Employee Work Research Articles

STRATEGI KOMUNIKASI ORGANISASI DALAM MENINGKATKAN KINERJA KARYAWAN CANGKRUK VAPE SHOP SIDOARJO

This study examines the organizational communication strategies used by Cangkruk Vape Shop to improve employee performance, which are deemed ineffective in enhancing employee motivation, as evidenced by frequent tardiness and suboptimal work performance. This research employs a descriptive qualitative method. Data was collected through interviews with the shop owner, manager, store supervisor, and three operational staff of Cangkruk Vape Shop Sidoarjo. The main focus of the research is to identify and analyze the forms of communication strategies, both vertical and horizontal, used to improve employee performance. Data collection techniques include observation, interviews, and documentation. The research findings indicate that vertical and horizontal communication is used to create a positive work environment. This communication enhances employee work ethic and evaluates their performance through nine indicators. Improvements in employee performance are seen in increased creativity, initiative, and discipline.

Edukasi Pengawasan, Kepemimpinan dan Kompensasi terhadap Disiplin Kerja Karyawan Pada Masyarakat di Kecamatan Medan Denai

The purpose of this community service is to increase understanding of supervision, leadership and compensation on employee work discipline in the community in Medan Denai sub-district. The specific target in this community service is that the people of Medan Denai sub-district know what supervision, leadership and compensation are that affect work discipline. The materials presented in this community service are: what is supervision, leadership, and compensation. The relationship will affect employee work discipline in Medan Denai sub-district so that the community gets a solution in improving supervision, leadership, and compensation. From this community service, the results show that the Medan Denai sub-district community has known and understood the importance of supervision, leadership, and compensation to employees so that the community is able to improve work discipline and better work performance.

Pengaruh Motivasi Kerja dan Disiplin Kerja terhadap Prestasi Kerja Pegawai di Kelurahan Bojong Rawalumbu 2024

This research aims to determine and analyze the influence of work motivation and work discipline on employee work performance in Bojong Rawalumbu Subdistrict. This type of research is quantitative. The sample used was 56 respondents from Bojong Rawalumbu Village employees. To test and prove the research hypothesis using the SPSS version 26 application. The results of the research that has been carried out are that the independent variables have a positive and significant effect on the dependent variable. Based on the test results and data analysis for the Work Motivation variable, it was obtained that the t-value was 2.677 > 1.674 (t-table) with a sig of 0.010 < 0.05, meaning that Work Motivation (X1) had a positive and significant effect on Work Performance (Y). Then the Work Discipline variable obtained a t-count value of 5.873 > 1.674 (t-table) with a sig of 0.000 < 0.05, which means that Work Discipline (X2) has a positive and significant effect on Work Performance (Y) and it is known that the f-count is 33.151 > 3.172 (Ftable) with a sig value of 0.000 < 0.05 that simultaneously Work Motivation (X1) and Work Discipline (X2) have a positive and significant effect on Work Performance (Y).

Healthy, healthier, hybrid work: the burnout-reducing potential of remote work and the mediating effect of work autonomy

PurposeWith the continuing transition to hybrid working models, companies are confronted with new challenges. Location- and time-flexible working offers employees considerable advantages regarding work success and, in particular, personal well-being and health. The separate effects of remote work and work autonomy on the degree of perceived burnout have already been sufficiently investigated. The influence of hybrid work, the combination of remote and in-office work together with work autonomy, on perceived burnout has yet to be investigated. Against this background, the present study examines the impact of hybrid work on perceived burnout.Design/methodology/approachThe empirical study uses data from N = 779 German office employees. Drawing on the conservation of resources theory, the data is evaluated using regression and mediation analysis.FindingsThe results indicate a negative impact of remote work and work autonomy on perceived burnout. In addition, the effect of remote work on perceived burnout is partially mediated by work autonomy. This shows that hybrid work overall has a burnout-reducing effect.Practical implicationsConsidering the workforce’s health, the results suggest that organisations should focus on hybrid working. Thus, employees should continuously be allowed to work remotely. In addition, workflows and processes should be designed to provide employees work autonomy. If organisational constraints require office presence, then the results underline the need for stress-reducing adaptation of offices.Originality/valueThe study offers first empirical results on the combined impact of remote work and work autonomy on perceived burnout. Furthermore, it provides implications for designing hybrid working environments and orientation in the ongoing return to office debate.

