Work Supervision Research Articles

Pengaruh Evaluasi Kerja, Pelatihan Dan Pengawasan Terhadap Peningkatan Mutu Kinerja Karyawan Pt.Nutrihub Medan

This research was conducted to determine the effect of job evaluation, training and supervision on the quality of employee performance of PT. Nutrihub Medan. The purpose of this research is to find out and analyze how work evaluations are given to employees, how training is given to employees, how supervision is given to employees, and to find out how the e ffect of work evaluation, training and supervision simultaneously on the quality of employees performance of PT. Nutrihub Medan. This research uses quantitative methods with descriptive research types. Sampling was carried out using a saturated sampling technique, with a total of 76 respondents. The calculation process is processed with the help of (SPSS) ver 24 for windows. The data analysis technique used is multiple linear regression analysis. Based on the results of this study, simultaneously the variables of work evaluation, training, and supervision have a significant effect on employee performance by 54.2%. The conclusion of this study is that work evaluation, training and supervision have a positive and significant effect on the quality of employee performance of PT. Nutrihub Medan.
 Keywords: Job Evaluation, Training, Supervision

Hubungan Perilaku dan Pengawasan Terhadap Penerapan 5S Pada Pekerja di Departemen Jetty PT. XYZ

Companies must not only offer appropriate infrastructure in their production processes to attain optimum profitability, but they must also cultivate a healthy corporate culture. Univariate analysis is used to describe the properties of each variable's frequency distribution in the table. Bivariate analysis, on the other hand, is used to assess the association between two variables, with the chi-square test used to determine the link. Several adjustments are proposed to boost the efficacy of using the 5S Method. These enhancements may be made by conducting bivariate and univariate analyses to discover variables that impact the performance of the 5S Method implementation. This allows proposals for improvement to be developed and executed. To define the measuring scale, researchers utilized a Likert scale to disseminate the questionnaire. The signature value of 0.044 is less than the 0.05 significance threshold, hence the null hypothesis (H0) is accepted and the alternative hypothesis (Ha) is rejected. As a result, it is possible to infer that there is a considerable link between work supervision and 5S implementation in the PT XYZ Jetty department. According to the research results, there is a link between the conduct of XYZ workers and the monitoring of the 5S implementation process.

Supervision and Trust in Work Involvement Through the Role of Work Motivation at Simpang Lima Gumul Hospital, Kediri

This study aimed to analyze the effect of work motivation as a mediating variable from Supervision and trust on work involvement in Simpang Lima Gumul Hospital, Kediri. The location in this study was carried out at the Simpang Lima Gumul Hospital, Kediri. The objects in this study were work motivation, Supervision, Trust, and work involvement of the employees of Simpang Lima Gumul Hospital, Kediri. As for the research object, the independent variable is Supervision and Trust as variable X, the dependent variable is work involvement as variable Y, and the mediating variable is work motivation as variable Z. Meanwhile, the subject in This research is a health worker in Simpang Lima Gumul Hospital, Kediri. The population used as the object of this research was the health workers of Simpang Lima Gumul Hospital, Kediri, totaling 380 people. The sample in this study were Simpang Lima Gumul Kediri Hospital employees, namely employees who provide services to patients. Using the Krejcie and Morgan tables, the total population (N) was 380, so the sample (n) required was 191 people. This study uses Proportionate Stratified Random Sampling, which is used when the population has members who are not homogeneous and proportionally stratified. Based on the results of the analysis using smart-pls, it was found that Supervision has no significant effect on work involvement, Trust has a significant effect on work involvement, Work motivation has a significant effect on work involvement, Trust has no significant effect on work motivation, Supervision has a significant effect on work motivation, Motivation mediates the effect of Supervision on work involvement, Motivation mediates the effect of Trust on work involvement.

