Employee Productivity Research Articles

Strategic Leadership and Growth in Agricultural Value Chains in Tea Estates in Nandi County, Kenya

The agricultural value chain activities in the tea factories in Nandi County are important economic activity to the inhabitants of Nandi Hills Sub-County, Nandi County. These agricultural firms have faced considerable production-related challenges from low-quality tea and declining employee productivity since 2010. Due to this reason, the study sought to evaluate the linkages between strategic leadership and growth in the agricultural value chain activities in Tea Estates in Nandi Hills sub-county, Nandi County, Kenya. The study was informed by the resource-based view (RBV) theory and employed a correlational research design with a target population comprised of 1,150 employees drawn from 10 privately - owed Tea Estates in the Nandi Hills sub-county. The sample size was 297 which was determined through a formula. The study used the questionnaire as a data collection tool with a pilot study being conducted to test the reliability of the research instrument. The study randomly sampled the population and used a questionnaire as the main data collection instrument. The data collected was analyzed using descriptive and inferential statistics techniques. Findings indicated that there is a positive and significant correlation between strategic leadership and the growth in the value chain activities that were being used. The study concludes that leadership strategies contribute to the growth in the value chain hence the success and continuity of the firm. Therefore, the study recommends that firms should engage in effective strategic deployment and management of personnel. There is a need to inculcate a culture that encourages creativity by management and rewards accordingly

Оптимизация управления человеческими ресурсами на китайских строительных предприятиях в условиях цифровой трансформации

This article examines how Chinese construction companies can optimize human resource management to increase productivity in a digital mindset. First of all, the article highlights the main problems of modern human resource management, including outdated management concepts, irrational allocation of human resources and the lack of a scientifically based incentive system for employees. To eliminate the existing problems, the article proposes specific measures to optimize human resource management, including the development of a peopleoriented management concept, integration and optimization of human resource allocation, paying attention to work efficiency to increase employee enthusiasm, creating a system to improve the quality of employee work and a harmonious corporate culture. These measures are aimed at optimizing human resource management through digital thinking and technical means in order to effectively increase the productivity of employees of Chinese construction companies.

Role of Ethical Leadership, Corporate Culture, Employee Empowerment, and Organizational Commitment on Employee Productivity: Case Study of State Owned Enterprise Employee

This study investigates the influence of ethical leadership, corporate culture, employee empowerment, and organizational commitment on employee productivity within a State-Owned Enterprise (SOE). Using a sample of 300 employees, data were analyzed through descriptive statistics, reliability testing, correlation analysis, and regression analysis. The findings indicate that all four factors significantly enhance employee productivity, with organizational commitment having the strongest impact. Ethical leadership was also found to influence productivity indirectly through organizational commitment, while corporate culture moderated the relationship between leadership and productivity. Employee empowerment was shown to further improve productivity by granting greater autonomy and responsibility to employees. These results suggest that SOEs can enhance employee productivity by fostering ethical leadership, a supportive corporate culture, empowering employees, and building organizational commitment. The study provides valuable insights for SOEs aiming to improve performance in a public-sector context.

Influence of Personal Needs and Social Conditions on the Motivation of Employees and Contractors

Work motivation has a vital role in the development of organizations as it increases the productivity and efficiency of employees. To expand the understanding of individuals’ work motivation, this article examines the influence of individuals’ competence, autonomy, and social connectedness on it. In addition, culture-level moderating factors of these individual-level associations were examined. The findings show that autonomy and social connectedness have a positive influence on work motivation, while competence has a negative influence. Additionally, individual-level associations were moderated by country-level religious affiliation, political participation, humanitarian orientation, and in-group collectivism. In conclusion, contributions are indicated, incl. practical and directions for further research.

Pengaruh Fleksibilitas Jam Kerja dan Work Life Balance terhadap Peningkatan Produktivitas Karyawan Gen Z

Generation Z, with unique characteristics such as technological savvy, preference for work flexibility, and need for work life balance, brings a new paradigm in human resource management. Their dominance in the workforce creates challenges as well as opportunities for companies to create a work environment that supports employee productivity and well-being. This study aims to analyze the effect of flexible working hours and work life balance on the productivity of Gen Z employees through a literature study approach. The results show that flexible working hours allow employees to work more efficiently according to their convenient time and place, while work life balance helps reduce stress, increase motivation, and drive productivity. Generation Z highly values ​​this balance, which not only improves their mental and physical well-being but also contributes to the success of the company.

What is the role of cognitive-behavioral career coaching in mitigating work anxiety and depression among public employees?

