Performance Of Workers Research Articles

Etos Kerja Islam Sebagai Upaya Meningkatkan Kinerja Organisasi

This article illustrates the role of Islamic Work Ethic. The Working Ethos of Islam is a personality attitude gives rise to a profound belief that work isn’t only to glorify itself, but also as a manifestation of righteous deeds, therefore has a very high value of worship. Successful organizations seem to have a strong Islamic work ethic. It can improve performance. This article has several aspects of the work ethic are studied and analyzed by bringing theory into real conditions, there by impacting the worker's performance then illustrates the role of Islamic Work Ethic. The Working Ethos of Islam is a personality attitude gives rise to a profound belief, the work isn’t only to glorify itself, to reveal humanity, but also as a manifestation of righteous deeds, therefore to have a very noble value of worship. Successful organizations seem to have a strong Islamic work ethic can improve performance. This article, several aspects of the work ethic are studied and analyzed by bringing together theories with real conditions, affect the performance of workers.

Identifying the Most Valuable Workers in Fog-Assisted Spatial Crowdsourcing

In this paper, we study worker selection in spatial crowdsourcing, which is the recruitment of human workers in a specific location to collect geographical data. To achieve better performance, spatial crowdsourcing task relies on both worker's effort and skill. Therefore, to maximize the long-term platform utility, we exploit fog platform as a service to identify valuable workers through learning their performance information. Worker's historical performance data are recorded at local fog server, based on which valuable workers are identified and selected to perform the tasks. During worker selection, we aim at balancing the exploration and exploitation, and propose an online algorithm that promotes workers who are not fully explored. With budget constraint, the proposed algorithm is able to maximize the long-term platform utility. Theoretical analysis indicates that the proposed learning algorithm achieves asymptotically diminishing regret. Finally, extensive simulations on real-world dataset are conducted, which demonstrate the advantage of our algorithm over other methods.

Promotion, Relative Performance Information, and the Peter Principle

ABSTRACTI examine the effects of providing workers with relative performance information (RPI) on employers' promotion decisions and the impact of those decisions on worker performance. In my experimental setting, the job after promotion requires higher-level abilities than the current job. I find that workers increase their effort to improve their current job performance after a promotion opportunity is announced because they expect this to increase their chances of promotion, even though the new task requires higher-level abilities. Moreover, because employers anticipate that workers who have RPI will react negatively if they see that the best current job performer is not promoted, employers promote the best current job performer, rather than the worker best suited for the next job, more often when workers have RPI than when they do not. Consistent with the Peter Principle, I find that when workers have RPI, the promoted worker's performance is lower after promotion because the promoted worker lacks the ability to perform the new job well. Finally, in a supplemental experiment, I find that providing workers with feedback on their abilities to perform the next job, in addition to current job RPI, improves the effective sorting of workers, but it comes at the cost of reduced promotion-based incentives. My results suggest that, notwithstanding the benefits documented in previous studies, RPI also imposes potential costs that firms should take into account when deciding whether to provide workers with RPI.JEL Classifications: M41; M51; M52.Data Availability: Contact the author.

Prediction of temperature induced office worker's performance during typing task using EEG.

Understanding how indoor environment affects office worker's performance and developing methods to predict human performance in changing indoor environment have become highly important research topic bearing significant economic and sociological impact. While past research groups have attempted to find predictors for performance they do not provide satisfactory predictions. We conduct in this paper a study to predict human performance by developing a regression model using neurophysiological signals collected from electroencephalogram (EEG), during simulated office-work tasks under different indoor room temperatures (22°C and 30°C). We found that using brain power spectral densities (PSD) from EEG as predictors provides the higher R2 than predictors using skin temperature or heart rate by approximately over 3 folds. Finally, we showed that the predictor using EEG is more robust than regression models using skin temperature and heart rate. Our work shows the potential of using brain signals to accurately predict human office work performance.

