Level Of Employee Performance Research Articles

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

The Impact of Leadership Style, Training and Organizational Culture on Employee Productivity through Job Satisfaction

Employee productivity is a critical factor for organizational success, yet it can be influenced by various elements within the workplace. This study aims to investigate the interplay between leadership style, training opportunities, organizational culture, and job satisfaction, and how these factors collectively impact employee productivity. By examining the relationships among these variables, the research seeks to provide insights into optimizing workplace environments and practices that foster high levels of employee engagement and performance. The data were first processed for the characteristics of the respondent using the IBM SPSS 29 program, and then the questionnaire results were processed using the Structural Equation Modelling (SEM) method with the AMOS 29 program. The study found that that leadership style positively affects productivity, training has a positive effect on productivity, organizational culture has a significant positive effect on productivity, leadership style does not significantly influence job satisfaction, training has a significant positive impact on job satisfaction, organization culture positively influences job satisfaction, job satisfaction does not mediate the effect of leadership style on productivity, job satisfaction significantly mediates the effect of training on productivity, and job satisfaction also significantly mediates the effect of organizational culture on productivity.

THE INFLUENCE OF WORK MOTIVATION AND DISCIPLINE ON THE PERFORMANCE OF MAKASSAR CITY EDUCATION OFFICE EMPLOYEES

This research aims to determine the influence of work motivation and discipline on employee performance at the Makassar City Education Office. This research uses a quantitative type of research, where the sample in this research is employees who work in the Education office. Based on the results of the t-test, it can be concluded that motivation variables have a positive influence on employee performance. This finding was revealed through a comparison between tcount and ttable (3.123 > 1.674) and a significance value of 0.003 < 0.05. Therefore, it can be stated that motivation (X1) has a positive influence on employee performance. Based on the t-test analysis, it is concluded that the work discipline variable has a positive influence on employee performance. This image initer fact is based on a comparison of tcount which is higher than ttable (7.946> 1.674) and a significance value of 0.000 <0.05. Therefore, it can be agreed that work discipline (X2) has a positive impact on employee performance. The results of this research show that motivation has a positive and significant effect on employee performance. This means that due to work motivation, employees at the Makassar City Education Office are motivated to work because there is a need in life that must be met. The results of this research show that discipline has a positive and significant effect on employee performance. This can be interpreted that the higher the employee's work discipline which includes the employee's presence on time, working at the time specified according to the work schedule, the employee's performance level will increase.

Effects of Job Stress on Employee Performance Level in the Health Sector of South Africa

The study investigates the effects of job stress on employee job performance. Quantitative design was employed for the study. The target population comprised of all employees in the selected health institution namely South Rand hospital and Nelson Mandela Children’s’ hospital in South Africa. A sample size of 250 respondents was used to gather data. Simple linear regression and descriptive statistics were used as the main data analysis tool. Findings from the study revealed varied causes of stress among health workers in South Africa. Poor working conditions, new technology, work overload and role conflict were the causes revealed by the study. The study indicated a direct effect of job stress on job performance. It revealed a significant negative relationship which means as job stress increases as a result of the workload, employees (health workers and administrators) performance decreases significantly. The study recommended that management must identify the possible causes of work-related stress employees’ face in the process of performing their duties to help reduce stress level significantly. Also, proper mechanism from both the individual and organizational approach to help manage stress related job like frequent leave, flexible work schedules, reduced working hours and frequent breaks to relax employees

Application of the AHP Method to Assesment of Performance Levels of Production Employees of the Zenbo Division of PT. ABC

