Profile Of Employees Research Articles

Incidence of Obesity in Diabetes Mellitus Rates, Profile of Teachers and Employees at SMA X Surabaya

Background: Reduced metabolic function can cause the human body to experience a lack of energy, resulting in the possibility of diseases including diabetes mellitus, hypertension, atherosclerosis, and even coronary heart disease. Objective: This study aims to analyze the incidence of obesity through Body Mass Index on the incidence of diabetes mellitus and Lipid Profile at SMA X Surabaya. Methods: The research design used was cross-sectional. Sampling was carried out using non-probability sampling with a random sampling technique. Data collection was carried out at SMA X Surabaya by 64 teachers and employees of SMA X Surabaya. Respondents were gathered to receive health education, then went through the registration stages, and vital signs, and then 5 mL of venous blood was taken to measure blood sugar levels and lipid profiles, namely total cholesterol and triglyceride levels. This research uses the Chi-Square test statistical test. Result: There is a significant relationship based on the chi square test between body mass index and cholesterol levels and triglyceride levels. because the p-value < 0.05 is 0.041 and 0.050 respectively, but there is no significant relationship between body mass index and glucose levels with a p-value of 0.181. Conclusion: There is a relationship between the incidence of obesity through Body Mass Index and the incidence of Lipid Profile but there is no relationship with the incidence of diabetes mellitus at SMA X Surabaya

Problems affecting procurement performance in Metro Kalibo Water District

The purpose of the study is to assess the problems affecting procurement performance that may be used to develop procurement methods and procedures for enhanced operational efficiency in Metro Kalibo Water District in the Philippines. The research design used in this study was descriptive-quantitative design. The respondents of the study were the ninety-nine employees of Metro Kalibo Water District. The study covered the period of one calendar year, from January 1, 2023 to December 31, 2023, and was limited only to demographic profile of employees, problems affecting procurement performance, and the measures to address the problems affecting procurement performance in Metro Kalibo Water District. The assessment of procurement performance at Metro Kalibo Water District is enriched by a diverse and highly educated workforce, including many with advanced degrees. This diversity provides a comprehensive range of expertise, with balanced input from both operational and managerial staff, and perspectives from employees with varying lengths of service. The distribution across different salary grades further enhances the multifaceted understanding of procurement functions. The Metro Kalibo Water District highlights the importance of effective procurement planning, clear procedures, staff competency, and adequate resource allocation. There is a significant relationship between employee demographics and procurement problems, as well as between these problems and the measures to address them, emphasizing the interconnected nature of these factors in achieving efficiency and transparency.

Mental Well-Being and Management Support of Quick Service Restaurant Employees in the 4 Cities of Batangas

The study aimed to assess the mental well- being and management support during the time of the pandemic among restaurant employees in quick-service restaurants (QSR) in the cities of Batangas Province. It presented the profile of the restaurant employees in terms of gender, length of service, and type of employees; determined the mental well-being of employees in terms of well-being, psychological distress, absenteeism/ presenteeism; and work engagement; assessed the management support in terms of supervision support at work and psychological safety climate management; tested the significant difference when grouped according to the profile. Descriptive research was used with 103 QSR employees weighted mean and ANOVA are the statistical tests utilized. Based on the result, the majority of the QSR employees were 20-30 years old, female, working for less than 6 months, in a full-time category, in a franchised quick service restaurant with 1 to 2 days missed shifts in 28 days. The mental well-being of the QSR employees was stable because they often felt that they are close to other people, though sometimes they experienced that working was an effort, and during their absence, they are contacted by their manager or supervisor and their supervisor was accessible and approachable to their team. With this supervisor attitude, they felt that time passed quickly when they working. The responses of the QSR employees with regard to well-being differed when grouped according to profile. Assessment of psychological distress differed in terms of age, length of service, and type of ownership while for absenteeism the assessment differed in terms of types of employment and number of days missed. As to management support, only the assessment of QSR employees differed in terms of supervision at work and work engagement when grouped according to age.