Pengaruh Lingkungan Kerja Fisik, Pengawasan Dan Disiplin Kerja Terhadap Kinerja Karyawan PT. Persada Nawa Kartika Kertosono Kabupaten Nganjuk

This research explains the influence of the physical work environment, supervision and employee work discipline on the performance of PT employees. Persada Nawa Kartika Kertosono Nganjuk Regency. The analysis technique in this research uses validity tests, reliability tests, classical assumption tests, multiple linear regression tests, partial tests (t tests) and simultaneous tests (f tests). The population is 47 employees. The sampling technique used saturated samples, the number of samples in the study was 36 permanent employees. Research results (1) The level of significance of the Sig value. 0.069 > 0.05 and the value of tcount < ttable (1.881 < 2.032) means that the physical work environment does not have a partial and significant effect on employee performance. (2) Sig value. 0.295 > 0.05 and the value of tcount < ttable (1.064 < 2.032) means that supervision has no partial and significant effect on employee performance. (3) Sig. 0.017 < 0.05 and the value of tcount < ttable (2.529 > 2.032) means that work discipline has a partial and significant influence on employee performance. (4) It is concluded that Sig.F 0.000 is greater than 0.05. It was concluded that physical work environment variables, supervision and work discipline simultaneously had a positive and significant effect on performance. (5) The results of the multiple linear analysis test are as follows: Y = 4.128 + 0.202X1 + 0.211X2 + 0.451X3

Teaching Inclusive Social Work Leadership and Supervision Online and In-Person: A Learning Case

ABSTRACT Teaching social work students through both online and in-person formats is highlighted in the description of two mandatory graduate social work courses on leadership and supervision across two Canadian university institutions. Relevant themes gathered through multiple years of online student surveys were analyzed thematically. The summary of findings arises from a previous research study (Vito & Schmidt Hanbidge, 2021) and emphasizes strengths, challenges and considerations for educators. Varying course approaches, topics, assignments and organizational contexts are described, along with integrating macro courses for social work educators. Multiple discussion questions are posed to engage readers in dialogue to implement or revise online social work courses. Practice implications for development and delivery of online courses and instructor adaptability may be fruitful for instructors and educational institutions to help mitigate future educational disruptions.

Strengthening Loyalty and Performance of Government Office Employees: Exploring Leadership Strategies

Maintaining loyal and high-performing employees is critical to organizational productivity, higher teamwork, innovation, and personal satisfaction. This study investigates strategies employed by leaders in strengthening loyalty and the performance of government office employees. This study used a qualitative-descriptive approach and gathered primary data from interviews with key informants, including the head division, three section chiefs, and four employees. The results show that employee loyalties and performances were demonstrated through their ability to complete tasks, cooperate, work punctually, and provide good services. Leaders employed some critical strategies: motivating employees, building effective communication, fostering work relationships, and performing work supervision. The techniques used were associated with a positive work environment, such as the achievement of targets, the establishment of good cooperation among employees, the creation of a family atmosphere at work, and the occurrence of a pattern of mutual relationships between employees and leaders.

Towards a psychosocial formulation of newly qualified social worker supervision: bringing the self into supervision

ABSTRACT This paper details the evaluation of a psychosocial model of reflective supervision piloted by the authors with a group of Assessed and Supported Year in Employment (ASYE) supervisors who supported newly qualified social workers. The authors proposed that a psychosocial approach to reflective supervision, based on the integration of Kleinian object-relations and systemic theory, had the potential to reduce the anxiety of newly qualified social workers as they entered the profession. The supervisors undertook training in the model online over three separate days, with supervisors encouraged to apply the ideas between sessions and reflect upon their experiences with peers in a community of practice model. Although evidencing a reduction in NQSW anxiety proved problematic, the evaluation did demonstrate that the psychosocial approach to supervision was welcomed by the supervisors, and that it brought the selves of both the supervisors and supervisee into supervision, through an exploration of relationships, identity, and emotion. Organisational resistance in the form of social defences against anxiety that denied the emotionality and subjectivity of social worker experience were highlighted by supervisors; however, these appear to be mitigated by the community of practice element of the model.

