Performance Of Workers Research Articles

HUBUNGAN FAKTOR PEKERJAAN DENGAN KELELAHAN KERJA PADA PEKERJA LAPANGAN PROYEK PEMBANGUNAN GEDUNG PT. X DI JAKARTA PUSAT TAHUN 2020

Work fatigue can be determined by weakening the worker's body, impacting physical and mental performance decreasing. Job-related factors are one of the factors causing work fatigue, such as work duration, physical workload, and mental workload. This study aimed to determine the association between job factors and work fatigue among workers in PT. X building construction site at Central Jakarta. The research method used was quantitative analytic with a cross-sectional design. The research instrument used the IFRC questionnaire, NASA-TLX questionnaire, and pulse oxymeter. This research sample was 109 workers obtained with the accidental sampling technique, and data analyzed using the chi-square test. The results show that 50 workers (45.9%) had experienced a moderate category of work fatigue. The statistical analysis results showed a significant relationship between work duration (p-value = 0.000) and physical workload (p-value = 0.000) with work fatigue. Suggestions that need to be implemented by the company are to regulate work time and overtime according to applicable regulations and divide work shifts.

The Effect of Training Programs on the Performance of Healthcare Workers at Benghazi Medical Center (BMC)

Background: Healthcare workers (HCWs) are considered as one of the cornerstones and play an important role inside the healthcare sector. However, health care workers (HCWs) in developing countries frequently work in challenging environments, mainly dealing with sciences and technology development. Thus, attention to involve the HCWs into training programs to meet their needs and to achieve a better level of work performance and to provide better health services in their institutions.
 Methods: A descriptive cross-sectional study, aimed to explore the effects of training programs on healthcare workers performance at Benghazi Medical Center (BMC) in Benghazi city, Libya. 51 questionnaires were collected from March 2019 and end in June 2019 by using the impact of training on workers performance. Data were fed to statistical software package version 20.0 SPSS. Approval of the Ethical Committee of faculty of public health was obtained.
 Results: High percentage (72.5%) of the study respondents had undergone training programs with healthcare institutions. The results also show that the majority of these respondents (59.5%) participated in training on the purpose of performance consideration and 75% associate training to their enhanced performance at work.
 Conclusion: It may be indicated that training to a big extent can lead to an improved worker's performance but still it is not the only factor that can enhance worker's performance rather it is a combination of factors. Thus, further researches can be done on different factors in the healthcare sector, specifically concerning workers' performance factors such as training needs assessment, training programs design, development, are significant to study for exploring their effects on the workers' performance in the healthcare sector.

Analysis of Work Posture Using the Muscle Fatigue Assessment (MFA) and Novel Ergonomic Postural Assessment (NERPA)

A company needs to know each employee's ability to reduce accidents that happen to workers due to a lack of study on ergonomic principles. The research was conducted at a construction company producing paving blocks in Kediri. The paving production capacity at the company is 1000 paving/day. In 2017, three work accidents were caused by the fast pace of workers reaching the tired phase while working. Pulling, lifting, and putting down in carrying weighty loads and the repetition frequency of intense activities trigger stress on body parts that affect the worker's performance. The purpose of this study is to assess and provide recommendations for improvements in work activities that have a hazardous risk value based on the MFA and NERPA assessment methods. The research on the MFA method shows that activities with dangerous risk (high/very high) were in transportation activities. For the NERPA method, activities with dangerous risks were in 3 activities at the finishing work station with a final score of 7. Recommendations for improvement are work posture improvement, physical environment improvement, and work facilities.

Role Stress, Psychological Well Being and Resilience among Working Professional

External demand on biological, social and psychological equilibrium of individuals, called as stress, has adverse impact on health, performance and wellbeing of an individual. One of the principal sectors of life, job and organization, leads to workplace stress. In both developed and developing nations job stress poses significant health risk to employees leading to anxiety, burnout, cardiovascular disease, depression, and insomnia. Declared as worldwide epidemic by WHO, stress, not only results in large emotional cost to worker's performance and financial burden on organization but also accounts for accidents at workplace. In the context of this study, the factor of psychological well-being is a state of mind which includes an individual's desire to live life joyfully, and attain equilibrium between activities at work and efforts to build psychological resilience where resilience is the ability to bounce back or rebound from difficulty or misfortune or even increased responsibility. This analysis which establishes quantitative relationship among organization role stress, psychological well-being and resilience at work can be used by organizations and academia in order to gain insights into organizations role stress, psychological well-being and resilience at workplace.

