Positive Work Culture Research Articles

Reciprocal Relationship between Lecturer Performance and Implementation UKI’s Values at Universitas Kristen Indonesia

The implementation of the values of Universitas Kristen Indonesia (UKI) is important to be applied and implemented in the education process to develop the quality of the lecturer's character so that its implementation can be seen through the behaviour that is reflected in a person which is a combination of all good values, including behaviour that must look like: humility, sharing and caring, discipline, professional, responsibility, and integrity. The benchmark is the courage to change its performance to become a positive and constructive work culture. This study uses a quantitative research design with a casual and interactive approach. This study found that: there is a positive and significant relationship between lecturer performance and the implementation of UKI values. The correlation coefficient is 0.612, determination is 37.4%, t-count (5,068) > (2,000), and the regression equation = 19.975 + 0.528X₁. The reciprocal relationship between lecturer performance and the implementation of UKI values is significant or positive. The higher the level of implementation of the UKI values, the higher the lecturer's performance. On the other hand, the higher the performance of the lecturers, the more they support the implementation of the UKI values. The conclusion is that implementing UKI values in academic activities or academic support will develop character qualities or personal qualities, which tend to determine the quality of one's relationships with other people and their relationship with the environment in which they are located.

Prevalence and impact of workplace bullying on employees' psychological health and well-being

Workplace bullying is a pervasive problem that has been found to have negative consequences for employees' psychological health and well-being. This literature review examines the prevalence and impact of workplace bullying, as well as prevention and intervention strategies and legal and ethical considerations. A comprehensive search of the literature was conducted using various databases, resulting in a total of 40 articles included in this review. The prevalence of workplace bullying was found to be high, with estimates ranging from 10% to 50% of employees experiencing bullying in the workplace. Workplace bullying was found to have a detrimental impact on employees' mental health, with increased risk of depression, anxiety, and stress-related disorders. It also has negative effects on the organization, including decreased productivity, increased absenteeism, and turnover. Various prevention and intervention strategies were identified, including promoting a positive work culture, training managers and employees on how to identify and respond to bullying, and offering support and resources to victims. Legal and ethical considerations must also be taken into account when dealing with workplace bullying. Overall, it is crucial for organizations to recognize the importance of addressing workplace bullying and to take proactive steps to prevent and intervene in such situations. workplace

The Assessment of Organizational Strengths, Weakness, Opportunities, and Threats of Zakat Distribution Organizations in Malaysia

There have been emerging issues toward the increasing amount of zakat collection and the slower pace of zakat distribution (Lubis et al., 2011). These issues create dissatisfaction which increases negative perception towards Zakat Distribution Organizations (ZDOs) amongst the zakat payers (Yusof, 2010). The objective of this study is to assess the strengths, weaknesses, opportunities, and threats of ZDOs. The methods used in this study were document analysis and Focus Group Discussion (FGD) conducted among the employees of ZDOs. Findings from this study showed that the strengths are related to the aspects on human resource management, the stable financial sources, the broad network, the good organizations setup, the positive work culture among staff members, as well as opportunities for learning and development for ZDOs employees. The weaknesses of ZDOs are associated with workplace condition, staff members’ attitudes and work performance, and management system. In addition, external environment provides a significant opportunity for the organizations. Proactive distribution of zakat and collaboration with other agencies are external aspects that can be leveraged in order to improve the functions of ZDOs. The identified threats are the ZDOs’ surrounding, the attitudes of zakat recipients towards ZDOs, competition from outside parties, public dependency, and external interferences. These findings are expected to provide baseline information to guide ZDOs in designing change initiatives that will be effective and efficient in increasing both work and organizational performance.

Neonatal Nurses Book Club: A Novel Approach to Promote Nursing Resilience.

The Neonatal Critical Care Unit Book Club began with a common passion for reading and a need for socialization. There was also the hope that the club would foster a positive work culture and increase staff morale and resilience. In addition, the book club provided a mechanism for obtaining continuing education.The purpose of this article is to describe how a group of nurses participating in a book club were able to find support and encouragement during a pandemic.