Perceived stress and secondary traumatization in social workers during coronavirus disease 2019: The moderating effect of psychological capital and social work supervision

Summary Social workers have had a pivotal role in handling the challenges faced by people dealing with the coronavirus disease 2019 (COVID-19) pandemic. Supporting clients who have undergone traumatic experiences during a global pandemic may increase the risk of experiencing secondary traumatic stress. This study examined two protective factors that may be key in the association between stress and social workers’ secondary traumatic stress: Psychological capital (internal protective factor) and satisfaction with supervision (external factor). The study sample included 104 Israeli social workers who worked in their profession during the first year of the COVID-19 pandemic. A regression-based path analysis was conducted to test the moderation model with the PROCESS software. Findings Self-efficacy significantly moderated the association between perceived stress and intrusion; increasing self-efficacy decreases perceived stress's effect on intrusion. Although no significant moderating effect was found for the existence of supervision, the interaction between perceived stress and satisfaction with supervision was significant in predicting secondary trauma. Applications Social workers’ unions must work to improve the quality of supervision and raise awareness of the importance of supervision in general and particularly during times of crisis. Manageable workloads, a reasonable balance between work and home, and verbal and financial encouragement to seek professional psychological assistance would all be to the advantage of social workers at risk for secondary trauma.

Seven Principles of Effective Supervision for Child and Family Social Work

Supervision is widely regarded as an essential component of social work practice. Yet the gap between the ‘rhetoric’ of supervision (what it should be) and the ‘reality’ (what it is) is often significant. In this article, based on my own reflections on a decade spent researching the topic, I propose seven principles of effective supervision for child and family social work – (i) collaboration, (ii) thinking aloud, (iii) emotional reflection in relation to casework, (iv) explicit identification of need, risk, harm and strengths (v) a focus on parent and child-defined ideas of helping and outcomes, (vi) exploring multiple perspectives, and (vii) planning for the whys and hows of practice. The aim is to provide supervisors (and organisations) with a framework for thinking about how they provide supervision. These principles are not unique, and I did not ‘discover’ them. Yet I hope that by presenting them as a collective, they may offer a useful basis for reflecting on the provision of effective supervision in all the various contexts of statutory children’s services.

The Influence of Work Supervision and Employee Commitment on Work Achievement

In the development of the business world in Indonesia, companies are required to maintain and improve the quality of work and the quantity of service work. Organizations need people to run them If the company wants to get the desired goals, then one of the things that must be considered is the human being in it namely employees. This research was conducted at PT Multiguna Lestari Abadi Selensen Village. The purpose of this study was to determine the effect of work supervision and employee commitment on work achievement at PT Multiguna Lestari Abadi. Work Supervision and Employee Commitment as independent variables (X) while Work Achievement is the dependent variable (Y). The method used in this research is descriptive and quantitative statistics. The sample for this research was taken from as many as 53 respondents from the total population using the census sampling method. Data obtained from the results of the questionnaire were tested statistically through the SPSS program Statistics 24. The results of the tests conducted show that work supervision has a positive and significant effect on work achievement, employee commitment has a positive and significant effect on work achievement, and work supervision and employee commitment have a significant effect on work achievement.

Flexible Work Supervision and Harmonious Relationships: A Qualitative Study of Non-Physical Work Environment in Rural Indonesia


 
 
 
 
 
 This qualitative study aims to provide a descriptive overview of the non-physical work environment at a Village-Owned Enterprise (BUMDes) in a rural area of Indonesia. Using in-depth interviews with three informants, the research examines the flexible job supervision system, responsibility prioritization, periodic monitoring, and comfortable working atmosphere at BUMDes Tanjung Lestari. The findings reveal harmonious relationships among BUMDes management, village officials, and members, contributing to a conducive work environment. This study sheds light on effective work supervision approaches and interrelated dynamics within rural community enterprises, suggesting potential implications for sustainable and cooperative work environments.
 Highlight:
 
 Descriptive Overview: The study provides a comprehensive understanding of the non-physical work environment at a rural Village-Owned Enterprise (BUMDes) in Indonesia.
 Flexible Supervision: The research explores a flexible job supervision system, highlighting its impact on work processes and outcomes.
 Harmonious Relationships: The study uncovers the harmonious relationships between BUMDes management, village officials, and members, contributing to a conducive work environment.
 
