Staff Performance Research Articles

External Factors Influencing the Motivation and Performance of Staff in Their Nutritional Work With AdultsWith Intellectual Disabilities.

Staff working in municipal care homes with adults with intellectual disabilities impact their diet significantly. To explore how external factors influence staff's motivation and performance of nutritional work with these residents. Semi-structured qualitative interviews with 11 staff using systematic text condensation for analysis. Five main themes were revealed: Need for the implementation of the official nutritional guidelines, lack of nutritional skills and knowledge, prioritisation of nutritional work tasks, staff's ethical dilemmas with the different legislations and management anchoring and collaboration. Implementing systematic nutritional routines and clarifying nutritional work in practice were emphasised to promote continuity and better cooperation among the staff. This, and the need for increased nutritional competence in the municipality organisation, adequate framework conditions for nutritional work and practical and pedagogical measures for nutritional tasks, were crucial factors for staff's motivation, performance, consistency and equality in nutritional practice.

INTERNAL MARKETING TOOLS AS AN ELEMENT THAT RAISES ORGANIZATIONAL COMMITMENT IN MIDDLE HIGHER EDUCATION INSTITUTIONS IN THE STATE OF HIDALGO, MEXICO

Objective: The objective of this research is to establish a diagnosis on the internal marketing of the Higher Secondary Education institution called the Center for Scientific and Technological Studies of the state of Hidalgo, CECYTEH, Plantel municipality of Agua Blanca, Hidalgo, Mexico with the purpose of visualizing areas of improvement in the organizational climate that contributes to strengthening the work commitment of the staff. Theoretical Framework: Marketing is the process by which companies create value for their customers and generate strong relationships with them. To reciprocate, capture the value of your clients (Kotler, 2013). Internal marketing consists of the design and development of activities similar to those of external marketing, which aims to motivate all personnel who constitute the most important of its assets, with the purpose of marking a competitive advantage over its competitors and achieving customer satisfaction. its clients and users. Method: A quantitative, descriptive, correlational, non-experimental and cross-sectional approach was used. Through a staff census, a Likert-type questionnaire was applied with 23 questions that covered the dimensions of: employee recruitment and retention; organizational development; internal communication; emotional commitment; normative commitment and continuous commitment. Results and Discussion: The results obtained showed areas of improvement in the areas of recruitment and retention, communication and continuous commitment, areas that according to authors such as Paredes (2022), Lucas (2022), Guamaní (2022), Mendoza (2020), González (2021) and Canales (2021) are significantly related to aspects such as commitment, satisfaction, performance and productivity of staff and that the better the organizational climate, the better performance in general, which would place the work environment as an element that Motivating human resources impacts the result towards the end client. Implications of the research: The review of the liteartua shows internal marketing applications especially in private institutions. This research aims to provide knowledge according to the local context and that could be replicated in other schools in the public educational sector with similar characteristics. Originality/Value: Its results provide valuable data on what happens in a non-profit Institution dedicated to the service of Higher Secondary Education, within one of the subsystems that belongs to the Public Sector.

Optimization of Management Functions in Administrative Services at SMK Kartika XX-1 Makassar

The administrative management function refers to the set of activities and responsibilities required to ensure that school administration runs smoothly and efficiently. The main purpose of this study is to find out the application of management functions to administrative services at SMK Kartika XX-1 Makassar and to find out the supporting and inhibiting factors in optimizing administrative services at SMK Kartika XX-1 Makassar. This study uses a qualitative approach with a type of descriptive research that focuses on the application of management functions based on indicators of planning, organizing, directing, and supervising. The data collection techniques used are observation, interviews, and documentation. Based on the results of the study, it shows that the optimization of the management function in administrative services at SMK Kartika XX-1 Makassar can be said to be "Quite Optimal", This is shown through management indicators, namely: 1) Administrative planning is carried out systematically through deliberations led by the principal, head of administration, and involving all staff, to discuss and prepare annual program planning by paying attention to the needs of staff, education customers, and the need for service support facilities; 2) The organization of administration starts from the determination of administrative tasks, followed by the recruitment and selection of administrative personnel, as well as the division of tasks according to the field and competence of each staff; 3) Administrative briefings are carried out directly by the principal, either personally or through meetings. Briefing and motivating activities aim to ensure that all staff understand their duties and responsibilities, the school's goals, and the efforts taken in achieving these goals; and 4) Administrative supervision is carried out every day, where the principal goes directly to supervise the performance of staff, identify staff needs, and provide appropriate solutions to obstacles that staff may face in carrying out their duties and responsibilities