Classification of oil palm female inflorescences anthesis stages using machine learning approaches

Prediction of pollination stages in oil palm plantations is an important research area in precision agriculture. Oil palm is known as the most efficient commercial crop with the capacity to fulfill the growing global demand for vegetable oil consumption. However, oil palm production dependence on pollination is experiencing issues with decreasing the actual yield. Consequently, alternative methods in commercial plantations such as human-assisted pollination and recently Wireless Sensor Network (WSN) have been deployed despite their high economic costs due to labor requirements. Oil palm assisted pollination requires precision, inspection, traceability, and validation processes in the field. Currently, all these processes are performed by humans that can be associated with false assumptions, uncertainty, and pollination latency. Therefore, Machine Learning (ML) approaches as a subset of the Artificial Intelligence (AI) domain provides efficient, cost-effective, and non-destructive solutions to determine these reproductive stages for future autonomous pollination system. Our goal was to reduce the variability of worker's performance in oil palms, using ML algorithms to make expert decisions and reduce the risk related to a transient workforce. This comparative empirical study examined and compared the performance of the Random Forest (RF) againstkNearest Neighbor (kNN) and Support Vector Machine (SVM) for classification of oil palm pre-anthesis and anthesis stages, dividing into four classes (1, 2, 3, and 4). These models were tested using thermal features (endogenous) individually and in combination with meteorological variables (exogenous). The performance of models is evaluated with specific measures of performance, such as overall user's and producer's accuracies and F-measure values derived from the confusion matrix. The results showed that the RF model produced better results with regard to average F-measure (88.6%, 71.83%), producer's accuracies (88.70%, 71.35%), and user's accuracies (88.27%, 72.36%) on test sets using exogenous + exogenous and endogenous feature sets, respectively.Among the three classifiers tested with two datasets, the RF method outperforms the other two popular algorithms, i.e.,kNN and SVM with respect to accuracy and F-measure metrics. The results validated the significance of thermal parameters, provided valuable features to devise an intelligent pollination management system, and proved the feasibility of using the RF model for the classification of oil palms four stages of anthesis.

Appraisal of Relationship between Welfare Packages and Worker's Performance in Selected Universities in Southwestern Nigeria

This work appraised relationship between welfare packages and worker’s performance in selected Universities in Southwestern Nigeria. It seeks to explore the socio-economic characteristics and the relationship between welfare packages and worker’s performance in selected universities in Southwestern Nigeria. Specifically, it identified socio – economic characteristics and evaluated the relationship between welfare packages and workers’ performance. Pre-set hypothesis was, there is no relationship between welfare packages and staff performance in universities in Southwestern Nigeria. South Western Nigeria consists of Lagos, Ogun, Oyo, Osun, Ondo and Ekiti states.The study population consisted of Academic and Non-teaching staff of the University of Ibadan, ObafemiAwolowo University, Ile Ife, Ekiti State University, Ado-Ekiti, LadokeAkintola University of Technology, Ogbomoso, Bowen University, Iwo and Covenant University, Ota. Structured questionnaire was used to obtain information from the staff of the selected Universities. Both descriptive and inferential statistical tools were employed in the study.Findings revealed that male dominate employment in the selected Universities. Also, each institution administered available welfare package in terms of: Passage appointment, Passage allowance, Salary allowance, Maternity leave, Medical care, Sick leave, Job security, Annual leave, Rent and housing allowance, Pension grant, Training opportunity, Academic leave. Affirmatively, there is statistically significant relationship between the identified welfare packages and staff performance. It was recommended that, there is need for the management of university to take cognizance of the importance of staff welfare packages, also borrow ideas and incorporation of those welfare packages that are found in other universities that are not included in their own.

The Effect of Motivation and Discipline Culture Optimalization on Worker’s Work Performance in Buana Tunas Sejahtera Company (Inc.) Kapuas Hulu Regency

Nowadays, many companies in Indonesia are running in the plantation field. Buana Tunas Sejahtera Company (Inc.) is a palm oil company in West Borneo Province that working under the Kencana Group. This company was organized by leaders, directors, managers, manager assistants, foremen, clerks, permanent workers, and freelance workers. The worker’s work performance in this company was slightly low due to their worker’s low motivation and discipline. This study aimed to know the method to improve the workers’ work performance in Buana Tunas Sejahtera Company (Inc.), Kapuas Hulu Regency. This was a descriptive quantitative study employing an Analytical Hierarchy Process (AHP) done by software namely Expert Choice 11. There were 100 workers chosen by the purposive sampling technique participated in this study. The result showed that the key point in dealing with the worker's work performance issue was meeting their social need, while improving their salary was a key point in dealing with the motivation issue. Building the worker's responsibility was playing an important role in improving the discipline culture. The company needs to improve the worker’s motivation by conducting training sessions, increasing worker’s salaries during the overtime hours, and giving more motivation to their workers. To improve the discipline culture, the company needs to use clear and firm rules to enforce the proper and accountable behavior among the worker.