 Keyword: Non-Physical Work Environment, Village-Owned Enterprise (BUMDes), Flexible Supervision, Harmonious Relationships, Sustainable Work Environment
 
 
 
 
 

Qualitative study of in-kind incentives to improve healthcare quality in Belize: Is quality work better than wealth?

There is a sparsity of knowledge of the specific mechanisms through which financial and non-financial incentives impact the performance of health teams. This study aims to address this knowledge gap by examining an in-kind incentives program for healthcare teams implemented in three districts in Belize (2012-2022) as part of the Salud Mesoamerica Initiative, which aimed to improve healthcare quality. We performed a qualitative study to understand the mechanisms through which the in-kind incentive program supported quality improvement in Belize. We conducted key informant interviews (April-June 2021) remotely on a sample of former and current healthcare workers from Belize's Ministry of Health and Wellness familiar with the program. We analyzed responses using qualitative content analysis. We used open coding to identify patterns and themes. We conducted eight key informant interviews from a pool of thirty potential informants. Our analysis of the interviews yielded a total of 11 major themes with 27 subthemes. Most informants reported that in-kind incentives were not the primary motivation for improving their performance, though they did acknowledge that incentives had increased their attention on the quality of care provided. Conversely, we found that quarterly measurements and supportive supervision by national level authorities offered an external validation mechanism and instilled frontline staff with a sense of shared responsibility towards improving their performance. The majority of informants conveyed positive opinions about the in-kind incentives program. Our study contributes to the understanding of how in-kind incentives can enhance performance. We found that in-kind incentives created extrinsic motivation, leading to an increased focus on quality. Standardized measurements and supportive supervision improved intrinsic motivation and formed a stronger commitment to quality of care. Rather than focusing on tangible incentives, explicitly incorporating standardized measurements and supportive supervision in the routine work of the Ministry of Health could have longer lasting effects on quality improvement.

ANALISIS DAMPAK FASILITAS KERJA, SUPERVISI DAN MOTIVASI PADA KINERJA KARYAWAN PT. SARANA YOGYA VENTURA

ABSTRACT
 
 This study used the associative method to analyze the influence of independent variables on the dependent variable, namely facilities (X1), supervision (X2), motivation (X3) on employee performance (Y). This research was conducted at PT. Sarana Yogya Ventura (SYV) which is located at Jalan Yos Sudarso No 25, Kota Baru, Gondokusuman, Yogyakarta. In this study, analysis was carried out with regression. Partially based on the t test, the results show that work facilities have a positive and significant effect on the performance of employees of PT. Sarana Yogya Ventura. This is evidenced by the value of t count 3.895 > t table 1.681. Partially, supervision has a positive and significant effect on the performance of employees of PT. Yogya Ventura facility. This is evidenced by the value of t count 1961 > t table 1681. Partially, work motivation has a positive and significant effect on the performance of employees of PT. Sarana Yogya Ventura. This is evidenced by the value of t count 2,844 > t table 1,681. Simultaneously work facilities, supervision, and motivation simultaneously affect the performance of employees of PT. Sarana Yogya Ventura. The test results show the calculated F value of 10,855 > F table of 2,839.

Enhancing the engineering supervision process in China: A solution enabled by integrating hybrid blockchain system

This paper analyzes the current status of the engineering supervision process in construction and infrastructure projects in China. It discusses the existing problems, such as low efficiency of supervision, distorted monitoring data, resource waste, and environmental damage. Based on extensive literature research and combining the consensus mechanism, ECDSA encryption algorithm and so on, the paper proposes the idea of integrating blockchain technology with the engineering supervision process. This includes the decision of blockchain type, the use of digital signature technology to implement responsibility, and the construction of a hybrid blockchain system using the blockchain's consensus mechanism. The paper presents the general design, the design of the system structures, and the design of modules of the system. Through this system, project participants can verify their identities and share sensitive information confidentially, thereby improving the efficiency of supervision work and preventing data forgery, reducing resource waste, decreasing carbon emissions, and minimizing environmental damage.

