Employment Responsibilities Research Articles

"Everything's so Role-Specific": VA Employee Perspectives' on Electronic Health Record (EHR) Transition Implications for Roles and Responsibilities.

Electronic health record (EHR) transitions are increasingly widespread and often highly disruptive. It is imperative we learn from past experiences to anticipate and mitigate such disruptions. Veterans Affairs (VA) is undergoing a large-scale transition from its homegrown EHR (CPRS/Vista) to a commercial EHR (Cerner), creating a unique opportunity of shedding light on large-scale EHR-to-EHR transition challenges. To explore one facet of the organizational impact of VA's EHR transition: its implications for employees' roles and responsibilities at the first VA site to implement Cerner Millennium EHR. As part of a formative evaluation of frontline staff experiences with VA's EHR transition, we conducted brief (~ 15min) and full-length interviews (~ 60min) with clinicians and staff at Mann-Grandstaff VA Medical Center in Spokane, WA, before, during, and after transition (July 2020-November 2021). We conducted 111 interviews with 26 Spokane clinicians and staff, recruited via snowball sampling. We conducted audio interviews using a semi-structured guide with grounded prompts. We coded interview transcripts using a priori and emergent codes, followed by qualitative content analysis. Unlike VA's previous EHR, Cerner imposes additional restrictions on access to its EHR functionality based upon "roles" assigned to users. Participants described a mismatch between established institutional duties and their EHR permissions, unanticipated changes in scope of duties brought upon by the transition, as well as impediments to communication and collaboration due to different role-based views. Health systems should anticipate substantive impacts on professional workflows when EHR role settings do not reflect prior workflows. Such changes may increase user error, dissatisfaction, and patient care disruptions. To mitigate employee dissatisfaction and safety risks, health systems should proactively plan for and communicate about expected modifications and monitor for unintended role-related consequences of EHR transitions, while vendors should ensure accurate role configuration and assignment.

ЗРОСТАННЯ ЕФЕКТИВНОСТІ УПРАВЛІННЯ ПЕРСОНАЛОМ ЯК ОСНОВА КОНКУРЕНТОСПРОМОЖНОСТІ ТА ЯКОСТІ ДІЯЛЬНОСТІ ОРГАНІЗАЦІЇ, ЇЇ ФУНКЦІОНАЛЬНИХ ПІДРОЗДІЛІВ

The article examines the issue of increasing the efficiency of personnel management as the basis of competitiveness and quality of activities of the organization and its functional divisions. The relevance of the topic of the study is due to the fact that a significant part of organizations has an inflexible personnel management system and uses outdated approaches to the formation and implementation of personnel policy, which do not meet modern management requirements and do not provide effective motivation of employees to improve the quality and efficiency of their work, which negatively affects the competitiveness of organizations and their products. The aim of the article is to study the growth of efficiency of personnel management as the basis for competitiveness and quality of activity of the organization and its functional divisions. The methodological basis of the study was the methods of analysis and synthesis, observation, comparison; system approach, process, complex, functional and evolutionary-synergistic, logical-dialectical methodological approaches. The obtained scientific results consist in systematization and generalization of groups of methods and tools that ensure effective management of personnel of organizations: organizational, administrative-administrative methods, economic methods, socio-psychological methods. It has been found that one of the most effective modern management technologies is the technology of grading, which is a modern technology, a tool for the most effective solution of problems of the social sphere in modern management. The concept of sociometry as a method of research and development of interpersonal relations in the team and, in general, the growth of social responsibility of employees in their direct activities is studied. Prospects for further research lie in the expediency of further comprehensive study of methods, tools of modern technologies of personnel management, the use of which ensures the growth of efficiency of personnel management as the basis of competitiveness and quality of the organization, its functional divisions.

