thorough investigation.

Impact of dimensions of organisational culture on employee satisfaction and performance level in select organisations

The study explores the impact of different dimensions of organisational culture on job performance and satisfaction level of employees via mediating effect of psychological capital. The cause-and-effect relationship of employees’ job performance with job satisfaction and satisfaction with life is determined. The structural equation modelling method is used for determining the relationship among factors. There is a significant and positive impact of organisational culture on employees’ job performance that indeed affects the job and life satisfaction level of people in the organisations. Psychological capital plays a significant partial mediating role between organisational culture and employees’ job performance.

Impact Of Training On Employee Productivity And Performance: A Case Study Of Indian BPO Industry

Purpose: The purpose behind the research is to comprehend the impact of training for the enhancement of productivity and performance of the employees in the Indian BPO Industry. This research paper also focuses that training has a positive impact; not only for an individual employee but it also leads to achieving organizational goals in an effective manner. Research Methodology: Both primary and secondary data have been poised for the existing study. Data from primary sources was collected through questionnaires and personal interviews with industry leaders. Random samples of 5 Indian BPO companies operating in Delhi NCR were selected and a survey was conducted targeting 20 employees from each organization. The research was also carried out on secondary sources like newspapers, business journals, periodicals, magazines, etc. Histograms and pie charts are used for empirical analysis and interpretation of data. Managerial Implications: Academicians, researchers, management students, training managers and employees etc. will be able to understand the impact of training on employee productivity and performance with special reference to the Indian BPO Industry.Findings: Findings of this research study shows the positive impact of training on employee productivity and performance in the Indian BPO Industry. That is a clear identification of the fact that training results in high level of employee productivity and performance which further leads to achieving organizational growth.Scope for Further Research: The similar kind of framework can be applied to any other industry.

Pengaruh Kepuasan Kerja terhadap Kinerja Karyawan PT Soho Global Health

Human resources are a very important factor in an organization, both large and small scale organizations. Human resources are seen as a very determining element in the development of an organization, so the role of human resources is increasingly important. This research aims 1) to explain job satisfaction and performance of PT employees. Soho Global Health. 2) to determine the effect of job satisfaction on the performance of PT employees. Soho Global Health. The method used in this research is the research method using survey data with a questionnaire as a data collection tool, while the descriptive data analysis method used in this research is quantitative analysis. The research results show that: 1) Of the 51 respondents, they think that employee job satisfaction at PT. Soho Global Health has a high level of employee satisfaction and employee performance at PT. Soho Global Health has a high level of employee satisfaction. 2) There is a significant influence between the job satisfaction variable (X) and the performance variable (Y). This is proven by the value of tcount > ttable (6,849 > 2.026). Keywords: Employee Performance, Job Satisfaction, PT Soho Global Health.

A Study on The Relationship Between Digital Competencies, Mindfulness, Social Media Usage and Work Performance in Automobile Industry of Pakistan

This study aims to investigate the relationship between mindfulness, digital competencies, social media usage, and work performance in Pakistan's automobile sector. The research explores the roles of trust, mindfulness, shared vision, digital competency, knowledge transfer, and network ties within this industry. The automobile industry demands high levels of employee performance, and social media networks are increasingly used for communication and interaction. This research hypothesizes that social media usage fosters trust among employees, leading to better interaction and knowledge transfer. Additionally, mindfulness training is proposed to enhance work performance and reduce employee turnover. A quantitative approach with a conceptual framework will be used to test these hypotheses. The findings will contribute to a better understanding of how these factors influence work performance in the Pakistani automobile industry.

Brand Identity and Brand Image Congruence to improve branding Practices: A Multi-Case Study on Startups

This study investigates the relationship between mindfulness, digital competencies, social media usage, and work performance in Pakistan’s automobile sector. The research explores the roles of trust, mindfulness, shared vision, digital competency, knowledge transfer, and network ties within this industry. The automobile industry demands high levels of employee performance, and social media networks are increasingly used for communication and interaction. This research hypothesizes that social media usage fosters employee trust, leading to better interaction and knowledge transfer. Additionally, mindfulness training is proposed to enhance work performance and reduce employee turnover. A quantitative approach with a conceptual framework will test these hypotheses. The findings will contribute to a better understanding of how these factors influence work performance in the Pakistani automobile industry.