A Comparative Study of Entrepreneurial Leadership and Organizational Culture Oriented toward Innovation in Central Government Agencies, Public Enterprises, and Executive Agencies

Research indicates that entrepreneurial leadership is positively related to organizational innovation among central government agencies, public enterprises, and executive agencies in Korea. In addition, a performanceoriented with a humane orientation supports organizational innovation, while hierarchical culture has a negative impact on organizational innovation in Korean public sectors. Among organization types, only central government agencies have been found to have a significant moderating effect on the relationship between performance-oriented culture and organizational innovation. Given that public enterprise is more market-based and that executive agencies have great autonomy in budgeting and personnel to ensure the maximization of performance, central government agencies should adopt more practices designed to improve performance in a positive work culture.

Work Culture and Turnover Intention: A Case of Restaurant Employees in Putrajaya, Malaysia

The growth of restaurants industry in Malaysia also reflect the continuous growth of employees in this industry. Having many employees at workplace is parallel with salary and benefits that employers need to provide to their employees. On the other hands, to retain employees at workplace quite challenging because employees may quit due to many reasons. The purpose of this study is to examine how work culture influence turnover intention among employees in restaurant industry particularly casual dining- typed restaurants. After reviewing past literature, three independent variables were used in this study that are: consensual culture, hierarchical culture and developmental culture. This study used quantitative method and survey research design approach. A total of 210 respondents were distributed to employees who were currently working in selected casual dining restaurants at the largest mall in Southern Klang Valley. After data screening and checking, 165 valid responses were returned and analyzed by using SPSS version 23. Based on the results obtained from Pearson Correlation, result found that all three variables had weak association with turnover intention. All variables were found to be weak correlated. Hierarchical culture found to be weak positively correlated r= .141, p = .036. Similarly, Consensual culture also had weak positive relationship with turnover intention r=.055, p= .248 whereas developmental culture had negative relationship with r = -.122, p=.060. Additionally results also showed that majority of the employees disagreed that work culture in restaurants they worked for influenced their intention to leave a job. Next, comparing all the independent variables, developmental work culture had the highest mean score with 4.0370. Moreover, majority disagreed that they find their job easy when there is no leader assist with their job. While, another majority agreed that they felt sad when superior did not listen to their opinion. This statements indicated positive work culture has been practicing at casual dining restaurants. Findings from this study hoped to help managers and casual dining restaurant operator to highlight those work culture so that more positive environment can be sustained in this restaurant.

PENGARUH BUDAYA KERJA DAN PEMBINAAN SUMBER DAYA MANUSIA TERHADAP KUALITAS KERJA PEGAWAI PADA PT. ANGKASA PURA

Human resource in a company to hold part of vital importance because the character as wisdom executor subject and operational activity companies good for progress company. work culture related to dominant values that is overspreaded insides organization as employee work philosophy, employee work quality threatens in human resource quality. with this employee development existence can memengaruhi labour capacity, so that will increase productivity and employee work quality concerned, which is on final can achieve aim that at specify previous punctually. This problem formulation : 1) What found work culture influence towards official work quality in PT. Angkasa Pura?; 2) What found human resource construction influence towards official work quality in PT. Angkasa Pura?; 3) What found work culture influence and human resource construction according to together towards official work quality in PT. Angkasa Pura?. This watchfulness aim: 1) To detect work culture influence towards official work quality in PT. Angkasa Pura. 2) To detect human resource construction influence towards official work quality in PT. Angkasa Pura. 3) To detect work culture influence and human resource construction according to together towards official work quality in PT. Angkasa Pura. Conclusion: 1) Found influence significant and positive between work culture towards official work quality in pt. balinese temple sky. this matter is this shows that when does work culture increase, so official work quality in PT. Angkasa Pura also increase balinese temple sky or on the contrary. With dimension culture function, characteristics and attitude. 2) Found influence significant and positive between human resource construction towards official work quality in pt. balinese temple sky. This matter is this shows that when does human resource construction increase, so official work quality in PT. Angkasa Pura also increase balinese temple sky or on the contrary. With dimension know-how, work execution technique and inci. 3) Found positive influence and significant work culture and human resource construction according to together towards official work quality in pt. sky. this matter shows that according to together work culture and human resource construction can increase official work quality in PT. Angkasa Pura. With dimension ability, creativity and need.

