Staff Performance Research Articles

Peningkatan Kinerja Melalui Budaya Organisasi dan Komitmen Organisasi Pada Pegawai Dinas Pariwisata dan Kebudayaan

This research aims to explore the implications of organizational culture and organizational commitment on staff performance at the Trenggalek Regency Tourism and Culture Office. In the period from August 2022 to January 2023, quantitative research methods were used with 79 respondents selected through purposive sampling. Data was collected via questionnaire using a Likert scale, then analyzed using Partial Least Squares (PLS). The findings show that organizational culture has a positive and significant impact on staff performance, with a p-value reaching 0.000. Likewise, organizational commitment has a positive and significant effect on staff performance, with a p-value of 0.012. With a coefficient of determination of 0.471, around 47.1% of the variation in staff performance can be explained by organizational culture and organizational commitment.

The moderating Effect of Social Support on the Relationship between Occupational Stress Interventions and Performance of Academic Staff in A Subset of Public Kenyan Universities

The moderating Effect of Social Support on the Relationship between Occupational Stress Interventions and Performance of Academic Staff in A Subset of Public Kenyan Universities

Beliefs, mindset and personality of farm managers working in large commercial dairy herds: Association with calf on-farm mortality

This study aimed to describe the attitudes and personalities of farm managers (FMs) in large Estonian dairy herds and analyse the potential associations with calf mortality. The study included FMs from 114 free-stall farms with at least 100 cows. Each participant completed a questionnaire that comprised questions about the respondent and various statements to reveal their attitudes towards calves, calf mortality, and farming in general. A 7-point Likert scale was used to record the responses. The data on the number of live births and deaths and animal movement data were gathered from farm records and the Estonian Agricultural Registers and Information Board. The yearly calf mortality risk (%) during the first 21 days (YAG) and mortality rate between 22–90 days of age (OAG) adjusted for the animal time-at-risk were then calculated for each herd. Univariate negative binomial regression analysis was used to identify associations between calf mortality risk/rate, and the studied statements and variables with a p-value < 0.25 were included in a k-modes clustering analysis. The mean calf mortality risk was determined to be 5.9 % (range 0.0–26.8 %) during the first 21 days and mean calf mortality rate was 1.8 (range 0.0–9.2) deaths per 100 calf-months during 22–90 days of age. In both age group analyses, two FMs´ clusters formed based on 17 pre-selected statements. The FMs of the high-mortality cluster were found to be dissatisfied with the calf mortality levels. In the YAG analysis, FMs from high-mortality cluster gave lower priority to the issue of calf mortality, placed high importance on the influence of workers on calf mortality, and were more satisfied with the staff's performance compared to FMs of the cluster of herds with lower calf mortality. They were additionally less satisfied with their own performance and felt less recognized by the farm staff. They were also more inclined to try new products and practices on the farm and demonstrated greater empathy towards cattle. In the OAG analysis, the FMs from the higher-mortality cluster viewed reducing calf mortality more costly, had a less ambitious and target-driven management style, and rated their self-performance lower. This study determined that FMs working in herds with high calf mortality were dissatisfied and did not prioritize addressing calf mortality compared to managers working in farms with lower calf mortality. FMs' attitudes and management styles were associated with calf mortality, while the respondents' personality traits had little influence.

The Influence Of Training And School Principal Leadership On Teachers And Administrative Staff Performance At Smpn 1 South Bengkulu (A Case Study At Smpn 1 South Bengkulu)