Digitalization in healthcare: open opportunities and hidden risks

The issues of digitalization in the field of healthcare in the activities of medical institutions are considered. The increase and complication of the IT equipment of medical institutions should be accompanied not only by increased attention of the employer to the accounting of IT facilities, but also by compliance with legal norms to ensure the safety of these technical means, including the rights of employees entrusted with these facilities. The analysis of the mechanism of financial responsibility of employees of medical institutions, restrictions and risks of the employer is carried out; the assessment of the counter obligations of the parties to the employment contract is given, including the employee to take care of the employer’s property, and the employer to provide appropriate conditions for the employee to perform his work duties.

ВИЗНАЧЕННЯ ПЛИВУ ВНУТРІШНІХ І ЗОВНІШНІХ СТЕЙКХОЛДЕРІВ НА РОЗВИТОК ПІДПРИЄМСТВА

Modern enterprise management systems can be effective only when adapted to the dynamics of the external and internal business environment and ensure timely changes of all processes for implementing new projects that use new opportunities or minimize threats and risks. One of the postulates of the concept of enterprise development is a balanced accounting of the interests and expectations of the organization's stakeholders during the implementation of activities. Therefore, it is necessary to formalize the functions and responsibilities regarding communication with interested parties, gathering information, and prioritizing the needs of stakeholders. Interaction with interested parties should not be a one-time procedure but a continuous process accompanying the planning, implementation, and reporting stages. Evidently, even in companies that do not follow these principles in their strategies, there are interaction mechanisms with stakeholders. Stakeholder identification is often an underappreciated aspect of strategic sustainability planning and involves identifying internal and external stakeholders. Company managers must understand which stakeholders can influence its activities and how interested they are in its prosperity. This step allows you to identify the primary group of stakeholders whose interests should be prioritized and, therefore, should be involved in the decision-making processes for the enterprise. During the development of the company's strategy, it is worth getting acquainted with their opinion, allowing participating in the discussion of management issues. Optimum simultaneous interaction with all stakeholders is quite complex and problematic because relations between stakeholders are often difficult to describe quantitatively - they are non-linear relationships simultaneously in network interaction with other network agents. Finding the optimal balance of satisfying stakeholders' interests will allow the company to develop an optimal behavior plan. The results of the effective operation of the mechanism of managing relationships with stakeholders are expressed both in economic consequences - an increase in business value, optimization of income, expenses, and return on investment, and in results that determine the success of enterprises in the future - brand development, increasing the moral responsibility of employees, improving the quality of personnel, which is employed, the development of efficient logistics, increasing the sustainability of the business through the best risk management.

Health Care Service Price Comparison Suggests That Employers Lack Leverage To Negotiate Lower Prices.

Almost two-thirds of the 153million nonelderly people in the United States who have health insurance through their employer are in self-insured plans. In contrast to fully insured plans, employers using self-insured plans assume responsibility for employees' medical costs and therefore have an incentive to reduce the prices of health care services. We compared prices for common services in self-insured plans with those in fully insured plans. Using the Health Care Cost Institute's data set of claims for one-third of the US population with employer-sponsored insurance, we found that unadjusted prices were higher in self-insured plans for most of the services we studied, with the largest differences found for endoscopies (approximately 8percent higher in self-insured plans), colonoscopies (approximately 7percent), laboratory tests (approximately 5percent), and moderate-severity emergency department visits (4percent). When patient characteristics, plan type, and geography were adjusted for, differences were generally smaller but were consistent with these findings. Higher prices in self-insured plans suggest that there may be opportunities for employers to lower prices and for policy makers to act where employers have limited leverage to negotiate with providers.

Peran Karakteristik Individu, Fasilitas Kerja Serta Tugas Dan Tanggung Jawab Pegawai di Nagari Sumani Kecamatan X Koto Singkarak Kabupaten Solok

Community service activities are carried out to ensure the community knows and understands individual characteristics, work facilities and the duties and responsibilities of employees. The method used in implementing activities is socialisation to the community of Nagari Sumani, X Koto Singkarak District, Solok Regency. Based on the socialisation of services carried out to employees and Nagari Government officials, all participants understood individual characteristics, work facilities, duties, and responsibilities. By providing socialisation to people in need, employees know and understand individual characteristics, work facilities and their duties and responsibilities as employees.

