Level Of Work Performance Research Articles

Preliminary Study on the Relationship between Location, Infrastructure, and Transportation of Productive Malaysia Cocoa Farmers (PMCF) towards Work Performances in Sarawak, Malaysia

Malaysian cocoa production relied on cocoa farmers since 2006 because they were the major holder (81.4%) of the cocoa cultivation area. As for Sarawak, 100% of cocoa production was from cocoa farmers. Sarawak used to produce 21,200 metric tons of dried cocoa beans in 1990. The government also has spent more on training and fertilizer for cocoa farmers to increase PMCF productivity. However, the production keeps gradually decreasing yearly. In 2021, Sarawak only produced 59 metric tons of dried cocoa beans and the productivity decreased by 10% to 0.19 metric/ton/ha/year compared to 2019 productivity (MCB, 2022). In order to strategies the long-term improvement of cocoa production, this study aims to define the relationship between location, infrastructure, and transportation toward the work performance of Sarawak PMCF. Driven by Iceberg Model, the objectives of this preliminary study are to determine i) the location, infrastructure, and transportation towards work performance levels ii) the relationship between location, infrastructure, and transportation with work performance iii) the most factors (IVs) that contribute more toward work performances. A total number of 35 respondents were involved in this purposive data collection which is only 30% of the sample population of the preliminary study which was 105 PMCF. The sample procedure used the approach of random sampling technique. These 35 respondents were selected involving 3.6% of respondents for each zone population of Sarawak rural areas namely the Northern, Middle, and Southern Coastal Zone. The data was r by IBM SPSS version 25.0. The data were tested by using Exploratory Factor Analysis (EFA) and then analyzed by descriptive, correlation, and regression analysis to answer all objectives. The study found all the variables showed moderate-level indicators. The variables that showed moderate and positive correlation were location and infrastructure. In contrast, location is the most contributing factor to the work performance of PMCF in Sarawak.

유연근무제 활용 만족도가 업무성과와 조직몰입에 미치는 영향에 관한 연구 : 자녀 유무의 조절효과

This study aims to conduct a quantitative analysis of the effect of the level of satisfaction with the use of the flexible work system of public officials on work performance and organizational commitment. In addition, the purpose of this study is to verify the moderating effect of the variable with or without children of public officials in the relationship between satisfaction with the use of the flexible work system, work performance, and organizational commitment. In order to statistically verify the research hypothesis, this study conducted statistical analysis on public officials of local government D. All public officials of local government D, which are the targets of this study, are regular public officials and include the main office, direct agency, affiliated agency, and business office. Excluding insufficient responses, the total number of respondents finally included in the statistical analysis of this study was 458. As a result of the analysis, it was found that the level of satisfaction with the flexible work system had a positive effect on the level of work performance and organizational commitment. In addition, it was verified that the child-presence variable has the effect of partially moderating the relationship between satisfaction with the flexible work system and work performance/organizational commitment. This study will contribute to the theoretical expansion of the domestic public sector flexible work system by verifying the level of satisfaction with the use of the flexible work system, the quantitative relationship between organizational outcome variables, and the moderating effect of the variable with or without children, one of the population control variables. In addition, the main analysis results derived from the statistical analysis of this study are expected to provide practical implications to induce more correct establishment and active use of the flexible work system in domestic public institutions in terms of design and execution.

КЫРГЫЗ РЕСПУБЛИКАСЫНДАГЫ БИШКЕК-НАРЫН-ТОРУГАРТ АВТОЖОЛУН КУРУУДА САПАТТЫ БАШКАРУУ СИСТЕМАСЫН БААЛОО

The study focuses on the quality management system during the construction of the Bishkek-Naryn-Torugart motorway in the Kyrgyz Republic. It aims to analyse key aspects of quality management, identify problematic issues and propose recommendations for improvement. The methodology includes analyses of regulatory documents, technical specifications and data collected during the monitoring of construction works. The main focus is on quality control of materials, construction techniques and compliance of completed works with standards. The analysis of data, regulatory framework and practical experience helps to identify the main problems and propose recommendations for improving quality management in road infrastructure construction. The study aims to improve the efficiency of road construction project management and ensure an increased level of quality of road infrastructure in the country. As a result, the key factors affecting the effectiveness of the quality management system in the construction of a motorway are identified. Recommendations on optimisation of quality management processes to improve the level of work performance and ensure long-term sustainability of the Bishkek-Naryn-Torugart road infrastructure in the Kyrgyz Republic are proposed.