Factor Influencing Employee Retention in Cooperatives in the City of Mati, Davao Oriental

The general objective of this study was to identify the factors that influence employee retention in the cooperatives in the City of Mati. Specifically, to addressed the following specific objectives; (a) to determine the socio-demographic profile of cooperative employees in the City of Mati, (b) to determine the potent and least factor in employee retention, (c) to examine the significant difference in potent and least factor when group according to their socio-demographic profile. Descriptive research design was utilized in the study. It selected 317 respondents using complete enumeration sampling technique. Questionnaires were uploaded to KoBoToolbox and used in data collection. Then analyzed using descriptive and inferential. Frequency count and percentage, EFA, and ANOVA were utilized and presented in a table. The findings of the study revealed that majority of the cooperative employees were males ages 41 years old and above with less than five years in service. Also, most of their services offered were agricultural products. However, four factors were identified. Base pay was the potent factor and shows significant difference when group by age and length of service. However, organizational values and policy was the least factor and shows significant difference when group by age.

Differences of motivation profile of public sector employees in Israel depending on age and job seniority

The problem of differences of labour motivation in public sector institutions in Israel is discussed in relation to the age and job seniority of the employees. The motivation structure of public sector employees is presented from the perspective of the 12-factor motivation theory developed by Sh. Ritchi and P. Martin. The concept of labour motivation has been viewed from different perspectives, and key factors of motivation of public sector employees have been allocated. Intrinsic and extrinsic motivation factors of the state service workers have been discussed. Based on the above, this empirical research was conducted among the 585 people aged 18 to 65 working in public institutions in Israel. The structure of the motivation sphere of the employees was studied from the perspective of the 12-factor motivation theory. Statistical analysis shows that there are differences in the level of motivation depending on the employee’s age and job seniority. Intrinsic motivation factors, such as structuring of work, social contacts, diversity and change, and the need for selfimprovement, growth, and development appear to be stronger among older employees. The results contribute to the development of work motivation plans for the employees and help to understand the key factors of public sector employee performance.

Demographics Based Digital Literacy Level of National Hospital Employees as Digitizing Health Services Factor

The government had imposed restrictions on community activities to overcome COVID-19. That impacted health services, mainly routine control queues for chronic disease patients. Digitalization of health services is a solution, but it needs to be supported by human resources with good digital literacy. This study aims to determine the relationship between the profile of hospital employees and health workers and the level of digital literacy at the National Hospital (NH). The theory used is about digital literacy and health services. Digital literacy is necessary for public health service units in the new media era. Increasing digital literacy among employees and paramedics in hospitals is a challenge. This research method uses descriptive quantitative, with a cross-sectional design. Demographic data and the level of digital literacy of NH employees were obtained using a questionnaire via Google Forms. Correlation analysis uses a significance test of the relationship between two variables; correlation and comparison are used as measurement analysis. The results show that the literacy level of NH employees is dimension two (2) with a proficiency level of 8 based on Digicomp 2.1. Productive age, women, undergraduate education, and the nursing profession has high digital literacy. This study concludes that the digitization of health services in NH is booming due to the high level of employee digital literacy with the employee profile above. This research contributes to an overview of employee profiles, which can be considered when recruiting employees.

The Impact of Combined Exercises in the Workplace on Body Composition and Some Psychological Indices of Female Employees After the COVID-19 Pandemic

Introduction: After the covid-19 pandemic, the immobility of people and the reduction of their physical activities increased. It seems necessary to maintain the motivation of employees to perform physical activity after this period because an employee's job in normal conditions is characterized by inactivity and inactivity. As a result, it affects the physical and mental health of the person, and following this event mentioned features intensified. The purpose of this research is to investigate the effect of combined exercises in the workplace on the fat profile and psychological indicators of female employees after the end of the Covid-19 disease.
 Materials and methods: This study is semi-experimental and applied, which was conducted on female employees of Shahrekord University in 1401. Thirty people were divided into two experimental (15 people) and control (15 people) groups randomly by inviting cooperation. The 12-week sports intervention was carried out three times a week, and each session lasted from 30 minutes to a maximum of one hour. The psychological indicators before and after the exercises, were evaluated by the relevant questionnaires. To measure the biochemical variables, blood samples (5 cc) were taken before and 48 hours after the end of the intervention. A correlation T-test was used for intra-group comparisons. An independent T-test was used for inter-group comparisons at a significance level of 0.05 using SPSS software.
 Results: The findings showed that combined exercises in the work environment significantly improved the quality of life (p=0.001), sleep quality (p=0.001), mental well-being (p=0.001), belonging to work (p=0.001) and resilience (p=0.011) in the experimental group compared to the control. Also, no significant difference was observed in HDL (P=0.184), LDL (P=0.902), cholesterol (P=0.511), and triglyceride (P=0.268).
 Conclusion: Workplace combined exercises can significantly improve the employees' quality of life, sleep, and psychological issues. These results are important for managers and organizations to consider programs to maintain employees' mental and physical health, especially where viral diseases such as Covid-19 impact employee health. But it did not affect blood lipids (HDL, LDL, triglycerides, and cholesterol), which may be due to the low intensity and duration of the exercise and lack of control over the subjects' nutrition.