Influence of Leadership Style, Work Culture and Work Satisfaction on Employee Engagement in The Ministry of Defense of The Republic of Indonesia

This study aims to describe the Management of Human Resources, especially the Management of the State Civil Apparatus (ASN) in the Ministry of Defense of the Republic of Indonesia, through a description of the influence of leadership style, work culture, and work satisfaction on employee engagement. Lack of discipline and employee work ethic, which can be seen from the number of employees who are late and skipping work, are still less concerned with their performance, thus showing an indication of low employee engagement. This research used explanative research with a quantitative approach. Data collection was carried out by survey using a questionnaire with a proportional sampling technique. This research worked together with 37 people from the Directorate General of Defense Forces, and 38 of them taken from the Directorate General of Defense Strategy (57.4%). The results of this study indicate (1) the leadership style has a direct positive effect on employee engagement. (2) Work culture has an immediate positive effect on Employee Engagement. (3) Work satisfaction has a direct positive effect on Employee Engagement. (4) Leadership style has a direct positive effect on work satisfaction. (5) Work culture has a direct positive effect on work satisfaction. (6) Leadership style has a direct positive effect on work culture. (7) Leadership style has a positive indirect effect on Employee Engagement through work culture. (8) Leadership style has an indirect effect on Employee Engagement through work satisfaction and (9) Work culture has a positive indirect effect on employee engagement through work satisfaction. Based on the results of the study concluded that leaders in the Ministry of Defense are advised to promote transformational leadership styles that are able to foster a positive work culture and increase work satisfaction of subordinates (State Civil Apparatus and Military). Also, implement them at various levels of leadership positions within the Ministry of Defense so that employee engagement can grow in all units and organizational levels of the Ministry of Defense. Keywords: leadership style, work culture, work satisfaction, employee engagement, the ministry of defense DOI: 10.7176/JRDM/68-04 Publication date: August 31 st 2020

Camp Organizational Support for Creativity Among New And Returning Camp Counselors

Creativity supports interest, imagination, empowerment, intrinsic motivation, and overall engagement. Satisfied employees, who are supported in their creativity, have increased performance, motivation, and commitment. Residential summer camp is a demanding 24-hour job in which camp counselors use creativity on a regular basis via lesson planning, teaching activities, resolving conflict, and living within close proximity to coworkers. The purpose of the current study was to explore organizational support for creativity among first-year and returning staff at the beginning and end of one season of employment. Camp counselors (n = 113) participated in the current study utilizing quantitative and qualitative methods. Quantitative analysis compared pretest data on creativity to posttest items using paired samples t-tests. First-year and returning counselors indicated significant decreases in perceptions of the camp organization valuing creativity. Counselors’ self-identification as a creative employee significantly decreased among returning employees. Qualitative data analysis produced 46 independent responses and 3 content areas describing barriers to creativity, including personal (intimidation, inexperience), structural (time/money), and camp traditions (status quo) barriers. Summer camps should prioritize support for creativity as a vital component needed for a positive work culture. Ultimately, a camp mission, culture, and training, which support creativity may empower counselors (of various experience levels) to create new ideas, camp traditions, and activities.