Relationship Between Level of Mental Health and Level of work Performance Among Primary Teachers: Malaysian Experiences

Relationship Between Level of Mental Health and Level of work Performance Among Primary Teachers: Malaysian Experiences

The level of work performance of employees at Top Gloves in A in Temouchen

This study aimed to identify the level of job performance and to reveal the differences in it according to the variable of professional experience. The study was conducted on a sample of employees of a medical glove manufacturing company in Ain Temouchent. The job performance questionnaire adopted in the study by Zeribi Ahlam (2017) was used and applied to a sample of 80 employees, following the descriptive approach. The study revealed a high level of job performance, and the absence of differences in the level of job performance according to the variable of work experience.

The Impact of Work Environment on Worker Productivity in Companies in Lima

The aim of this study is to analyze the impact of work environment on worker productivity in companies located in Lima by identifying the main factors that influence this environment and its relationship with the levels of work performance. The study had a quantitative applied approach with a non-experimental, correlational, and cross-sectional design. A sample of 381 workers over 18 years of age and of both sexes working in companies in Lima was taken. Data collection was conducted through surveys, and the instrument was a questionnaire consisting of 18 items for the work environment variable, composed of 3 dimensions, and 17 items for the productivity variable, composed of 2 dimensions. The results showed that most workers perceived a positive work environment, with significant percentages in the dimensions of leadership, motivation, and job satisfaction. Specifically, leadership showed a 51.18% perception of a good work environment, followed by motivation with 45.67% and job satisfaction with 43.31%. A positive trend was observed regarding worker productivity, with a high percentage of efficiency (62.20%) and effectiveness (59.84%). It is concluded that there is a favorable work environment that contributes to high levels of productivity among workers in companies in Lima. A moderate positive relationship between work environment and productivity was identified (P<0.05; R=0.784).

Islamic Leadership Style and its Relation to the Academic Leaders’ Work Performance in Southern Universities of Khyber Pakhtunkhwa

This descriptive study was conducted with the aims to investigate the academic leaders’ practice of Islamic leadership style in southern universities of Khyber Pakhtunkhwa, to find out the level of work performance of the academic leaders perceived by their teaching faculty, and to find out the correlation between academic leaders’ Islamic leadership style with their work performance. Data were collected from teaching faculty working in different departments of four universities located in southern Pakhtunkhwa. Mean, SD, and Pearson Coefficient Correlation were applied as statistical tests for data analysis. The study’s results showed that academic leaders of different departments in southern universities of Khyber Pakhtunkhwa, sometimes use Islamic leadership style, and their work performance is average, as perceived by their teaching faculty, Islamic Leadership style has strong correlation with academic leader’ work performance. Researchers recommended that academic leaders should practice Islamic leadership style as it ensures the exemplary performance of the leaders and organization as well.

Digital Literacy and its Impact on the Work Performance of the Collaborator of a State Entity

The main objective of the development of this article was to determine the impact of digital literacy on the work performance of the employee of a state entity, for which a quantitative approach methodology was used with a non-experimental correlational, causal, explanatory and cross-sectional design, with a population of 137 participants and a census-type sample. obtained under a non-probabilistic convenience sampling, thus a SIG.<0.05 was obtained indicating that literacy significantly impacts work performance, likewise under the Nagelkerke value of 0.902, the hypothesis is reinforced by mentioning that digital literacy impacts 90.2% on the development of the employee of a state entity, thus concluding that, the higher the level of digital literacy that the employee maintains based on the use of technologies to fulfill their functions, the greater their impact and level of work performance.