Corporate Social Responsibility Information Disclosure and Financial Performance: Is Green Technology Innovation a Missing Link?

Corporate social responsibility information disclosure integrates environmental and social practices to achieve sustainable development. Some studies have pointed out that promoting green technology innovation is essential for energy-intensive firms. Therefore, exploring the relationship between energy-intensive environmental information disclosure and green technology innovation and financial performance is essential. According to the generalized least squares with fixed model analysis results based on energy-intensive industry firms, the research findings are as follows: firstly, the disclosure information of corporate social responsibility has a significant effect on enterprises’ ROA. Secondly, there is a positive relationship between the shareholder responsibility score and employee responsibility score of information disclosure with financial performance. Thirdly, there is a significant positive correlation between the environmental responsibility score of CSR information disclosure with green technology innovation. Fourthly, green innovation is mediating in energy-intensive enterprises’ CSR information disclosure and financial performance. Lastly, combined with the theoretical and findings, we put forward the management implications and policy suggestions.

Development of Employee Online Attendance System using Webcams and Web-Based Location (Case Study of CV. OTW Computer Gusaha)

Attendance is an activity of data collection to determine the number of presences in an activity in an institution or company. In the previous era, attendance at CV. OTW Computer Gusaha was still done manually through paper, which was very ineffective and inefficient, resulting in attendance data not being well stored. From this problem, a reliable and efficient online attendance applica-tion is needed for users. The purpose of this application is to improve the efficiency of the attendance process, facilitate monitoring and evaluation, and minimize the risk of fraud in the attendance process. The method used is the geolocation method. The results of this research show that an online attendance system using webcam and web-based location can improve the efficiency of CV. OTW Computer Gusaha and increase the discipline and responsibility of employees.

Experiencing work in the fourth industrial revolution: a qualitative study on work identity and new ways of work

The Fourth Industrial Revolution (4IR) disrupts the world of work, as new technologies alter the nature of employees' tasks and responsibilities. Consequently, it is crucial to understand how employees navigate these changes and how it impacts their work identity. However, there is a lack of research specifically focusing on the work identity of employees during the 4IR. The purpose of this study was to explore the influence of the 4th Industrial Revolution (4IR) and the New Way of Working (NWOW) on work identity among employees in a South African insurance company. To achieve this, an exploratory qualitative approach was adopted, involving semi-structured interviews with 12 employees from junior, middle, and senior job levels within the insurance company. The data, obtained from the interviews, were analysed using thematic analysis. The findings from the data analysis indicate that the majority of the employees demonstrated an understanding of the impact of the 4IR and its implications on their career development, work environment, and the adoption of 4IR and NWoW practices. These findings suggest that the 4IR and NWoW have influenced the work environment and how employees perceive and identify with their work. Based on the results, it is recommended that employees receive adequate training and education to support them in adapting to these changes. Change management initiatives should be tailored to meet both employee and organisational needs. The small sample size and data collection during the pandemic, along with variations in work schedules, should be considered when interpreting the findings. To enhance the generalisability of the findings, future studies should aim to replicate this research in different settings with a larger sample size. Future researchers should explore how organisations implement change management initiatives that positively influence work identity.

Pertanggungjawaban Hukum oleh Bank Kepada Nasabah atas Kelalaian dalam Penerapan Prinsip Kehati-Hatian Bank (Prudential Banking Principle) dalam Pembukuaan Buku Rekening

