Work Culture Research Articles

Беструдовое общество: право на лень и новая мотивация труда

The article is devoted to the phenomenon of the “end of labour” and the con­sideration of this problem in modern social thought. Anti-labour rhetoric, which originated in the 19th century, finds its development in the 20th century in the dis­course of refusal to work and the prospect of preserving human individuation in the conditions of a technical society. As a result of the comparison of approaches to the issue of liberation from labour, the authors of the article come to the conclu­sion that the proposed concepts in assessing labour and its role in the development of society are inconsistent, the untimeliness of abandoning work (as a fundamental type of activity) and work-centrism (as a way of life). Insisting on the need for li­beration from labour, supporters of the rejection of work ethics and work culture leave out of discussion the possible consequences of the transition to a labour-free society. The proposed projects lack convincing options for effectively replacing work activity in its high social position and a model of a new work ethic based on the comprehensive improvement of a person. The article attempts to contrast ideas about the creative evolution of labour activity in the works of Russian thinkers of the twentieth century (A. Bogdanov, A. Gastev) with the post-labour discussion (N. Srnicek, A. Williams, group “Crisis”). An alternative to the discussion about a society without labour at the turn of the 2020s is the question of a new labour paradigm, a revision of the motivation of work and the preservation of its social significance, a new work ethic and individual planning for the future (A. Hines, B. Stigler, O. Nesterov, A. Pisarev, etc.)

Information System for Financial Management and Human Resource Proficiency and Accountability for Financial Statements: An Indonesian Case Study

The purpose of this study is to investigate how organizational culture, human resource competency, and financial management information system variables affect the financial reporting responsibility of village governments. Using a straightforward random sample method, 65 villages from the two districts made up the sample. The data from this study were analyzed using multiple regression analysis. The outcomes demonstrated that Human resource competency, organizational culture, and financial management information systems—the three differentiators in the two districts—have a major positive impact on accountability when it comes to creating village government financial reports in Tabanan Regency. In Badung Regency, on the other hand, organizational culture has little bearing because work cultures vary throughout village governments. Local culture serves as the foundation for organizational culture in the Tabanan regency, whereas organizational culture in the Badung regency is examined and implemented differently, suggesting that no organizational culture type is better than any other. This implies that depending on how and when organizational goals are to be achieved, all types can work together and in tandem with one another.

Kombinasi Metode Pembobotan Entropy dan Multi-Attribute Utility Theory Dalam Penentuan Karyawan Terbaik

Selecting the best employees is an important process in a company to recognize and reward the outstanding contributions of its employees. The main purpose of this selection is to motivate other employees to continue to improve the quality of their work, as well as create a competitive and productive work culture. The problem that arises is the potential for jealousy and unfair competition among employees in the selection process is considered not transparent or unfair, this can cause a sense of dissatisfaction and demotivation in employees who feel that their contributions are ignored. The combination of entropy and MAUT weighting methods has been an interesting approach in the context of determining the best employees. This combination provides a comprehensive and objective framework for making better decisions in selecting employees who best suit the company's needs. The ranking results provide an overview of the results of selecting the best employees using a combination of entropy and MAUT methods. Employees on behalf of Titin Yuliana were ranked 1st best employees with a final score of 0.4801, employees on behalf of Jepri were ranked 2nd best employees with a final score of 0.376, and employees on behalf of Andi were ranked 3rd best employees with a final score of 0.2929. The ranking results of the combination of entropy and MAUT methods can provide a more holistic picture of the employees who best suit the company's needs. By combining objective information about employee performance (using MAUT) with an objective evaluation of the weight of criteria (using Entropy), the end result can become more accurate and trustworthy.

The Influence of Work Culture Motivation, Job Satisfaction on Employee Performance with the Remuneration System as a Moderator Variable of Ibn Khaldun University Bogor

The Influence of Work Culture Motivation, Job Satisfaction on Employee Performance with the Remuneration System as a Moderator Variable of Ibn Khaldun University Bogor

Cord Blood as a Trophic-Growth Additive for Culture Work

Cord Blood as a Trophic-Growth Additive for Culture Work

Pengaruh Kepuasan Kerja, Motivasi Kerja dan Budaya Kerja terhadap Disiplin Kerja Karyawan pada UMKM Blush Eyewear Kota Bekasi

This study aims to measure the influence of job satisfaction, work motivation, and work culture on employee discipline at UMKM Blush Eyewear in Bekasi City. All employees of the company constitute the population of this research. The sampling method used is a saturated sample, where all members of the population are included as samples in the questionnaire distribution. A total of 40 employees participated in this study. This research employs a quantitative approach with multiple linear regression analysis, and hypothesis testing is conducted using t-tests and F-tests with a 5% significance level. The t-test results show that job satisfaction, work motivation, and work culture have a significant influence on employee discipline. The F-test results also indicate that the three variables, namely job satisfaction, work motivation, and work culture, collectively have an impact on employee discipline.