University and Quality Systems. Evaluating faculty performance in face-to-face and online programs

The assessment of faculty or teaching staff performance is key in quality systems in the university context. This assessment is usually done through student satisfaction surveys that use Likert or BARS (Behavioral Anchored Rating Scales) instruments to measure student perceptions of teaching staff effectiveness. This paper examines the ambiguity, clarity, and precision of these two types of instruments. The authors, using an experimental methodology and with the participation of 2,223 students from four Spanish universities, during six academic years (between 2019 and 2024), analyze the three aspects mentioned (ambiguity, clarity, and precision) in both types of questionnaires. The results confirm the existence of significant differences between the instruments. The results also show that although doubts about the ambiguity, lack of clarity and precision of Likert-type questionnaires are justified, these aspects can be improved by BARS-type instruments. The conclusions drawn invite administrators and policymakers, quality agencies, and university managers to consider which of these two instruments is more appropriate for gathering the information they need to make better decisions about faculty promotion.

Pengaruh Manajemen Pelayanan Pengunjung dalam Meningkatkan Kepuasan Pengunjung di Lembang Park & Zoo

Tourist attraction managers can improve visitor satisfaction by optimizing their human resources. This means that this study was conducted to determine how visiting tourists assess service management. The main factor in consumer satisfaction is their perception of the quality of service received. The expected results are to provide information about this service management process to help tourists assess staff performance during the operation of Lembang Park & Zoo. This study uses a quantitative approach design, using a descriptive method approach with a data collection technique, namely a survey. . By distributing questionnaires and google forms. Other populations are visitors who are active in the Lembang Park & Zoo area, which is 410,000. then the number of samples to be taken in this study is 100 tourists. The sampling technique in this study uses simple random sampling. Visitor service management has a strong correlation with visitor satisfaction at Lembang Park & Zoo, because the service provided by a destination is an effective thing that must ensure that the quality of service provided to visitors is consistent and satisfactory, including the speed in responding to complaints and the availability of friendly and trained staff to improve visitor satisfaction. Affirming that visitor service management is not only important in daily operations but is important in improving the image of a good destination and the attractiveness of a tourist destination. Visitor satisfaction has been shown to increase when their interactions with visitor service staff are positive and satisfying, meaning that this shows that in reliable service can bring benefits can greatly help tourist destinations by increasing visitor satisfaction and making tourists come back.

How can a 4-day working week increase wellbeing at no cost to performance?

The 4-day working week is gaining interest, with international trials reporting enhanced staff wellbeing and performance, despite spending less time on the job. Here, we argue that improved performance on a 4-day working week arises through two psychological mechanisms of recovery and motivation: because better rested, better motivated brains, create better work.

PENGEMBANGAN SUMBER DAYA MANUSIA DALAM MENINGKATKAN PRODUKTIVITAS KINERJA PEGAWAI

The education system in Indonesia has problems, such as a low management system and work ethic, as well as inadequate quality and quantity of educators. Apart from that, in the field of education, intense competition, changes in the work environment, limited resources, and economic uncertainty are also challenges in developing human resources. So for this reason, it is necessary to develop human resources for our nation, both in companies and institutions. Thisresearch aims to find out and explore further human resource development in improving the effectiveness of the performance of teaching and education staff. In this article, we will discuss definitions, identification of needs, types, methods, and evaluation of existing problems. In this research, researchers used qualitative research and data collection techniques through literature studies, by writing studies from various references such as journals, books, or other things related to the theme raised, namely human resource development strategies in increasing effectiveness. Employee. Based on the results of the discussion that has been studied, researchers can conclude that, by investing time and resources to develop human resources, organizations can increase productivity and employee loyalty. High quality human resources will be better able to adapt to technological changes, overcome continually changing challenges, and be able to produce innovations.