In a company, it cannot be separated from the role of human resources who work in it. The quality of human resources is one of the factors that influences the level of company productivity. Therefore, there is a need for an existing employee performance assessment system to determine the level of productivity of each existing employee. The problems that exist at PT. Mertex Indonesia is the absence of an assessment system which results in no knowledge of the performance level of its employees. Based on these problems, this research designed an employee assessment system using the Analytical Hierarchy Process (AHP) method which is used to support decision making for employees which refers to the employee's level of productivity. This research aims to create decision support in evaluating the performance of company employees to be able to maintain the high value of company productivity. The results obtained from weighting using AHP are changes in ranking where operator 2 and operator 3 exchange ranking positions. Highlights : Lack of performance assessment system at PT. ABC impacts productivity. Research designs AHP-based employee assessment system. Results show ranking changes, enhancing decision-making for productivity. Keywords : Human Resources; AHP Method; Performance Assessment

Pengaruh Kompensasi dan Tingkat Disiplin Kerja

Human Resource Management by a company or organization is very necessary. This is because Human Resources are the main force in the success of a company or organization in achieving its goals. The consequences of poor HR management will be very visible and can be detrimental to the company or organization, such as decreased employee performance which can result in it being difficult to achieve the goals of the company or organization. Therefore, further research studies are needed regarding forms of HR management to improve employee performance. In this research, the author focuses on one form of HR management, namely compensation and work discipline, by examining further how compensation and the level of work discipline influence employee performance, especially in startup companies.

The role of financial and non-financial incentives in influencing the improvement of the academic performance level of employees: An applied study in Baghdad’s private colleges

This research deals with the effect of job incentives in its two dimensions (financial and non-financial) as an independent variable on the dimensions of job performance (efficiency, effectiveness, productivity). Management is interested in improving the job performance of employees, in addition to knowing the extent to which management supports the motivation strategies followed. Sustainable development describes the dimensions of job performance mentioned above and the extent of their contribution to promoting and achieving the goals of the organization and testing the impact of the incentives variable on job performance. The research identified a set of hypotheses that were tested using the SPSS program, and a random sample of 50 professors and administrators working in the field of academic work in several private colleges was selected. The research reached a set of conclusions, the most important of which was that the total incentives had a weak role in the performance of the organization in question, except for the efficiency dimension, where it had a good role in influencing according to the variables included in the study model. The research also presented a set of recommendations and future proposals aimed at reducing the size of the studied problem.

An Effect on Performance Level and Stress of Employees in Private Factory Due to Covid 19 Pandemic Periods

In India the first case of COVID-19 reported on January 30th 2020, following the lock down was executed on 24th March for 21days.This was biggest streams of mass return on in country. The very effort to stave off the pandemic turned into one of greatest human tragedy in India’s recent history. Industries are complete their work with the help of resources such as men, machines, materials and funds. Except manpower other resources are non- living but manpower is a live and generating resources. Manpower is not available like Covid pandemic then other resources are useless and cannot produce anything. Out of all the factors of production, Manpower has the highest priority with most significant factors for production and important role plays in areas of manufacturing and quality. Social impacts of COVID-19 in India there were many challenges migrants faced during the nation-wide lockdown like lack of food, basic amenities, lack of health care, economic stress, lack of transportation facilities to return to their home places and psychological support loss. So present study is carrying out to determine Performance level of Industrial employees of Chhattisgarh before and during pandemic period.

STRATEGIC MANAGEMENT AND EMPLOYEES’ PERFORMANCE: THE CASE OF LOCAL GOVERNMENT EMPLOYEES IN ASUNCION

This study aims to examine strategic management and employee performance in the Municipality of Asuncion, using a descriptive correlation approach. Respondents to this survey were employees of the above-mentioned municipality. The purpose of this research was to determine the strategic management and employee performance in the Local Government Unit of Asuncion. A questionnaire was used to collect data for the study, and regression analysis was applied to test the hypothesis of the study. The findings of this study indicate that strategy formulation, strategy implementation, and strategy evaluation had a significant relationship with employees performance in the Local Government Unit of Asuncion employees. There was a total of 185 respondents participated in the survey. The overall mean result is 4.39 with a very high level of strategic management and a high level of employee performance with an overall mean score of 3.72. The test for a significant relationship between strategic management and employee performance has an R-value of 0.28 and a probability value of <. 0.001 at a significance level of 0.05. The study recommends that strategic management should continuously give a focus because it helps to organizations capacity to stay productive. As organizations continue to improve their strategies, it will also enhance the performance of employees, and it is required to support growth and enhance efficiency. Moreover, every quarter personnel from LGU Asuncion should be encouraged to attend strategic management-related seminars and workshops that help increase profitability. KEYWORDS: strategic management, employees performance, Asuncion