Analysis of Medical Records Unit Employee Workload During the COVID-19 Pandemic at Mitra Masyarakat Hospital, Mimika, Indonesia

The workload of medical record unit staff at a hospital can vary depending on the size and type of hospital, the number of patients, and the internal policies implemented. Medical record unit employees are responsible for collecting, managing, and storing patient medical records. During the COVID-19 pandemic, the workload of employees in the medical records unit greatly increased because there was a surge in patients due to the pandemic. An increase in the number of patients occurred in all hospitals in Indonesia, including Mitra Masyarakat Hospital, Mimika. This study aimed to describe the workload profile of employees in the medical records unit at Mitra Masyarakat Hospital during the COVID-19 pandemic. This research is descriptive observational research. The location of this research is Mitra Masyarakat Hospital, Mimika, Indonesia. The research was conducted from March to August 2021. Data sources were obtained from interviewing informants, observing and measuring workload in the medical record unit before and during the pandemic. The variables measured in this study were available working time, workload standards, supporting task standards, and supporting task factors, as well as the need for human resources in the Mitra Masyarakat Hospital work unit. The results of the study show that the available working time for medical record unit personnel for each section is 1300 hours/year or 78,000 minutes/year. The need for health human resources for the medical record unit is as many as 20 people. There are 9 medical record officers currently owned by RSMM. Thus it can be concluded the number of employees is less when compared to the workload in the medical record unit at Mitra Masyarakat Hospital.

Analisis Faktor-Faktor yang Menjelaskan Pengimplementasian Nilai-Nilai Utama (Corevalues) AKHLAK pada Karyawan di PT TASPEN (Persero)

The development of the global economy is currently entering the era of Industry 4.0. Industry 4.0 cannot be faced only with technological development, but must involve social dynamics in it. Every company and agency must create a strategy in dealing with this era, including Badan Usaha Milik Negara (BUMN) by establishing main values that become the reference for the behavior of all human resources in BUMN. These corevalues consist of Trustworthy, Competent, Harmonious, Loyal, Adaptive, and Collaborative (AKHLAK). In practice, AKHLAK has not been implemented properly, even though the corevalues of AKHLAK need to be implemented by all human resources in BUMN. This thesis examines the significant factors explaining the implementation of AKHLAK corevalues on PT TASPEN (Persero) employees and to examine the profile of employees who have implementation corevalues high and low are based on significant factors. The factors used in this study are work motivation, work environment, employee welfare, socialization, employee commitment, religiosity, work stress, age, gender, education level, and years of service. The methods used in solving this research problem are the Partial Least Square (PLS) method and the Classification and Regression Tree (CART) method. The data used is primary data of 209 PT TASPEN (Persero) employees taken using purposive sampling. The results showed that work motivation, socialization, religiosity, and education level can significantly explain the implementation of AKHLAK. The profile of employees who have a high level of implementation of AKHLAK are employees with high level of religiosity, high work motivation, for all categories of educational levels, and work stress levels. The profile of employees who have a low level of implementation of AKHLAK are employees who have low religiosity and work motivation.

Anxiety-associated factors among employees with different personality profiles: a cross-sectional study in China.