HUMAN RELATIONS SKILLS AND JOB PERFORMANCE OF NON-ACADEMIC STAFF AT IGNATIUS AJURU UNIVERSITY OF EDUCATION

The study investigated human relations skills and job performance of non-academic staff at Ignatius Ajuru University of Education. Correlational research design was used for the study. Four research questions and four null hypotheses were formulated to guide the study. The population of the study consisted of 390 non-academic staff at Ignatius Ajuru University of Education. Convenience sampling technique was used for the study. A self-designed questionnaire titled: ‘Human Relations Skills and Employees Job Performance Questionnaire (HRSJPQ) was used for data collection. Face and content validation were done by other experts in Measurement and Evaluation. The reliability coefficient of (HRSJPQ) was established using test-retest reliability method which yielded r=0.76. Mean and standard deviation was used to answer the research questions while Pearson Product Moment Correlation (PPMC) was used to test the null hypothesis at 0.05 level of significance. The study revealed that there was positive relationship between anger management, empathy and effectiveness, quality service delivery of non-academic staff at Ignatius Ajuru University of Education. That there was significant relationship between anger management, empathy and effectiveness, quality service delivery of non-academic staff at Ignatius Ajuru University of Education. It was recommended among others that; management of Ignatius Ajuru University of Education should have a mandatory annual conference for non-academic staff to teach them various human relations skills such as empathy and anger management in order to boost their job performance.

HUMAN RESOURCE MANAGEMENT AND TEACHER ENGAGEMENT NEXUS: A STUDY OF PRIVATE SCHOOLS

This study comprehensively examines the human resource management practices implemented by administrators in private schools within the Ayawaso West Municipality of the Greater Accra Region of Ghana. It specifically highlights the critical aspects of academic staff recruitment, appraisal, and training. Utilizing the Resource-Based View (RBV), Herzberg’s Two-Factor Theory, and Human Capital Theory, a robust quantitative approach was adopted, gathering data through structured questionnaires completed by 100 respondents, including both school administrators and teachers. The analysis was conducted using descriptive statistics, such as frequencies and percentages, to effectively assess respondents' perceptions of various human resource practices. The findings compellingly demonstrate that effective human resource strategies involve the provision of comprehensive orientation and induction programs, targeted on-the-job training, and systematic training needs assessments. Moreover, recruitment and selection processes are enhanced by offering study leaves for further education, promoting initiative among teachers, and establishing a clearly defined reward management philosophy. Additionally, the study reveals that appraisal and training are strengthened through performance feedback, guidance and counseling services, and support with academic matters. Based on these findings, it is recommended, among others, that school administrators elevate their human resource strategies by incorporating continuous professional development opportunities and cultivating supportive work environments, both of which are essential for enhancing staff performance and retention.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0502/a.php" alt="Hit counter" /></p>

Assessing the Effect of Rewards on Academic Staff Performance in Uganda's Public Universities

The persistent decline in academic staff performance at Uganda's public universities prompted this study to investigate the effect of rewards on their performance. Using an exploratory sequential research design, data were collected from 350 academic staff through self-administered questionnaires and analyzed using descriptive statistics and linear regression, alongside interviews with 13 academic staff, which were analyzed using content analysis. The findings reveal that while rewards are a statistically significant predictor of performance, their influence is modest, accounting for 7.6% of the variation in teaching performance, 12.5% in research performance, and 9.6% in community service performance. These results suggest that while rewards positively impact academic performance, their limited predictive power indicates that other factors play a more significant role. The qualitative findings supported the quantitative data, highlighting the importance of additional influences such as professional development, workplace environment, and institutional support. As a result, it is recommended that public universities not only strengthen reward systems but also adopt a comprehensive approach that addresses these other factors. This holistic strategy will help create a more conducive academic environment and ultimately enhance the overall performance of academic staff

