Employee Productivity Research Articles

Laissez-faire leadership: a comprehensive systematic review for effective education practices

This analysis addresses the knowledge gap on laissez-faire leadership in organizations. After reviewing 64 articles through the systematic literature review, the study finds that laissez-faire leadership, marked by minimal decision-making involvement, is generally associated with negative outcomes like reduced employee satisfaction and productivity. However, its impact can vary based on context, potentially fostering creativity in highly skilled and motivated teams. The study emphasizes the need for judicious application of this leadership style and suggests that school managers should discern when to use it, considering its suitability for different types of educators. Overall, the research contributes valuable insights for leaders aiming to optimize leadership strategies in diverse contexts.

The Influence of Organizational Climate on The Quality of Work of Employees At State 1 Batudaa Vocational High School Gorontalo District

Abstract This research aims to determine the magnitude of the influence of organizational climate on the quality of employee work at State Vocational School (SMK) 1 Batudaa, Gorontalo Regency. In the educational context, organizational climate is an important factor that can influence employee performance and productivity. Using a quantitative approach and survey methods, this research involved 37 people as a sample represented from various backgrounds at the institution. The use of simple regression analysis as a data analysis method allows researchers to determine the extent to which the relationship between organizational climate variables and employee work quality can be measured statistically. The results of the research show that organizational climate influences the quality of work of employees at State Vocational School (SMK) 1 Batudaa, Gorontalo Regency, with a coefficient value of 0.713 or 71.3%. This figure shows that more than two-thirds of employee work quality can be explained by organizational climate factors, which include aspects such as communication, managerial support, and work culture. These results indicate that organizational climate makes a significant contribution to the quality of work of teachers and education personnel, which in turn has an impact on the effectiveness of learning in schools. Thus, it is important for school management to create and maintain a positive organizational climate so that employees can work optimally and achieve the expected educational goals. This research also opens up opportunities for further research regarding interventions that can be carried out to improve the organizational climate, so that the quality of employee work can continue to be improved in order to create a better learning environment.

An Analysis of Critical Processes and Employee Challenges at Velmurugan Heavy Engineering Industries (VHEI) Private Limited, Thanjavur

This study investigates the critical processes and challenges faced by employees at Velmurugan Heavy Engineering Pvt. Ltd., located in Sengipatti, Thanjavur. The aim is to identify areas for improvement and provide recommendations to enhance employee performance and organizational effectiveness. Employing a mixed-method approach combining qualitative and quantitative methods, data were collected extensively through surveys, interviews, and observations from a representative sample across departments and hierarchical levels. The findings highlight critical areas such as project management, quality control, communication channels, and performance evaluation. While the organization demonstrates competence in these areas, gaps exist, particularly in streamlined communication and efficient project management. The study also uncovers challenges including unclear role expectations, limited professional development opportunities, inadequate work-life balance, and insufficient recognition and rewards. Recommendations are offered to strengthen communication channels, enhance project management practices, implement employee development programs, promote work-life balance initiatives, and establish a robust recognition and rewards system. Addressing these challenges and implementing recommended strategies has led to improved employee satisfaction, productivity, and overall organizational performance. This study provides valuable insights for Velmurugan Heavy Engineering Pvt. Ltd. to cultivate a positive work environment and foster a highly engaged workforce, contributing to sustainable growth and success

Remote Work Dynamics in Semiconductor MNCs in Klang Valley: The Impact of Work Environment, Technological Infrastructure, and Work-Life Balance on Employee Productivity Moderated by Gender

Remote Work Dynamics in Semiconductor MNCs in Klang Valley: The Impact of Work Environment, Technological Infrastructure, and Work-Life Balance on Employee Productivity Moderated by Gender

THE IMPORTANCE OF ASSERTIVE COMMUNICATION IN ORGANIZATIONAL BEHAVIOR

Communication is necessary all the time within an organization, whether for training, a meeting, or even a small instruction, good communication is essential. The most important aspect of communication is not just what the communicator is saying, but how the listener is receiving that communication and whether it is assertive enough to lead to exactly what was requested; otherwise, it can result in rework for both parties. Communication is fundamental for any type of organization; however, when it is done incorrectly, it can harm the productivity of employees and consequently the company's results. Thus, this research aimed to identify the communication channels between leaders and subordinates, the impacts on subordinates' productivity, and areas for improvement to achieve more assertive communication within organizations. This research highlights the importance of communication, but also the assertiveness of this communication between leaders and subordinates. In this way, it was concluded that there is a need for measures to improve the assertiveness of communication in organizations, in order to achieve goals and objectives. Through research with 24 interviewees, who work as leaders and subordinates in large multinational companies in the city of São Paulo, it was observed that assertive communication is extremely important and can have a positive or negative impact on their activities.