Pengaruh Keadilan Distributif Penilaian Kinerja, Kepuasan Kerja dan Komitmen Organisasional terhadap Kinerja Karyawan PT Shoetown Ligung Indonesia

Employee performance is an important aspect of HRM that reflects how effectively employees achieve the responsibilities and tasks assigned by the company, the role of HR is needed to maintain employee performance levels in order to achieve company targets. This study aims to determine the partial effect of distributive justice performance appraisal, job satisfaction and organizational commitment on employee performance at PT Shoetown Ligung Indonesia. This research uses descriptive verification research through interview, survey and questionnaire methods as data collection instruments. The sampling technique of this research is Non Probability Sampling with Systematic Sampling method multiples of 5 (five) with a total of 104 respondents from the total population of 520 employees. Data analysis was done using simple and multiple regression techniques to assess the effect of the independent variable on the dependent variable with the SPSS 26.00 version application. The results showed that partially distributive justice performance appraisal, job satisfaction and organizational commitment have a significant affected on employee performance at PT Shoetown Ligung Indonesia.

Impact of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable

The impact of globalization quickly and dynamically requires development and change in the environment. This is inseparable from public organizations that face various challenges and obstacles to be more responsive to the needs of citizens. However, the performance of human resources from public organizations is now also always in the public spotlight where in practice in Indonesia it is still not good enough. Empirical studies or research have been conducted to analyze the effect of transformational leadership and psychological contract on employee performance. This study attempts to remedy the existing knowledge gap and limited literature by including job satisfaction as a mediating variable on employee performance levels in Indonesia. This study aims to determine the effect of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. A structured questionnaire with closed-ended questions was used to collect raw data from 241 employees. Descriptive tests and SEM PLS tests were conducted to determine the statistically significant relationship between transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. The results reflect a statistically significant relationship between transformational leadership and psychological contract to employee performance with job satisfaction as a mediating variable. This study has practical implications for practitioners in the field of human resources, organizational leaders, academics, and government policy makers because they can strategically plan transformational leadership and psychological contract practices and link these practices to employee performance in an organization. Further research can be conducted in other government organizations to conduct comparative studies obtained across organizations on the effect of transformational leadership and psychological contracts on employee performance with job satisfaction as a mediating variable.

Exploring the Relationship Between Performance Management and Em-ployee Motivation: Case Study of Serbian Railways

Purpose – It aims to emphasize the importance of effective performance management practices in today's competitive business landscape, highlighting how they contribute to organizational success through enhanced employee motivation, engagement, and productivity. Aims(s) –The aim of this paper is to investigate various aspects of performance management, focusing on goal setting, feedback mechanisms, performance appraisals, recognition, and coaching. By examining the relationship between performance management and employee motivation, the paper aims to provide insights for organizations to design strategies that foster a motivated workforce and drive performance. Design/methodology/approach – it examines real-world examples and best practices to illustrate how organizations can implement these strategies to enhance employee motivation and ultimately achieve organizational success. Findings – The findings underscore the significance of goal setting within performance management, highlighting that specific and challenging goals increase employee motivation and performance levels. Moreover, performance management systems that emphasize goal alignment and regular feedback are found to further enhance motivation. Limitations of the study – Despite the comprehensive review of literature and empirical evidence, this paper acknowledges several limitations. Firstly, the findings are primarily based on existing research and may not encompass all possible perspectives or developments in the field of performance management and employee motivation. Originality/value – This paper contributes to the existing body of knowledge by synthesizing various theories and empirical evidence on performance management and employee motivation. It provides a comprehensive overview of key components of effective performance management practices and their impact on employee motivation and organizational success.

PENGARUH KEPEMIMPINAN, MOTIVASI KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PT DELAPAN JAYA PERKASA GARMEN KABUPATEN SRAGEN

This study aims to determine the effect of leadership, work motivation, and work environment on the performance of employees of PT. Delapan Jaya Perkasa Garmen Kabupaten Sragen, either partially or simultaneously. This research is a quantitative research. The sampling technique used was Proportionate stratified random sampling with purposive sampling by taking primary data and secondary data provided by the company. The population of this research is 200 employees where 70 employees are the sample. The analysis technique used is descriptive statistics, hypothesis testing, classical assumption test, multiple linear regression analysis, and the coefficient of determination (R²). Allegedly leadership, work motivation and work environment on the performance of employees of PT. Delapan Jaya Perkasa Garmen Kabupaten Sragen, either in part or in part simultaneously. The data needed in this study is primary data obtained from questionnaires distributed to respondents. Data results analysis in this study it can be concluded that leadership, work motivation, and work environment on the performance of employees of PT. Delapan Jaya Perkasa Garmen Kabupaten Sragen, either in part or in part simultaneously. These things show that the greater the influence of leadership, the better in providing work motivation and paying attention to the work environment, the higher the level of employee performance. People will trust companies that always pay attention to human resources.