The Influence of Job Training, Job Safety and Job Satisfaction on Employees’ Performance of PT. Adhi Jaya Teknik

This research aims to analyze how much influence job training, job safety and job satisfaction have on the performance of PT. Adhi Jaya Teknik Jakarta employees. Data were analyzed using descriptive analysis methods and inferential analysis assisted by using the Statistical Product and Service Solution (SPSS) Version 23.0 program. The data used is primary data sourced from the results of questionnaires by respondents. The research results show that there is a positive and significant influence between job training, job safety and job satisfaction on the performance of PT Adhi Jaya Teknik employees shows that the better the job training, job safety and job satisfaction, the higher the level of employee performance. Based on the results of this research, PT. Adhi Jaya Teknik improves employee performance by paying attention to job training, job safety and job satisfaction.

Organizational justice perception and employees’ social loafing in the context of the COVID-19 epidemic: the mediating role of organizational commitment

As the cornerstone of enterprises, employees have played a pivotal role in navigating the challenges posed by the COVID-19 pandemic and ensuring the survival and growth of businesses. The global wave of unemployment triggered by the pandemic has given rise to innovative work engagements, including remote work and employee sharing. This shift prompts employees to reconsider their relationship with the organization, the extent of their collaboration, and their commitment to sustaining the enterprise’s viability and development. Amidst the diverse performance level of employees, the question arises: will they redouble their efforts to showcase their value or succumb to a state of inertia? Additionally, the outbreak of the COVID-19 epidemic has brought about adverse impacts, making enterprises think about how to inhibit employees’ social loafing, stimulate their enthusiasm, and to rely on collective strength to overcome the crisis. During the pandemic, uncertainty of the work environment was elevated, and the factors influecing employees’ social loafing, perception of organizational justice, and organizational commitment became more significant. Based on the social exchange theory, this paper conducts research on how employees’ perception of organizational justice level weakens their social loafing and incorporates organizational commitment into the research framework in order to explore new presentations of relationships between these variables in the context of the epidemic. Through the data analysis of 276 questionnaires, the study found that: (1) the organizational justice has a negative impact on the social loafing of employees; (2) the organizational commitment plays a complete mediating role between the organizational justice and employees’ social loafing.

Knowledge Management Practices and Job Satisfaction at DFCU Bank in Uganda

This study examines the relationship between knowledge management practices and Job Satisfaction at DFCU Bank in Uganda. The study is based on the firm's knowledge-based theory, which states that knowledge is a critical resource for organizations and that effective knowledge management can improve organizational performance. 150 employees from DFCU Bank were surveyed to gather data on knowledge management practices and employee performance levels. The results of the study indicate that there is a positive relationship between knowledge management practices and employee performance. Specifically, employees who reported higher levels of knowledge management practices also reported higher levels of employee performance.The study also identified the knowledge management practices that were most effective in improving Job Satisfaction at DFCU Bank. These practices include knowledge sharing, training and development, and communication.The findings of this study have important implications for organizations looking to improve employee performance. By implementing effective knowledge management practices, organizations can enhance employee performance, leading to improved organizational performance