Contextual factors influencing the delegation of tasks to Multi-skilled Community Health Workers in Haiti

In Haiti, the delegation of tasks to Multi-skilled Community Health Workers (locally called ASCP) is a strategy implemented by the Ministry of Public Health and Population to improve universal health coverage. To contribute to the successful implementation of this strategy, this article reports on a case study of its implementation in the northern health department of Haiti. More specifically, this article provides information on the contextual factors that facilitate or hinder the implementation of task delegation to ASCP. The results obtained show notable progress in the implementation of task delegation to ASCP in the northern health department of Haiti. These mainly concern the following activities: selection, training, and deployment of ASCPs, endowment of work materials, supervision, collection and analysis of data on the results obtained. In September 2019, 215 ASCPs were active in the department. This corresponds to 44.3% of the 485 ASCPs planned to cover the department’s needs. Several contextual factors hindering or facilitating the implementation of this intervention were also identified with 35 resource persons during semi-structured interviews. These relate to the planning and monitoring of the implementation of the intervention (cited by 12 out of 35 people), the institutional context (10/35), and political (17/35), structural (30/35) and environmental factors (7/35). This study highlights several contextual factors that need to be considered to ensure the successful implementation of the delegation of tasks to ASCP in Haiti and possibly in other contexts.

The Influence of Procurement of Human Resources on Work Productivity with Soft Skills and Social Relations as Intervening Variables in PDAM Tirta Silau Piasa Employees

The number of employee performance that is considered not in accordance with the target causes a decrease in the quality of the company. So it takes an in-depth approach to what causes it to happen. Therefore, this study wants to test whether there is an effect of motivation and work supervision on work productivity with soft skills and social relations as intervening variables on the employees of PDAM Tirta Silau Piasa. This type of research uses causal research which aims to test hypotheses on a causal relationship between one variable and another, then determines the implications for confirmation of theoretical and empirical models built from Work Motivation and Supervision. The results of the study show that the procurement of human resources has a very large influence on the work productivity of employees at PDAM Tirta Silau Piasa. This is because with quality human resources, PDAM Tirta Silau Piasa will be more consistent in carrying out its functions. In addition, procurement of human resources will create improved performance results compared to previous results.

FEATURES AND CURRENT REQUIREMENTS FOR THE SUPERVISOR'S PROFESSIONAL ACTIVITY IN SPECIAL EDUCATION AND SOCIAL WORK

The article is devoted to supervision, which is becoming more and more necessary in all spheres of social life, including in the system of social work and special education. It is shown that one of the tasks of supervision is the development of certain skills and expansion of the supervised's understanding and capabilities. It is justified that for the effective performance of such tasks, the supervisor himself must have the appropriate skills and abilities. The purpose of the article is to study the specifics and consider modern requirements for the professional activity of a supervisor. The task of the article: to analyze the views of scientists on the goals and functions of supervision; consider the personal and professional characteristics of supervisors and the roles they perform; to investigate the content of supervision of social work and education. It was concluded that the purpose of supervision is to help the supervisee (them) more effectively perform the tasks defined in job duties through the development of emotional maturity, and the task of supervision is to satisfy organizational, professional and personal needs.

Blockchain-enabled cyber-physical system for construction site management: A pilot implementation