Optimisasi Pengelolaan Karyawan dan Proyek Melalui Sistem Berbasis Web di PT Raja Perkasa

PT Raja Perkasa, a company operating in the construction sector, faces challenges in managingoperational activities and employee performance. This research aims to develop a web-basedmanagement system as a solution to address these issues. The developed application is designed topresent the company’s portfolio, manage partner data, handle partnership proposals, overseeproject data, manage employee records, facilitate attendance tracking, manage leave requests,resignation submissions, and issue employee warnings. The application development utilizes theLaravel framework and MySQL as the database management system, with the goal of improvingthe efficiency and effectiveness of company information management. The Waterfall method isused for the application development, encompassing the stages of requirements analysis, design,coding, testing, deployment, and maintenance. The application, after successful testing in thedeveloper’s local environment, was then hosted for direct user access. In the maintenance phase,bug fixes were implemented, and user satisfaction data was gathered through questionnairescompleted by 23 respondents representing seven user roles: admin, project manager, owner, HR, employees, clients, and visitors. The Likert scale analysis resulted in an average satisfaction levelof 87.14%. The research findings indicate that the application provides a positive user experience.However, further development is needed to add features such as employee recruitment, financialmanagement, and project scheduling, with a focus on sensitive data security. Therefore, thisapplication is expected to strengthen PT Raja Perkasa’s position in the construction industry andenhance project management and employee productivity

An Analysis of the Workplace Environment and Its Impact on Employee Health, Satisfaction, and Productivity in Jordan

An Analysis of the Workplace Environment and Its Impact on Employee Health, Satisfaction, and Productivity in Jordan

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

Unlocking employee potential through motivation workplace dynamics and incentives a holistic approach to driving productivity

Modern workplaces have evolved so much that it requires a change in how companies think of employee motivation and productivity. The study aimed to finding out the association between employee motivation and incentive systems to formulate a model that will guide on how best overall organizational productivity could be boosted. It also offers insights based on research proven strategies for building the type of workplace that will motivate employees. The research used a quantitative approach with cross-sectional survey design. Three hundred and fifty individuals were surveyed from 10 organizations across a range of industries, organizational levels. Stratified random sampling approach was used to ensure that all age groups as well as different generational and working models were represented in sample across cultures. Structural equation modelling (SEM) by means of AMOS 26 was applied and an analysis of the results revealed some important paths for critical organisational variables. The findings found was motivation, with high relationships to the workplace environment (β = 0.42), communication (β = 0.55) and incentives (p < Workplace environment was empirically shown to have a positive but weak effect on productivity (β =0.13), and the strong relationship with communication (β = 0.80). The proposed model shows a good fit in multiple indices: GFI (0.852), CFI (0.913), TLI (0.900) and RMSEA 90(74)], thereby validating the structure of the framework along with all its measured variables. These results suggest that organizations need to take a comprehensive view when looking at ways to motive and increase productivity of employees by being able understand the complex interrelations among work behaviors. This has operational implications for leaders and human resource professionals who seek a combined impact by aligning work designing, communication systems, incentive design structures and cultural integration strategies.

The Moderating Role of Supply Chain Agility on the Relationship Between Strategic Flexibility and Organizational Market Performance in Nigerian Pharmaceutical Industry

The pharmaceutical industry is key to the survival of the human race, but equally becoming increasingly susceptible to global disruptions. In Nigeria, records have shown that the industry is plagued with several problems, inclusive of low employee productivity, poor market share, low innovation performance, poor and marginal sales growth and low profitability, which are likely a result of a lack of strategic flexibility in the face of increasing environment turbulence and intense competition. Despite efforts from researchers, the moderating role of supply chain agility has been largely overlooked in the literature. Therefore, this study examines the moderating role of supply chain agility on the relationship between strategic flexibility (resource flexibility, coordination flexibility, proactive flexibility, reactive flexibility and futurity) and organisational performance. A survey research design was used to collect data from 642 management and senior staff employees of six pharmaceutical companies listed on the Nigerian Exchange Group. A total enumeration method was adopted for the study, with a well-structured adapted questionnaire, having Cronbach’s alpha reliability coefficients ranging from 0.725 to 0.945. Partial Least Squares Structural Equation Modeling (PLS-SEM) was chosen to achieve the research goal. The PLS-SEM analysis revealed that strategic flexibility positively affects organizational performance (β = -0.093, p> 0.050, Q2 = 0.644). However, supply chain agility negatively moderates this effect, indicating that while agility is beneficial independently, it can counteract the positive impact of strategic flexibility when combined. The study recommended that the management of pharmaceutical companies in Nigeria should pay serious attention to strategic flexibility as an organizational capability that can enhance performance in the face of increasing uncertainties in and unpredictability nature of the business environment.