COMPARATIVE STUDY OF MULTI CRITERIA DECISION MAKING METHODS IN A CASE STUDY OF THE BEST EMPLOYEE DECISION SUPPORT SYSTEMS

Selecting the best employees is an alternative for companies to maintain and improve the quality of employee work. Being best employee is a matter of pride for every employee, so this good thing will also have an impact on the company. Having employees with good quality will certainly improve the quality of the company itself. Making decisions for the best employees is a challenge for companies because its subjective nature makes the selection inaccurate, so an objective decision-making system is needed according to the criteria. The purpose of this study is to compare three multi-criteria decision-making methods (MCDM) namely AHP (Analysis Hierarchy Process), SAW (Simple Additive Weighting Model) and TOPSIS (Technique for Order of Preference by Similarity to Ideal Solution). Based on comparative studies from several journals, the results of the accuracy levels obtained from different methods show that there are different results from several cases discussed in reference journals, this is due to differences in the number of criteria and alternatives used for analysis.

Implementation of Path Analysis for Modeling the Influence of Organizational Culture on Work Productivity

This research aims to determine the significant factors of organizational culture that influence employee performance productivity using a path analysis model by looking at the total direct and indirect influence of sub-variables. Path analysis can describe the magnitude of the influence and significant variables using direct and indirect influences. By adapting to this case, direct and indirect modeling is needed to see the magnitude of the influence of these sub-indicators. Research related to organizational culture has been carried out to see how much influence organizational culture and motivation have on employee performance. The result is that the greater the organizational culture and achievement motivation, the higher the influence on employee performance. This type of research uses a qualitative and quantitative approach. This research uses a questionnaire to collect data, which has been tested for validity and reliability. This research was conducted at the Gorontalo District Health Service in 2022. Respondents used in this research were 57 Gorontalo District Health Service employees. Data analysis using software R. Results of the research show that organizational culture variables and sub-variables, namely artifacts (X1), values ​​(X2), and basic assumptions (X3), significantly influence employee performance productivity (Y). The total effect is calculated using the path coefficient calculation of the significant variables. The total influence of organizational culture in the form of artifacts (X1) on employee work productivity (Y) is 72%, and the total influence of organizational culture in the form of values ​​(X2) on employee work productivity (Y) is 65%. The total influence of organizational culture is in the form of basic assumptions (X3 ) on employee work productivity (Y) of 78%. This shows that the organizational culture variable influences the most significant influence, namely basic assumptions (X3). The Gorontalo district health office can consider the results of this analysis to make further policies regarding which organizational culture priorities will be implemented to increase employee productivity to the maximum.

The Role of Effective Communication in Harmonizing Work Relations and Increasing Employee Work Productivity

This research was carried out to determine the extent of effective communication's role in harmonizing work relationships between leaders, subordinates, and co-workers and what the results of employee work productivity are due to the role of effective communication. This research was conducted at the Bawaslu office in the South Sulawesi Province, with a total research population of 552. The sample was determined using purposive sampling so that 104 people were spread across 24 (twenty-four) districts/cities with the criteria of employee tenure and status. technical executive officer. The research results show that effective communication influences work relationships and employee work productivity. However, it was found that work relations do not impact work productivity.

Exploring work ability, psychosocial job demands and resources of employees in low-skilled jobs: a German cross-sectional study

BackgroundExtending working lives due to labour market and pension regulations makes maintaining and promoting work ability necessary. The coronavirus pandemic has shown that employees in low-skilled jobs (no qualification required) contribute significantly to society and the economy. Research on these employees has been neglected in Germany for many decades despite demanding working conditions. Therefore, we investigate the relationship between low-skilled jobs and work ability. Moreover, we explore this relationship’s variation by psychosocial work demands and resources.MethodsWe use two waves of the German Study on Mental Health at Work (S-MGA). We calculate Ordinary-Least-Squares (OLS) regression models with pooled data (n = 6,050) to analyse the relationship between job requirement level and work ability. We also explore the contribution of job demands and resources on this relationship with interaction models. We use the Copenhagen Psychosocial Questionnaire (COPSOQ), to assess psychosocial work demands and resources.ResultsEmployees performing low-skilled jobs report significantly less work ability than those in medium- or high-skilled jobs. Interaction models show significantly greater work ability for employees in medium- and high-skilled jobs with high influence on their work (amount or tasks). Unexpectedly, employees in low-skilled jobs have lower work ability with more influence on their work. Furthermore, high role clarity, describing responsibility, authority and work goals, is associated with lower levels of work ability among employees in low-skilled jobs.ConclusionsThe moderating effect of role clarity on the work ability of employees in low-skilled jobs can possibly be attributed to skills mismatch and limited responsibility, as well as a lack of self-perceived collective purpose of the job. The moderation of the influence on work dimension supports results of previous studies. Too much job autonomy can have negative effects under certain circumstances and is therefore perceived as a job demand in some studies. Consequently, mechanisms concerning psychosocial work demands and resources must be investigated in further studies with different theoretical approaches. The imbalance of job demands and resources shows that employers should invest in preserving the work ability to prevent early exit from the labour market in an aging society.