Efficient Task Decomposition for Sequential Crowdsourced Task Solving

In order to facilitate crowdsourcing-based task solving, complex tasks are decomposed into smaller subtasks that can be executed by individual workers. Decomposing task into sequential subtasks attracts a plenty of empirical explorations. The absence of formal studies makes it difficult to provide task requesters with explicit guidelines on task decomposition strategy. We formally present the vertical task decomposition model by specifying the positive quality dependencies among sequential subtasks. Our focus is on addressing solutions of low quality intentionally provided by selfinterested workers who are paid equally or based on their contributions. By combining the theoretical analysis on workers' strategic behaviors and experimental exploration on the efficiency of task decomposition, our study demonstrates the relationship between the incentive and the worker's performance, and gives the explicit instructions on vertical task decomposition, which show promise on improving the quality of the final outcome.

Effects of Workstation Type on Mental Stress: FNIRS Study.

The purpose of this study is to examine the effect of the workstation type on the severity of mental stress by means of measuring prefrontal cortex (PFC) activation using functional near-infrared spectroscopy. Workstation type is known to influence worker's health and performance. Despite the practical implications of ergonomic workstations, limited information is available regarding their impact on brain activity and executive functions. Ten healthy participants performed a Montreal imaging stress task (MIST) in ergonomic and nonergonomic workstations to investigate their effects on the severity of the induced mental stress. Cortical hemodynamic changes in the PFC were observed during the MIST in both the ergonomic and nonergonomic workstations. However, the ergonomic workstation exhibited improved MIST performance, which was positively correlated with the cortical activation on the right ventrolateral and the left dorsolateral PFC, as well as a marked decrease in salivary alpha-amylase activity compared with that of the nonergonomic workstation. Further analysis using the NASA Task Load Index revealed a higher weighted workload score in the nonergonomic workstation than that in the ergonomic workstation. The findings suggest that ergonomic workstations could significantly improve cognitive functioning and human capabilities at work compared to a nonergonomic workstation. Such a study could provide critical information on workstation design and development of mental stress that can be overlooked during traditional workstation design and mental stress assessments.

Job Characteristics, Employee Demographics, and the Cross-Section of Performance Pay

Using data from the online platform Glassdoor, we provide evidence that performance pay tracks an employee's role within the firm, exacerbates income inequality, and varies more than base pay across time, especially for job transitions. Employees in occupations requiring more interpersonal (routine) tasks receive larger (smaller) bonuses and are more (less) likely to receive a bonus. Further, employees higher up the corporate hierarchy earn significant premiums in and a larger share of income from performance pay. While age, school pedigree, firm tenure, and education magnify bonuses, demographics cannot explain these outsized returns. Our results suggest firms set compensation based primarily on the job, incentivize workers through career concerns, and reward social skills. We estimate 66% (90%) of a worker's performance (base) pay can be explained by the average among those in the same firm and job title, and that performance pay accounts for about one-fourth of a 32% performance-pay-job premium.

Perceived Effect of Occupational Safety Measures on Workers' Performance in Warri Refining and Petrochemical Company, Delta State, Nigeria.

Introduction:Occupational safety measures when put in place in organizations are expected to increase the productivity of employees and drive organizations to better performance. This study was aimed at assessing the perception of workers at the Warri Refining and Petrochemical Company (WRPC) on the effect of implemented occupational safety measures on their individual and organizational performance.Materials and Methods:The study was cross-sectional in design conducted at the WRPC, Delta state, Nigeria, among 236 workers of the WRPC selected via a simple random sampling technique across different job cadres (junior, senior, and management) in the organization. Data were collected using a semi-structured self-administered questionnaire and analyzed using the descriptive and inferential statistical tests of the SPSS version 20 with statistical significance set at P < 0.05.Results:The mean age of respondents was 43 ± 2.26 years with a male-to-female ratio of 1.8:1. More than 50% of the respondents attested that occupational safety measures had been well implemented at the WPRC. Almost all the respondents, 219 (92.8%) and 224 (94.9%), agreed that occupational safety measures in place and trainings on safety measures had improved individual worker's performance, respectively. Respondents' length of service and job cadres were significantly associated with their perceived effect of the existing occupational safety measures at the WRPC on individual worker and organizational performance (P < 0.001). They were also significantly associated with their perceived effect of the neglect of these safety measures on high labor turnover rate (P < 0.001).Conclusion:Occupational safety measures were perceived to have positively affected workers' and organizational performance.