Thriving at work as a mediator of the relationship between psychological resilience and the work performance of clinical nurses

ObjectiveThis study aims to investigate the relationship between psychological resilience, thriving at work, and work performance among nurses, as well as analyse the mediating role of thriving at work in the relationship between psychological resilience and the work performance of nurses. The findings are intended to serve as a reference for nursing managers to design tailored work performance intervention programs.MethodUsing convenience sampling, 308 clinical nurses were selected from a tertiary hospital in Changsha City, Hunan Province, China, from February to April 2023. The Connor–Davidson Resilience Scale (CD-RISC), the Thriving at Work Scale, and the Work Performance Scale were employed for the questionnaire survey. Pearson correlation analysis was used to explore the relationship between psychological resilience, thriving at work and work performance. The SPSS 26.0 software’s ‘Process’ plugin was utilised for mediation effect analysis.ResultsSignificantly positive correlations were found between psychological resilience and thriving at work (r = 0.806, P < 0.01), thriving at work and work performance (r = 0.571, P < 0.01) as well as psychological resilience and work performance (r = 0.572, P < 0.01). Psychological resilience significantly predicted work performance positively (β = 0.558, t = 11.165, P < 0.01), and this prediction remained significant when thriving at work (the mediating variable), was introduced (β = 0.371, t = 4.772, P < 0.01). Psychological resilience significantly predicted thriving at work positively (β = 0.731, t = 20.779, P < 0.01), and thriving at work significantly predicted work performance positively (β = 0.256, t = 3.105, P < 0.05). The mediating effect size of thriving at work between psychological resilience and work performance was 33.49% (P < 0.05).ConclusionThriving at work plays a partial mediating role between psychological resilience and work performance. The level of work performance among clinical nurses was relatively high. Nursing managers can enhance thriving at work by fostering psychological resilience among clinical nurses, thereby further improving their work performance to ensure high-quality and efficient nursing care.

Sense of coherence moderates job demand-resources and impact on burnout among nurses and midwives in the context of the COVID-19 pandemic: A cross-sectional survey.

This study aimed to test the propositions using the job demands-resources (JD-R) model for main/moderation/mediation effects of a sense of coherence and practice environment support on mental well-being (anxiety, depression and burnout) outcomes in nurses and midwives in Australia during the COVID-19 pandemic. Cross-sectional quantitative survey. The study was a cross-sectional design using self-report questionnaires reported as per the Reporting of Observational Studies in Epidemiology Guidelines. Following human research ethics approval (2020.ETH.00121) participants were recruited to take part in an online anonymous survey using self-report instruments to test the JD-R model in Australia. 156 participant nurses and midwives experienced anxiety, depression and emotional burnout during COVID-19. While a considerable proportion of participants indicated high levels of emotional exhaustion, their responses showed low levels of depersonalization (detached response to other people) and high levels of personal accomplishment (high levels of work performance and competence). A sense of coherence was a significant protective factor for mental health well-being for the participants, which is to say, high levels of sense of coherence were predictive of lower levels of anxiety, depression and burnout in this study sample. It is evident that both nursing and midwifery professions require psychosocial support to preserve their health both in the short and long term. Ensuring individualized tailored support will require a layered response within organizations aimed at individual self-care and collegial peer support. There was no patient or public contribution in this study, as the focus was on nurses and midwives.

THE INFLUENCE OF INDIVIDUAL WORK PERFORMANCE AND ADAPTIVE BEHAVIOR ON ORGANIZATION-BASED SELF-ESTEEM

The study aimed to establish which individual work performance domain best influences adaptive behavior and organization-based self-esteem among 313 public school teachers of Kiblawan District, Division of Davao del Sur. A non-experimental quantitative research design using the descriptive-correlational technique was applied. Using modified questionnaires, the data collected were tested for reliability and validity by experts. In analyzing the data, mean, Pearson r, and regression analysis were used. Results revealed that the level of work performance was high organization-based self-esteem was very high and adaptive behavior was high. The relationship between Individual Work Performance and Organization-Based Self-Esteem was significant, indicating that higher levels of individual work performance are associated with higher levels of organization-based self-esteem. Similarly, there was a significant positive correlation between Adaptive Behavior and Organization-Based Self-Esteem. A linear regression analysis shows that both Task Performance and Contextual Performance significantly predict Organization-Based Self-Esteem. Additionally, Individual Work Performance significantly predicts Organization-Based Self-Esteem. The findings have significant implications for organizations seeking to improve employee morale and organizational performance through targeted interventions aimed at enhancing both work performance and adaptive behavior.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/edu/0754/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

The role of leadership in nurses' wellbeing and performance: A cross-sectional survey using a dual motivational pathway model.

