Support Performance Improvement Research Articles

The Influence of Transformational Leadership and Job Satisfaction on Employee Performance in Ogan Komering Ilir Regency

This paper explores the factors that either hinder or support performance improvement among civil servants (PNS) in Ogan Komering Ilir Regency. The topic is vital due to the critical role of government employees in delivering effective and efficient public services, as well as the need for practical strategies to enhance organizational performance. The study investigates the challenges faced by local governments in improving employee performance, with the aim of identifying key factors and proposing actionable solutions. A quantitative approach was employed, using stratified random sampling to gather data from 378 civil servants via Likert scale-based questionnaires. The relationship between transformational leadership, job satisfaction, and employee performance were analyzed using SEM-PLS. The analysis revealed that transformational leadership significantly influences both job satisfaction and employee performance. Additionally, the results showed a strong correlation between these factors, underscoring key areas where leadership and satisfaction improvements could enhance performance. The study concludes that strengthening transformational leadership and job satisfaction can have a positive impact on employee performance. The findings provide practical implications for local government policymakers to implement targeted interventions aimed at boosting organizational efficiency. The key takeaway is that leadership development and job satisfaction are crucial to achieving higher performance in the public sector.

Business intelligence, management control systems and startup performance: Empirical study from Indonesia

This study aimed to examine the relationship between business intelligence and management control systems and how they impact company performance. It used 209 startup companies recorded in the database of the Ministry of Tourism and Creative Economy Republic of Indonesia. The sample consists of startups less than ten years old and experiencing a period of growth. The partial least squares SEM (PLS-SEM) is used to estimate cause-effect relationship models. The finding shows that the management control system positively contributes to the company's performance. The moderation analysis concludes that business intelligence is not able to moderate the relationship between management control systems and company performance. This finding supports the contingency theory, which claims the need to evaluate conditional factors in creating effective management control. Also, the theory emphasizes the alignment between management control and company performance to support performance improvement. This research provides practical implications for startups about the importance of creating a more contextual management control system to improve company performance.

Development of an Online Psychological Test System for Sports Practitioners to Support Performance Improvement and Exercise Continuation

Development of an Online Psychological Test System for Sports Practitioners to Support Performance Improvement and Exercise Continuation

Benefits and Impacts of Public Health Accreditation for Small Local Health Departments.

This study sought to identify accreditation benefits and impacts among local health departments (LHDs) stratifying by size of population served to determine differences between small, medium, and large LHDs. The Public Health Accreditation Board operates the national accreditation program for public health departments, through which 306 LHDs have been accredited as of August 2022. Benefits of accreditation for LHDs are well documented, despite potential challenges and barriers to seeking accreditation. Research on the benefits of accreditation for small LHDs, specifically, is more limited. All health departments that completed the accreditation process between December 2013 and May 2022 were surveyed following receipt of the accreditation decision. The analytic sample included 266 LHDs (response rate of 93.7%). Data for LHDs were analyzed for specific variables related to experiences, challenges, and benefits, and stratified by size to compare small LHDs with medium and large LHDs. Bivariate analyses were conducted to identify statistical significance. Generally, small LHDs reported similar outcomes of accreditation to medium and large LHDs. These included improvements in staff competencies, capacity to provide high-quality services, and relationships with partners. Small LHDs were significantly more likely than medium and large LHDs to report that accreditation increased their use of evidence-based practices. LHDs of all sizes reported an increase in quality improvement activities due to accreditation. Challenges for small LHDs included limited staff time or staff turnover and limited funding. The public health accreditation program has offered numerous benefits to LHDs of all sizes, including small LHDs. These accreditation benefits may be particularly important for small LHDs because of their critical role in the public health system and the ongoing need to support performance improvement, strengthen infrastructure, and increase resilience.

The Role of Social Support for Women Entrepreneurs in Reducing Conflict to Increase Business Performance

The government's efforts to accelerate economic growth in Indonesia are carried out by encouraging people to become entrepreneurs. Several studies conducted during the last 10 years show that the growth of entrepreneurship in a country cannot be separated from the participation and role of women. The purpose of this study was to determine the relationship between social support and business performance improvement of women entrepreneurs. This study found that social support has an important role, especially for women entrepreneurs, with social support provided to women, multiple role conflicts can be reduced. Women can do their job to the fullest, and still carry out their role as wives and mothers in the family. The social support provided to women entrepreneurs really helps them to be able to calmly do their jobs, build and develop their businesses. Increasing social support will reduce dual role conflicts and will have an effect on improving the business performance of women entrepreneurs. The managerial implications of the research are 1. Women as entrepreneurs (women's entrepreneurship) can find the various forms of social support needed to help them reduce the dual role conflicts that are often experienced by women's entrepreneurship 2. Women as entrepreneurs (women's entrepreneurship) can develop appropriate strategies to improve their business performance through the social support they receive.3. Women as business actors (women entrepreneurship) can find out what dual role conflicts will arise and affect their business performance when they do not get social support. Keywords: social support, women entrepreneurs, dual role conflict, business performance