Optimizing Care: The Impact of Medical Devices on Healthcare Staff Performance and Well-Being – A Comprehensive Review

Medical devices have become integral to modern healthcare, transforming clinical workflows and influencing the performance and well-being of healthcare staff. This review examines the dual impacts of medical devices on medical personnel, including improvements in efficiency, accuracy, and patient care, alongside challenges such as increased workload, stress, and ergonomic concerns. By synthesizing recent literature, the study identifies key trends, explores implications for clinical practice, and proposes strategies to optimize the integration of medical devices into healthcare environments. Emphasis is placed on enhancing device usability, supporting staff adaptation, and ensuring holistic well-being to foster sustainable improvements in healthcare delivery.

Effect of Trade Unionism on Non-Academic Staff Performance in a Public Institution

Purpose – Various challenges faced by non-academic personnel in Nigerian institutions, such as a lack of team spirit, inadequate salary, insufficient staff development programs, poor infrastructure, strike actions, insecurity, subpar health insurance, and limited career progression, prompted an examination of their effect on performance at the University of Ilorin. Aims(s) – This research aimed to investigate the influence of compensation structure, career development, and team spirit on the non-academic staff's performance. Design/methodology/approach – With a population of 1,600 and a sample size of 320, as established by Taro Yamane's sample size calculation, the study used a descriptive research approach. A questionnaire was used for data collection, and the Statistical Package for Social Sciences (SPSS) program was used for basic regression analysis. Findings – The results showed that non-academic staff performance at the public institutions were positively and significantly impacted by compensation structure, career growth, and team spirit. The study successfully determined the impact of trade unionism on non-academic employee performance, emphasizing the positive effects of a sound wage structure, strong team spirit, and career advancement. Limitations of the study – The fact that the results are context-specific represents a major limitation. Originality/value – The results suggested that the public institutions should prioritize and assess team spirit, along with enhancing non-academic personnel's remuneration packages. Furthermore, career advancement was identified as a key factor influencing non-academic staff performance, emphasizing the importance of providing opportunities for professional growth and promotion to motivate employees to excel and contribute to the institution's success.

The Impact of Organizational Culture and Human Resource Quality on the Performance of Police Staffs at the Paser Police Station

This study aims to assess organizational culture's impact and human resources' quality on police staff performance. The study's authors discovered that organizational culture and the quality of human resources significantly influenced police staff performance, acting as independent variables. A robust corporate culture will inspire the staff to attain shared objectives and foster enhanced overall staff performance. In the end, this notion will shape the behavior of staff members in the intended direction as determined by the organization.

A cross-sectional survey of the safety attitudes questionnaire subscale stress recognition and the effect of non-technical skills training in operating theatre staff

Abstract Objectives Non-technical skills (NTS) training of surgical staff is a quality improvement measure to improve patient safety. One factor that can compromise patient safety is impaired staff performance due to stressors such as tiredness. Awareness of the impact of such stressors is measured by the stress recognition (SR) domain of the Safety Attitudes Questionnaire (SAQ). The aim of this study was to assess whether NTS training improves SR scores and whether there are any groups with divergent SR scores. Methods A cross-sectional survey of all operating theatre staff in a German major trauma centre was undertaken using the stress recognition (SR) subscale of the SAQ. A multivariable linear regression was performed to assess which factors are associated with SR scores. Data are presented as median (interquartile range). Results From 226 invited staff members, 89 responses (39 %) were received. Twenty-eight respondents (31 %) had attended NTS training. The overall SR score was 4.3 (3.5–4.5). There was no effect of NTS training, age, gender, profession, or specialty on SR scores. Physicians in leadership positions had lower SR scores (3.4 (3.06–4.0)) than physicians without leadership positions (4.5 (4.3–5.0), p<0.001). Conclusions Attendance at NTS training courses did not improve SR scores in the clinical staff of operating theatres of a German major trauma centre. Interestingly, physicians in leadership positions had lower SR scores than other physicians. Further studies using the SAQ should discriminate between physicians in leadership positions and other physicians when reporting SR scores.