This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching (CBCC) to reduce work anxiety and depression among public employees. Public sector workers often face significant psychological stressors, leading to mental health issues that impair well-being and job performance. The study employed a group-randomized trial design, involving 120 public employees diagnosed with severe anxiety and depression. Participants were divided into a treatment group, receiving CBCC, and a control group with no intervention. Results showed a significant reduction in anxiety and depression levels in the treatment group, sustained through follow-up assessments. The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees. Future research should explore the scalability of CBCC across different sectors and cultural contexts, as well as its integration with other mental health interventions. This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being. By addressing cognitive distortions and fostering adaptive coping mechanisms, CBCC can help public employees navigate complex professional environments, ultimately contributing to a healthier and more efficient workforce.

Interrelation between human capital management and ESG engagement: evidence from S&P 500 firms

This study investigates the relationship between human capital management strategies and corporate sustainability commitments while also examining the moderating role of CEO tenure in shaping this relationship. Drawing on a panel dataset of 413 S&P 500 companies spanning 2011 to 2023, we empirically tested the impact of various human capital management practices, including employee productivity, technology-enabled training investments, workforce diversity, pay equity, and employee benefits, on firms’ ESG performance. We further explored how CEO tenure influenced the effectiveness of these practices in driving sustainability outcomes. Our findings reveal significant positive associations between human capital management effectiveness and corporate ESG performance, highlighting the importance of talent management strategies in promoting sustainable business practices. Moreover, CEO tenure positively moderates the relationship between human capital management and ESG performance, suggesting that longer-tenured CEOs are better positioned to align their human capital strategies with sustainability goals. This study contributes to the literature by bridging the gap between human capital management and sustainability research, providing empirical evidence of the mechanisms through which talent management practices drive sustainability performance, and highlighting the critical role of leadership tenure in shaping these relationships. Our findings have important implications for corporate governance, strategic leadership, and sustainable human resource management practices and offer insights into how organizations can effectively integrate human capital and sustainability considerations to drive long-term value creation.

Effective Motivational Techniques on Personal Performance: A Cross-Cutting Case Study of Ministries, Departments, and Agencies (MDAs) in Juba South Sudan

Purpose: This study investigates effective motivational techniques aimed at improving personal performance within ministries, departments, and agencies (MDAs) in Juba, South Sudan. The research seeks to identify motivational challenges currently experienced by public servants in South Sudan, evaluate how the existing motivational approaches in the MDAs align with best practices in other regions, and propose targeted interventions to boost motivation among public servants in South Sudan. As the demand for efficiency and transparency in public service increases, understanding the factors that drive motivation becomes vital. Materials and Methods: Utilizing a mixed-methods research approach, this study combined both qualitative and quantitative analyses. Data were gathered from 46 participants and analyzed using SPSS Version 26. The primary focus was on the correlation between motivational strategies (independent variable) and individual performance (dependent variable). A regression model was used to assess the effect of motivational strategies on employee performance. Findings: The research findings indicate that recognition, incentives, and opportunities for professional growth play a significant role in enhancing employee engagement and productivity. The unstandardized coefficient for motivational strategies was measured at 0.628 (p < 0.001), suggesting a direct correlation between increased motivational strategies and improved individual performance. Furthermore, the correlation analysis exhibited a strong positive relationship, with a zero-order correlation of 0.935, reinforcing the beneficial effects of motivational strategies. Implications to Theory, Practice and Policy: The results underscore the critical need for MDAs in South Sudan to implement effective motivational strategies to enhance workforce productivity. Prioritizing recognition, offering incentives, and supporting professional development are strategies that can significantly elevate employee morale and productivity. Addressing these motivational challenges is essential for promoting a more efficient and transparent public service in the context of the existing bureaucratic and socio-economic environment in South Sudan.

Model of Increasing Employee Productivity at PT. Primafood International

Human resource capabilities are a key factor in increasing employee work productivity, so research needs to be carried out. The aim of this research is to find out whether work workload and work stress partially have a positive and significant effect on work productivity at PT. Primafood International. To find out whether Workload and Work Stress simultaneously have a positive and significant effect on Work Productivity at PT. Primafood International. The analysis technique used in this research is quantitative data analysis, namely testing and analyzing data by calculating numbers and then drawing conclusions from the test using descriptive statistical and correlation test tools, data processing using SPSS statistical software. From the partial research results, there is no influence of workload on employee work productivity at PT. Primafood International. There is a positive and significant influence of work stress on employee work productivity at PT. Primafood International. There is a positive and significant influence of work workload and work stress on product work productivity at PT. Primafood International.