Anxiety not only harms employees' work efficiency and satisfaction but also presents as a hazard to their mental health. This study aimed to investigate the prevalence of anxiety among Chinese employees, identify their personality profiles and explore the anxiety-related factors in different personality profiles. This national investigation adopted the multistage random sampling method to recruit employees. A total of 3,875 employees were enrolled in this study, and 39.1% (1,515/3,875) of them were experiencing anxiety at the time of the study. Latent profile analysis (LPA) was conducted to identify personality subgroups among Chinese employees based on their BFI-10 scores. LPA identified a three-profile solution among Chinese employees: average, resilient, and introverted. Employees in the resilient profile had the lowest anxiety rate (16.1%, 132/822), and those in the average profile had the highest rate (46.8%, 1,166/2,494). Multivariate analysis results showed that for all personality profiles, self-efficacy was positively associated with anxiety, and work-family conflict was negatively associated with anxiety. High levels of perceived social support and self-efficacy reduced the risk of anxiety and higher work-family conflict and no partner increased the odds of anxiety in the average profile. For the introverted profile, female gender, and living in a city increased the chances of suffering from anxiety. This study identified that each personality profile of Chinese employees had its own set of factors associated with anxiety, which could facilitate employers to provide targeted interventions to alleviate employees' anxiety.

The functioning of academic employees in a dynamic South African higher education environment

IntroductionThe higher education sector is experiencing changes in the profile of employees and stakeholders. Current employees are expected to function effectively and efficiently in institutions to achieve individual and organisational goals. The functioning aspect of the capability approach presents the opportunity to investigate how academic employees function in the current work environment. The study aimed to investigate the functioning of academic employees in the current work environment. Understanding how academic employees function in their current work environment provides the opportunity to develop relevant talent management practices to motivate, retain, support, develop, and lead academic employees.MethodsA qualitative research approach and a critical realism perspective was utilised to explore social relations in the sample environment. Purposive sampling was employed to identify appropriate participants for the study. Nine online semi-structured interviews were used to collect data from the participants.ResultsThe findings of the study show that academic employees function effectively when they experience support and relationships at work as well as when autonomy and technology are available among various aspects of work. Talent management strategies require proactive reviewing to meet academic employees’ needs to enhance performance.DiscussionHuman resource practitioners and leaders in the institution have the responsibility to explore the functioning of academics in their environment to understand how they can enhance their performance and develop and retain these employees to meet institutional goals. The study adds some insights to the current literature related to the functioning of academic employees using the capability approach. The institution can develop new mechanisms to enhance the performance of these employees in a dynamic environment through talent management practices.

Auditory Clinical Profile of Nightclub Employees in the City of Parakou in 2021

Introduction: Hearing impairments are common among nightclub workers. The present work aims to study the hearing clinical profile of these employees in the city of Parakou in 2021. Methods: This was a cross-sectional, descriptive analytical study from March 14 to June 15, 2021. It focused on employees of 13 nightclubs in the city of Parakou. Were included in the study, employees with at least 03 months of practice and aged at least 18 to 50 years at most on the date of the survey and who had given their informed consent to participate in the study. Each employee received a questionnaire, an otoscopy and an acoumetry in tune. Noise pollution was measured at each workstation using a sound level meter. Results: A total of 114 employees were collected. The mean age was 26.38 years ± 4.81 and the sex ratio 0.87. The server position was occupied by 65 employees (57%) followed by managers, 19 or 16.70%- and 17-disc jockeys, 14.90%. Among the employees 31.60% exercised between 03 and 09 months. 76.32% were exposed to noise for more than 8 hours per day and 81.58% were exposed to noise for more than 40 hours per week. The sound level at the workstation was for 59 employees (51.75%) between 90 and 100 dB. Tinnitus was the most expressed complaint, respectively 21 (18.40%) on the right and 22 (19.30%) on the left. Rinne’s test was positive in 85.10% of employees. Weber’s test was indifferent to all frequencies in the majority of respondents. Conclusion: Hearing damage among nightclub employees in the city of Parakou is a reality. It is important to put preventive measures in place.

Causes of disability in one of the largest public universities in Brazil: is there a relationship with employment position?