To examine the positive motivational paths from perceived autonomy-supportive leadership, and the negative motivational paths from perceived controlling leadership to satisfaction and frustration of basic psychological needs, work motivation, work performance, work engagement and somatic symptom burden among nurses using Self-Determination Theory. The study used a cross-sectional design mapping nurses' perceptions of the various study variables through a survey. Nurses working in the municipal healthcare in Norway were recruited through an electronic questionnaire sent out via a link to their emails between 29th of August and 29th of September 2020. Of them, 219 nurses completed the questionnaire. Study hypotheses were tested using structural equation modelling. Higher levels of perceived autonomy-supportive leadership were associated with reduced levels of somatic symptom burden and increased levels of work performance and work engagement through the satisfaction of basic psychological needs and autonomous motivation, specifically identified regulation and intrinsic motivation. Perceptions of controlling leadership were associated with heightened levels of somatic symptom burden through basic psychological need frustration, amotivation and introjected motivation, along with lower levels of work engagement through need frustration and amotivation. This study underscores the positive motivational paths of perceived autonomy-supportive leadership on nurses' work performance and wellbeing through the facilitation of basic psychological need satisfaction and autonomous motivation. Conversely, the study highlights negative motivational paths of perceived controlling leadership on reduced work engagement and heightened ill-being through the basic psychological need frustration, controlled motivation and amotivation. This study provides insights and actionable recommendations for nurses and their leaders, emphasizing the significance of understanding the adverse impact associated with perceived controlling leadership. The findings underscore the importance of addressing these issues to mitigate detrimental effects on motivation and overall work functioning. No patient or public contribution.

Prime Human Resource Management Implementation, Work Performance, and Client Satisfaction in the City Government of Calamba

In today's government landscape, the need to possess expertise in Human Resource Management (HRM) and adhere to the ideals of meritocracy has become highly significant. PRIME-Human Resource Management plays a crucial role in optimizing staff performance through its holistic approach. It is imperative to conduct a comprehensive study on the complex connection between PRIME-HRM, performance, and customer satisfaction, especially in the specific setting of city government, as exemplified by the case of Calamba. The research investigated the relationships between the level of implementation of PRIME-HRM and the level of work performance, and how work performance, in turn, affected client satisfaction in the City Government of Calamba. Additionally, the study discussed the issues, concerns, and difficulties that hinder meeting the goals of PRIME-HRM implementation, increased work performance, client satisfaction, and retention. A researcher-made and adopted questionnaire was used to collect data from 201 randomly selected respondents. The model was analyzed using the Mean, Four-point Likert Scale, Standard Deviation, and Pearson Product-moment Correlation. The analysis revealed a significant relationship between the level of implementation of PRIME-HRM and Work Performance and no significant relationship between frontline employees' work performance and client satisfaction. Furthermore, the study proposed an action plan to develop, improve, and incorporate more techniques into the ongoing implementation of PRIME-HRM to enhance the current program and increase employee performance and client satisfaction. The strategies and activities like streamlining and establishing and oversight committee were proposed to include more techniques in the ongoing implementation of PRIME-HRM to enhance the current program and increase employee performance and client satisfaction.