Improving Operating Room Culture and Efficiency through Professional Development and Implementation of Communication Strategies

Background: Effective teamwork is highly reliant on both technical and non-technical skills (such as communication, decision making and situational awareness). In healthcare, the role of non-technical skills fails to take priority and can hinder a team’s performance. Methods: Our objective was to determine the effectiveness and efficacy of delivering a full-day professional development symposium focused on communication strategies and culture building to the operating room staff at a hospital with over 250 acute beds. A prospective, observational cohort study including all members of the operating room was designed. Improvement was measured through an anonymous, voluntary, web-based survey and surrogate metrics of improved communication and positive work culture (staff turnover, sick days and spending). Results: 82 participants completed at least one survey. At three months post-symposium, more than 60% of participants noticed that their colleagues made active efforts to communicate positively and effectively in their interactions (p = 0.009). At this same interval, staff reported a reduction in common challenges routinely encountered in the operating room. Sick days fell from 622 in the year preceding the symposium to 218 in the year following the symposium. Staff turnover fell from nine to two in that same interval while OR spending was reduced by 4.2%. Interpretation: Results from our cohort suggest that a focused, professional development symposium with emphasis on communication strategies may improve operating room culture and yield both cost savings and improved patient care. More quality-controlled research with a rigorous study design is needed to assess the impact of communication training in an OR setting.

Recruitment process and its impact on retention of commercial pilots in Indian aviation industry

Purpose The purpose of this paper is to find out the effect of recruitment practices on the retention of commercial pilots by the airlines in India. Often it is found that trained pilots pilfered by other airlines within/outside of India and Indian aviation industry have to rely on expatriate pilots to fly the aircrafts. Newly appointed pilots are required to be trained due to the lack of experience, which is a huge investment by the airlines. Therefore, the recruitment and retention of the commercial pilots create challenges for aviation industry in India. Design/methodology/approach Research design of the present study was exploratory and descriptive to evaluate the effect of recruitment practices on the retention of commercial pilots by airlines in India. All together, 225 commercial pilots from different Indian airlines participated in the present study. Instruments were designed to understand the practices related to recruitment, selection and retention strategies of commercial pilots used by these airlines, and how pilots perceive about recruitment practices and its relevance for retention strategies in the organization. Data were analyzed using factor analysis, Pearson’s correlation and regression analysis Findings Results of data analysis have revealed five factors of retention and selection measures, which were encouraging and employee-friendly recruitment policy, impact of external factors, organizational internal factors, employment brand and organizational growth and self-advancement opportunities. Similarly, retention strategies measures had four factors, namely, positive work culture, opportunities for individual growth, development, and salary benefit package, and opportunity for self-achievement. Pearson product moment correlation coefficient result revealed significantly positive relationship between various dimensions of recruitment and selection to retention strategies. Further regression analysis revealed the effect of those recruitment policies on retention was positive. Research limitations/implications Findings of this study could be potential bias and prejudice of the people involved and responded. As information was collected only form Indian commercial pilots, the findings might have changed if study was to be applied to a different country or economy. Random sampling error could not be ruled out. Preferred, accepted and perceived recruitment strategies and retention polices of Indian aviation sectors might be different as compare to other countries aviation sectors policies. Influence of cultural, organizational internal and external factors result might be different as compared to result of present study. Practical implications This is an important study, which will help the aviation sector to design recruitment policies and retention strategies to retain pilots to deal with a high level of attrition. Furthermore, present study will help the aviation sector in designing their policies and strategies, which forces pilots to remain with particular air carrier for longer time. It will give the same direction to other organizations, in general. Social implications The concept of recruitment and retention is applicable to each and every service sector. There could be different parameters for the same. Social implication of the present study is the same as it is for the aviation sectors. It is implied that service sectors must have appropriate recruitment policies, i.e. encouraging and employee friendly recruitment policy, conscious and continuous evaluation organizations’ external as well as internal factor, efforts shall be made to create employment branding, always focus on growth and advancement opportunities for the employees and organization. Positive work culture, opportunities for individual growth and development, salary benefit package and opportunity for self-achievement will help employees to remain with the organization for longer time. Originality/value This is an original research in the area of understanding recruitment policies and retention practices of commercial pilots in Indian aviation industry. This study is related to practical and genuine problem of attrition. Not many studies are found in this particular area.