The Performance of Staff at the Arusha Regional Immigration Office: An Investigation into the Influence of Job Enrichment Practices

The inefficiency and low morale of Immigration staff in Tanzania have led to significant concerns regarding their performance. Over 40% of Immigration Department staff report low job satisfaction, and employee productivity has declined by 25% over the past three years. The persistent issues of inefficiency and low morale threaten to undermine these functions, thereby justifying the need for this study. This study assesses the influence of job enrichment practices on the performance and job satisfaction of Immigration Department staff in Arusha. The study employed a descriptive research design guided by a pragmatism research philosophy, which balances both subjective and objective perspectives to address the complex issues related to job performance and satisfaction. The study also used Job Characteristics Theory (JCT), which posits that certain job characteristics such as skill variety, task identity, task significance, autonomy, and feedback enhance employee motivation and performance. Data was collected through questionnaires and interviews with a sample size of 52 respondents whereby 47 staff completed questionnaires and 5 leaders were interviewed. A purposive sampling technique was used to ensure that participants with direct experience in job enrichment practices were included. The questionnaires were analyzed using descriptive statistical methods, including frequencies, percentages, means, and standard deviations. The qualitative data from the interviews were analyzed using thematic analysis. The findings reveal that job characteristics significantly impact job performance. This study highlights the significant role that job enrichment and job satisfaction play in enhancing the performance of Immigration Department staff in Arusha. The findings suggest that focusing on improving job characteristics that contribute to job satisfaction can lead to a more motivated and productive workforce. It is recommended that the Immigration Department adopt strategies that promote job enrichment, such as providing opportunities for skill development, increasing employee autonomy, and ensuring a supportive work environment.

The Effect of Training on Employee Productivity at Mercure Jakarta Sabang

The purpose of this study is to determine how influential training consisting of training objectives, training materials, training methods, participant qualifications, and instructor qualifications on employee productivity at Mercure Jakarta Sabang. This study used quantitative research methods, with an Explanatory Research model. The research sample amounted to 46 respondents who were selected using random sampling techniques. The instrument used to collect the data is a questionnaire with Likert Scale. The data analysis technique uses multiple lnear regression analysis. The results of data analysis showed that training had a significant effect of 46.8% on employee productivity at Mercure Jakarta Sabang

Transforming Workforce Dynamics: The Role of Remote Work Flexibility, Technological Adoption, and Employee Wellbeing on Productivity of State Owned Enterprise Employee

This study examines the impact of remote work flexibility, technological adoption, and employee wellbeing on the productivity of employees in state-owned enterprises (SOEs). In response to shifting workplace dynamics, SOEs have increasingly implemented flexible work arrangements and digital tools, prompting the need to evaluate how these factors influence employee performance. Using a quantitative research approach, data were collected from 400 employees across various SOEs in Indonesia. The analysis, conducted using multiple linear regression, revealed that technological adoption significantly enhances employee productivity, followed by remote work flexibility and employee wellbeing. Findings also highlight challenges such as digital infrastructure limitations and the need for more comprehensive wellbeing programs. The study contributes to existing literature by providing insights into how SOEs can optimize workforce productivity through flexible work policies, digital transformation, and employee wellbeing initiatives. Practical recommendations for overcoming identified barriers are discussed, offering a roadmap for SOEs to enhance employee performance in a rapidly evolving work environment.

Organizational Stress and Employee Productivity in Nepalese Commercial Banks: The Mediating Role of Employee Welfare

Workplace stress refers to the physical and emotional strain caused by work-related pressures, which can negatively impact employee well-being and productivity. Employee welfare initiatives help to manage workplace stress by providing support systems and resources that promote well-being of the employees and leads to increase employee productivity and job satisfaction. This study aims to investigate how employee welfare impacts the relationship between organizational stress and employee productivity in Nepalese commercial banks. To accomplish this objective, data were collected from 312 respondents using a structured questionnaire, which was distributed via a convenience sampling method. The participants consisted of employees at managerial, officer and assistant level employees from various commercial banks. Data analysis was conducted using Process Macro 4, applying a 95% confidence interval and 5,000 bootstrapping samples. The findings reveal that employee welfare serves as a fully mediator in the relationship between organizational stress and employee productivity. This study demonstrates that organizations that are investing in employee welfare programs foster a healthier and more supportive work environment, contribute to reducing organizational stress, leading to improved performance and workplace morale. JEL Classification: J81, J24, J28 Int. J. Soc. Sc. Manage. Vol. 11, Issue-4: 119-125.