The impact of strategic cost management on the relationship between supply chain practices, top management support and financial performance improvement

The present study investigated the role of strategic cost management as a moderating variable on the relationship between supply chain practices, top management support, and financial performance improvement. Financial performance improvement was considered as a dependent variable, while supply chain practices, strategic cost management, and top management support were taken as the main independent variables. Besides, the financial structure and the firm size were considered as control variables. The research sample included 165 companies that were selected using random sampling from among companies listed on the Tehran Stock Exchange. The data were collected using the Senior Management Survey (SMS) to measure supply chain practices, top management support, and strategic cost management. The results of the structural equation modeling after discriminant tests showed that strategic cost management had a positive and significant effect on the relationship between different subscales of supply chain practices and different measures of financial performance improvement. The results also showed that the relationship between strategic cost management, senior management support, supply chain activities and improving financial performance is non-linear and so that supply chain integration is more effective at low and medium levels and at higher levels. The above has a lesser or even negative effect.

An Extensive Literature Review and New Proposal on Optimal Capacitor Placement in Distribution Systems

The main goal of power utilities is to supply reliable and quality power to the end-users and fulfill their total demands at all possible locations. Most of the loads are connected in the distribution systems are inductive. The excessive reactive power demand over the distribution network causes tremendous reactive power losses and changes the voltage profile, hence the system's reliability. Shunt Capacitor Bank (SCB) is widely used in the distribution system for reactive power support, voltage profile, and system performance improvement. But there are some challenges to employ SCB in the distribution network; among them, ensuring the most optimum location and size is a big challenge to get the maximum benefits. Some existing techniques showed better loss reduction but needed either larger SCBs sizes or cause improper node voltage. In this research study, the first section provides an extensive literature review of optimal SCBs placement and sizing. Later on, a new technique called Combinatorial Method has been developed for sizing and sitting of optimal Shunt Capacitors to reduce the distribution loss significantly. The developed method was tested for different case studies using Indian practical 22-bus and IEEE-69-bus network. The results were compared with DSA, Fuzzy GA, and TLBO method and found better distribution feeder loss minimization and voltage profile improvement.

PENGARUH IKLIM ORGANISASI TERHADAP KINERJA DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING

Introduction: Division of research and development to produce performance played a central role in the form of technological innovation cultivation of sugar cane and innovation performance of the global industrial competition. Required organizational climate that support performance improvement and business development research staff. Mutual support and encouragement in every settlement between management and employees work will provide a comfortable atmosphere in the performance of employees. High motivation for staff to be able to grow a maximum potential and competence of employees wants to work hard to realize the company's strategic objectives.Methods: To examine these issues, a questionnaire distributed to 35 staff in research and development of PTPNXI (Persero). The collected data were analyzed using SPSS analysis techniques. Results: The results showed that the significant effect of organizational climate on employee performance. Thus a good organizational climate will cause the employee improve performance. Good organizational climate and always oriented employment relationship in shaping the behavior of employees can motivate employees that will result in optimal performance of employees at work.Conclusion and suggestion: Managerial advice to do is apply organizational climate in PTPN XI (Persero) staff research and development efforts should be made clear again that the work climate that is able to adapt to the situation and condition of the employee. The next suggestion, leaders continue to increase employee motivation by not ignoring the rights and interests of employees as provide promotional opportunities, improved employee supervision system, increase confidence in the leadership, and maintain harmonious relationships between colleagues.