Banking is one of the financial institutions that is worthy of a strategy in the country's economy, both in harmony and economic development as well as in national development. The banking world has a very important role for customers in depositing funds from the customer and borrowing funds from the bank, this is because the customer is one of the factors that have an important role in a banking business. So that to obtain these customers, it is also necessary to have the trust that can be given by the bank to its customers. The precautionary principle is the principle which states that the bank is obliged to implement it in carrying out operations and business activities. To protect public funds, it is very necessary that the precautionary principle entrusted to him, one of which is in the opening of the account book. This research method is a type of library research using a juridical-normative approach. The result of the research is that the responsibilities of bank employees are divided into criminal responsibility, administrative responsibility, and civil responsibility. The responsibility for opening a bank account with the precautionary principle begins with the application for opening a bank account. Next, fill in the data according to the original identity of the prospective customer, then confirm whether the data entered is completely correct, or not. If it has been continued with the provision of account numbers and savings as well as Automated Teller Machines (ATM) and initial deposit. If it is not correct, then wait until the prospective customer can provide a correct and valid identity. Confirmation which is a form of application of the prudential banking principle

The Effect of Work Motivation, Compensation, and Work Discipline on Employee Performance at PT Darma Panca Samudera

This study aims to determine the effect of motivation, compensation, and work discipline on employee performance at PT. Dharma Five Ocean. This study uses a quantitative approach. The sampling technique used a saturated sample with the number of samples obtained as many as 85 respondents . The population used in this study were all employees of PT. Dharma Panca Samudera. The data analysis technique used in this research is the multiple linear method. The results showed that the regression equation was obtained Y=8.715+0.428X 1 +0.541X 2 +0.461X 3 . The results of the analysis show that motivation has a significant positive effect on employee performance with a significant value of 0.05 or 0.026 <0.05. Compensation has a significant positive effect on employee performance with a significant value of 0.05 or 0.000 <0.05. Work discipline has a significant positive effect on employee performance with a significant value of 0.05 or 0.004 <0.05. It is recommended that to improve employee performance, management is expected to need to increase employee morale in carrying out tasks that are the responsibility of employees so as to improve work discipline and also improve employee performance. The management should provide increased benefits and incentives to employees so that they can improve the performance of employees in the company.

Pendampingan Pelaporan SPT Tahunan PPH Wajib Pajak Orang Pribadi 1770 SS Melalui E-Filing

The tax sector is the biggest supporter of state revenue, therefore the reporting of the Annual Income Tax Return for Individual Taxpayers needs to be considered by every taxpayer in an organization, where the obligation as a taxpayer must make a report no later than March 31 of the following year through e-filing. The e-filing system can help employees report their tax obligations to the government more easily and transparently. The purpose of implementing Community Service (PKM) is to help partner employees understand what income tax is and how to use e-filing in reporting the Annual Income Tax Return for Individual Taxpayers 1770 SS. This is done to support employee compliance and responsibility in fulfilling their obligations as taxpayers. The method for implementing this PKM is by providing material, filling out simulations and assisting in reporting the Annual Income Tax Return for Individual Taxpayers 1770 SS via e-filing, so that each employee can report the Annual Income Tax Return directly.

Implementation of Working Discipline In Improving Employee Performance: Case Study on the CV. XYZ

CV. XYZ is a company engaged in trading goods and services. Employee performance in the organization refers to the ability of employees to carry out the overall tasks that are their responsibility. The importance of employee quality in improving company performance, especially in trade and services, encourages management to always provide coaching and development of existing human resources through training and work motivation to all employees, which are the main variables in improving the quality of their performance. This study aims to determine the application of work discipline in improving the performance of CV employees. XYZ. The method used in this study is a descriptive analysis method with a qualitative approach. Data collection techniques by interviewing and observation. It can be concluded that the application of employee discipline CV. XYZ is still not good because employees are still late for work, play games during working hours, and always procrastinate. The lack of responsibility of employees occurs due to a lack of awareness of each employee.