This research aims to determine the influence of training and school principal leadership on the performance of teachers and administrative staff at SMPN 1 South Bengkulu. The sample used in this study is 50 teachers and administrative staff at SMPN 1 South Bengkulu. Data collection was done using questionnaires and the analysis methods used were validity test, reliability test, classic assumption test, and hypothesis test. The research results indicate that the regression value Y = 6.868 + 0.371 (X1) + 0.322 (X2) with a positive regression direction, indicating that training significantly affects the performance of teachers and administrative staff, as the significant value is 0.000 less than 0.05. This means that training will improve the performance of teachers and administrative staff at SMPN 1 South Bengkulu. School principal leadership significantly affects the performance of teachers and administrative staff at SMPN 1 South Bengkulu, as the significant value of 0.000 is less than 0.05. This means that school principal leadership will enhance the performance of teachers and administrative staff at SMPN 1 South Bengkulu. Training and school principal leadership significantly influence the performance of teachers and administrative staff, thus proving the initial hypothesis (Ha accepted). This implies that there is a significant impact of training and school principal leadership on the performance of teachers and administrative staff jointly. The coefficient of determination R square is 0.340. This means that training and school principal leadership influence the performance of teachers and administrative staff by 80%, while the remaining (100-80% = 20%) is influenced by other factors not examined in this study.

Efficacy of Green Reward Management Practices on Workers’ Performance: Evidence from Public Universities in Western Kenya

Few organizations in Kenya have implemented green-oriented practices, including public universities, which continue to experience internal wastage and suboptimal resource utilization amidst reduced government financial support for their operations. The role of green human resource management practices on academic staff performance in public universities remains relatively unexplored in Kenya. This study assessed the effect of green reward management practices on employee performance. Based on a positivist philosophy, and guided by the Ability, Motivation and Opportunity Theory, an explanatory research design was used to undertake the study on a target population of 438 employees holding top and middle level management positions in 11 public universities in the Western region of Kenya. From it, a sample size of 209 respondents was determined using Slovin’s sample determination method. Questionnaires were used to collect data. They were tested for reliability and validity before use. The collected Data was analyzed using descriptive and inferential statistics where correlation and multiple regression analysis was done using SPSS version 25.0. The results indicated that green reward management practices had a significant effect on the employee’s performance since the R-Square of 0.111 implied that 11.1% change in the employee’s performance was attributable to the green reward management practices which were significant on employees’ commitment to achieve set performance targets (t = 5.011, p&lt;0.001). The study recommends that Public Universities should invest more resources towards green reward schemes to motivate staff to be sustainably productive.

Technology Use and Job Performance of Academic Staff of Bishop Stuart University

The study investigated the impact of technology use on job performance of academic staff. In particular, the study examined the influence of teaching technological use, managerial technological use, and research technological use on job performance of academic staff. Utilising a quantitative research approach, the study employed a correlational research design on a sample of 158 academic staff of Bishop Stuart University in Uganda. Data was collected using a self-administered questionnaire (SAQ). Data was analysed using descriptive statistics to show how the respondents rated academic staff technology use and job performance and Partial Least Squares Structural Equation Modelling to examine intricate relationships between variables and indicators. Descriptive results revealed that academic staff job performance was moderate while technology use was high. Structural equation analysis revealed that while managerial technology use had a significant and positive impact on academic job performance, research technology use and teaching technology use had a positive but insignificant influence on academic job performance. The study concluded that technology use for teaching and research has less contribution to job performance of academic staff but technology use for managerial purposes is vital for job performance of academic staff. The study recommended that university managers should employ more academic staff with PhDs such that besides teaching, they can effectively participate in research and community service activities, university managers should enhance academic staff use of technologies for research activities, and university managers should encourage academic staff to use technology for managerial purposes

Gender Differences in Academic Staff Performance: An Advanced Analysis Using PLS-SEM in Higher Education