Performance Appraisal Systems and Its Impact on Employee's Achievement in China’s Youmi Mobile

Performance appraisal systems are essential tools for aligning employee performance with organizational goals, and they play a particularly crucial role in rapidly growing sectors like China’s technology industry. This study explores the impact of performance appraisal systems on employee achievement at Youmi Mobile, a leading tech company in China, within the context of high-power distance and collectivist cultural norms. Using a quantitative research methodology, the study employed Structural Equation Modeling (SEM) to analyze data from 208 respondents across five key dimensions of performance appraisals: goal setting, performance evaluation, constructive feedback, development and career planning, and documentation. Findings reveal that all dimensions positively influence employee achievement, with development and career planning showing the strongest impact. These results suggest that culturally attuned performance appraisals can significantly boost employee productivity and satisfaction, offering valuable insights for HR practices in China’s tech sector. This research contributes to the broader understanding of performance management in Chinese corporate settings and provides a model for enhancing employee achievement through strategic appraisal systems.

Performance Appraisal and Job Productivity of Academic Staff in Kwara State University, Malete

Academic staff are crucial and valuable assets in any institution, such that if they are properly managed, they contribute to the overall growth and success of the institution. Performance appraisal has proven to be an effective instrument that helps institutions improve employee productivity. This paper carried out a thorough examination of the relationship between performance appraisal and job productivity of academic staff in Kwara State University, Malete highlighting the different elements, processes, and results connected to this relationship. The study examined theories such as equity theory, Herzberg’s two-factor theory to provide a conceptual framework for understanding the link between performance appraisal and job productivity. The research utilized a cross-sectional survey design, integrating a quantitative approach. With a population of 430, a sample size of 207 employees was arrived at; using the Taro Yamane Formula (1967). Multiple Regression analysis was employed on the data collected. Findings revealed that performance appraisal through teaching (PAT); research; community engagement; and community development (r=0.755, p>0.05) significantly affect academic staff job productivity in Kwara State University. The study concluded that, performance appraisal through teaching (PAT); research; community engagement; community development, and job productivity are closely intertwined aspects of the employee experience. Institutions that prioritize effective performance appraisal systems can reap benefits in terms of increased employee engagement and overall performance. The study recommended among others that, to enhance job productivity among academics and researchers, institutions should focus on creating a supportive and nurturing environment, considering the well-being of academic staff alongside research productivity.

Performance appraisal mechanism and employee productivity in public hospitals in Mbeya – Tanzania: the mediating roles of working environment and management style

PurposeThe main purpose of this paper is to investigate the effect of performance appraisal mechanisms on employee productivity in public hospitals in Mbeya – Tanzania, when mediated by working environment and management style.Design/methodology/approachUsing a sample of 338 employees, a cross-sectional design was adopted; questionnaires and interviews were used to collect primary data. Partial least squares structural equation modelling (PLS-SEM) was used to determine the relationship between the variables, and Sobel’s test was performed to test the mediation effects.FindingsAstudy found a strong association between performance appraisal mechanisms and employee productivity (p < 0.05). Goal setting significantly enhanced employee productivity (p < 0.05). Performance planning negatively impacted employee productivity, especially when combined with the working environment (p < 0.05). Assessment criteria had a significant positive effect on employee productivity when mediated by working environment and management style (p < 0.001).Originality/valueThis is the first study to examine how a performance appraisal system influences the productivity of public hospital employees in Tanzania. The study further explores the potential mediating effects of the work environment and management style on this relationship. By analysing the interplay between these variables and their impact on productivity, organizations can develop targeted strategies to boost employee performance and achieve superior results.

Sustainable Approach to Achieve New Green Solutions for the Construction Industry

In recent years, noise levels in administrative buildings have been considered one of the main causes of the stress and lack of productivity of employees. Based on the responses collected from a questionnaire survey distributed among companies with an open space configuration and studying the office’s acoustic conditions, from the specialized literature and through the authors’ experience, this study focused on the development of a new green dividing panel with superior sound absorption and acoustic insulation performances. In the experimental part, it was noticed that the presence of plants can influence the acoustic absorption values through their leaves’ conformation and distribution. Additionally, it was observed that the introduction of a coconut fiber layer in the panel led to higher values of the sound absorption coefficients in most of the studied plants. Through the conducted measurements, Tradescantia pallida registered superior values, with sound absorption coefficients with constantly increased values that varied in the range of 0.72–0.98 for the frequency range of 250–3150 Hz. Also, the weighted sound reduction index recorded a superior value of Rw (C; Ctr) = 27 (−1; −4) dB, comparable to other existing solutions.