The Acute Incident Response Program: A Framework Guiding Multidisciplinary Responses to Acutely Traumatic or Stress-Inducing Incidents in the ED Setting

BackgroundClinicians working in the ED setting are exposed to traumatic and stress-inducing incidents, which may increase the incidence of psychological sequelae, including burnout and acute stress disorders. The purpose of this project was to develop and implement a novel debriefing program as an early intervention for acutely stress-inducing events in the emergency department. MethodsThe 2-stage Acute Incident Response program was developed and implemented in the emergency department of the John Hunter Hospital to guide an interprofessional response to acutely stress-inducing incidents. This psychological support framework draws on existing concepts of critical incident stress management along with elements of contemporary “hot debriefing” models to create a concise, clinician-led response program incorporating elements of both work group peer support and clinical team performance improvement. The Acute Incident Response program is novel in its concurrent focus on both salient clinical factors and emotional responses of affected clinicians. ResultsThe developed Acute Incident Response program framework predominantly focuses on the wide dissemination of a peer-driven debriefing model. When additional support is deemed necessary by trained clinical champions after the Hot Acute Incident Response process, escalation to a central response coordinator ensures targeted secondary support follow-up for all affected team members.This program has been introduced at 1 site and warrants further targeted investigation to determine its efficacy and utility in a broad range of clinical contexts. ConclusionThe Acute Incident Response program is an accessible and meaningful model to guide a functional, clinician-led response to acute incidents in the ED setting. The model could feasibly be applied in a wide variety of clinical contexts.

Monitoring and Evaluation Preparedness of Public Sector Institutions in South Africa

In a bid to improve service delivery in South Africa, the government has created a government-wide monitoring and evaluation (M&E) system that would help gauge performance across all spheres of government. This has compelled public sector institutions to adopt and implement M&E systems mandatorily, even when they are not necessarily ready for it. The unpreparedness inevitably perforates the ability of M&E systems to credibly support performance improvement in public sector institutions and it is problematic. To some extent, the practice of M&E in the public sector seems to be for purposes of compliance rather than the ideal of performance improvement. This qualitative study investigates the readiness of South African public sector institutions for M&E, through the perspectives of Managers primarily in the M&E space. Findings reveal mixed signals of M&E readiness. For instance, the factors motivating the creation of the M&E system and the calibre of staff championing it, seem to suggest M&E readiness. Conversely, the non-availability of capacity to support the system and the potential response of staff to negative information generated by M&E signal non-readiness. The import of this is that readiness assessments specific to institutions have to be conducted as a basis for determining areas where the prerequisites for M&E are lacking. This should then inform remedial efforts that ultimately help to improve the potency of the M&E system.

The effect of leadership and organizational culture on employee performance that is educated by motivation (study on the implementation empowerment programs in Jayapura city)

Villages and sub-districts in Jayapura city are public organizations that provide service to the community. Villages and urban organizations require leadership, organizational culture and strong work motivation to support performance improvement. This research was conducted in 39 villages and sub-districts in the city of Jayapura. The population of this study was permanent employees in the villages and sub-districts in the city of Jayapura, which numbered 96 employees. All populations were chosen as research respondents, this research was census research. The analytical tool used in the research is Partial Least Square (PLS). The results of the study show that, first, direct leadership has no significant effect on employee performance, second, organizational culture has a significant effect on employee performance, third, leadership has a significant effect on work motivation, fourth, organizational culture has a significant effect on work motivation, fifth, work motivation has a significant effect on employee performance, sixth, work motivation is a perfect mediator of the influence of leadership on employee performance, seventh, work motivation as a partial mediator of the influence of organizational culture on employee performance.

Practice strategies to improve primary care for chronic disease patients under a pay-for-value program

BackgroundImproving primary care for patients with chronic illness is critical to advancing healthcare quality and value. Yet, little is known about what strategies are successful in helping primary care practices deliver high-quality care for this population under value-based payment models. MethodsDouble-blind interviews in 14 primary care practices in the state of Michigan, stratified based on whether they did (n = 7) or did not (n = 7) demonstrate improvement in primary care outcomes for patients with at least one reported chronic disease between 2010 and 2013. All practices participate in a statewide pay-for-performance program run by a large commercial payer. Using an implementation science framework to identify leverage points for effecting organizational change, we sought to identify, describe and compare strategies among improving and non-improving practices across three domains: (1) organizational learning opportunities, (2) approaches to motivating staff, and (3) acquisition and use of resources. ResultsWe identified 10 strategies; 6 were “differentiating” – that is, more prevalent among improving practices. These differentiating strategies included: (1) participation in learning collaboratives, (2) accessing payer tools to monitor quality performance, (3) framing pay-for-performance as a practice transformation opportunity, (4) reinvesting earned incentive money in equitable, practice-centric improvement, (5) employing a care manager, and (6) using available technical support from local hospitals and provider organizations to support performance improvement. Implementation of these strategies varied based on organizational context and relative strengths. ConclusionsPractices that succeeded in improving care for chronic disease patients pursued a mix of strategies that helped meet immediate care delivery needs while also creating new adaptive structures and processes to better respond to changing pressures and demands. These findings help inform payers and primary care practices seeking evidence-based strategies to foster a stronger delivery system for patients with significant healthcare needs.