This study aims to comprehensively explore the intricate dynamics among positive and negative emotions, self-efficacy, and task performance within the unique context of the Covid-19 pandemic in Bahrain, specifically placing emphasis on potential gender-related distinctions within the proposed relationships. The ongoing pandemic accentuates the need to investigate the interplay between emotional states, self-efficacy beliefs, and task performance in academic and teaching domains, especially considering potential gender variations within the framework of a society promoting gender equality. Employing a quantitative survey instrument and rigorous statistical techniques, the study validates its proposed model through indicators such as the coefficient of determination (R²) and predictive relevance (Q²). The diverse sample comprises academic and teaching staff of both genders from Bahrain. Advanced statistical methodologies, including Measurement Invariance (MICOM) and Multigroup Analysis (MGA) facilitated by SmartPLS PLS-SEM, provide deeper insights into gender disparities. Significantly contributing to existing knowledge, this paper elucidates the complex relationships among emotions, self-efficacy, and task performance amid a crisis, with a distinctive focus on meticulously investigating gender differences. The study underscores the consistent positive impact of positive emotions on task performance across genders in Bahrain. Recommendations advocate for prioritizing support for academic and teaching staff during crises, emphasizing the positive impact on academic outcomes. Future research should explore demographic intricacies and potential mediating or moderating factors, deepening the comprehension of these complex dynamics. Highlighting the cascading impact of prioritizing the well-being and morale of academic and teaching staff, the study envisions a positive transformation resonating across various facets of society, extending beyond the confines of academia. Doi: 10.28991/ESJ-2024-SIED1-09 Full Text: PDF

Human resource development practices and job performance of academic staff of Bishop Stuart University

This study examined human resource development practices and their impact on academic staff performance. Specifically, it investigated whether training, promotion, job enrichment and organisational policies significantly influence the job performance of academic staff. The study surveyed 158 academic staff members at Bishop Stuart University in Uganda using a quantitative approach and a correlational research design. Data were collected through self-administered questionnaires and analysed using partial least squares structural equation modelling (PLS-SEM). The findings revealed that job enrichment and organisational policies had a positive and significant impact on academic staff performance. In contrast, training had a negative but significant influence on academic staff performance, and promotion had a positive but insignificant influence on the job performance of academic staff. The study concluded that effective human resource practices, specifically job enrichment and organisational policies, play a crucial role in enhancing academic staff performance. However, limited training opportunities hindered the performance of academic staff. Furthermore, unsatisfactory promotion practices minimally contribute to the job performance of academic staff. The study recommended that university managers implement human resource development practices, namely job enrichment, organisational policies, training, and promotion, to promote job performance.

Analisis Pengaruh Kinerja Staf Operation terhadap Kepuasan Konsumen di Travel Agent Pacto Bali

This research aims to analyze the influence of the quality of operations staff performance on consumer satisfaction at the Pacto Bali Travel Agent. The quality of operations staff performance is an important factor that can influence consumer satisfaction. The research method used in this research is descriptive research with a quantitative approach. This research has a sample population, namely guests who have used Pacto services using a sample of 98 respondents. This research technique uses data analysis techniques using simple linear regression. The results of this research state that the quality of operations staff performance has a significant influence on consumer satisfaction, which means that increasing the quality of operations staff performance can increase consumer satisfaction with Pacto Bali Travel Agents.

The Effect of Performance Appraisal Strategies on Employee Performance in IEBC Nyanza Central and South Region, Kenya

Performance appraisal at the Independent Electoral and Boundaries commission’s staff remains a challenge. Due to poor administration and supervision of the performance contracts, employees have developed negative perception and reduced morale to embrace performance contracts. This affects negatively on work performance. The purpose of this study was to establish the influence of performance appraisal on the performance of Independent Electoral and Boundaries Commission staff in Nyanza Central and South Region, Kenya. The study adopted McGregor's Theory X and Theory Y. The study was modeled on a case study design. The population of study consisted of the 100 employees working under the arrangement of performance appraisal in the Independent Electoral and Boundaries Commission in Nyanza Central and South Regions. Instruments of data collection were questionnaires and interview schedule. Descriptive analysis was done to study distributions of variables in terms of means and standard deviation, while correlation analysis was used to show the direction and strength of the independent variables. Data which was collected was analyzed both descriptively and in correlation analysis. Data was presented using percentages, graphs and charts. The study anticipated that its findings would help build in the body of knowledge. The study found that performance appraisals impact employee performance in the IEBC Nyanza Central and South Region, Kenya. The study recommends that the IEBC in Kenya, in partnership with the IRA, should revise their performance appraisal policy to better support employees. The IEBC should incorporate effective reward management into their personal rewards. Furthermore, the IEBC in Kenya should enhance their training programs to include academic support and develop a comprehensive career development policy.