Analisis Kinerja Sistem Presensi Elektronik Dalam Pelaksanaan Kebijakan TPP Dengan Metode IT Balanced Scorecard

The Additional Employee Income (TPP) initiative within the Wakatobi Government has been active since 2020, following the enactment of Wakatobi Regent Regulation Number 5 of 2022. Nonetheless, challenges confront the Electronic Presence System in Wakatobi. Issues encompass delays and inaccuracies in attendance data, system constraints in addressing additional factors impacting employee productivity, and concerns regarding potential manipulation or improprieties. Various studies delve into these matters. Nia Afdila et al.'s work explores the impact of e-attendance and supplementary employee earnings on performance at the North Sumatra Province TPH Service. Alfrian Carmen et al. conduct an IT Balanced Scorecard analysis to gauge IT performance at the Ambon City Dukcapil Service, while Cristian SM investigates electronic attendance's role in establishing single salaries for ASN at the Public Relations, Protocol, and Cooperation Bureau of the Riau Province Regional Secretariat. Assessing the Electronic Presence System's performance in TPP policy implementation through the IT Balanced Scorecard method is crucial for comprehending potential and constraints within the TPP framework. This qualitative research adopts the IT Balanced Scorecard Method, focusing on four primary perspectives: Corporate Contribution, Customer Orientation, Operational Excellence, and Future Orientation. Data acquisition involves interviews, observations, and documentation of relevant personnel. Performance assessments reveal one adequate perspective, two insufficient perspectives, and one deficient perspective, underscoring insufficient attention to Electronic Attendance System performance indicators by BKPSDM Wakatobi.

Pengaruh HRM Keadilan Organisasi, Manajemen Konflik, Etika Organisasi Terhadap Hubungan Karyawan dengan Intervening Iklim Kepercayaan

In the modern corporate environment, organizational justice, effective conflict management, and strong ethics are crucial elements in creating harmonious and productive employee relationships. The purpose of this research is to find out how HRM influences organizational justice, conflict management, organizational ethics on employee relations with the intervening climate of trust. This research was conducted at the XYZ company which operates in the shoe manufacturing sector located in Pasar Kemis Tangerang. Descriptive – correlative research design with quantitative methods and using purposive sampling techniques which were distributed via (google form) to 275 respondents aged 18 – 60 years who worked in the production section of the company. Primary data analysis was carried out using the Partial Least Square - Structural Equation Modeling (PLS-SEM) method. The conceptual model was analyzed using Structural Equation Modeling. The findings of this research reveal that organizational justice has a positive influence on employee relationships, management has a positive influence on employee relationships, organizational ethics has a positive influence on employee relationships, organizational justice has a positive influence on the climate of trust, conflict management has a positive influence on the climate of trust. , organizational ethics has a positive influence on the climate of trust, climate of trust has a positive influence on employee relations, climate of trust mediates the relationship between organizational justice and employee relations, climate of trust does not mediate the relationship between conflict management on employee relations and climate of trust does not mediate the relationship between organizational ethics on employee relations.

Pengaruh Fleksibilitas Jam Kerja, Stress Kerja Dan Motivasi Kerja Terhadap Produktivitas Karyawan (Studi Pada Karyawan Kembang Jaya Wedding Service Klaten)

This research aims to analyze the influence of Flexibility of Working Hours, Work Stress, Work Motivation on Employee Productivity in the Study of Kembang Jaya Wedding Service Klaten Employees. The population in this study were all employees of Kembang Jaya Wedding Service Klaten. The sample for this research was 50 respondents, with the sampling technique used, namely saturated sampling. This research used a quantitative approach, and was processed using IBM SPSS Version 29.0. The data collection method uses a questionnaire method, while the data analysis technique uses multiple regression analysis which is supported by the t test and f test as well as classical assumptions consisting of the normality test, multicollinearity test and heteroscedasticity test. The results of the research show that Flexibility of Working Hours has a positive and significant influence on Employee Work Productivity, Job Stress has a negative and significant influence on Employee Work Productivity, Work Motivation has a positive and insignificant influence on Employee Work Productivity, Flexibility of Working Hours, Job Stress, Work Motivation in general simultaneously has a positive and significant effect on employee productivity.

Ethical perception and job satisfaction of software developers

Software development is a domain that impacts numerous facets of the world. Careers in software development offer attractive financial compensation. However, the nature of software development jobs often requires sacrifices that may reduce job satisfaction, particularly due to ethical implications in the workplace. This paper examines how ethical perception is related to the job satisfaction of software developers. Using unique data from a 2018 survey of software developers, this paper employs ordinal logistic regression to measure the relationships between job satisfaction and various aspects of ethical perception, while controlling for age, gender, race and ethnicity, country, education level, undergraduate major, employment status, and salary. Job satisfaction among software developers is found to be positively related to ethical perception. Developers who uphold ethical standards by considering the ethical implications of the code they write, declining to write unethical code, and whistleblowing express greater job satisfaction. This study contributes to the field of disciplinary-based Knowledge Management (KM) by offering insights into the relationship between ethical perception and job satisfaction for software developers. The results can be applied in managerial decisions to improve employee engagement, retention, and productivity.

