Positive Working Atmosphere Research Articles

The Investigation of the Influence of Leadership, Work Environment, and Motivation on Teacher Performance on the Quality of Vocational School Education

The quality of education in Vocational High Schools (SMK) faces significant challenges, particularly concerning teacher leadership, work environment, and motivation. This study aims to investigate the influence of these factors on teacher performance and the overall quality of education in vocational schools throughout Malang Raya. Employing a quantitative research method, data were collected through surveys administered to teachers, focusing on three exogenous variables: Leadership (Teacher Learning Leadership), Work Environment, and Motivation (Internal/Intrinsic Motivation), alongside the endogenous variable of Teacher Performance and the intervening variable of Quality of Education. The results indicate that effective leadership, a supportive work environment, and high levels of motivation significantly enhance teacher performance, positively impacting the quality of education. Leadership (X1) contributes 4% to teacher performance (Y), while the work environment (X2) has a significant impact, contributing 39.4%. Additionally, motivation (X3) accounts for 11.4% of the variance in teacher performance. The overall model demonstrates a coefficient of determination (R²) of 0.549, indicating that approximately 54.9% of the variability in teacher performance can be explained by the combined effects of leadership, work environment, and motivation. In conclusion, The study emphasizes how crucial it is to create a positive work atmosphere and boost teacher motivation by utilizing effective leadership techniques. The implications of this research provide evidence-based recommendations for developing programs that support teacher performance and improve educational quality in vocational schools. By prioritizing these factors, educational institutions can better equip teachers to fulfill their diverse roles and responsibilities, ultimately benefiting student learning experiences.

Contribution of Work Discipline, Motivation, Work, and Work Environment to Teacher Performance

The aim of this research is to analyze the contribution of: (1) work discipline to teacher performance; (2) work motivation to teacher performance; (3) work environment to performance; and (4) discipline, work motivation, and work environment simultaneously to teacher performance. The research was carried out at state elementary schools in Rantau Utara District, Labuhanbatu Regency. The research population was 396 teachers, and the research sample was 162 teachers. The sampling technique employed in the study involved the use of Isaac and Michael tables along with probability sampling methods. The results of research on simultaneous performance are 80.51%, 3.74%, and 15.76%, meaning that work discipline is the most dominant factor in influencing teacher performance. Teachers who are disciplined in carrying out their duties, show high commitment, are able to manage their time well, and comply with established rules and procedures. Even though the percentage is small, work motivation is an important factor in improving teacher performance. Teachers who have high work motivation will be encouraged to work more enthusiastically, creatively, and innovatively in teaching. A conducive and supportive work environment can help improve teacher performance by providing adequate facilities and infrastructure, creating a positive work atmosphere, and providing opportunities for teachers to develop themselves professionally. Teachers who demonstrate a high level of work discipline tend to contribute to increased performance in carrying out tasks; teachers who have work motivation tend to contribute positively to increased teacher performance; and a conducive work environment tends to contribute to increased overall teacher performance.

The Role of Emotional Intelligence in Transforming Organizational Culture Dynamics

Interest in emotional intelligence within structural settings has flowed as its role in determining operative workplace dynamics becomes progressively documented. This education explores the impact of expressive intelligence on structural culture dynamics, concentrating on variables such as leader emotional intelligence, organizational culture, team collaboration, and employee engagement. Data from 388 participants were examined through chi-square test, correlation analysis, square tests, and Cronbach’s α to measure the relationships and reliability of the measures. For statistical analysis in this study SPSS software were utilized. The findings reveal significant correlations, highlighting that higher emotional intelligence contributes to improved working efficiency and executive efficacy. This research underscores the standing of integrating emotional intelligence strategies into administrative performance to foster a positive work atmosphere and improve overall efficiency.

The negative effect of abusive leadership in the organization: exploring the mediating role of justice within the organization

This study aims to investigate the effect of abusive leadership in the organizations in Kurdistan. Further, Procedural Justice and employee satisfaction have been focused on as potentially important factors in employee work engagement. Data for the study has been collected in the Slimani city of Kurdistan. As a result, 182 data have been gathered and evaluated through correlation and regression analyses. The results show that abusive leadership has significant negative effects on employee outcomes, however, the negative impacts of abusive leadership on employee satisfaction and engagement are considerably minimized by justice. These findings imply that improving organizational justice can lessen the negative consequences of abusive leadership and foster a more positive work atmosphere. Our study contributes to the broader discourse on leadership and organizational behavior, offering valuable implications for organizational leaders and policymakers aimed at fostering fair and engaging work environments.