Intellectual Capital and Performance of Staff at Selected Institutions of Higher Learning in Uganda

Purpose: The study examined the relationship between intellectual capital and performance of staff at selected institutions in Uganda. The specific objectives were; i) To establish the relationship between human capital and performance of staff at selected institutions of higher learning in Uganda; ii) To establish the relationship between relational capital and performance of staff in selected institutions of higher learning in Uganda and iii) To establish the relationship between structural capital and performance of staff in selected institutions of higher learning in Uganda. Methodology: A cross-sectional design was used alongside a quantitative approach whereby a questionnaire was employed to collect the data from the 103 respondents who included lecturers from 10 selected institutions of higher learning. The results were computed using multiple regression and correlation analysis using SPSS and upon analysis, Findings: The outcomes exposed that; a) human capital has a positive but significant relationship with performance of staff at selected institutions of higher learning in Uganda (r = .536**, p&lt;0.0001); b) there is a moderate relationship between relational capital and performance of staff at selected institutions of higher learning in Uganda (r = .374**, p&gt;0.0001); c) there is a positive and very significant relationship between structural capital and performance of staff at selected institutions of higher learning in Uganda (r = .586**, p&lt;0.0001). Unique Contribution to Theory, Policy and Practice: The research outcome undertakes that private institutions do not give attention to developing relational capital although it’s a very important aspect. It is also imperative to note that more resources are invested in the structural capital given its serious and observable impact on performance if it is put to utmost utilization. The study empirically differentiates the impacts of human, relational and structural capital on staff performance in institutions of higher learning offering context-specific insights and practically underscores the investment in structural and relational capital and continuous human capital development guiding resource allocation and policy formulation to enhance staff performance in Uganda.

Simulation based CPR Training of EMS Staff and its Utility in Managing Remote Patients at Tertiary Care Hospital of Central India

Abstract Introduction: AVBRH is 1500-bedded tertiary care hospital that caters to patients from areas within more than a 50 km radius. Emergency medical services (EMS) are established and frequently on the run. The EMS team has 10 basic life support (BLS) ambulances with 20 drivers and 20 paramedical staff. Daily, 3–5 highly critical patients who are in need of cardiopulmonary resuscitation (CPR) are transferred to the AVBRH hospital. The optimal medical care while transferring the patient to AVBRH hospital was unmonitored and without any benchmark. A low-risk simulation-based environment to practice can be valuable to maintain a wide array of skills. Effective and prompt delivery of expert instruction and guidance by a telesimulation is approved to be a beneficial approach in this setting. Training of EMS staff helps to improve patient care and satisfaction. Hence, we decided to undertake the simulation-based CPR training of the staff and correlate the outcome with existing mortality data of Medical record department (MRD). Objective: To optimize health care while transferring the patient to a tertiary hospital by BLS training and teleassisting. To see the impact of teaching and assisting on overall patient outcomes at the emergency department. Methodology: Forty EMS participants were enrolled and trained for 2 days. On day 1, they were trained in BLS, while on day 2, training in working as a team through simulation at school of virtual learning was done. They were trained to work as a team through simulated case scenarios with effective telecommunication while transferring the patient to the hospital. After training, these EMS staff were monitored and assisted according to the protocol of BLS by the emergency medicine department through telecommunication on the field for the next 3 months and reassessed again after the completion of 3 months. The following tabulated assessment format is used for EMS staff attending to the patient on the field. The prefield assessment on the same day of training and on postfield assessment after 3 months at school of virtual learning-simulation lab (SVL) was conducted. The data were gathered, tabulated, and analyzed for the percentage. Conclusion and Recommendation: Simulation-based teaching by a facilitator along with effective telesimulation creates an important link and gaps in the bridge between knowledge and technical skills. It has been found that overall patient care and performance of EMS staff was significantly improved; hence, recommendations for continuous assistance while transferring the patients are given. Training of the newly appointed EMS crew and the other available EMS services from the district should be aligned with assisted telecommunication services of AVBRH. Regular audit for quality improvement in EMS performance to be imparted.