An Analysis of Servant and Autocratic Leadership in Church Organizations in Nigeria and Their Impact on Employee Performance, Satisfaction, and Productivity: Unraveling the Connection Between These Paradigms and Employee Contentment, Motivation, and Growth

Abstract: Leadership is central to contemporary management and organizational effectiveness. This study presents the findings of an examination and analysis of servant leadership, autocratic leadership, employee performance, employee satisfaction, and employee productivity. In particular, the servant leadership paradigm serves as a guide and model to organizational leadership, challenging traditional autocratic models. A conclusion is pursued with specific research, managerial, and theological implications. (Qiu & Dooley, 2022)(Angtud et al.2023)(Prasath et al.2021)(Chi et al., 2020)(Muzira et al.2020)(Sousa & van Dierendonck, 2021)(Hai & Van, 2021) Leaders exploiting internal resources and strengthening human and social capital lead to collective results such as competitive advantage and sustained performance. Literature reiterates that effective leaders tend to cultivate trust, innovation, and knowledge exchange by facilitating the creation of a culture that is both value-based and people-oriented. Leadership is the engine that drives human resources, and leadership behavior has been linked to job satisfaction, which is found to be positive when incumbents serve as servant leaders, and vice versa, found to be positive when leaders take on an autocratic leadership style.

ENHANCING EQUIPMENT FLEET AVAILABILITY USING GEMBA LEAN TOOL: A CASE STUDY IN HEAVY TRUCK AND TANK TRAILER REPAIR SHOP

Purpose: The purpose of this paper is to leverage the Gemba lean tool to study and enhance fleet management practices inheavy truck and tank trailer repair shop operations. Gemba, often referred to as the real place where things happen, provides a framework for observing and improving processes directly at the site of operations (Imai, 2016). By applying this approach, the research aims to gather and analyze data on the current fleet management practices at heavy truck and tank trailer repair shop operations and identify areas for improvement. The focus is on examining how fleet availability impacts overall business productivity, especially in a service-repir industry where timely equipment functionality is crucial. Design/Methodology/Approach: This research is based on primary data collected over an 8-month period using a fleet utilization template. The methodology involves evaluating the extent of fleet utilization and the impact of equipment downtime on the business operations of heavy truck and tank trailer repair shop. The collected data was analyzed to understand the correlation between equipment availability and employee productivity. Additionally, the study examines how maintenance practices-or the lack thereof-affect fleet downtime and, subsequently, the operational efficiency of the business. Findings: The research findings reveal a clear relationship between equipment availability and employee productivity. In small service repair businesses, maintaining fleet availability is often overlooked, yet it plays a significant role in meeting business objectives. The study found that prioritizing fleet maintenance could significantly reduce equipment downtime, thereby improving fleet availability and enhancing employee productivity. These improvements would help businesses like heavy truck and tank trailer repair shop achieve their strategic goals more effectively, by ensuring that employees have the necessary tools to perform their tasks without interruption. This research highlights the need for management in small businesses to adopt more proactive fleet maintenance strategies to increase productivity and overall operational efficiency.

Motivational Factors and Teachers’ Job Performance: An Investigation in Government Colleges of Bangladesh

Motivation is a crucial factor in enhancing employee productivity within the workplace since it directly influences employee behavior. The motivation of instructors is crucial in educational institutions as it boosts their work performance by enhancing their abilities and expertise. This study aims to determine the opinions of teachers on their satisfaction levels about numerous motivating issues among educators in public colleges in Bangladesh, as well as the impact of this satisfaction on their performance. In order to accomplish this goal, a semi-structured questionnaire was sent to the government college teachers in Bangladesh via the Facebook group, to solicit their comments. A total of 100 teachers, who were recruited in the general education cadre of the Bangladesh Civil Service and are currently working as teachers at government colleges, responded to this appeal. This study revealed that the academic staff at public colleges in Bangladesh are predominantly dissatisfied with several motivational variables, which adversely impact their work performance. Regarding motivating factors, the majority of teachers indicated contentment just with job security and were dissatisfied with other considerations. Most teachers are dissatisfied with promotion, as they perceive it to have a detrimental effect on their job performance. This study suggests that authorities should promptly promote teachers and implement additional motivator factors in order to enhance teachers' work effectiveness.