A study on factors affecting job satisfaction in the IT industry

Although there are several definitions of job satisfaction or employee satisfaction, we may generally define them as a person's level of contentment with their job. Because they leave the company less frequently and stay longer, content employees help the business grow. Additionally, a positive work atmosphere attracts talent and boosts productivity by encouraging job satisfaction. The information technology (IT) industry has gained traction on the global scale and has taken centre stage in both our society and the world as a whole. The booming Indian economy has contributed to the ability of the IT industry to remain competitive in the international market. This study aimed to evaluate the degree of job satisfaction among IT professionals and identify the factors affecting that satisfaction. To highlight the factors affecting positive job satisfaction among IT industry employees, we included variables such as rewards and recognition, working conditions, fairness, job security, relationships with coworkers and employee satisfaction. After the data were cleaned, 100 responses were collected. The data were analysed using SPSS statistical software, and the findings showed that the job satisfaction of IT employees is strongly correlated with a number of factors connected to the workplace.

The Impact of Principal on Teacher Motivation in Secondary Schools

The Impact of Principal on Teacher Motivation in Secondary Schools" by Amizur Nachshoni delves into the significant influence that principals wield in fostering teacher motivation within the Israeli educational setting. This research study focuses on the perceptions and practices of principals in arousing teacher motivation, as well as the resulting impact on the overall school environment. Through a questionnaire administered to a diverse group of principals, insights were gathered on the strategies employed to enhance teacher motivation, such as encouraging autonomy, providing support, and creating a positive work atmosphere. The findings underscore the pivotal role of principals in cultivating a culture of motivation among teachers, ultimately leading to improved student outcomes and a conducive learning environment. This study sheds light on the crucial link between effective principal leadership and teacher motivation, highlighting the importance of supportive and inspiring leadership in driving educational excellence.

The Influence of Work-Life Balance, Workload and Work Environment on Burnout among Teachers in Melaka Tengah District, Malaysia

Teacher burnout emerges as a complex issue intertwined with challenges in maintaining work-life balance, managing heavy workloads, and navigating the work environment within the educational sector. Factors such as the difficulty in achieving a balance between professional responsibilities and personal well-being, excessive work demands, and unsupportive work environments significantly contribute to the risk and prevalence of burnout among teachers. Efforts to address these contributing factors through supportive policies, workload management, and the cultivation of a positive work atmosphere are essential for mitigating burnout and enhancing teacher well-being and retention. This study determines the relationships between work-life balance, workload, work environment, and teacher burnout, utilizing a quantitative approach with data from 332 teachers via a Google Form survey. The findings reveal a positive relationship between work-life balance and burnout, challenging the notion that improved balance alone mitigates burnout. Workload demonstrates a strong positive association with burnout, highlighting the impact of increased demands on teachers. Conversely, a positive work environment exhibits a negative relationship with burnout, suggesting that a supportive organizational climate acts as a protective factor. This study underscores the need for a holistic approach to teacher well-being, recognizing the intricate relationships between workload, personal life, and the organizational environment. These findings offer valuable insights for educational institutions aiming to foster a supportive work environment and mitigate the adverse effects of burnout among teachers.

Management Activities to Motivate and Establish Employee Loyalty

The work examines modern strategies and management approaches aimed at increasing the level of motivation and establishing the loyalty of personnel in organisations. An analysis of the integrated management activity model, which is specially adapted to achieve maximum efficiency in the context of employee motivation and loyalty, was carried out. The main focus of the research is on the role of leadership in creating a favourable working environment and forming a positive working atmosphere. The author also considered modern management technologies that simplify motivation processes and ensure transparency in the interaction between management and staff. The literature review and the analysis of the integrated model help to reveal the key aspects and principles that underlie the successful management of employee motivation and loyalty in modern organisations. The article’s conclusions serve as a basis for further research and development of personnel management strategies.

Workforce Diversity at Work: Exploring Ethnicity as Moderating in Age and Performance

It’s critical to promote workplace employee diversity, as it empowers various workforces and improves teamwork. Adopting employee diversity fosters a positive work atmosphere that encourages employee creativity and productivity. Based on this background, the aim of the study was to understand teaching faculty perceptions of age, ethnicity, and performance and to analyse the moderating effect of ethnicity on age and performance. The study was objective in nature, focusing on private colleges in the Kathmandu Valley of Nepal to select teaching faculty. A cross-sectional design was adopted, ensuring a snapshot of data collection. Consent and privacy were maintained throughout the study, respecting participants' confidentiality. The study identifies ethnicity as a moderating factor between age and performance, where age and ethnicity separately enhance performance but ethnicity as a moderating factor interacts negatively. While age has a positive relationship with performance, ethnicity as a moderator displays a subtle yet significant negative impact on job performance. Colleges must address both the advantages of age diversity and the ethnic imbalances in order to encourage equal opportunities and boost overall productivity.