Job security and long-term investment: An experimental analysis

We investigate an experimental labor market setting in which we introduce the novel aspect that workers have the chance of investing money in a long-term project in order to increase their income. We find a strong relationship between what happens inside the labor market (worker's performance) and what happens outside the labor market (long-term investment). Contrary to the theoretical predictions with selfish preferences, we find that the mere presence of long-term projects acts as an effort-enforcement device; this effect seems to be driven by an increase in long-term employment relationships. In the other direction, long-term labor relationships seem to provide a safer environment for undertaking successful long-term projects. This article also considers three different types of experimental labor contracts. We find that performance-based dismissal barriers, whereby firms are required to retain workers if they have satisfied the effort level required by firms, lead to more long-term employment relationships and higher overall productivity. As theory predicts, the presence of renewable dismissal barriers makes it likely that workers will provide the desired effort level. Firms appear to correctly anticipate this, leading to greater social efficiency.

Estudio salarial de las micro y pequeñas empresas del municipio de Restrepo, Meta, Colombia

Este artículo presenta los resultados de la investigación realizada al sistema de compensación salarial de las micro y pequeñas empresas del municipio de Restrepo-Meta; los hallazgos serán de utilidad para la comunidad empresarial porque fortalece sus conocimientos frente los sistemas de compensación. Para el desarrollo de esta investigación se aplicó un instrumento que contenía preguntas referentes a la contratación, el salario, los aumentos salariales e incentivos. En cuanto a los resultados, en la contratación se pudo determinar que el tipo de contrato más usado es el verbal, el cual se utiliza para vincular laboralmente personal de tiempo completo y en la mayoría de los casos dicho contrato termina por la decisión de alguna de las partes. En lo que respecta a los salarios se encontró principalmente que un poco más de la mitad paga un SMMLV, este salario es fijo, pagado quincenalmente y en efectivo, y su establecimiento en su mayoría es por criterio personal, es decir del propietario. Frente a los aumentos salariales se encontró que un poco menos de la mitad no realizan ningún aumento salarial, y para quienes lo realizan, el factor más influyente al momento de determinarlo es el desempeño del trabajador. Y por último, sobre los incentivos laborales se pudo concluir que estos se otorgan principalmente por el cumplimiento de metas y fechas especiales; y los otorgados con una mayor frecuencia son tiempo y dinero.

University prestige, performance evaluation, and promotion: Estimating the employer learning model using personnel datasets

Employers rely on educational credentials to form their initial belief about a worker's ability and update the belief by observing the worker's performance on the job. We study the careers of white-collar university graduates, using personnel data from two large Japanese manufacturers. These data contain information about the university from which the worker graduated, as well as the worker's performance evaluations and positions in the promotion ladder. As employees move up the career ladder, performance evaluations become a more important determinant for promotion than educational credentials. Structural estimates suggest that employers learn workers' ability quickly through observing their performance on the job, with expectation errors halving after about 3 to 6years.

Optimization of Physical Working Environment Setting to Improve Productivity and Minimize Error by Taguchi and VIKOR Methods

The working environment is one factor that has contribution to the worker's performance, especially for continuous and monotonous works. L9 Taguchi design experiment for inner array is used to design the experiment which was carried out in laboratory whereas L4 is for outer array. Four control variables with three levels of each are used to get the optimal combination of working environment setting. Four responses are also measured to know the effect of four control factors. Results shown that by using ANOVA, the effect of illumination, temperature, and instrumental music to the number of ouput, number of error, and rating perceived discomfort is significant with the total variance explained of 54,67%, 60,67%, and 75,22% respectively. By using VIKOR method, it yields the optimal combination of experiment 66 with the setting condition of A3-B2-C1-D3. The illumination is 325-350 lux, temperature is 240-260C, fast category of instrumental music, and 70-80 dB for intensity of the music being played.

Community health workers in rural India: analysing the opportunities and challenges Accredited Social Health Activists (ASHAs) face in realising their multiple roles.