Disability retirement is granted to civil servants considered permanently incapable of working. Noncommunicable diseases are the main cause of permanent disability and retirement in Brazil. The Federal University of Rio de Janeiro is one of the largest universities in Brazil, and determining the profile of employees who receive disability pensions at this institution is of great relevance. To describe the profile of university employees who retired due to a disability between 2003 and 2017. This cross-sectional study was based on disability retirement records for civil servants. Demographic variables such as sex, age at retirement, and employment position were evaluated. A total of 630 cases were analyzed, including 334 (53%) full and 296 (47%) proportional retirements; 499 (79.2%) were aged 30 to 59 years at retirement, and 368 (51.4%) were women. The full retirement rate was higher among those with senior level positions (p < 0.001), in older age groups (p < 0.001), and in men (p = 0.012). Noncommunicable disease was the main cause of retirement. The mean age at permanent disability was early, regardless of sex or retirement type. Permanent disability was more common among employees in positions requiring less education. The disability rate was highest among women.

The impact of environmental technologies on employee motivation

The article examines how the implementation of ESG standards and environmental technologies in an industrial enterprise can influence the motivational profile of employees. To do this, the authors built and studied the motivational profile of 30 employees of production departments, as a result of which 4 groups of motivational profiles were identified: socially oriented, individualists, creative and independent, and piecework wages. As a result of the environmental technologies implementation, wages at the enterprise increased, and all respondents also participated in the implementation of lean production tools in their departments. Hypothetically, this should have reduced the importance of the salary factor among those who placed it in leading positions and increased the need for creative work among all participants. The first hypothesis was not confirmed: the wage factor remained at the same level among the same respondents, which indicates its stability. Overall, this group makes up less than 10% of all respondents. The second hypothesis was confirmed: in the remaining groups the need for interesting and creative work increased. Thus, the implementation of ESG standards and environmental technologies has a positive effect on the creative potential of employees.

Competencies, skills and abilities of managers and staff in the era of the Russian economy digital transformation

The article analyzes the peculiarities of changing the competence profile of employees and managers in modern conditions of digital transformation of economic and other spheres of life. The key branches and directions of digitalisation of the Russian economy, directly or indirectly determining changes in competencies, skills and abilities of personnel and managers, are presented. The article is based on the methodology of complex approach and system analysis. The theoretical basis of the article is the publications of Russian researchers devoted to the problems of digitalisation of the Russian economy. Familiarization with regulatory documents and government programs, methods of comparative analysis are chosen as research methods. The methods used also include the method of expert assessments, normative and logical methods. In a temporary retrospective, the changes and peculiarities of the influence of labor and capital factors on the growth rates of Russia’s gross domestic product are considered separately. In conclusion, the transformation trends in some categories of personnel skills by 2030 are presented, on their basis a conclusion about the competitiveness of a specialist in the future is made. The following information will allow representatives of Russian business and top management of Russian companies to navigate in the established areas of development of the competence profile of personnel and managers, as well as make rational management decisions to create professional teams of employees.

Employment and Competencies of Employees in the Energy Sector in Poland

Employment and the competencies of employees in the energy sector are coming into particular prominence in economies around the world. It is one of the few sectors positively affected by the COVID-19 pandemic. As a result, a significant global change in the awareness of society occurred in favor of increasing pro-health and pro-environmental activities, which can be seen in the green transformation. Poland can also boast such changes in recent years, as evidenced by the dynamic development of renewable energy sources (boom for photovoltaics) and the increase in prosumption. Correlated with this is the increase in demand for employees with specific competencies, the so-called multi-competencies that are a compilation of technical, business, and soft and hard competencies, as well as interdisciplinary ones. The paper emphasizes the need to better adjust the education system to the real needs of the labor market in a turbulent environment with the use of the Sectoral Qualifications Framework in Energy, developed in cooperation with stakeholders from the industry. Therefore, the authors analyzed the employment structure in the energy sector in Poland, with particular emphasis on the factors and conditions of this structure and made an attempt to identify and create a competency profile of employees in this area. For the purposes of this article, two key research problems were formulated: What are the key competencies of employees in the energy sector? How is employment changing in this area? The following research hypothesis was also put forward: The transformation of the energy sector towards green energy affects the increase in employment in this area and the increase in the demand for soft competencies. The analysis was based on statistical data, reports, job advertisements, and a review of the results of empirical research to date.