Thriving minds, thriving workplaces: unleashing creativity through psychological wellbeing and psychological capital

PurposeThis study examines the complicated relationship between psychological wellbeing, joy at work, creative ability and the mediating influence of psychological capital, drawing insights from self-determination theory within the context of the banking sector.Design/methodology/approachThe study utilized random sampling to gather comprehensive data from 465 banking employees. Following data collection, structural equation modeling was employed to test the hypotheses formulated based on the collected data.FindingsFindings underscore a significant association between psychological wellbeing and both joy at work and creative ability within the banking sector. Moreover, the study elucidates that psychological capital acts as a crucial mediator, illuminating the pathway through which psychological wellbeing influences joy at work and subsequently enhances creative ability.Practical implicationsThis research offers valuable insights for organizational leaders and policymakers, emphasizing the imperative of prioritizing psychological wellbeing initiatives and nurturing positive work environments to enhance employee satisfaction, productivity and innovative contributions within the banking sector.Originality/valueThe application of self-determination theory as a theoretical framework provides a robust foundation for understanding the dynamics between psychological factors and workplace outcomes. The banking industry, often characterized by high stress levels and demanding work environments, stands to benefit substantially from interventions aimed at fostering psychological wellbeing. By cultivating positive mental health and capitalizing on joy at work, organizations can stimulate employee creativity ability, thereby fostering innovation and adaptive problem-solving capabilities crucial in the contemporary banking landscape.

Toxic Engagement: Identifying Toxic Leadership Through Employee Engagement to Benefit the SDGs

Objective: This paper critically examines the pervasive issue of toxic leadership, focusing on its detrimental effects on both organizations and individuals. It aims to establish the direct link between toxic leadership and diminished employee engagement, underscoring the importance of addressing these challenges to drive positive organizational outcomes. By identifying and mitigating toxic leadership behaviors, organizations can not only foster healthier workplace environments but also contribute meaningfully to the United Nations’ Sustainable Development Goals (SDGs), particularly SDG 8, which emphasizes the creation of decent work and sustainable economic growth. The paper argues that toxic leadership undermines organizational stability and growth by eroding employee well-being, productivity, and morale, ultimately impeding the achievement of global goals centered on inclusivity, equality, and sustainable development. Theoretical Framework: The theoretical framework is based in the very practical reality that toxic leadership has been widely acknowledged for its damaging effects, yet there remains a deep gap in understanding how these behaviors manifest themselves in real-world settings. Drawing on the construct of employee or follower engagement, the methodology of this study highlights engagement as a critical tool for identifying and mitigating the presence of toxic leadership within organizations. Results: The results and discussion demonstrate how to use employee engagement to understand if toxic leadership is present within an organization. Implications: The research implications of this study underscore the urgency of implementing checks and balances in leadership to foster healthier organizational cultures concluding with insights for further research, the paper calls for continued discourse and actionable strategies to eliminate toxic leadership and promote organizational well-being. Through a comprehensive review of healthy versus toxic leadership traits, the originality and unique value of this study is the introduction of a new term, "toxic engagement." Conclusions: A proposed framework for detecting early signs of toxic leadership by evaluating follower engagement metrics. This framework aims to offer organizations practical means to detect, recognize, and address toxic behaviors before irreversible damage occurs.

Readiness of government employees on workplace digital transformation and its correlation to employees’ productivity using Herzberg two-factor theory

This research study evaluates the preparedness of government employees to implement digital transformation and its impact on employee productivity by incorporating Herzberg's Two-Factor Theory. The Philippine government has launched several automation and digitalization initiatives to enhance public administration and increase accessibility to government services. However, digital transformation has posed challenges to employee productivity and motivation, leading to inefficiency and a lack of incentive to perform tasks due to employees' unawareness of various aspects of digitalization. The study employs a quantitative correlation research design, utilizing statistical treatments such as Weighted Mean and Pearson R to analyze and interpret the data. According to the findings, while government employees are ready and willing to embrace digital change, there is potential to increase the effectiveness of digital technologies in reducing workplace stress and improving overall well-being. The study also found a significant relationship between the readiness of government employees for workplace digital transformation and their productivity, as explained by Herzberg's Two-Factor Theory.