BackgroundGlobally, there is increasing interest in community health worker’s (CHW) performance; however, there are gaps in the evidence with respect to CHWs’ role in community participation and empowerment. Accredited Social Health Activists (ASHAs), whose roles include social activism, are the key cadre in India’s CHW programme which is designed to improve maternal and child health. In a diverse country like India, there is a need to understand how the ASHA programme operates in different underserved Indian contexts, such as rural Manipur.MethodsWe undertook qualitative research to explore stakeholders’ perceptions and experiences of the ASHA scheme in strengthening maternal health and uncover the opportunities and challenges ASHAs face in realising their multiple roles in rural Manipur, India. Data was collected through in-depth interviews (n = 18) and focus group discussions (n = 3 FGDs, 18 participants). Participants included ASHAs, key stakeholders and community members. They were purposively sampled based on remoteness of villages and primary health centres to capture diverse and relevant constituencies, as we believed experiences of ASHAs can be shaped by remoteness. Data were analysed using the thematic framework approach.ResultsFindings suggested that ASHAs are mostly understood as link workers. ASHA’s ability to address the immediate needs of rural and marginalised communities meant that they were valued as service providers. The programme is perceived to be beneficial as it improves awareness and behaviour change towards maternal care. However, there are a number of challenges; the selection of ASHAs is influenced by power structures and poor community sensitisation of the ASHA programme presents a major risk to success and sustainability. The primary health centres which ASHAs link to are ill-equipped. Thus, ASHAs experience adverse consequences in their ability to inspire trust and credibility in the community. Small and irregular monetary incentives demotivate ASHAs. Finally, ASHAs had limited knowledge about their role as an ‘activist’ and how to realise this.ConclusionsASHAs are valued for their contribution towards maternal health education and for their ability to provide basic biomedical care, but their role as social activists is much less visible as envisioned in the ASHA operational guideline. Access by ASHAs to fair monetary incentives commensurate with effort coupled with the poor functionality of the health system are critical elements limiting the role of ASHAs both within the health system and within communities in rural Manipur.

Performative Microforests: Investigating the potential benefits of integrating spatial vegetation environments into buildings, in regards to the performance of buildings, their occupants + local ecosystems

Performative Microforests: Investigating the potential benefits of integrating spatial vegetation environments into buildings, in regards to the performance of buildings, their occupants + local ecosystems

How Does Collective Reputation Affect Hiring? Selection and Sorting in an Online Labour Market

How does collective reputation affect hiring and selection into jobs? Using detailed hiring data from a global online labour market, where the country of residence is the salient group characteristic, we document a mechanism through which collective reputation can perpetuate initial group inequality. Using an instrumental variable strategy, we first identify reputational externalities between an employer's very first hire and the propensity to contract more workers from the same country. Employers, contingent on their first worker's performance (as measured by a public rating), go on to almost exclusively hire from the same country. This coincides with a strong and positive supply-side sorting response: Observing their predecessor's success, workers from the same country are more likely to apply and tend to be of higher quality. Employers, facing better applicants, are in turn more likely to continue providing top ratings for later hires from the first hire country. Collective reputation hence appears to serve as a coordination device that enables workers to positively sort with employers: Good workers then attract more good workers from the same country and vice versa.

Biomechanical Modelling of Manual Material Handling Tasks: A Comprehensive Review

In a developing country like India where industrial tasks are labour-intensive, involving Manual Material Handling (MMH) in many situations; workload measurement in terms of Newtonian anthropometry and physiological parameters is important to identify unduly heavy tasks, to evaluate traditional work methods, and to arrive at more efficient methods of work. In jobs which require prolonged manual labour like construction jobs, assessment of cardiovascular capacity may be used to determine a worker's level of fitness for work. To tackle the issues as mentioned, various approaches, such as biomechanical, physiological and physical evaluations may be used for proper quantification and minimization of risks of Musculoskeletal Disorders (MSDs) associated with different types of material handling tasks in order to reduce fatigue and physical stress. Among all evaluations, biomechanical evaluation deals with the study of the physical interaction of workers with their tools, machines, and materials so as to enhance the worker's performance while minimizing the risk of MSDs. In this context, studies of various biomechanical models (static and dynamic) are required to be studied. In this paper, a comprehensive review of the concepts of static and dynamic models as applicable for MMH task is presented. Starting with various types of static and dynamic models, the issues on occupational risk assessment related to various manual handling tasks are discussed progressively. The distinctiveness of the models are highlighted. Finally, based on the critical appraisal of the existing approaches, future research directions on various models of biomechanical evaluation are delineated.