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

A conceptual study on investigating the effect of innovation, transformational leadership and work stressor on employee performance of SMEs in Pakistan

The understanding of elements contributing to employee performance of small and medium enterprises (SMEs) in Pakistan is still deficient. As the SMEs of Pakistan have had difficulty surviving in their early years, their initial failure rate is 90% -95%. Initially, this is a concept paper to provide useful insights into the relationship between organizational innovation, transformational leadership, and work stressor on employee performance of small and medium enterprises (SMEs) in Pakistan's manufacturing sector. The relationship between organizational innovation, transformational leadership, and work stressor and their effect on overall employee performance is established through a review of the literature. The mediating role of creativity was also an attempt to explore. In order to reach the optimum level of employee performance to increase the outcome of SMEs in Pakistan, it is mandatory to provide an open and supportive environment to employees so they can cultivate their creative ideas. This study mainly focused on the factors that directly influence employee creativity to ensure progress in employee performance. This study emerged from the fact that a very limited study is being carried out on this issue, and further research should be carried out in this field, especially in Pakistan. A model is proposed, and hypotheses will be developing and discussed based on theoretical considerations. The findings of this study can contribute to business practice by informing employee performance, improvement strategies. Business leaders could gain additional insights into strategies to engage and motivate employees to improve performance.

Pengaruh Beban Kerja, Disiplin Kerja Dan Kepuasan Kerja Terhadap Kinerja Karyawan Pada PT Volex

This study aims to analyze the effect of workload, work discipline, and job satisfaction on employee performance at PT Volex. The type of research used is descriptive with a quantitative approach. The population used is all employees who work as production operators in the ICA department at PT Volex in 2023 with a total of 112 employees with sampling based on saturated sampling, using a questionnaire distributed to PT Volex employees. The collected data were analyzed using multiple linear regression methods which were tested involving data quality tests, classic assumption tests, influence tests and hypothesis tests, to determine the effect of workload, work discipline, and job satisfaction variables on employee performance. Findings in multiple linear regression analysis can show that workload has a positive relationship with a magnitude of 26.2% on employee performance. Work discipline has a positive relationship with a magnitude of 21.2% on employee performance. Job satisfaction has a positive relationship with a magnitude of 34.1% on employee performance. The findings of the analysis of the coefficient of determination (R2) that the level of employee performance can be explained by workload, work discipline and job satisfaction of 72.5%. The research results in the hypothesis testing carried out can show that workload, work discipline and job satisfaction partially or simultaneously can provide a positive and significant relationship to employee performance.

Pengaruh Motivasi Dan Displin Kerja Terhadap Kinerja Karyawan Pada PT Volex Indonesia Di Kota Batam

This study aims to investigate the effect of work motivation and discipline on employee performance at PT Volex Indonesia in Batam City. High motivation can increase the performance level of employees by encouraging them to achieve company goals and make a greater contribution. Good work discipline also plays an important role in creating an efficient and orderly work environment, so that employees can work effectively and efficiently. This research uses a descriptive type with a quantitative approach and collects data through questionnaires distributed to 156 respondents of PT Volex Indonesia employees. Data analysis techniques using data quality tests, classic assumption tests, influence tests and hypothesis testing. The findings of multiple linear regression analysis show that motivation has an influence of 50.6% on employee performance at PT Volex Indonesia in Batam City, while work discipline has an influence of 31.3% on employee performance at PT Volex Indonesia in Batam City. The findings of the analysis of the coefficient of determination (R2) state that motivation and work discipline explain 70.7% of employee performance at PT Volex Indonesia in Batam City. The results of the partial and simultaneous analysis of the hypotheses show that work motivation and discipline have a significant positive effect on the performance of employees of PT Volex Indonesia in Batam City.

Analisis Perilaku Karyawan terhadap Perubahan Organisasi yang Dimoderasi oleh Dukungan Manajemen

The purpose of this study is to determine and analyse how employee behaviour in the face of organisational change is moderated by management support. This research understands how management support factors can moderate the relationship between employee change behaviour and its impact on the organisation The research design uses a quantitative approach through a survey. The unit of analysis in this research is employees and teaching staff at Bina Darma University with a total of 73 respondents. The data analysis technique was carried out with the SEM-PLS approach to test the hypothesis. The results of data analysis show that there is a negative influence between employee behaviour on organisational change of 0.188 and statistically significant because the t-count value is 1.318 (smaller than 1.96). There is a positive influence of management support on organisational change by (0.00). There is a weak moderating effect on organisational change with a value of 0.188. The managerial implications of this study can provide guidance for the management of private universities in improving management support, encouraging management to more actively communicate with employees during the organisational change process. It also underlines the importance of managerial training in dealing with organisational change and identifying barriers to change that may arise. The results of this study can also help the management team in developing a more effective change strategy, Bina Darma University can increase the level of em-ployee satisfaction and performance, and ultimately improve the overall efficiency of the organisation in the future