Quality of Work Life and Job Satisfaction among Journalists of Television Newsrooms in Kathmandu

This descriptive research study is conducted among journalists in television newsrooms in Kathmandu identifies that safe working conditions, adequate health benefits, and equitable compensation are critical factors in enhancing job satisfaction among journalists. Job autonomy, opportunities for professional development, social responsibility, and positive image are also significant in fostering employee satisfaction which is in line with past literature on workplace safety, employee satisfaction, and perception of work environment among journalists. The study's results suggest that companies should create a positive work atmosphere by compensating employees fairly, providing opportunities for professional growth, and fostering a culture of social responsibility and positive image.

Analisis Faktor Pengunduran Diri Karyawan pada Perusahaan PT. Midi Utama Tbk Branch Medan

It is hoped that the results of this research can provide a better understanding which aims to analyze the factors that influence employee resignation at PT. MIDI Utama Tbk. Medan Branch. By understanding the factors that influence attrition, companies can take better action in retaining potential employees. Employee resignation is an important issue in human resource management, because it can have a negative impact on company productivity and recruitment costs. The research results show that there are several main factors that contribute to employee resignation at PT. MIDI Utama Tbk Branch Medan. These factors include dissatisfaction with working environment conditions, excessive workload, lack of career development opportunities, as well as communication and management problems. In addition, personal factors such as changes in family status also influence the decision to resign. By understanding these factors, companies can take more effective action in retaining potential employees and promoting a more positive work atmosphere. Efforts to improve communication, reduce excessive workload, and provide further career development opportunities can be effective strategies in reducing employee resignation rates.

Organizational Leadership Skills Theory and Practice: A Guide to Management System

The paper explores the organizational leadership skills theory and practice as a guide to management systems in terms of motivation of groups to improve tasks, influence to build trust, become effective communicators, provide a positive work atmosphere, foster employee satisfaction, and encourage professional growth and development among the respondents. Descriptive quantitative research design is employed in the study. It quantifies and measures organizational leadership skills theory and practice as a guide to management systems. Likewise, convenient sampling is utilized in the gathering of the sample size. The study comprised Sixty (60) respondents only. Results show that motivation drives the success of employees which is vital for the satisfaction of the workforce and role in the organization, show to engage employees to perform better with their work to the fullest, show to communicate clearly with the objectives, goals, and expectation to provide clarity with self-confidence among employees who excel on the job well done, show that it is conducive for collaboration and success for the employees' efforts in the organization and performance, show to involve significant experiences on employee retention, employee engagement, and employee motivation, and show to provide an opportunity for advancement to grow and develop as team members in the organization.

What helps hospital staff in times of crisis: qualitative results of a survey on psychosocial resources and stressors in German hospitals during the COVID-19 pandemic.

Even before the COVID-19 pandemic, hospital workers faced a tremendous workload. The pandemic led to different and additional strain that negatively affected the well-being of employees. This study aims to explore psychosocial resources and strategies that were used by hospital staff. In the context of an intervention study, employees of three German hospitals were questioned in writing in summer and fall 2020. Five open-ended questions about the pandemic were asked to capture corresponding effects on daily work routine. Answers of 303 participants were evaluated using structuring qualitative content analysis. Significant stressors and resources were identified in the areas of work content and task, social relations at work, organization of work, work environment and individual aspects. Stressors included, for example, emotional demands, conflicts, an increased workload, time and performance pressure. Important resources mentioned were, among others, the exchange with colleagues and mutual support. Sound information exchange, clear processes and guidelines and a positive work atmosphere were also important. In addition, the private environment and a positive mindset were perceived as helpful. This study contributes to a differentiated understanding of existing psychosocial resources of hospital staff in times of crisis. Identifying and strengthening these resources could reduce stress and improve well-being, making hospital staff better prepared for both normal operations and further crisis situations.