PENGARUH BUDAYA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI TATA USAHA DALAM PENGELOLAAN ADMINISTRASI

This research aims to determine the influence of culture and work discipline on employee performance in state high schools throughout Solok Regency. This research uses a type of correlation research. The population in this study was all State High School Administration employees in Solok Regency, totaling 65 people. The research instruments used were work culture questionnaires, work discipline questionnaires and employee performance questionnaires. The data collection technique used was distributing questionnaires to respondents who were classified as research samples. The research used was a closed questionnaire. To analyze the data, researchers used analytical techniques by carrying out classical assumption tests as a prerequisite test, then carrying out simple linear regression analysis and multiple linear regression analysis. The results of the research show that 1) work culture has a positive and significant effect on the performance of Administration employees by 72.8%, 2) work discipline has a positive and significant effect on the performance of Administration employees by 72.7%, 3) culture and work discipline together -sama has a positive and significant effect on the performance of Administration employees by 78.1%. The conclusion from the research that has been conducted states that work culture and discipline have a positive and significant effect on the performance of Administrative employees in administrative management

Development of Awadhi culture in Calcutta under Nawab Wajid Ali Shah(1856-87)

Abstract: Wajid Ali shah was dethroned on the plea of misgovernance and was forced to leave his beloved place and people. Though he was reluctant, but he had no other option but to come to Calcutta and settle here. But once he settled in Calcutta in Matyaburj he did not remained confined to the life his Palace, rather he engaged himself in various cultural and artistic works. This article is aimed at bringing out the literary and cultural contribution of the 11th Nawab of Awadh. While in Calcutta in Matyaburj,he devoted his life to its people till his last breath on 1st September, 1887. The Nawab was a poetic genius himself and patronized many such personalities. His arrival marked the beginning of a new chapter in the history of Calcutta as a huge number of family migrated from lucknow and settled in Calcutta to live by the side of their beloved Nawab. The culture that he brought with him has been developing in the city of joy since the time of late king and the people are still getting benefits of his contribution. Keywords: Nawab, Rahas, Awadh, Khansama, Mutah, Parikhana, Jogojashn, Masnavi, Mahroo

OCCUPATIONAL HEALTH AND SAFETY PRACTICES IN THE WORKPLACE DURING THE COVID-19 PANDEMIC: A LITERATURE REVIEW

Background: The Corona Virus Disease 2019 (COVID-19) pandemic, which has impacted the world of work, has necessitated work organizations to prevent transmission and enhance workers’ performance. Purpose: To find out the implementation of occupational health and safety management during the COVID-19 pandemic across various corporate sectors. Review: It was conducted by answering research questions related to the management of safety and health practices in the workplace during the COVID-19 pandemic. The process involved formulating problem questions based on the PICOS framework. After filtering and adjusting the research variables, 21 articles were analyzed, consisting 12 articles from the ProQuest database and 9 articles from the ScienceDirect database. Result: Various innovations have been made by companies so that the implementation of Occupational Health and Safety (OHS) management, especially health protocols in dealing with COVID-19, can run optimally. Among them is an increasing number of training sessions for workers on health protocols and awareness, redesigning workplaces according to standards, using smart technology to detect social distancing violations, and improving dialogic communication. Such improvements have been proven to increase communal relations between workers and management, thereby increasing active worker participation in establishing a safe working culture within the workplace. Conclusion: The OHS management implemented by the company may change based on workplace COVID-19 prevention regulations.