Measuring Efficiency and Effectiveness of Workers’ Performance and Information Flow System in Technical Universities in Ghana

This study observes the relationship between effective information flow system and worker's performance in the technical universities in Ghana. DEA was adapted for this study because it maximises the output measure of the various DMU without making any assumptions on the form of inputs to output. DEA has the capability of modelling model multi-input and multi-output relationships without a priori underlying functional form and thus has been used in various fields of operation. Data from the ten technical universities in Ghana was used covering the period between 2013 and 2017. The findings indicated that these institutions, ATU, KuTU and KTU came out with the best overall efficiency score which means they had the best scores and are blending their inputs and output variables rightly.

Ingratiation and Favoritism in Organizations

We combine in the same theoretical framework two related phenomena that can be present in organizations – ingratiation of subordinates and favoritism of superiors towards some of their employees. There are three actors in the model: a worker, a manager supervising the worker, and a firm that employs the worker and the manager. Ingratiation is defined as a strategic behavior of the worker to make himself more attractive to the manager. In our model ingratiation is expressed by opinion conformity which is exerted by the worker when reporting his opinion to the manager. Favoritism of the manager is based on using a bias when reporting to the firm her observation of the worker's performance. First, we determine to optimal level of the effort and the reported opinion of the worker, and the level of bias of the manager. Then, we investigate the effects of favoritism and ingratiation on the expected wages and utilities of the worker and the manager, and on the expected profit of the firm.

A Multisensor Person-Centered Approach to Understand the Role of Daily Activities in Job Performance with Organizational Personas

Several psychologists posit that performance is not only a function of personality but also of situational contexts, such as day-level activities. Yet in practice, since only personality assessments are used to infer job performance, they provide a limited perspective by ignoring activity. However, multi-modal sensing has the potential to characterize these daily activities. This paper illustrates how empirically measured activity data complements traditional effects of personality to explain a worker's performance. We leverage sensors in commodity devices to quantify the activity context of 603 information workers. By applying classical clustering methods on this multisensor data, we take a person-centered approach to describe workers in terms of both personality and activity. We encapsulate both these facets into an analytical framework that we call organizational personas. On interpreting these organizational personas we find empirical evidence to support that, independent of a worker's personality, their activity is associated with job performance. While the effects of personality are consistent with the literature, we find that the activity is equally effective in explaining organizational citizenship behavior and is less but significantly effective for task proficiency and deviant behaviors. Specifically, personas that exhibit a daily-activity pattern with fewer location visits, batched phone-use, shorter desk-sessions and longer sleep duration, tend to perform better on all three performance metrics. Organizational personas are a descriptive framework to identify the testable hypotheses that can disentangle the role of malleable aspects like activity in determining the performance of a worker population.

Maternal contributors to intergenerational nutrition, health, and well-being: revisiting the Tanjungsari Cohort Study for effective policy and action in Indonesia.

Perinatal and maternal mortalities in Java became of concern in the 1980s. Since some 90% of births took place at home, the Tanjungsari (TS) district of West Java was identfied as a locality where community-based risk management strategy might reduce this health burden. In 1987, traditional birth attendants (TBA) were trained to identify risk factors for unfavourable birth outcomes. From January 1st 1988 to December 1989, some 4,000 pregnant women in TS were followed and assigned either a trained or untrained TBA. In the first year, early neonatal, and maternal mortality rates (MMR) (32.9 per 1000 and 170 per 100,000 deliveries respectively) were reduced, but not sustained in the second year. Nationally, MMR was 446 in 2009 and 126 in 2015. Although possible to improve health worker performance, and community engagement, the most likely explanation for benefit attrition is that people and material resources 'downstream' of the TBA services were inadequate. Three decades later, Indonesian neonatal and maternal mortality rates of 14 per 1000 and 126 per 100,000 live births in 2015 (globally 16.2 in 2009 and 216 in 2015) according to UNICEF, still demanded improvement, despite more hospital-based births. The original 1988 cohort of women, their children and grandchildren, can now be interrogated for medium to long term health outcomes of nutritional, such as birth weight and growth, and other risk factors. The evolving TS cohort health and nutrition intermediates and endpoints are instructive. Maternal and early life factors predict adult energy metabolism and cognitive function.