Effect of work stress and organizational culture on employee performance in service office environment Palembang Ilir west tax

This research aimed to determine the effect of work stress and organizational culture on employee performance in the Palembang Ilir Barat Tax Service Office. The population in this study were all employees at KPP Pratama Palembang Ilir Barat, totaling 145 employees, and all of them were samples in the study using the census method. The results of multiple linear analyses show that work stress and organizational culture positively and significantly affect employee performance. Work stress, on the individual stressor dimension, significantly affects employee performance. There needs to be an evaluation to provide a workload following the job desk and employee responsibilities. If the work in some parts of the division has a more significant number of jobs, then it is necessary to adjust the number of employees according to the needs and workload given. With frequent leadership changes, organizational culture requires employees to get used to the established work rhythm. The change in leadership position is expected to be carried out at least 2-3 years after the change is made. The need for adaptation felt by employees causes a decrease in performance because not all employees can quickly adapt to changes in the ever-changing leadership cycle.

Analisis Aplikasi Teori Kepemimpinan dan Kinerja Pegawai Dalam Pelaksanaan BLUD di Puskesmas Bangkalan

Performance appraisal is one of the main tasks of the Health Service who is responsible for the Health Service Sector. The performance evaluation of the Puskesmas consists of 3 assessments, that are assessment of the main program, management and innovation. Based on the results of a preliminary study by interviewing the Head of TU Sub-Division, information was obtained related to the uneven delegation of tasks by leaders to employees so that there were several employees who were overloaded with work. This has an impact on employee performance that is not optimal.
 The method used is qualitative with a case study approach and in-depth interviews with key informants and triangulation. The main informant was the Head of the Health Center, while the triangulation informants were the Head of Sub-Division of TU, ​​PJ UKM and UKP, PJ Networks and webs, PJ Facilities and infrastructure, PJ Quality, and PJ Finance.
 The results of the interviews obtained data that the application of leadership theory used in managing and leading employees has been adapted to the existing situations and conditions. As well as in terms of communication, motivation, knowledge, decision making and positive power. The same thing happened to the performance results, where commitment, discipline, responsibility and honesty began to increase among employees.
 Commitment, discipline, responsibility and honesty of employees are the results of the application of leadership theory that is applied properly. However, in implementing the need for human resources, especially those that are in accordance with educational qualifications and the needs of the Community Health Center, it is one of the things that needs to be improved in the future

ОТВЕТСТВЕННОСТЬ РАБОТНИКОВ КАК ОБЪЕКТ УПРАВЛЕНИЯ: КОМПАРАТИВНЫЙ АНАЛИЗ КИТАЙСКИХ И РОССИЙСКИХ ПОДХОДОВ

The paper presents the results of a desk study of the responsibility at work, the purpose of which is to determine the degree of relevance of personnel responsibility issues, to identify the prevailing perception stereotypes of the responsibility by Chinese and Russian employees. The collection and processing of empirical data was carried out using the methods of quantitative and qualitative content analysis of text arrays in the Internet Chinese and Russian segments. An online survey of Russian enterprises’ employees involved in the poll using the spontaneous sampling method allowed the authors to identify the respondents attitude to the problem under study, as well as comparison of the Chinese and Russian employees’ narratives analysis results has practical importance for finding effective methods and tools for educating responsible employees, developed on the best practices basis. One of the key conclusions based on the study results is the disproportion between the degree of Russian specialists’ attention to the issues of personnel responsibility management and the significance of the influence of the employee responsibility factor on the organization’s performance indicators.

Performance orientation and job satisfaction of employees from the X, Y, Z generation