Operations flow effectiveness: a systems approach to measuring flow performance

PurposeEffective operations management systems (OMS) measurement remains a critical issue for theorists and practising managers (Neely, 2005; Bititci et al., 2012). Traditional labor efficiency measures sufficed when all that was made could be sold or when mass production systems filled warehouses with stock and the OMS had little relationship with “the consumer.” Modern manufacturing systems require a different form of flow optimization (beyond labor efficiency) measurement (Schmenner, 2015). The essential unit of measure for all OMS designs is the optimal use of time for process value adding and the flow of materials into and from the conversion process. Timely flow, therefore, satisfies the needs of multiple organizational stakeholders including cash flow (accounting), consumer reaction times (marketing) and the general steady state flow of materials (sales and supply chain). The purpose of this paper is to present the results of testing a new performance measure of operations flow effectiveness (OFE) with ten purposively selected cases.Design/methodology/approachThe paper is theory building using ten, purposively selected, longitudinal case studies drawn from the UK high-value manufacturing (HVM) sector using a pluralist methodology of interviews, observation and secondary data.FindingsThe OFE measure provides a holistic view of material flow through the input-process-output cycles of a firm. The measure highlights OMS design weaknesses and flow inhibitors that reduce cash flow using a time-based approach to measuring OMS performance. The study validates the OFE measure and has identified six key design elements that enable high flow performance.Originality/valueThe paper tests a new process-focused flow performance measure. The measure supports a holistic approach to the manufacturing enterprise and allows different OMS designs to be evaluated so that organizational learning may be enacted to support performance improvement.

The Use of the Performance Diagnostic Checklist-Human Services to Assess and Improve the Job Performance of Individuals with Intellectual Disabilities.

The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to identify the variables responsible for performance problems. To date, the PDC-HS has not been examined with individuals with intellectual disabilities. In the current study, two supervisors with intellectual disabilities completed the PDC-HS to assess the productivity of two supervisees with disabilities who performed a pricing task in a thrift store. The PDC-HS suggested that performance deficits were due to a lack of training; a PDC-HS-indicated intervention was effective to increase accurate pricing. • The PDC-HS is an informant-based tool designed to identify the variables responsible for employee performance problems in human service settings. • The PDC-HS can be completed by some individuals with intellectual disabilities in a supervisory position to identify the variables responsible for problematic job performance among their supervisees. • A PDC-HS indicated intervention was demonstrated to be effective to improve the job performance of individuals with disabilities. • The PDC-HS may be a useful tool to support performance improvement and job maintenance among individuals with intellectual disabilities.

PENINGKATAN KINERJA APARATUR DALAM MENUNJANG KUALITAS PELAYANAN PUBLIK DI BAGIAN SOSIAL SEKRETARIAT DAERAH KABUPATEN KUTAI BARAT

The purpose of the research was to describe and analyze the improved performance of the apparatus in support of quality public service at the secretariat of the regional social west kutai regency. The result show that employee performance improvements made of the secretariat of the regional social west kutai regency, through improved knowledge, improved skills and expertise, employee formation update, and mutations work employees may work well, although there were still indications that the optimal yet thoroughly. Of the four sub focus research assigned turns out of provide enough appreciation of performance improvement officer, among others, improved education, provision of training opportunities, job formation update employees work and mutations work. Suboptimal performance improvement officers caused by mental and behavior of a fraction less employee-oriented performance improvements. The lack of opportunity given to employees in the following range of training because of the limited budget allocated for the development of the competence reform to support performance improvement officer.

Oscillatory Dynamics Track Motor Performance Improvement in Human Cortex

Improving performance in motor skill acquisition is proposed to be supported by tuning of neural networks. To address this issue we investigated changes of phase-amplitude cross-frequency coupling (paCFC) in neuronal networks during motor performance improvement. We recorded intracranially from subdural electrodes (electrocorticogram; ECoG) from 6 patients who learned 3 distinct motor tasks requiring coordination of finger movements with an external cue (serial response task, auditory motor coordination task, go/no-go). Performance improved in all subjects and all tasks during the first block and plateaued in subsequent blocks. Performance improvement was paralled by increasing neural changes in the trial-to-trial paCFC between theta (; 4–8 Hz) phase and high gamma (HG; 80–180 Hz) amplitude. Electrodes showing this covariation pattern (Pearson's r ranging up to .45) were located contralateral to the limb performing the task and were observed predominantly in motor brain regions. We observed stable paCFC when task performance asymptoted. Our results indicate that motor performance improvement is accompanied by adjustments in the dynamics and topology of neuronal network interactions in the and HG range. The location of the involved electrodes suggests that oscillatory dynamics in motor cortices support performance improvement with practice.