Impact of AI on Work Life Balance of Working Women in Hotel Industry

Artificial intelligence (AI) has brought about significant advancements as well as challenges for the hotel industry. AI enhances efficiency by automating routine tasks, allowing employees to focus on personalized services . Tools like chatbots ease workloads, benefiting women employees. However, AI also raises concerns about job security due to potential role replacement. According to a report by the Hotel Association of India, in 2020, the percentage of women employees in the Indian hospitality industry stood at around 35%. This study aims to explore the impact of AI on the work life balance of women employees in the hotel industry in Delhi, focusing on hotel employees and including positive and negative aspects of AI-driven advancements. To explore these impacts, a quantitative study method is used via Google Forms. The study uses both primary and secondary data. Primary data are collected through questionnaires and interviews of women employees in the hotel industry in Delhi, while secondary data are gathered from industry reports and academic literature. The findings aim to provide insight into how AI influences the work-life balance of women employees, throwing light on issues like job security and employee productivity of women in the hotel industry. This study can be helpful to the hotel industry in guiding the adoption of AI to improve women's work-life balance while addressing job security and productivity concerns. Key Words: Artificial Intelligence (AI), Hotel Industry, Work-Life Balance, Women, Job Security, Employee Productivity

Scenario-Based Analysis of Electrification Effects on Value Creation and Employment Structures for the Automotive Industry in the Federal State of Baden-Wuerttemberg, Germany

The transformation path to electric mobility will have fundamental impacts on the existing value chain and employment structures in the automotive industry. The purpose of this paper is to derive and examine these effects based on two different electric mobility market scenarios for the European (EU27) passenger car as well as truck market 2040 with special focus on the highly export-oriented industrial automotive cluster in Baden-Wuerttemberg. To achieve this, both a moderate and a progressive market scenario were simulated using the scientifically validated DLR VECTOR21 vehicle technology scenario model, based on two different parameter sets derived from actual and possible framework conditions on the European car and truck markets. Based on a detailed analysis of the industrial branch, value creation, and employee structure in Baden-Wuerttemberg and its automotive cluster, the effects resulting from the transformation to electric mobility will be displayed. With detailed Fade-In and Fade-Out analysis, the shifts from internal combustion engine components to electrified components will be derived and illustrated for each employee segment in the automotive cluster in Baden-Wuerttemberg, which leads to completely new and original results at this level of detail. Furthermore, the detailed display of the automotive cluster in this study allows for regionalized statements on employment effects, considering, for the first time, not only the car but also the truck segment. The analysis shows that battery electric vehicles will achieve a share of 34% or 57% for new registrations on the German car market in 2030, depending on the scenario framework conditions. The resulting employment effects for the entire automotive cluster in Baden-Wuerttemberg reach −37,000 (−8%) or −66,000 (−14%) by 2030 with further negative development until 2040 (−155,000, −30%) for the respective scenarios. Employment segments, in particular powertrain-dependent production employees, are at risk, with a potential decline of up to −60%. R&D employees could be also be significantly, affected with a reduction in workforce of about −50%.

Characteristics of the Cohort of Personnel of the Sublimate Production of the Siberian Chemical Plant Involved in Working with Plutonium-239

239Pu has the property of initiating radiogenic diseases in workers who come into contact with it during their professional activities. To study adverse medical and biological effects and to study in detail the potential consequences of plutonium exposure on the body of personnel at nuclear energy facilities, it is necessary to form a cohort of people involved in working with this isotope. The purpose of the study is to form and characterize a cohort of Siberian Chemical Plant sublimation production employees involved in working with 239Pu in the period 1953–2000. The source of information for forming the cohort was the database of the regional medical and dosimetric register of the population of closed administrative-territorial formation Seversk and the personnel of the Siberian Chemical Plant, containing personal, dosimetric, medical and biological information regarding all current and former employees of the Siberian Chemical Plant (about 65,000 people) since the founding of the enterprise till now. As part of this work, a cohort of sublimation production employees involved in working with 239Pu 9 in 1953–2000 was formed (1,052 people, 577 men and 475 women). The dosimetric, medical and biological characteristics of workers included in the sublimation production cohort are given. The created sublimation production cohort will make it possible to conduct comprehensive retrospective and prospective epidemiological studies to assess the morbidity and mortality of nuclear energy facilities employees, as well as to draw scientifically based conclusions regarding the role of 239Pu in the initiation of the most important socially significant non-infectious diseases (for example, malignant neoplasms, diseases of the circulatory system etc.) and mortality from these diseases. The scientific data obtained as a result of this study will make it possible to determine the main directions for organizing a system for assessing risks to the health of personnel at sites for the decommissioning of nuclear facilities and the formation of a set of measures aimed at improving the health-saving system of nuclear facilities employees and extending their working longevity.