Determinants influencing productivity in unicorn startups: Roles of new ways of working and work engagement

Despite its growth, Indonesia’s startup industry struggles with high failure rates; this industry relies on employee productivity and promoting new work methods that reshape modern workplaces. The study aims to examine the impact of new ways of working on employee productivity and work engagement in Indonesian unicorn startups post-pandemic while also observing the current situation using importance-performance analysis. The data analysis uses structural equation modeling (SEM) with partial least squares (PLS) and Smart-PLS software. This study analyzes survey data from 56 leaders of Indonesian unicorn startups. It delves into the complex relationships between these variables based on the leaders’ perspectives. According to the findings, new ways of working impact employee productivity (β = 0.521; p-value < 0.05), new ways of working impact work engagement (β = 0.856; p-value < 0.05), work engagement impact employee productivity (β = 0.379; p-value < 0.05), and new ways of working impact employee productivity through work engagement (β = 0.325; p-value < 0.05). The findings indicate that new ways of working significantly affect work engagement and productivity. It also identifies work engagement as a key driver of employee productivity. Interestingly, the effect of new ways of working on employee performance is also mediated by work engagement, highlighting the relationship between these factors.

Influence of financial compensation and work motivation on employee performance with work discipline as an intervening variable

This research aimed to know the influence of financial compensation and work motivation on employee performance with work discipline as an intervening variable in BLUD employees at Siti Fatimah Hospital, South Sumatra Province. The population in this research are all BLUD employees of Siti Fatimah Regional Hospital consisting of 138 employees and and census method was implemented to consider the number of respondents. The data analysis technique in this research uses Structural Equation Modeling (SEM) using SmartPLS software. The results of the research show that financial compensation and work motivation have a positive and significant effect on employee performance, financial compensation and work motivation have a positive and significant effect on work discipline, work discipline has a positive and significant effect on employee performance, work discipline can mediate the relationship between financial compensation and work motivation on employee performance. The implication of this research is the importance of organizational units to provide additional rewards for employees who participate in additional work, provide motivation for each BLUD employee, and improve work discipline within the Siti Fatimah Regional Hospital, South Sumatra Province.

Job Satisfaction with The Performance of Employees of PT. Pos Indonesia (Persero) Dumai Branch

Employee satisfaction at work is certainly inseparable from the company's role in managing its employees. The satisfaction that arises will certainly have a positive impact on increasing work productivity. This research was conducted with the aim of determining the effect of job satisfaction on the performance of employees of PT. Pos Indonesia (Persero) Dumai Branch. The symptoms encountered such as the suboptimal availability of work support facilities, frequent employee turnover and the finding of several results of employee work assessments that declined became the starting point for this study. The location of the research is PT Pos Indonesia Dumai Branch. The study used a survey involving a sample of 35 people with a census sampling technique. The results of the study were obtained that there was an effect of job satisfaction on employee performance to increase the company's revenue results with details of job satisfaction results of 69.3% and employee performance of 73.8%. Further research in the future is very necessary for scientific development, especially in looking at the relationship between job satisfaction and employee performance.

The Impact of Competence and Motivation on Employees Performance of Tower Infrastructure Company in Indonesia

This research aims to determine the influence of competence and work motivation on employee performance at one of the largest Telecommunication Tower Infrastructure Companies in Indonesia. This research uses Structural Equation Modeling (SEM) methodology with Partial Least Squares (PLS) technique using SmartPLS version 3.2.9 software with 204 permanent employees of the company as respondents. The survey results show that employee performance is included in the “very good” category with an average score of 87.37%. This is in line with employee competence and employee work motivation, which are classified as “very high” with scores of 85.85% and 89.90%, respectively. The hypothesis results show that competence and motivation have a significant effect on employee performance, with an influence of competence of 0.321 and motivation of 0.587. This highlights the importance of good competence enhancement strategies and effective motivation and suggests that companies must improve both aspects to improve employee performance. This study also provides insights to company leaders that are important in responding to the dynamics that occur in managing employee performance at Telecommunication Tower Infrastructure Companies.