The Influence of Job Satisfaction on Employee Performance of Educational Staff

The Influence of Job Satisfaction on Employee Performance of Educational Staff

Study to Determine the Barriers in the Implementation of the National Program for Prevention and Control of Cancer, Diabetes, Cardiovascular Diseases, and Stroke in Satara District, Maharashtra: A Stakeholder’s Perspective

Abstract Background: The Government of India started the National Program for Prevention and Control of Cancer, Diabetes, Cardiovascular Diseases, and Stroke (NPCDCS) in 2009, which was implemented in Satara district since 2014. To identify gaps and difficulties in the implementation of this program, the present study was planned with the following objective. Objectives: The objective of this study was to determine the barriers in the implementation of the NPCDCS program from a stakeholder’s perspective. Methodology: This facility-based cross-sectional study was conducted in different health facilities (30), and 96 staff working for the NPCDCS program were interviewed using a pretested and semi-structured questionnaire. Informed consent was drawn from stakeholders. The study was approved by the Institutional Ethics Committee. Statistical analysis was carried out using the SPSS version 20. Results: While 96 responders were interviewed, with a mean age of 36.55 years, 82.3% were women among them. The majority of them were working as ASHA (39.6%). Among them 73 (76.0%) had more than 3 years of program experience; however, most of them had contractual jobs, 64 (87.7%). Among perceived barriers satisfaction with the number of staff provided for the program, 60 (62.5%), satisfaction with the training of human resources, 47 (41.7%), and supply of medicine to facility, 38 (39.6%), were predominant. Conclusion: For effective implementation of NPCDCS, focusing on the supply of good-quality medicine in ample quantity is a must; lack of which will definitely push the beneficiaries away. Providing repetitive essential training to the program health workers will improve program staff performance. Increasing the number of staff provided for the program will help stakeholders to give more time toward this program, particularly to improve service delivery and ensure program success.

Improving Faculty Academic Staff Performance via Human Resource Management Practices. Applied study on private universities in Egypt.

Improving Faculty Academic Staff Performance via Human Resource Management Practices. Applied study on private universities in Egypt.

MODEL BARU PENGEMBANGAN KARYAWAN ADMINISTRATIF DI PERGURUAN TINGGI SWASTA: INTEGRASI TEKNOLOGI DAN KOMPETENSI SOFT SKILLS

This research aims to explore the influence of Technology Integration and Soft Skills Competence on the Development of Administrative Staff in Private Higher Education Institutions in Bandung. In the modern era marked by technological advancements and the complexity of job demands, this study is relevant for examining how the integration of technology and the development of soft skills competence can affect administrative staff in higher education institutions. The research methodology adopts a quantitative approach with a Total Population of 414 employees from 138 institutions, and a sample of 203 employees selected through Area Probability Sampling. Data collection is conducted using a questionnaire, and data analysis is performed utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that both Technology Integration and Soft Skills Competency have a positive and significant influence on the development of administrative staff, with the Mediating Effect of Development Model Effectiveness playing a pivotal role. Limitations of the study include potential constraints on generalization within the context of private higher education institutions in Bandung. The research contributes by providing strategic recommendations to enhance technology integration, develop soft skills competencies, and design effective development models for administrative human resources. These findings are expected to serve as a foundation for efforts to improve the performance and development of administrative staff in higher education institutions.