Prefabricated construction has become one of the most innovative methods to address the pressing housing demands. However, conventional prefabricated construction projects often suffer from challenges of managing numerous paper-based documentation, non-standardized management and intricate stakeholders in construction site management (CSM). The current design approaches lack sufficient consideration of the activity-based user relationships. To facilitate the system framework design and implementation for CSM, this study proposes a generic Cyber-physical Centered (CCD) Design, illustrating an effective and systematic approach to identify user-activity relationships in a cross-collaborative context. The consideration of entity, value chain and user-activity relationships facilitate identity management and value chain management services. The proposed approach was then utilized to a pilot project to design and implement the Blockchain-enabled Cyber-physical Site Management System (BCSMS) integrated with Digital Work Supervision System (DWSS), incorporating considerations on multi-source information flow and user-centric applications design. The implemented BCSMS decentralized two types of fundamental documents in CSM - Request for Inspection and Survey Checking (RISC) form and site diary. It addresses information fragmentation and asymmetry in a cross-collaborative environment caused by manual-input and error-prone records. The proposed system was evaluated by two important system performance indicators in terms of average response time and transaction per second. The system performance test shows that the accountability of BCSMS is significant compared to DWSS, given the p-value 0.01. Blockchain effectively improves DWSS with enhanced data submission, identity management and data-driven site performance evaluation functions. This study also qualitatively analyzed the pros and cons of proposed blockchain-enabled cyber-physical system (CPS) from society-economy-technology aspects for technical practitioners, construction stakeholders and governments.

Risk Analysis of Occupational Hazards Using HIRADC Approach in the Implementation of Occupational Safety and Health Management System

The high construction intensity can increase the risk of construction work accidents if not supported by good work method planning, risk management, and supervision. Indonesian National Social Security Agency for Employment (BPJS) noted that in 2017 the number of work accidents reported reached 123,041 cases, while throughout 2018, it reached 173,105 cases. Furthermore, in 2019 it was 114,000 cases and experienced an increase in claims by 55.2% to 177,000 cases in 2020. Then, from January to September 2021, there were 82,000 work accidents and 179 occupational diseases, 65 percent of which were caused by Covid-19 [1]. One approach to risk management is Hazard Identification, Risk Assessment, and Determining Control (HIRADC) to identify hazards, assess whether the risks on the job fall into the category of danger or very dangerous, and control the hazards that will happen. The study's objectives include identifying jobs at risk of occupational accidents during construction, analyzing the level of risk of occupational accidents to implement the occupational safety and health management system during construction, and providing control measures to reduce the risk of accidents. The results of the study stated that from a total of 49 hazard identification in the project construction work, there are 142 accident risks, with a percentage of 14% of the risks included in the high-level risk criteria, 86% included in the medium-level risk criteria, and there are no risks in the low-level risk criteria.

WEB APPLICATION METHOD "3D EMOTION COMPOSITION IN SUPERVISION" APPROBATION

The global pandemic has accelerated the development of the digital environment, face-to-face work is transferred online, so it is important to create tools adapted to the digital environment. The emergency of Covid-19 has raised the demand for online supervision. In supervision sessions, it is important to talk about experiencing emotions in a professional environment. Latvia lacks digital methods for working with emotions in supervision. The aim of the study was to adapt the 3DEC method, to create it as a web application for use in remote supervision and to approbate the web application "3D emotion composition in supervision" in individual online supervisions. The original method 3DEC is intended for the evaluation of emotional experience in the practice of art therapists (Lejstrauta, 2021; Vanadziņa, 2021). The theoretical basis of the 3DEC method is integrative and includes the following principles: visual representation of emotions in a visible symbolic form; play and play space (Winnicot, 2007); distancing as one of the cognitive emotion regulation strategies (Powers LaBar, 2019). 3DEC is also based on the Adaptive Coping with Emotions Model (ACE Model) (Berking Whitley, 2014). The adapted method “3D composition of emotions in supervision” (3DECS) is intended for work in online supervision with the aim to promote awareness of emotions, their understanding and self–reflection. Using distancing and view of other perspectives, the method helps the client to reflect and become aware of emotional experiences, as well as provides an educational function about the meaning of emotions. The 3DECS method develops emotional awareness and adaptive emotion regulation skills. Main results: 1) the web application has been tested and is designed to work with emotions in supervision; 2) the data of the approbation stage show that the web application is sufficiently simple and intuitive; 3) the web application is secure because no information about the customer and the customer's actions in the tool is stored; 4) there are no restrictions on the use of the web application in relation to the duration of the cooperation between the supervisor and the supervision client.