Wellbeing Profile of France and India IT Employees: A Cross‐Cultural Study

Background: Cultural influence and variances have a great influence in the development of psychosocial well-being. Cross-cultural psychologists explore the difference between Eastern and Western cultures. The present study was designed to analyse the variations in wellbeing profile of IT professionals between India and France. Methodology: Two hundred and Fourteen non-probabilistic samples were recruited via various IT companies from France (n=92) and India(n=122). The participants completed the wellbeing profile consisted of Freiburg Mindfulness Inventory, Subjective Fluctuating Happiness Scale and Subjective Authentic-Durable Happiness Scale (SFHS and SA-DHS) and rating scale for Satisfaction at work, importance of religions/spirituality shared through a digital format, built on the Google Form. Results: Based on independent-samples t-tests, the results indicated that Indian and French IT professionals did not exhibit a difference on levels of Mindfulness, Satisfaction at work, Fluctuating Happiness and Authentic-Durable Happiness. In addition, the findings shown inter correlations between Mindfulness, Satisfaction at work, Fluctuating Happiness and Authentic-Durable Happiness across the culture. In contrast, the results indicated that Indian IT professionals did exhibit higher levels in importance of Religions and Spirituality when compared to French IT professionals. Conclusion: In a nutshell, the present study came to the conclusion that Indian and French employees share a greater number of wellbeing characteristics in common. Religion and spirituality are also important parts of the Indian culture of well-being.

Анкета профил на служители в психиатрична практика (част от емпирично изследване)

This article draws attention to a self-created survey designed for the purposes and needs of an empirical study for a dissertation on emotional intelligence and burnout in psychiatric practice. The survey was used as part of a complex research methodology including standardized tests. The information obtained and the results of the survey are intended to describe the profile of employees in the same organization in psychiatric practice at the time of the study. The questions are focused on the following aspects: subjective perception of the respondents regarding their work; leisure activities, annual leave and the attitude towards it, sports, healthy eating, and influence of the pandemic situation on emotions.

The Prevalence of Depressive and Anxiety Symptoms Among Healthcare Workers of East Avenue Medical Center (EAMC) During the COVID-19 Pandemic

Introduction COVID-19, caused by the most recently discovered corona virus SARS-CoV-2 (Severe Acute Respiratory Syndrome Corona Virus 2), has already reached pandemic scale worldwide. And it is expected for health care workers to feel stressed and worried during these times due to their exposure to infected individuals.ObjectivesThis study aims to identify the relationship between the demographic profile and health-related traits of EAMC employees, and their perceived stressors that aggravate psychologic distress experienced during the COVID-19 pandemic.MethodsIn this cross-sectional study of 390 health care workers, we use two brief mental health screening tools, namely Patient Health Questionnaire-9 (PHQ-9), a validated tool for depression, and Generalized Anxiety Disorder Scale-7 (GAD-7) a validated tool for anxiety.ResultsFactors such as marital status, occupation and employment status appear to have association with the development of depressive and anxiety symptoms. Perceived stressors during the COVID-19 pandemic include long working hours, inconsistent administrative policies, exposure to Covid-19 positive individuals, inadequate time off from work and increasing number of patients but without commensurate additional work force. For our sample population, 31.8% did not have depressive symptoms, 35.6% had mild, 21% moderate, 9.7% moderately severe and 1.8% had severe depressive symptoms. While for anxiety, 57.7% had no to minimal symptoms, 26.9% mild, 9.7% moderate and 5.6% had severe anxiety symptoms.ConclusionsIt is therefore concluded that the Covid-19 pandemic indeed caused significant anxiety and depressive symptoms among health care workers. Measures to increase the work force should be put in place to decrease work burden and employee fatigue.DisclosureNo significant relationships.

Study on impact of balanced scorecard perspectives on performance of it companies in Bengaluru City

Performance measurement through Balanced Scorecard is giving accurate information about strategies and goals of organizations that is linked with their overall performance. It is highly useful to assess the process of allocation of available and limited resources to decide ways to manage, distribute and utilize resources efficiently in different modes. The results reveal that significant difference exists amidst profile of employees and balanced scorecard perspectives in IT companies. Customer, financial, internal business process and learning and growth perspectives are impacting significantly and positively on performance of IT companies. So, IT companies should keep good employees with them and they must utilize their resources properly to improve their reputation and they should understand different customer segments clearly. Besides, they must support their customers in various ways and they should enhance success of business in multiple modes.