E-Airs: Interactive Ergonomic Monitoring System for Work Posture

Work posture and/or position of work is a crucial problem in work system. Unnatural posture will lead to discomfort when doing the task such as pain at part of body such that it will cause accident in the end. This accident will affect level of work performance of the worker so as the work productivity fails achieve a target determined. The failure mode, of course, results in a big loss for a company. This state should be avoided by use of the natural posture by worker in completing a job. However, many workers do not still understand what kind of a natural and unnatural work posture directly. So, this condition has high risk for being occurred the discomfort. Thus, it is important to develop a tool for helping them to identify a certain posture of work. Objective of this study is to design a monitoring system devices to capture and to determine an natural posture of the worker based on ergonomic principles. Rapid Upper Limb Assessment method is applied to determine a risk of work posture. Machine Learning concept is implemented to support in designing a system by also applying python programming language. Result of this study shows that monitoring system devices developed is usable in informing an unnatural posture of worker in completing a job. Thus, this result will beneficial for worker to improve work posture to be natural position so as discomfort can be prevented.

Practice of Transformational Leadership of School Heads and Work Performance of Teachers in Public Elementary Schools

Good leadership is significant since it is one of the motivating factors that motivate teachers to excel in providing quality education to learners. The purpose of this study is to measure the extent of the practice of transformational leadership of school heads and the work performance of teachers in public elementary schools in District V of the Division of Bacolod City. Random sampling was used to identify the 175 respondents. The study utilized descriptive, comparative, and correlational research designs and an adapted researcher-made survey questionnaire, which was validated and underwent reliability tests. The research found that school heads were perceived to have a high level of transformational leadership practice and were rated very high by Master and Grade 2 Teachers. Teachers' performance was generally outstanding, except for Grade 2 Teachers, who had very satisfactory ratings. The study concluded that there was no significant difference in leadership practices and work performance according to variable length of service, teaching position, marital status, and grade level taught. Furthermore, no significant relationship was found between the transformational leadership of school heads and teachers' work performance. Research indicates that elementary school teachers assessed their school heads as transformational leaders, and teachers demonstrated a high level of work performance. In conclusion, despite the positive effects of transformational leadership on motivation at work, it does not significantly impact teachers' performance. Thus, factors such as teaching styles and classroom strategies may significantly influence work performance.

Niveles de Rendimiento y Satisfacción Laboral, en trabajadores en diferentes modalidades en una muestra Argentina

In the present investigation, the relationship between the levels of work performance and their respective dimensions with respect to job satisfaction is studied, comparing said levels in face-to-face, mixed and hybrid workers after returning to work in the context of the Covid-19 post-pandemic. An ad-hoc questionnaire, the Argentinian adaptation of the Koopmans Job Performance Scale and the Mac Donald and Mac Intyere Generic Job Satisfaction Scale were applied, and 500 Argentine workers were surveyed (M= 33.52, SD= 10.43). The results reflected a positive relationship between performance and job satisfaction and an inverse relationship between Satisfaction and counterproductive behaviors. On the other hand, it was found that satisfaction is lower in those who carry out their work in person with respect to the other modalities. Finally, it is concluded that satisfaction is a crucial indicator for companies and employers, which is, determinant on their performance. On the other hand, the mixed modality is the one that presents the highest levels of performance and satisfaction, as a consequence of the benefits that this modality offers the worker.

Management Skills of Department Heads in Relation to Employees Work Performance

The management skills of department heads play a vital role in determining employees' work performance. Department heads are expected to possess good qualities of manager and to deal effectively and efficiently require special skills which make the manager successful in their task. The department heads with high levels of management skills are also likely to have high levels of self-worth and self-esteem, which can impact every area of their lives, from relationships to employment and work performance. The study investigated the management skills of department heads in relations to employees' work performance of permanent regular casual employees of Local Government Unit of Negros Occidental during the fiscal years 2020. The design of this research is a descriptive study using a questionnaire as the research instrument. A total of 225 permanent and casual employee were involved as respondents in this study. The variables considered were age, sex, and highest educational attainment. The findings showed that the department heads' level of management skills is all at a very high level. The employees' work performance level during the fiscal year 2020 was interpreted as very satisfactory based on their OPCRF. The findings also showed that there was no significant difference in the department heads' level of management when grouped and compared according to sex and highest educational attainment. However, results showed a significant difference in variables age. A significant difference in the employees’ level of work performance when grouped and compared according to age and highest educational attainment, while sex showed no significant difference.Department Heads seem to be the most operational tool in influencing people, so they strive willingly and enthusiastically towards the accomplishment of goals in the department. Department heads design motivation systems to encourage employees to perform most effectively and draw potential candidates for promotion.