Supervision Impact on Rehabilitation Counselor Job Satisfaction and Intent-to-Quit

In the public vocational rehabilitation (VR) program, recruitment and retention of rehabilitation counselors remains a persistent concern that has broad implications for employee working conditions and the capacity to effectively serve individuals with disabilities. Rehabilitation counselor supervision models have commonly included clinical supervision, administrative supervision, and supervisory working alliance (SWA) variables, though there is limited empirical research exploring how these factors relate to counselor outcomes. A sample of 192 practicing rehabilitation counselors from state VR agencies were surveyed to investigate how these factors contribute to counselors’ job satisfaction and intent-to-quit. Results showed that clinical supervision practices contributed to higher job satisfaction and lower intent-to-quit, with evidence that this effect was mediated through the SWA. Administrative supervision was not a significant contributor to outcomes in multivariate models. Findings suggest that regular supervision sessions that incorporate clinical concerns and balance administrative demands may support counselor retention.

Increasing Employee Performance Through Physical Work Environment and Work Motivation

Uncomfortable workstations, inadequate lighting, or improper seating can lead to physical discomfort, less motivation, reduced productivity, and decreased employee performance. This research strives to determine to what extent the impact of the physical work environment in the workplace and encouraging work motivation can improve employee performance. The author's research approach uses quantitative surveys at one of the government agencies in West Bandung. Respondents are 77 state apparatus employees. Data was collected using a structured questionnaire, which was then tested for the validity and reliability of the research instrument. The author's data testing uses path analysis. The research results show that the physical work environment, such as comfortable workstations and adequate lighting, can improve employee performance. Work motivation, such as the desire to develop, impacts employee performance. Research implications indicate that the presence of comfortable workstations and fulfilling employees' desires for development can contribute to increasing employee performance. The research results contribute to a deeper understanding of the role of the physical work environment and employee work motivation to provide positive aspects for the organization to achieve goals. The author is aware that this research only uses survey data. Hence, there are several areas for improvement where the scope of the research could be more extensive and only focus on employees who work in government agencies. Also, this research only discusses the physical work environment in the workplace, encouraging work motivation and employee performance.

Pengaruh Lingkungan Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan PT. PP Propertik Tbk

This research aims to measure the influence of the work environment and work discipline on employee performance at PT. PP Properti Tbk (Grand Kamala Lagoon Project, Bekasi City). The population and sample amounted to 61 people or all employees at PT. PP Properti Tbk (Grand Kamala Lagoon Project, Bekasi City). The sampling technique used in this research used saturated samples. The data collection tool in this research used a questionnaire with 61 respondents. The design used in this research was SPSS 26 for windows. The results of this research show that: (1) Work Environment has a significant effect on Employee Performance, (2) Work Discipline does not have a significant effect on Employee Performance, (3) Work Environment and Work Discipline has a significant effect on Employee Performance at PT. PP Properti Tbk (Grand Kamala Lagoon Project, Bekasi City). This research provides suggestions to PT. PP Properti Tbk (Grand Kamala Lagoon Project, Bekasi City) to be able to pay more attention to environmental conditions, facilities, air conditioning as well as the delegation or occurrence of seniority among employees and pay attention to the conditions of work discipline experienced by its employees so that employee performance continues to increase.

Pengaruh Lingkungan Kerja Dan Komunikasi Terhadap Kinerja Karyawan Pada PT Kopedana Mitra Sekuritas BRI Danareksa Sekuritas Mitra Bekasi

This research aims to measure the influence of the work environment and communication on employee performance at PT Kopedana Mitra Sekuritas BRI Danareksa Sekuritas Mitra Bekasi. The population and sample used in this research used saturated samples. The data collection tool in this research used a questionnaire with 46 respondents. The design used in this research is testing using SPSS for Windows version 26. The results of this research show that: (1) Work Environment has a significant effect on Employee Performance, (2) Communication has a significant effect on Employee Performance, (3) Work Environment and Communication has a significant effect on Employee Performance of PT Kopedana Mitra Sekuritas. This research provides suggestions to PT Kopedana Mitra Sekuritas to pay more attention to the facilities in the work environment, and pay attention to the communication system that occurs between employees and colleagues and also to customers so that employee performance can improve.