Effects of establishing infection control program with core components of World Health Organization on reducing the risk of residents’ infections and improving staff infection control competency in a nursing home

BackgroundNursing homes (NHs) are high-risk facilities with limited infection control resources and residents susceptible to infectious diseases. The evidence regarding World Health Organization (WHO) core components in NHs is lacking. This study evaluates the effectiveness of establishing an infection prevention and control (IPC) program with WHO’s core components in an NH.MethodsThe IPC program, encompassing evidence-based guidelines, education and training, surveillance, multimodal strategies, monitoring and feedback, workload and staffing considerations, and the built environment, was implemented in a 130-bed NH for one year. The effects were assessed based on the number of infections among residents, the level of knowledge, and the performance of infection control among staff. The risk of infection was analyzed across three phases: pre-implementation phase, implementation phase (6 and 12 months after intervention initiation), and sustainability phase (3, 6, and 12 months after intervention was finished). Staff data were analyzed before and after the intervention.ResultsAnalysis of 18,124 resident-days revealed that during the sustainability phase, the risk of respiratory tract infection was significantly lower than before intervention implementation (odds ratio [OR] 0.51, 95% CI 0.30–0.86, p = 0.012). Moreover, a significant improvement was observed in staff knowledge (p = 0.002) and performance (p < 0.001) after the intervention compared to before.ConclusionsWHO’s core components may have a potential effect on reducing healthcare-associated infections among residents and enhancing the infection control competency of staff in the NH with limited IPC resources.

CONCEPTUALISING FACTORS AFFECTING PERFORMANCE IN ORGANISATIONAL ECOSYSTEM

Performance, as a significant construct, reflects the desire to fulfill specific needs and serves as a fundamental component in the workplace, and is regarded as a multifaceted concept that encompasses various aspects, including processes, behavioral engagements, and outcomes, specifically related to job behavior. Task performance requires specific behaviors and advanced cognitive abilities, categorised into technical-administrative and leadership responsibilities. Job performance prompts behavior associated with achievement that includes evaluative aspects. Research highlights the significance of autonomous and intrinsic motivation, indicating that individuals guided by inherent values and behaviors achieve optimal performance. The present conceptual study aims to identify and understand the principal factors affecting employee performance and to illustrate the connections among these components through a literature review on performance. Evaluating employee performance is the most complex and hardest soft skill, requiring the incorporation of additional factors. The predicted finding and discussion of this study allows us to draw inferences about the elements affecting projected performance within an inclusive organisational environment, such as the Police Department, and to provide suggestions for future research. This conceptual piece concludes a conceptual framework regarding staff development, measurement methodologies, and the factors influencing staff performance assessment. Understanding these characteristics will facilitate the assessment of staff performance and clarify the factors that enable an employee to succeed in meeting an organization's objectives.

Staff Relationship And Job Performance In Higher Institutions: The Nigerian Experience

The study examines the relationship between staff and job performance in universities in south-south, Nigeria. Two hypotheses were formulated and tested by using multiple regression technique to justify the truth or otherwise of the hypotheses. The tested null hypotheses were rejected and the alternate hypotheses retained. From the findings, it is observed that a significant correlation exists between the heads of department relationship with staff and job performance. There was also a significant relationship between role task analysis and job performance among heads of department. Based on the findings of this study, it was recommended that there should be cordial relationship between heads of department and staff. This will help to enhance job performance in our institutions of learning. A well-defined roles and tasks should be designed for departmental heads to provide leverage for them and pave ways for effective and efficient performance of their jobs. This will lead to the overall growth of the students, staff and the university community.