THE EFFECT OF MENTAL HEALTH AND WORK PERFORMANCE LEVEL OF HOSPITAL EMPLOYEES ON OCCUPATIONAL HEALTH AND SAFETY CULTURE

In this study, it is aimed to determine the relationship between mental health and work performance levels of hospital employees and occupational health and safety culture. The study is cross-sectional, and was conducted in 2022 among employees of a university hospital. No sample selection was made in the study, and the study was conducted with 208 people who agreed to participate in the study. Data were collected using a socio-demographic questionnaire, Occupational Health and Safety Culture (OHSC) scale, Depression-Anxiety-Stress Scale (DASS-21) and Work Performance Scale (WPS). Data were evaluated by ANOVA, correlation and linear regression analysis. Of the employees, 33.7% stated that their duration of work in the institution is less than 3 years, 84.6% of them received in-service training about OHSC, and 41.3% of them stated that their knowledge about OHSC is sufficient. In order of importance, the OHSC total score average is increased by decreasing the duration of work in the institution (β= -0.352), receiving in-service training at OHSC (β=0.209), increasing work performance (β=0.190) and working as medical staff (β=0.183) (p&amp;lt;0.05), while depression, anxiety, stress, age, gender, marital status, income level, health perception, and received OHS training were not found statistically significant (p&amp;gt;0.05). The OHS culture level of the hospital employees is medium, and the increase in work performance is to increase the OHSC level. No relationship was found between OSHC and mental status. Hospital administrations should implement policies that increase the OHS culture and work performance in the institution.

Personality Traits and Work Performance Level of Paddy Farmers in Old Granary Areas, Malaysia

Personality Traits and Work Performance Level of Paddy Farmers in Old Granary Areas, Malaysia

Pengaruh Etos Kerja, Disiplin Kerja dan Pengembangan Karir Terhadap Prestasi Kerja Pegawai di Badan Perencanaan Pembangunan Daerah

Human resources in an organization are very important where human resources are needed in an organization for the progress of the organization. Employees are one of the components that determine the success of work activities within the organization. Serious attention must always be given to managing human resources, in this case employees. Work performance is the result of work that a person has achieved from their work behavior in carrying out work activities. In line with the development of the times and technology, one of the government agencies, namely the Regional Development Planning Agency (BAPPEDA), East Aceh Regency, has long started making changes in implementing administration, work mechanisms and services with the aim of ensuring that the agency is able to maintain work performance. However , a phenomenon that often occurs in BAPPEDA East Aceh Regency is the low work performance of employees which causes the administrative service process to be slow and many problems often arise. The decline in employee work performance is due to the lack of employee work discipline. Another problem is the work ethic which is still lacking. low level can be seen from a lack of optimizing one's potential, lack of cooperation between employees, lack of optimizing the time given, lack of friendliness, lack of discipline in work, etc. Work discipline is the real practice of employees regarding the rules contained in an organization. An employee's career is a series of activities or behavior related to an employee's experience and work activities from the time he joins an organization/company as a new employee until the employee retires/is laid off or dies. To improve the work performance of the Regional Development Planning Agency (Bappeda) of East Aceh Regency for each employee, this cannot be separated from the work ethic, work discipline and career development that these employees believe in. Employee discipline is one of the things that greatly influences the the level of work performance of an employee himself. Career development is the process of increasing a person's work abilities which encourages an increase in work performance in order to achieve the desired career. Career development activities are supported by the agency, so the agency expects feedback from employees, namely in the form of work performance. Work ethic has a positive and significant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Work discipline has a negative and insignificant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Career development has a positive and significant effect on employee work performance at the Regional Development Planning Agency (Bappeda, East Aceh Regency). Work ethic, work discipline and career development on employee work performance at the Regional Development Planning Agency (Bappeda East Aceh Regency)