Pengaruh Displin Kerja Dan Beban Kerja Terhadap Produktivitas Kerja Karyawan Pada PT Bumi Arta Mukti

This research aims to determine or test (1) the influence of work discipline on work productivity at PT Bumi Arta Mukti (2) the influence of workload on work productivity at PT Bumi Arta Mukti (3) the influence of work discipline and workload on work productivity at PT Bumi Arta Mukti. The type of research used in this research is quantitative research. The sampling technique in this research used saturated sampling, namely the entire population was sampled, a total of 77 employees at PT Bumi Arta Mukti. The data analysis method uses multiple linear regression, validity and reliability tests, classical assumption tests consisting of normality tests, multicollinearity tests, heteroscedasticity tests, and hypothesis tests. The data was processed using IBM SPSS Statistics 23. The results of this research show that (1) work discipline has a positive effect on employee work productivity at PT Bumi Arta Mukti (2) workload has a positive effect on employee work productivity at PT Bumi Arta Mukti and (3) discipline work and workload influence simultaneously or together on employee work productivity at PT Bumi Arta Mukti.

Improving Employee Performance Based on Competency and Work Environment for Employees in Subdistricts throughout Jember Regency

The importance of human resources is in line with the increasing demands of organizations. More intensive and optimal performance is needed to increase work results and organizational profits. This research was motivated by the non-achievement of employee performance targets in sub-districts in Jember Regency. The research carried out was aimed at analyzing and finding out whether the competencies possessed by employees and also the work environment in which employees work can have a positive impact on employee performance in sub-districts in Jember Regency. The total sample for this research was 157 using a sampling technique using a census technique or the entire population was used as a sample. Descriptive statistical analysis to find out about respondents. Validity tests and reliability tests are also carried out so that the questionnaire used is valid and reliable. There is a need for hypothesis testing to answer the hypotheses that have been developed. The results of data analysis show that the competencies possessed by employees can improve performance. The work environment provided by the Subdistrict Office in Jember Regency turns out to be very comfortable and has been proven to improve employee performance.

Influence of Work Discipline and Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable: The Case Study of Dinas Perumahan dan Kawasan Pemukiman OKU Regency in Baturaja

This research aims to determine the influence of work discipline and organizational culture on employee performance, with work motivation as an intervening variable at the OKU Housing and Settlement Area Service in Baturaja. This type of research is associative. The variables researchers use are work discipline, organizational culture, work motivation, and performance. The sample in this research was 125 employees of the OKU Regency Housing and Settlement Area Service in Baturaja who were selected using cluster sampling. The data used in this research is primary data collected through a questionnaire. The data analysis technique used is Structural Modeling Equation (SEM) with the Lisrel Program Application. The results of this research show that (1) work discipline has a positive and significant effect on employee performance, (2) organizational culture has a positive and significant effect on employee performance, (3) work discipline has a positive and significant effect on employee work motivation, (4) organizational culture has an insignificant effect on employee work motivation, (5) work motivation has a positive and significant effect on employee performance at the OKU Regency Housing and Settlement Area Service in Baturaja

Influence of Leadership and Working Environment on Employee Performance with Work Motivation as Intervening Variable: The Case of PT Sawit Mas Sejahtera Kabupaten Lahat

This research aims to determine the influence of leadership and work environment on employee performance with work motivation as an intervening variable at PT Sawit Mas Sejahtera, Lahat Regency. The type of research is associative. Leadership, work environment, motivation, and performance are the variables used. The research sample consisted of 200 PT Sawit Mas Sejahtera employees, Lahat Regency, who were selected using cluster sampling. The data used is primary data with a questionnaire data collection method. Structural Equation Modeling (SEM) with the Lisrel application program is the data analysis technique. The research results show that (1) leadership has a positive and significant effect on employee work motivation, (2) the work environment has a positive and significant effect on employee work motivation, (3) leadership has a positive and significant effect on employee performance, (4) the work environment has an effect not significant on employee performance, (5) work motivation has a positive and significant effect on employee performance of PT Sawit Mas Sejahtera Lahat Regency.