Opportunities for meeting sustainability objectives

It is inevitable that theory and good practice in Human Factors/Ergonomics (HF/E) should comprise engineering for sustainability to safeguard ecology and maintaining the quality of life. There are immediate and longer-term opportunities for HF/E community to be a key contributor in solving sustainability issues. However, sustainability research in HF/E domain has only been partially explored. A further theoretical and practical contribution is needed. Digital Human Modeling (DHM) is a potential method to integrate human element into sustainability research. However, current DHM tools are limited in resolving these issues until sustainability objectives are explicitly considered. There are DHM tools available to evaluate human performance. However typically do not consider sustainability aspects of the work environment. This study introduces two conceptual digital ergonomics toolkits, Air Quality Index Assessment and Metabolic Energy Expenditure, to demonstrate the potential use of DHM in evaluating the health risks and worker's performance in work design. Incorporating human element into sustainability through DHM (digital ergonomics toolkits) reduces the need for in-situ human data collection and physical prototyping for work environments that are subject to poor air quality, toxic exposure and handling of hazardous materials. The DHM toolkits proposed in this study can bring attention towards building multidisciplinary collaboration that can enhance HF/E outreach goals in sustainability-related engineering design. Relevance to IndustryDHM can help industry to minimize the need of in-situ human data collection, reduce the need of physical prototyping, and optimize overall system performance for where subjects are exposed to poor air quality, toxic exposure, and handling of hazardous materials.

The effect of indoor office environment on the work performance, health and well-being of office workers.

BackgroundThe effect of indoor environment may have an influence on the performance, productivity health and well-being of office workers.MethodsEnvironmental factors such as indoor temperature and illumination have been investigated at three levels. A neurobehavioral test (NBT) has been proposed for the evaluation of office workersc performance. A field lab to emulate an office has been created. In controlled condition of environmental factors, the neurobehavioral test was conducted. The response time and the number of errors in each test have been recorded. A randomized block factorial design was used to analyze the responses of office worker’s performance.ResultsThe results revealed that the independent and interaction effect of temperature and illumination have significant effect on the office workers’ performance. The effect of indoor room temperature has more influences than the effect of illumination. The effect of indoor temperature has 38.56% of contribution on the performance. The optimum levels of indoor temperature at 21°C and illumination at 1000 lux have improved the work performance and health of office workers.ConclusionThe indoor room temperature and illumination are more influence on the performance of the office workers. It may be concluded that the impact of indoor room temperature (38.56%) is more on the office worker’s performance than the effect of illumination (19.91%). Further, it may be concluded that the optimum level of indoor room temperature (21°C) and illumination (1000lux) have improved the work performance, health and productivity of office workers.

Stochastic skill-based manpower allocation in a cellular manufacturing system

In this paper, stochastic skill-based manpower allocation problem is addressed, where operation times and customer demand are uncertain. A four-phased hierarchical methodology is developed. Egilmez and Süer's [1] stochastic general manpower allocation problem is extended such that each worker's individual performance is considered for a more accurate manpower allocation to manufacturing cells to maximize the production rate. The proposed methodology optimized the manpower levels, product-cell formations and individual worker assignment hierarchically with respect to a specified risk level. Three stochastic nonlinear mathematical models were developed to deal with manpower level determination, cell loading and individual worker assignment phases. In all models, processing times and demand were assumed to be normally distributed. Firstly, alternative configurations were generated. Secondly, IID sampling and statistical analysis were utilized to convert probabilistic demand into probabilistic capacity requirements. Thirdly, stochastic manpower allocation was performed and products were loaded to cells. In the final phase, individual worker assignments were performed. The proposed methodology was illustrated with an example problem drawn from a real manufacturing company. The hierarchical approach allows decision makers to perform manpower level determination, cell loading and individual worker assignment with respect to the desired risk level. The main contribution of this approach is that each worker's expected and standard deviation of processing time on each operation is considered individually to optimize the manpower assignment to cells and maximize the manufacturing system production rate within a hierarchical robust optimization approach.

Invisible Disabilities: Unique Challenges for Employees and Organizations

Workers with invisible disabilities encounter unique challenges compared to workers with other concealable identities and even workers with visible disabilities. These challenges occur not only in the decisions of whether to disclose the invisible disability in the workplace but also in the detection and acceptance of having a disability to disclose. Disclosure of disabilities in the workplace likely has implications for the individual worker's health, social relationships, and work performance as well as for an employing organization's outcomes. We argue that current legislation and policies might not be sensitive to the unique experiences and disclosure decisions faced by workers with invisible disabilities. We invite researchers and practitioners to consider adjustments to current legislation and workplace practices in order for employing organizations to account for the unique challenges facing workers with invisible disabilities and fully accommodate those workers.