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

Bringing Work-Life Balance to Extension

Throughout its one hundred plus years of history, the Cooperative Extension System has experienced many changes. Since its beginning, the Extension System has revolutionized nonformal educational approaches and outreach methods. However, these changes have also created issues such as role ambiguity, work-life conflict, work-life spillover, burnout, stress, and work-life imbalance among Extension professionals. There are very few currently existing publications that identify present day work-life balance issues in Extension. Most of such information is dated and irrelevant to current workings of Extension. To give more in-depth insights on this subject, a number of well-established theories, such as compensation, spillover, inter-role conflict, and role enhancement theories, are discussed in this publication. These theories are selected based on their relatability with Extension. Hence, this article was created with an intent to encourage a dialogue concerning current work-life balance issues within Extension. The article also illustrates a conceptual theoretical perspective–a three-tier approach to work-life balance in Extension. This approach discusses elements, such as individual awareness, environmental factors, and organizational policies, to inculcate positive work-life balance practices. This proposed approach could be a guide to creating a more positive work culture, improving work-life satisfaction among Extension employees, and boosting organizational competence and productivity.

Employee engagement, positive organizational culture and individual adaptability

PurposeThe purpose of this paper is to explore the connections between employee engagement, positive organizational psychology and an individual’s ability to adapt to ongoing organizational change.Design/methodology/approachThe literature on individual adaptability, positive organizational psychology and employee engagement is reviewed. A model that suggests that a positive work culture enhances employee engagement and in specific cases leads to increased adaptability is developed.FindingsWhile organizational engagement will have a positive effect on the individual’s ability to adapt to changes, job engagement will have the opposite effect, uncovering potential obstacles to change management in organizations.Research limitations/implicationsSuggestions for future research are provided with the intent to further academic research in this area. This model can serve as a starting point for future research design and can be tested in organizations undergoing various changes.Practical implicationsA positive culture fosters both job and organizational engagement within an organization. Managers can understand how to cultivate a positive, engaged environment for employees while understanding how certain job changes might have both positive and negative effects on an individual’s ability to adapt.Originality/valueA model for identifying relationships between positive organizational behaviors, two types of employee engagement (organizational engagement and job engagement) and an individual’s ability to adapt to change is helpful to researchers and practitioners alike.

The Influence of Work Culture on Work performance of Employees in Department of Transportation, Communication and Informatics of West Sumatera

AbstractThe goals of bureaucratic reform were to increase the service quality provided for society and stakeholders and to enhance the work performance in order to be able to carry out their duties and functions. Bureaucratic reform needs alteration of work culture which is not only addressed to the employees but also to the functionary as the leader in government or local government. The problem in this research was whether there was influence of work culture among civil servant on work performance in Department of Transportation, Communication and Informatics of West Sumatera Province or not. This research was a quantitative research and consisted of work culture as the independent variable and work performance as the dependent variable. The number of the sample was 87 apparatus. The data were taken by using a questionnaire with Likert scale and were analyzed by using study documentation and simple regression technique. The research found that; (1) The influence of work culture on justice was 0,265; (2) The influence of work culture on decency and fairness was 0,048; (3) The influence of work culture on work quantity was 0,189; (4) The influence of work culture on discipline was 0,460; and (5) The influence of work culture on work performance as a whole was 0,285. The conclusion was work culture of the employees of Department of Transportation, Communication and Informatics of West Sumatera Province positively influenced work performance as a whole and also influenced each indicator of work performance significantly. Department of Transportation, Communications and Information Technology of West Sumatera province have to pay attention to the work culture in its office to enhance the performance of the employee by improving the positive work culture, encouraging the noble value in workplace and improving work performance indicators other than discipline, namely justice, decency and fairness, and quantity of work. Keywords: Work culture, Work Performance, Government Employees.

Toward an understanding of EFL teacher culture: an ethnographic study in China

Informed by an ethnographic approach, this study aims to investigate the professional culture of a group of English as a foreign language (EFL) teachers in a high school in China. Relying on data gathered through extended field observation and in-depth interviews, this study seeks to uncover the distinctive characteristics of EFL teacher culture as well as its underlying influencing factors. The research findings show that the participants formed a positive work culture which evolved in tensions. Professionally, the participants’ aspirations and commitments toward teaching were in tension with limited resources; institutionally, a democratic relationship was in tension with an authoritative leadership; emotionally, the teachers’ emotional wellbeing was in tension with contextual constraints. The participants’ co-constructed culture played a positive role in promoting their collaborative learning and continuing development, which in turn contributed to their teacher culture.