The relieving effect of innovation in enterprise financial performance management model on employee anxiety disorders

BackgroundWith the complexity of enterprises’ operating environment, employees face increasing work pressure and task requirements, which may increase anxiety symptoms. Effective financial performance management can improve enterprises’ economic benefits and create a more stable and positive work atmosphere for employees. This study explores the effectiveness of innovative financial performance management models in alleviating employee anxiety.Subjects and MethodsFive companies were selected for innovative financial performance management models, with 1,200 employees participating in the study. The study subjects were evaluated using the Self-Rating Anxiety Scale (SAS) and Hamilton Anxiety Scale (HAMA). The experiment lasts one year and tracks, studies, and evaluates employees’ anxiety symptoms and job satisfaction.Results Through the innovation of the financial performance management model, 75% of employees stated that their work pressure was significantly alleviated. At the same time, employee job satisfaction increased by 23%. In the mental health assessment, anxiety symptoms among employees who experienced innovative management models decreased by 18% compared to before the reform.ConclusionsThe innovation of enterprise financial performance management mode not only promotes the economic benefits of the enterprise but also effectively alleviates employees’ anxiety symptoms and improves their job satisfaction. To ensure the sustained and healthy development of enterprises and the psychological health of employees, it is recommended that more enterprises consider innovating and optimizing their financial performance management models.

Involving HRM Indicators on Firm Financial Performance: Correlation Study Between Social Factors, Work Environment, and Job Satisfaction

The purpose of this paper is to explore the relationship between factors such as job satisfaction, social factors, and work environment, and their impact on an organization's financial performance. This paper is based on a review of existing literature on the relationship between employee happiness and satisfaction and financial performance. Various theories, such as Expectancy Theory, Locke and Latham's Job Satisfaction Theory, and Fredrick Herzberg's Job Satisfaction Theory, are used to support our findings and analyze based quantitative with SMART-PLS to answer the hypothesis. The study results show that Job satisfaction has a positive impact on financial performance. Increased job satisfaction can reduce employee turnover, increase productivity, and reduce recruitment and training costs. Social factors, such as a positive organizational culture, effective communication, social support, and team diversity, also affect financial performance by creating a more dedicated and motivated workforce. Social factors also have a positive and significant effect on job satisfaction. Positive relationships with coworkers and superiors, good communication, and social support contribute to higher job satisfaction. A good work environment, including a comfortable physical environment, a positive work atmosphere, healthy employee relations, supportive company policies, and a positive work culture, contributes to employee motivation and company performance. This paper highlights the importance of factors related to employee happiness and satisfaction in achieving better financial performance. It provides managers with insights on how to improve employee satisfaction, build a positive organizational culture, improve communication, and create a supportive work environment. The findings also contribute to the existing organizational and management theories by emphasizing the significance of psychological and social factors in predicting financial performance.

Happiness Management: Theoretical, Practical and Impact

The importance of happiness management is getting attention from the organization's HR because it relates to employee needs and motivations that are not only on financial operations but focus on overall employee welfare. This literature review aims to present the concept of happiness, happiness management practices in the workplace and the effects of happiness in life on activities and conditions relevant to the organization. Research findings, a positive and healthy organization can affect the happiness of its personnel. Companies must create a positive working atmosphere for employee satisfaction, Communication and collaboration, openness is needed which must support thinking, creativity and innovation, increase engagement and emotional work, and foster valuable social relationships. The meaning and purpose of life at work, considering it important to prioritize ethics, beliefs, and values, spiritually that true happiness is about being grateful for blessings and blessings, is also very likely to be associated with certain achievements and successes that are relative among human beings.

Does the ‘Educational Alliance’ conceptualize the student - supervisor relationship when conducting a master thesis in medicine? An interview study

BackgroundCompleting a master thesis (MT) is mandatory in many undergraduate curricula in medicine but a specific educational framework to guide the supervisor-student relationship during the MT has not been published. This could be helpful to facilitate the MT process and to more effectively reach the learning objectives related to science education in medicine. An attractive model for this purpose is the ‘Educational Alliance’ (EA), which focusses on the three components ‘clarity and agreement on (a) goals, (b) tasks and (c) relationship & roles’. This study investigated factors that can either facilitate or hinder the process of MTs, and related these to the components of the EA.MethodsWe conducted semi-structured face-to-face interviews with 20 students and – separately – with their 20 corresponding supervisors, after the MT had been accepted. The interviews included open questions on factors facilitating or hindering the success of the MT. Audio recordings of the interviews were anonymized and transcribed, and then analysed by qualitative content analysis. Also, quantitative data were gathered on satisfaction with the MT process and the supervisory quality (using Likert-type questions).ResultsWe were able to analyse all 40 interviews, related to 20 MTs. From the transcripts, we extracted 469 comments related to the research question and categorized these into the four main categories (a) ‘Preparation’, (b) ‘Process’, (c) ‘Atmosphere’, (d) ‘Value of the MT’. Interviewees highlighted the importance of a careful preparation phase, clear expectations, a clear research plan, thorough and timely feedback, mutual agreement on timelines, and a positive working atmosphere. Each of these factors could be brought in line with the three components of the EA framework: agreement and clarity of goals, tasks, relationships & roles. Satisfaction with the MT process was rated 8.75 ± 1.22 SD (of 10) points by supervisors, and 7.80 ± 1.61 SD points by students, while supervision quality was rated + 1.51 ± 0.63 SD (scale from − 2 to + 2) by supervisors, and + 1.26 ± 0.93 SD by students.ConclusionWe propose the EA framework as a useful guidance for students, supervisors, and the university towards conducting successful MTs in medicine. Based on the findings, we provide specific recommendations for students, supervisors, and university.