The research presented in this article was carried out in order to determine the differences between the factors of satisfaction and work engagement, related to the particularities of performance/success assessment by employees representing generations X, Y, Z. The basic hypothesis stated the presence of differences between the factors and the modality of performance and satisfaction in work among representatives of generations X, Y, Z. The research group was made up of 79 people selected from a financial organization: 18 people – from generation X; 35 people – from generation Y; 26 people – from Generation Z. Three experimental hypotheses were verified. The first hypothesis was confirmed, the statistical comparison of job satisfaction parameters among employees from generations X, Y and Z highlights significant differences between the manifestation of interest in work, satisfaction with relations with employees and managers, with working conditions, the level of expectations in professional activity, professional responsibility and general job satisfaction. These results provide an insight into how different generations perceive and feel about various aspects of their work. The second hypothesis was also confirmed, between the employees of generations X, Y and Z, statistically significant differences were calculated in various fields of work, such as the attitude towards contemporary technologies, axiological condition, orientation towards success and existential experiences. These differences reflect different perceptions and valuations of aspects of the work environment and performance. Within the statistical correlation between the parameters of job satisfaction and the conditions necessary for performance, direct dependence relationships were identified between: satisfaction with management relationships and existential experiences; professional dedication and reflexive-technological, reflexive-axiological styles; satisfaction with work conditions and reflexive-axiological style, existential experiences; indirect correlations between satisfaction with co-workers and praxiological, moral experiences, satisfaction with management relationships, professional aspirations and orientation towards success; professional dedication and reflexive-ontological style. Most positive correlations were calculated for professional responsibility and technological reflexive, axiological reflexive styles, instrumental qualities and success orientation, life beliefs, practical, moral and existential experiences. This statistical calculation illustrates the strength of the organization – the responsibility of employees.

Development of Employee Online Attendance System using Webcams and Web-Based Location (Case Study of CV. OTW Computer Gusaha)

Attendance is an activity of data collection to determine the number of people present at an activity in an institution or company. In the previous era, attendance at CV. OTW Computer Gusaha was still done manually through paper, which was very ineffective and inefficient, resulting in attendance data not being well stored. To solve this problem, a reliable and efficient online attendance application is needed for users. The purpose of this application is to improve the efficiency of the attendance process, facilitate monitoring and evaluation, and minimize the risk of fraud in the attendance process. The method used is the geolocation method. The results of this research show that an online attendance system using a webcam and a web-based location can improve the efficiency of CV. OTW Computer Gusaha and increase the discipline and responsibility of employees.

The Influence of Corporate Culture and Leadership on the Performance of Permanent Employees at the Budi Luhur STIKes, Cimahi City

This research was conducted on permanent employees at the Budi Luhur STIKes, Cimahi City. The purpose of this study was to find out how much the influence of corporate culture and leadership in a company contributes to the performance of permanent employees either partially or simultaneously at STIKes Budi Luhur, Cimahi City. The research method used in this research is descriptive method and associative method. In this study, the unit of analysis is the individual, namely permanent employees at the Budi Luhur STIKes Cimahi City. This study used a saturated sample because all members of the population were selected as samples, namely all permanent employees at the Budi Luhur STIKes Cimahi City as many as 40 respondents. The data collection technique uses a questionnaire. The analytical method uses multiple linear regression analysis, Besides that, the validity and reliability of the research instruments were also tested. Based on the results of the study, it shows that there is an influence both partially and simultaneously on exogenous variables (corporate culture and leadership) on endogenous variables (employee performance). The implication of this research is that the Budi Luhur STIKes can review the guidelines regarding the implementation of tasks and clear directions regarding the implementation of the assigned tasks and increase the sense of employee ownership of the institution to increase employee responsibility for their work

AI technology application and employee responsibility

Employees are important stakeholders of firms, and employee responsibility is a crucial dimension of corporate social responsibility. This study employed a multivariable linear regression model to analyze the impact of AI technology on the variation in employee responsibility. We also utilized multiple methods, such as propensity score matching and alternative indicator analysis, to ensure the robustness of the research results. We theorized and found that the application of AI technology has a negative effect on employee responsibility, with supervision cost partially mediating the relationship between AI technology application and employee responsibility. Moreover, the negative relationship between AI technology application and employee responsibility decreases as the level of product market competition in which the firm operates increases, and it is stronger in government-controlled firms than in privately controlled firms. We also found that AI technology application and employee responsibility can improve firm productivity, and employee responsibility has a significant positive impact on innovation output and innovation efficiency, while the application of AI technology does not significantly impact innovation output and innovation efficiency. Our study contributes to research on the impact of AI technology in the workplace and has important implications for organizational practices regarding the application of AI technology and employee responsibility.