Utilizing Technology and Artificial Intelligence in Educational Administration to Enhance School Performance at Junior High School

This study aims to explore the use of technology and artificial intelligence (AI) in education administration to improve school performance. In the growing digital era, demands for efficiency and effectiveness in education administration are increasing, especially with the development of school information management systems (SIMS) and AI-based technologies. This research examines how these technologies can automate routine tasks such as class scheduling, student data management, as well as improve data-driven decision-making that is more accurate and efficient. The research method used in this study is descriptive qualitative, with the process of collecting data through in-depth interviews, observation, and document analysis directly from several schools that have adopted this technology. In analyzing the data, I used Miles and Hubberman's data triangulation technique in the form of data reduction, data analysis, and conclusion drawing. The results show that the implementation of technology and AI has improved operational efficiency, accelerated administrative processes, and facilitated the monitoring of student and staff performance. However, the study also found challenges in technology adoption, including limited infrastructure, resistance to change, and concerns regarding data privacy. To overcome these obstacles, a holistic strategy is needed, including the development of supportive policies, digital skills training for staff, and improvement of technology infrastructure in schools. This research concludes that although the application of technology and AI in education administration faces various barriers, the potential benefits are significant, especially in terms of improving the efficiency, transparency and overall quality of school performance.

Employee Dedication and Performance of Deposit-Taking SACCOs in Nairobi, Kenya

Employees well-being and satisfaction need to be the precedence of any successful organization that is aimed at achieving its objectives and customer satisfaction. Thus, the paper sought to scrutinize the connections among staff dedication and performance of deposit-taking Sacco’s in Nairobi, Kenya. The study adopted a cross-sectional census survey of forty-six (46) deposit -taking Sacco’s in Nairobi. Research data was gathered through a questionnaire in a descriptive design. The study utilized purposive sampling technique for the sample population. Reliability and validity of the variables was tested in a pilot study of three (3) deposit-taking Saccos in western part of Kenya. The data analysis was done by means of descriptive and inferential statistics as reinforced by Statistical Package for Social Sciences (SPSS). The research hypothesis was tested by means of regression analysis. The findings (R2 - 0.394; p-value=0.000) indicate that employee dedication has a significant impact on the performance of DT-Saccos in Nairobi, Kenya. The research has shown that staff dedication could pose a positive consequence on organizational performance. The study recommends that the senior managers of DT - Saccos should focus more on promoting labour dedication through effective communication, information sharing, employee participation in decision-making, transparent and accountable management and recognition of sterling personal achievement as they have been identified to affect organizational performance.

Job Security as a Determinant of Academic Staff Performance: Evidence from Public Universities in Uganda

In today’s competitive higher education landscape, improving academic staff performance is essential for institutional success. This study investigated the relationship between employee job security and academic staff performance in three key areas: teaching, research, and community engagement at four public universities in Uganda. To understand how job security influences these domains, a cross-sectional survey design was utilised, with a sample of 350 participants selected through stratified random sampling. Data were collected using structured, close-ended questionnaires and analysed with IBM SPSS, employing both descriptive and inferential statistics. The findings indicated that job security has a statistically significant positive effect on academic staff performance across all three areas, with teaching (R = 0.260, R² = 0.067), research (R = 0.312, R² = 0.097), and community engagement (R = 0.278, R² = 0.077) demonstrating modest correlations. As a result, the study rejected the null hypotheses, confirming that improved job security can enhance academic staff performance in these critical domains. However, the modest effect size suggests that job security alone may not lead to substantial performance improvements. Therefore, it is recommended that universities prioritise enhancing job security through clear policies and institutional support measures, including competitive remuneration, comprehensive health insurance, and opportunities for career advancement, while also implementing innovative strategies to foster a stable and supportive working environment that boosts productivity and overall outcomes