Performance Of Female Employees Research Articles

Evaluasi kinerja karyawan wanita melalui konflik peran ganda dan gender

This research aims to evaluate the impact of female employee performance through multiple role and gender conflicts. The method used is a qualitative method with descriptive analysis and supported by previous journals related to variables accompanied by the use of in-depth interview techniques. The results of this study based on interviews and support theories and previous journals stated that there is an influence on performance through conflicts of dual roles and gender seen from how the imbalance of roles and beliefs is still minimal for female employees compared to men. Then to improve performance there needs to be motivation and sharing in exploring the potential to show women can be equally trusted by supporting women's empowerment in managing roles. So that, performance improvement can be accompanied by family harmony that is maintained and the trust of fellow colleagues. It can therefore be stated that there was an effect of performance through conflicts of dual roles and gender on the performance of female employees in the Regional Income Management Agency (BAPPENDA) bogor regency.

The Influence of Multiple Roles on the Performance of Female Employees

Performance is something that should be owned by everyone who works, both women and men. The performance of female employees in a company is influenced by various factors such as multiple roles. Therefore, the purpose of this study is to determine the effect of multiple roles on employee performance.This research methodology is a causal associative with a quantitative approach. Respondents in this study were 48 employees of LPP RRI Bengkulu who were taken by total sampling technique. Methods of data analysis in this study using multiple regression. The research results are as follows: 1). Multiple roles have a positive and significant effect on the performance of female employees, 2). The dual role affects the performance of female employees by 26% and 74% is influenced by variables outside of this study.

GAMBARAN KINERJA PEGAWAI DARI SUDUT PANDANG WORK FAMILY CONFLICT MELALUI KEPUASAN KERJA (Studi pada: Pegawai Wanita di Sektor Perbankan Kota Medan)

This Study aims to describe the performance of female employees in the Medan banking sector in terms of work family conflict and job satisfaction. In order to achieve the objectives of this study, the researchers used the distribution of questionnaires (questionaire) and in-depth interviews (indepth interview) with employees, especially women in the banking sector in the city of Medan. The researcher spreads the list of questions (questionaire) directly to the employees. The population in this study were female employees who worked in the banking sector of the city of Medan. The research sample amounted to 100 people. This research is a quantitative and qualitative descriptive study. The data analysis technique used in this study is multiple linear regression analysis through path analysis. The results showed that (1) Work Family Conflict had a significant positive effect on Employee Performance, (2) Work Family Conflict had a significant positive effect on Job Satisfaction, (3) Job Satisfaction mediated Work Family Conflict on Employee Performance.

Work Family Conflict among Female Employees: A Study on Private Hospital Nurses in Jambi

The aims of this study was to see how work-family conflict can have an impact on job stress and the performance of female employees, the sample in the study was nurses of private hospitals in Jambi who had a dual role as nurses as well as housewives. This research is a type of survey research, data collection techniques using a closed questionnaire given to respondents, the questions in the questionnaire were made using a Likert scale and analyzed using Component-Based SEM (Structural Equation Modeling),namely plus(PartialLeastSquare).theresultsofthestudyshowedthatwork family conflict had a positive effect on job stress, and negatively affected on nurse performance.

Women Empowerment or Gender Equality: Which One Should Come First for Augmenting Satisfaction and Performance of Female Employees: A study on the Ready-made Garment Sector of Bangladesh

In this era of globalization, numerous court rulings and laws have legitimized women empowerment and their right to be treated equally both at the society and at the workplace. Yet certain discriminatory behaviors remind females that they are not truly equal at the workplace. Ready-made Garments (RMG) sector, especially of a developing and a male dominated country like Bangladesh, is also not an exception to that. Although women empowerment and gender equality are interrelated concepts; this paper tried to find out among these two concepts which one should be emphasized to enhance the job-satisfaction and performance of the female employees' in the RMG sector of Bangladesh. Data were gathered following a quantitative survey by a structured questionnaire conducted among a diverse group of female employees (N = 350) working in 30 different ready-made garment factories of Bangladesh following convenience random sampling method. For analysis purpose, several statistical techniques have been applied using SPSS software. Based on the analysis it was found that gender inequality impedes women empowerment. This study, therefore, recommends that gender equality should be emphasized over women empowerment to augment the job satisfaction and performance of the female employees in the RMG sector of Bangladesh.

The Performance of the Female Employees in Public Service

The purpose of this study is to find out how the performance of female employees in public service at Class II Immigration Office Bukittinggi is. The research method used is a mixed method research by combining the qualitative and quantitative data. The sources of data were primary and secondary data. Primary data is obtained through interviews, observations and questionnaires to service users. The data from the distributed questionnaires are analyzed through frequency distribution table according to the respondents’ statements. The number of respondents as service users amounted to 45 people and 7 informants from the Class II Immigration Office of Bukittinggi. The research result showing that the performance of the female employees was very good with a contribution of 84.4% of the respondent's answer in assessing the employees' discipline in starting and completing the service, responsibility in completing the tasks given and show good attitudes to the society. In performing their job, they apply roles, duties and responsibilities properly according to the main tasks and Functions (tupoksi). Efforts and commitments from the stakeholders in improving the performance quality of the female employees are categorized good so that female employees can overcome any obstacles encountered.