When study participants are vulnerable: getting and keeping the right team.

Research assistants (RAs) are critical members of all research teams. When a study involves vulnerable populations, it is particularly important to have the right team members. To describe the motivations, personal characteristics and team characteristics that promoted the job satisfaction of RAs who worked on two multi-year, randomised clinical trials involving older adults with dementia. A survey was conducted with 41 community members who worked as RAs for up to five years. Measures included demographics, work engagement, personality and characteristics of effective teams, as well as open-ended questions about respondents' experiences of the study. Quantitative analyses and coding of open-ended responses were used to summarise results. Almost all the RAs surveyed joined the team because of previous experiences of interacting with cognitively impaired older people. The RA respondents scored higher in 'dedication to work', 'extraversion', 'agreeableness' and 'conscientiousness' than average. An important aspect of their job satisfaction was team culture, including positive interpersonal interaction and the development of supportive team relationships. A positive work culture provides RAs with an opportunity to work with a study population that they are personally driven to help, and promotes motivation and satisfaction in team members. Results from this study can guide the recruitment, screening and retention of team members for studies that include vulnerable populations.

KAJIAN BUDAYA KERJA PEGAWAI KECAMATAN SAMBOJA KABUPATEN KUTAI KARTANEGARA

The main concern of this article is about work culture of employee in Samboja. It was relating to authority and responsibility in finishing their duty. There are some indicators that influence work culture, such as the degree of understanding, cooperations among them, discipline, and work order. The result of this reseacrh find that leadership and work environment play significant role in supporting a positive work culture implementation.

Exploring experiences of fostering positive work environment in Norwegian nursing homes: A multi method study

Objective: The aim of the study is to explore what characterizes the work culture in Norwegian nursing homes and what promotes the positive aspects in the work culture. Methods: Research design: Multimethod research. Two surveys (N = 105) and interviews with 11 informants at three Norwegian nursing homes were conducted. We included the questionnaires: The Systematizing Person-Group Relations, that seek to explore which aspects dominate the particular work environment identifying challenges, limitations and opportunities and The Sense of Coherence (SoC) that was used as an indicator for overall quality of working life with a salutogenic orientation. The data were analyzed using independent samples student’s t-test and factor analyses, the material from the interviews was systemized and worked through using well known analytical methods. Results: The results showed that the informants feel more meaning, manageability and comprehensibility in their work environment, when they are engaged and focused on goal orientation. In the interviews the informants expressed engagement related to their work environment and to patients and colleagues. They mentioned that being a team and working together was positive for their perception of their work environment. A positive work culture was characterized by solution orientation and the experiences of better opportunity to “attend to the patients in a good way”. Conclusions: It seems like healthcare workers as individuals has both a positive attitude and ways to express this in the work culture, such as humor and positive thinking. But the work culture itself seems to create some negative issues.

Analysis of Performance Appraisal Systems in Education Sector

Performance Appraisal is one the most widely accepted HR tool to assess the employee and organization performance. Selection of an appropriate performance appraisal technique has always been a point of apprehension for most of academicians as well as managers in each and every organization. The primary idea behind this study is to find out the most helpful and appropriate performance appraisal technique in education sector. The focus on this sector is primarily due to interest as well as prime occupational area of the researcher. To conduct and understand the concept and idea behind the appraisal system across various sectors several literatures were explored and reviewed. Evidences from majority of these literatures explain that the employees are more inclined towards online performance appraisal system than manual appraisal system. Moreover, the study also emphasizes on the fact that employee satisfaction can be improved through right kind of appraisal method. The present study analyses the appraisal system in education sector and tried to derive factors from the current appraisal system that can tighten the linkage between the current practices and the evolved practices. This will lead to strengthening of performance of employee and organization, reducing bias and creating positive work culture thus increasing organizational productivity.