Theoretical Principles of Motivation Management in the Territorial Community

The importance of employee motivation in a territorial community lies in its impact on their productivity, efficiency, and engagement in community development. Motivated employees demonstrate greater initiative, creativity, and collaboration skills, which contribute to achieving community goals and solving its problems. Moreover, motivation helps retain talented individuals, increases job satisfaction, and creates a positive work atmosphere that fosters cooperation and community development as a whole. The article explores the historical origins of the term “motivation” and its main stages of evolution. It examines interpretations of the concept of motivation by both domestic and foreign scholars and proposes its own definition. Motivation is understood as “the main management function that consists of a set of specific motives that drive employees to more productive and efficient work in order to achieve their own goals and the goals of the organization, as well as to apply employees' professional potential in a strategic period”. The dynamics of the number of scientific publications in the Scopus database on motivation research over the past 10 years, including by Ukrainian scientists, are analyzed. The search results show an increasing interest of researchers in studying the concept of motivation, with a total of 13,072 works in 2022. The main stages of the employee motivation process are considered. This process includes six main stages: the emergence of a need, seeking ways to satisfy the need, setting goals and directions of action, implementation of specific actions, receiving rewards for actions performed, and satisfaction of the need. A comparative characteristic of the terms “motivation” and “stimulation” is provided based on the following comparison criteria: scope of application, duration of action, stimulating measures, relation to work, organizational form, and overall goals. A well-developed motivation system that combines both material and non-material incentives ensures improved productivity, as motivated employees are more inclined to high-quality and productive work. By improving motivational management, a community can stimulate employees to achieve better results in their duties and attract and retain talented personnel, as competition for talented specialists becomes increasingly intense.

‘If you can’t describe it, we can’t play it’: professional conductors’ verbal feedback in rehearsals

ABSTRACT This article explores the work of conductors to develop an understanding of verbal feedback in the context of professional-level big band orchestras. A big band conductor must have strong musical and social skills to guide a big band to the performance level. This qualitative study is based on Vygotsky’s theory of learning as a social process. The collaboration between conductors and big band musicians is understood as a pedagogical relationship in which the conductor supports the musicians in practising the repertoire through different scaffolding tools (e.g. verbal feedback). The scholar analysed conductors’ work in three cycles according to the clarity and conciseness of their feedback, how a positive working atmosphere is built, and the big band musicians’ participation. The results demonstrate how the conductors gave direct one-sided instructions to refine the musicians’ playing. The data also revealed the musicians’ occasional involvement in music-related problem-solving through positive interactions. The article contributes to the discussion on the social skills of conductors to be utilised by, among others, professionals in music, conducting education teachers and students.

The Influence of Work Motivation and Knowledge on Organizational Citizenship Behavior of Kindergarten Teachers in Bogor City

The purpose of this research is to examine the influence that kindergarten teachers' levels of motivation and knowledge have on their levels of organisational citizenship behaviour (OCB). A questionnaire was given to a random sample of eighty kindergarten instructors living in Bogor City as part of the research. A series of surveys were used to collect the data, which was followed by analysis utilising procedures including multiple linear regressions. The findings indicated that OCB in kindergarten instructors was significantly affected by both a teacher's level of knowledge and motivation. Because OCB has a positive relationship with motivation and knowledge, this indicates that the level of OCB displayed by a teacher is proportional to the level of motivation and knowledge displayed by that instructor. These findings may have substantial ramifications for education administration and policy makers, with the potential to raise the knowledge and motivation of kindergarten teachers, hence improving teacher performance and fostering a more positive work atmosphere in schools.