Peningkatan Profesionalitas Pendidik dan Tenaga Kependidikan melalui Workshop Charge and Recharge di Pesantren Tahfidhul Qur'an Al-Umm Smart Center

This research aims to enhance the professionalism of teachers and staff at the Pesantren Tahfidhul Qur'an Al-Umm Smart Center through the "Charge &amp; Recharge" workshop. Action Research method is employed with planning, action, observation, and reflection stages. The workshop involves teachers and staff in planning, implementation, and evaluation. The results indicate improvements in teaching competence, classroom management, and managerial skills. Evaluation employs questionnaires, interviews, observations, and participant-facilitator reflections. The outcomes of evaluation and reflection are analyzed to identify strengths and weaknesses of the workshop, providing feedback for future competence development activities for teachers and staff. The workshop proves effective in enhancing the professionalism and performance of teachers and staff, with identified strengths such as interactive methods and weaknesses such as the workshop's short duration. In conclusion, the "Charge &amp; Recharge" workshop offers relevant and effective training, emphasizing sustainable self-development for participants. Thus, this endeavor can bolster the quality of education and management at the pesantren.

Penerapan Total Quality Management Pada Dunia Pendidikan Dalam Meningkatkan Kinerja Tenaga Kependidikan

This research aims to analyze the application of Total Quality Management (TQM) in improving the performance of education staff. In an era of globalization that demands improving the quality of education, TQM is considered a strategic approach that is able to increase the efficiency and effectiveness of education personnel. The research method used is a case study with a qualitative approach. Data collection was carried out through direct observation, in-depth interviews with school principals, teachers and administrative staff, as well as analysis of documents related to the implementation of TQM in selected vocational schools. The research results show that the implementation of TQM contributes significantly to improving the performance of education personnel in several main aspects: first, through strengthening a quality culture that emphasizes the importance of student satisfaction and achieving high education standards; second, continuous work process improvement through the Plan-Do-Check-Act (PDCA) cycle; and third, increasing job satisfaction and professionalism of educational staff through continuous training and career development programs. In addition, key factors that support the successful implementation of TQM in the educational environment include strong commitment from school management, active involvement of all stakeholders, and effective and transparent communication. This research also identifies challenges in implementing TQM, such as resistance to change and limited resources, but emphasizes that the long-term benefits of implementing TQM are much greater. The conclusion of this research is that TQM is an effective and efficient strategy in improving the performance of educational staff in vocational schools, and therefore, can be adopted more widely by other educational institutions. Successful implementation of TQM will have a positive impact on the overall quality of education, so that it can produce graduates who are competent and ready to compete in the world of work.

Digital Transformation and Its Relationship to the Job Performance of Employees at a Private University in Peru

Background Private universities in Peru still need to implement digital transformation models to enhance the job performance of faculty and staff, achieving consistent improvement in the performance levels of university teachers by deploying technological and didactic tools for students. Therefore, the study aims to determine the relationship between digital transformation and the job performance of employees at a Private University. Methods The research approach was quantitative, employing a non-experimental, longitudinal correlational design. The technique used was a survey, applied to a sample of 104 employees (school heads, faculty, and a director) from the university on a national level from a total population of 144. Results Descriptive results reveal that the university has regularly adopted tools related to digital transformation. In particular, it has efficiently employed agile technologies, Big Data, and various technological means, benefiting 90% (52% and 38%) of the staff. The study also showed a high positive correlation (0.92&gt;0.7) between digital transformation and the job performance of staff at the Private University, confirming that there is a significant connection between the variables studied. Conclusions Therefore, creating an innovative culture across all hierarchical levels and identifying key technologies that add value to the learning flow can meet the needs of an increasingly demanding society.

Study of the Implementation of Visionary Leadership Style in Motivating Culture and Work Commitment of Education Personnel at Doctoral Husni Ingratubun University (Uningrat) in Tual City

This research aims to examine and analyze organizational behavior at UNINGRAT by exploring the role of visionary leadership, work motivation, and work culture on the performance of educational staff at UNINGRAT by mediating the role of work commitment. This research is explanatory research with a quantitative descriptive approach and survey methods. The survey method was used to obtain answers from respondents in this research, namely UNINGRAT educational staff using non-probability sampling techniques through purposive sampling, which then obtained 145 data. After the data was collected, the data was then analyzed using the Structural Equation Model (SEM) with the AMOS analysis tool. The results revealed that of the 10 hypotheses, 3 hypotheses were rejected and 7 hypotheses were accepted.