Knowledge Management Practices and Employee Performance at DFCU Bank in Uganda

This study examines the relationship between knowledge management practices and employee performance at DFCU Bank in Uganda. The study is based on the firm's knowledge-based theory, which states that knowledge is a critical resource for organizations and that effective knowledge management can improve organizational performance. A total of 150 employees from DFCU Bank were surveyed to gather data on knowledge management practices and employee performance levels. The results of the study indicate that there is a positive relationship between knowledge management practices and employee performance. Specifically, employees who reported higher levels of knowledge management practices also reported higher levels of employee performance. The study also identified the knowledge management practices that were most effective in improving employee performance at DFCU Bank. These practices include knowledge sharing, training and development, and communication. The findings of this study have important implications for organizations looking to improve employee performance. By implementing effective knowledge management practices, organizations can enhance employee performance, leading to improved organizational performance

Recruitment, selection, training practices and employee performance in service sector institutions of Nepal

This research is based on the analysis of relationship of recruitment, selection, and training with that of employee performance in service sector institutions of Nepal. The elements recruitment process, selection process, and employee training are considered as independent variables whereas employee performance is taken as dependent variable. This study is based on analysis of information gained through service sector institutions of Nepal consisting of hospitals, telecommunications, and airlines. In this research work, in total 321 questionnaires were distributed and 244 respondents provided their response, which was the basis of study. The statistical tools such as descriptive statistics, correlation, and regression analysis have used to study the data collected through questionnaire. In this study it is found that recruitment, selection, and training have significant position relation with employee performance. But, when examining the beta coefficient, it was explored that compassion to training is higher followed by selection process on employee performance. The conclusion is that if Nepalese service sectors define and implement specific procedures of recruitment, selection, and training process, it can improve the level of employee performance. The improvement of employee performance would be supportive for improvement of overall organizational performance.

The role of hotel training in evaluating the performance level of employees

Hotel training is crucial to equipping staff with the knowledge and abilities they need to advance their performance and boost the standard of specialized hotel services، which will have positive effects on the professional، financial، and social spheres. The purpose of the study is to identify the training policies، programs، and standards used in Sulaymaniyah's four- and five-star hotels as well as the standards used to assess employee performance. It also seeks to pinpoint the major issues and roadblocks that prevent the four- and five-star hotels from implementing efficient training programs.
 The research covered both theoretical and practical issues، and the descriptive analytical approach was employed. On the theoretical side، a number of books، theses، and Arabic publications that focused on hotel training were used as references. The measurement tool (the questionnaire) was created and provided to a random sample of guests in those hotels on the field side.
 The validity of the hypotheses was examined using the SPSS statistical processing application and a five-point Likert scale.
 The research produced a number of recommendations and conclusions، the most significant of which is that there is uncertainty in the activation and implementation of hotel training policies in the public and private sectors، and that programs tend to be generally focused on generalization rather than specialization and diagnosis، as well as the absence of hotel professional centers in the public and private sectors.
 Moreover، there aren't any facilities for professional training dedicated to the growth and development of hotel staff.
 The necessity to pay attention to the function of hotel training in boosting the performance level of employees in Sulaymaniyah hotels as one of the dimensions to improving the performance of hotel services in Sulaymaniyah is one of the most crucial recommendations.
 The more readily available these programs are، the higher the level of performance of employees in Sulaymaniyah's hotels. This is in addition to working on the supply of appropriate training programs to increase the performance of the staff level of hotel services.

THE INFLUENCE OF WORK MOTIVATION AND DISCIPLINE ON EMPLOYEE PERFORMANCE AS MEDIATED BY LEADERSHIP STYLE (CASE STUDY OF BCA KCU BALIKPAPAN)

The success of a company really depends on the performance of their employees. If employee performance declines, then company goals cannot be achieved. Therefore, it is necessary to understand the factors that encourage higher employee performance. There are various factors that can influence performance, for example work motivation, work discipline and leadership style. This research uses quantitative research methods with a descriptive approach. The data collection technique was carried out by distributing questions via questionnaire to 100 employees who worked at BCA KCU Balikpapan. The collected data will be analyzed using a multiple regression model test. The results of research in writing this scientific work show that all independent variables have a significant influence on the level of employee performance at BCA KCU Balikpapan.