The Authentic Worker's Well-Being and Performance: The Relationship Between Authenticity at Work, Well-Being, and Work Outcomes

ABSTRACTPrevious research on authenticity has mainly focused on trait conceptualizations of authenticity (e.g., Wood et al., 2008), whereas in specific environments (e.g., at work) state conceptualizations of authenticity (cf. Van den Bosch & Taris, 2013) are at least as relevant. For example, working conditions are subject to change, and this could well have consequences for employees’ perceived level of authenticity at work. The current study employs a work-specific, state-like conceptualization of authenticity to investigate the relations between authenticity at work, well-being, and work outcomes. A series of ten separate hierarchical regression analyses using data from 685 participants indicated that after controlling for selected work characteristics and demographic variables, authenticity at work accounted for on average 11% of the variance of various wellbeing and work outcomes. Of the three subscales of authenticity at work (i.e., authentic living, self-alienation, and accepting influence), self-alienation was the strongest predictor of outcomes, followed by authentic living and accepting external influence, respectively. These findings are discussed in the light of their practical and theoretical implications.

Foreign workers in Saudi Arabia: a field study of role ambiguity, identification, information-seeking, organizational support and performance

A total of 154 foreign workers in Saudi Arabia responded to a web survey that inquired about role characteristics, work attitudes and behaviors. Surveys were matched with 138 supervisor surveys asking about the focal worker's job performance. Results indicated a significant relationship between role ambiguity and job performance, a relationship mediated by organizational identification, which was moderated by both information-seeking and perceived organizational support. This research is one of only a few studies of professional workers in Saudi Arabia (both male and female). Furthermore, this study is one of a handful of studies to explore the attitudes and performance of foreign workers, a worker population often confounded in studies that focus on domestic, expatriate or inpatriate workers.

The Relationship of a Social Workers's Professionalism and User Advocacy - Focusing on the Mediating Effects of a Social Worker's Right Perception and Performance at Service Processes-

이 연구는 사회복지사의 전문성과 이용자 옹호의 관계에 서비스과정에서의 이용자 권리에 대한 사회복지사의 인식 및 실행 정도가 어떠한 영향을 주는지를 알아보고자 한 것이다. 이를 위해 서울가톨릭 사회복지회에 등록된 기관을 대상으로 서베이를 실시하여 사회복지사 1급 자격증을 소지하고 있는 198명의 응답을 분석에 활용하였다. 연구결과, 첫째, 전문성은 서비스과정에서의 이용자 권리에 대한 사회복지사의 인식과 실행에 직접적 영향을 미치는 것으로 나타났다. 그러나 서비스과정에서 이용자 권리에 대한 사회복지사의 인식정도는 이용자 옹호에는 직접적으로 유의한 영향을 미치지 않았다. 둘째, 사회복지사의 전문성과 이용자 옹호의 관계에서, 서비스과정에서 이용자 권리에 관한 사회복지사의 인식과 실행 정도는 매개효과가 있는 것으로 나타났다. 다만, 서비스과정에서 이용자 권리에 대한 인식정도는 옹호에 직접적 영향을 미치지 않고 권리 실행을 통해 간접적으로 유의한 영향을 미치고 있었다. 이를 바탕으로 이 연구는 사회복지에의 함의를 제시하고 있다. 【This research purports to examine the mediating effects of right perception and performance at service processes in relationship to the social worker's professionalism and user advocacy. As the research method, 198 social workers were surveyed, and structural equation was used for analysis. The research findings showed that the professionalism of social workers had a direct influence on right perception, right performances at service processes and user-advocacy. However, right perception at service processes do not have a direct influence on user advocacy. In addition to this right perception and performances at service processes was proven to be an important mediator between a social worker's professionalism and user advocacy. As a result, this research has implied the necessity for social work practice to promote user-advocacy.】

Lighting does Matter: Preliminary Assessment on Office Workers

Correlated color temperatures (CCT) of light play an important role in human psychological and physiological needs. This study aims is to find out the effects of warm white (WW), cool white (CW) and artificial daylight (DL) on worker's performances, alertness, visual comfort and preferences. With the use of eye tracker and modified Office Lighting Survey, we have conducted a preliminary controlled experiment with 10 office workers. Result reveals significant increases of alertness levels when using WW lighting. We conclude that CW and DL lights were more beneficial in office setting for computer-based tasks and recommend future comprehensive study undertaken.