Motivators and Barriers to Using Patient Experience Reports for Performance Improvement

Increasingly, patient experience surveys are available to provide performance feedback to physician groups. However, limited published literature addresses factors influencing use of these reports for performance improvement. To address this gap, we conducted semistructured interviews with leaders of Massachusetts physician groups. We asked about factors influencing groups' use of performance data and report characteristics. Motivating characteristics included having group leaders who emphasized a positive patient experience and prioritized patient retention; public reporting was not an important motivator for most groups. Full physician panels were perceived as a barrier to use of reports. Performance reports from a statewide public reporting collaborative were not sufficient for the majority of groups, with many seeking external reports. As policy makers create financial incentives to support performance improvement, assisting leaders to articulate the professional case for patient experience and enhancing the content and timing of performance reports may be important.

Strengthening the Peformance Framework: Towards a High Performing Australian Public Service

This paper presents a framework for supporting the development of high performance through an alternative approach to performance management. The proposition of this framework is that, to enable high performance, there needs to be a renewed emphasis on performance management as a core activity that is embedded in all management functions. To be meaningful and effective, performance management needs to be integrated with other management and human resource practices in order to develop an integrated system of high performance; it would commence with job design and flow through to when an employee leaves the organisation. Several of the mechanisms required to support effective performance management are already evident in organisations. However, their application is limited and there are a number of areas where the performance management system could be improved to support performance improvement, employee engagement and high performance.To assist organisations in undertaking a renewed approach to performance management, the Commission1, in collaboration with Professor Deborah Blackman and Dr. Fiona Buick from the University of Canberra, Professor Janine O’Flynn from the University of Melbourne and Professor Michael O’Donnell from the University of New South Wales Canberra, undertook a comprehensive review of the existing literature on high performance and performance management to develop a new conceptual framework. Empirical work undertaken in APS agencies has resulted in the development of a new approach. In the paper we present a new approach to performance management designed to support the development and maintenance of high performance within the APS.The research identified that performance management is an issue affecting every aspect of an agency’s operation, from the performance of individual employees through to the implementation of organisational outcomes expected by Government. A framework has been developed that reconceptualises the elements that support performance improvement and, ultimately, high performance. The paper presents the elements of the framework itself, as well as offering guidance on how to implement the principles and foundation elements.

ECG Biometric Recognition: A Comparative Analysis

The electrocardiogram (ECG) is an emerging biometric modality that has seen about 13 years of development in peer-reviewed literature, and as such deserves a systematic review and discussion of the associated methods and findings. In this paper, we review most of the techniques that have been applied to the use of the electrocardiogram for biometric recognition. In particular, we categorize the methodologies based on the features and the classification schemes. Finally, a comparative analysis of the authentication performance of a few of the ECG biometric systems is presented, using our inhouse database. The comparative study includes the cases where training and testing data come from the same and different sessions (days). The authentication results show that most of the algorithms that have been proposed for ECG-based biometrics perform well when the training and testing data come from the same session. However, when training and testing data come from different sessions, a performance degradation occurs. Multiple training sessions were incorporated to diminish the loss in performance. That notwithstanding, only a few of the proposed ECG recognition algorithms appear to be able to support performance improvement due to multiple training sessions. Only three of these algorithms produced equal error rates (EERs) in the single digits, including an EER of 5.5% using a method proposed by us.

Developing competences for water utility change programmes

African and Asian urban water sector organisations recognise the need to support performance improvement and organisational change programmes to meet the growing demands for improved services in challenging environments. Yet many such programmes have not resulted in the desired service improvements. This paper looks at three successful water utilities in Africa and Southern Asia to identify the factors that are contributing to substantial service delivery improvement. This analysis is used to inform the competencies required of senior managers and engineers responsible for water utility change programmes. How to develop the necessary competences through targeted management development programmes is considered by reviewing selected urban water sector management development programmes in India and Africa. Increasingly engineers working in the developing world are expected to focus on effective service management in challenging environments, and develop appropriate competences.