Knowledge management, workplace climate, creativity and performance

PurposeThis study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy.Design/methodology/approachApplying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes.FindingsThe empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate.Originality/valueThis study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

Influence of indoor environmental quality on the self-estimated performance of office workers in the tropical wet and hot climate of Cameroon

The aim of this research is to carry out a meticulous statistical analysis of the impact of indoor environmental quality (IEQ) on self-estimated performanceof workers in the tropical region. An experimental study and questionnaires were adapted in102 offices distributed across 23 buildings in the wet regions of Cameroon. This work was conducted during two seasons (dry and rainy seasons) by using a new adaptive approach in naturally ventilated environments, in accordance with American Society of Heating, Refrigerating and Air Conditioning Engineers(ASHRAE55), International Standardization Organization (ISO7730), and ISO 10551. The wind speed, air temperature, relative humidity, and the CO2 levels were assessed, and 600 questionnaires were distributed simultaneously. The results showed that the indoor air has an important effect on the office workers’ productivity. The self-estimated performance increases when the temperature is between 17.5 and 23.4 °C. The optimum performance was noted when the thermal sensation vote was neutral; meanwhile, the total thermal discomfort was recorded above 28 °C, which drastically reduced the worker's performance.

Context-Aware Hierarchical Online Learning for Performance Maximization in Mobile Crowdsourcing

In mobile crowdsourcing (MCS), mobile users accomplish outsourced human intelligence tasks. MCS requires an appropriate task assignment strategy, since different workers may have different performance in terms of acceptance rate and quality. Task assignment is challenging, since a worker's performance (i) may fluctuate, depending on both the worker's current personal context and the task context, (ii) is not known a priori, but has to be learned over time. Moreover, learning context-specific worker performance requires access to context information, which may not be available at a central entity due to communication overhead or privacy concerns. Additionally, evaluating worker performance might require costly quality assessments. In this paper, we propose a context-aware hierarchical online learning algorithm addressing the problem of performance maximization in MCS. In our algorithm, a local controller (LC) in the mobile device of a worker regularly observes the worker's context, her/his decisions to accept or decline tasks and the quality in completing tasks. Based on these observations, the LC regularly estimates the worker's context-specific performance. The mobile crowdsourcing platform (MCSP) then selects workers based on performance estimates received from the LCs. This hierarchical approach enables the LCs to learn context-specific worker performance and it enables the MCSP to select suitable workers. In addition, our algorithm preserves worker context locally, and it keeps the number of required quality assessments low. We prove that our algorithm converges to the optimal task assignment strategy. Moreover, the algorithm outperforms simpler task assignment strategies in experiments based on synthetic and real data.

DETERMINATION OF STANDARD TIME IN PACKAGING PROCESSING USING STOPWATCH TIME STUDY TO FIND OUTPUT STANDARD

Time is one of the factors to assess a worker's performance in utilizing the available resources. Operator in his work requires efficient time to improve work productivity. One of factory in produce a shrimp feed in Surabaya has a large production level. In the production process, the packaging department in this company still uses human resources in their production process and the company define the standard of production without using standard time. This paper investigates the opportunity a logical analysis in determining the standard time in this company. The determination of the standard time in the packaging process requires comprehensive analysis. Objects observed are four operators in the packaging department that carried out the activities of filling bag the shrimp feed with 40 replication for each data. The work measurement was conducted by direct method using Stopwatch Time Study (STS) with snap-back method. The results of this study indicate the standard time value of the four lines packaging is not much different or almost the same. Sequentially the standard time workers line 1 to line 4 is 7.325 seconds, 7.240 seconds, 7.225 seconds, and 7.065 seconds. Allowance used for workers is 8%. However, the existing production rate of company is higher than the production rate of work measurement calculation. This is due to the difference of definition in employee allowance rate and performance rating.

The role of performance appraisals in motivating employees

AbstractWorkers' rewards and career perspectives often depend on how their supervisors perceive their performance. However, evaluating a worker's performance is often difficult. We develop a model in which a worker is uncertain about his own performance and about his supervisor's ability to assess him. The supervisor gives the worker a performance appraisal aiming to affect both the worker's self‐perception and his own credibility in assessing the performance. We examine how performance appraisals affect the worker's future performance. Our model's predictions are consistent with empirical findings. Supervisors give, on average, “too” positive appraisals, and both positive and negative feedback can (de)motivate workers.