Dronelab: a wing of a visionary entrepreneur

Learning outcomes After completion of the case study, the students will be able to discuss topics such as new venture creation and opportunity sensing, knowledge sharing and employee bonding and the use of social networks in business growth. Case overview/synopsis This case study focuses on the entrepreneurial journey of Mr Nikhil Methiya, the owner of Dronelab Technology Private Limited, which provides surveying, inspection, agriculture, surveillance and research and development services using drone technologies. This case highlights how Methiya used his minimal resources to grew his business, diversified his activities and developed a sound company profile and work culture to provide the best services to clients. This case also discusses the role of social networks in business growth and expansion, the use of effectuation theory in forming new businesses and the importance of conducting a SWOT analysis to understand a firm’s internal and external environments. Furthermore, this case touches upon the challenges and opportunities of the drone industry in India. It leaves readers in a dilemma should Methiya plan to expand his business to Europe and Africa in the upcoming years. This case study is suitable for postgraduate management students specializing in entrepreneurship and can serve as a valuable resource for the Venture Creation Program’s start-up strategy and execution. The case study’s pedagogy involves discussion-based learning. Complexity academic level This case study can be used in management for an entrepreneurship specialty course. It is ideal for postgraduate students and has a moderate level of difficulty. Supplementary materials Teaching notes are available for educators only. Subject code CSS 3: Entrepreneurship.

ANALISIS BUDAYA DAN PRODUKTIVITAS KERJA PETANI PLASMA PADA PERKEBUNAN KELAPA SAWIT (STUDI KASUS PADA PT. SULTRA PRIMA LESTARI)

This study aims to determine the work culture and work productivity of plasma farmers working at PT Sultra Prima Lestari and the relationship between the two. The population of this study is all plasma farmers who work at PT Sultra Prima Lestari in Andowia District, North Konawe Regency, totaling 120 people divided into 10 farmer groups. Determination of the number of research samples using the Slovin formula with an error rate of 25%, so that the research sample amounted to 54 respondents. This research uses a quantitative approach. The sampling technique used a proportional random sampling technique. Data collection in the field using survey methods, interviews, and documentation using instruments in the form of questionnaires or questionnaires. Variables in this study, namely the work culture of farmers (variable X) and work productivity of farmers (variable Y). The data were analyzed in a quantitative descriptive way using the class interval formula and the Spearman rank correlation formula with the help of SPSS 26 software. The results showed that the work culture of plasma farmers included togetherness, and work intensity in the production of oil palm farming at PT Sultra Perima Lestari was in the high category. The work productivity of plasma farmers includes quality of work, quantity of work, and timeliness of work in the production of oil palm farming at PT Sultra Perima Lestari is in the high category. Work culture with plasma farmers' work productivity has a significant relationship with a value of 0.491 ≥ r table 0.26, meaning it is quite close and the sig value of 0.00 is smaller than the significance level at the α level of 0.05.

Determinanten für ein günstiges Sitzund Bewegungsverhalten in der Präsenzarbeit im Büro und im Homeoffice

Determinants of favourable sitting and movement behaviour when working in the office and at home – results of an interview study (SITFLEX-2) Objective: Office workers spend about 70 % of their working time seated. Sitting for more than 8h per day is associated with health problems such as hypertension and type II diabetes mellitus. This study aims to reveal what office workers, in interview, consider to be the facilitators and barriers to breaking up sitting time in the office and when working remotely, and to make recommendations based on their insights. Methods: Qualitative semi-structured interviews were conducted with 25 employees performing sedentary work in an international company. The analysis was carried out using Mayring’s content analysis on the basis of the COM-B model of behaviour (Capability, Opportunity, Motivation, and Behaviour). The modified model of possible determinants of sedentary behaviour in the work context was used to identify preliminary guidance for enabling healthier sedentary behaviour at work. Results: The interviews indicate that awareness of the importance of sitting breaks and movement, and their association with health, was a prerequisite for promoting healthy behaviour. In addition to spatial and social incentives, work task organisation that allows employees to take a break from sitting is perceived as beneficial. Spatial and social incentives are often particularly lacking when working from home. Regardless of the working environment, a work culture that supports and encourages sitting breaks and movement is important. There are several barriers to this. Sitting at a desk for long periods of time, for instance, is perceived to be associated with higher productivity, while time pressure masks physical sensations so that sitting breaks are often forgotten. Conclusions: Due to the increasing prevalence of working from home, there is a clear need for appropriate procedures and a working culture that promote breaks from sitting and movement during remote work. Keywords: sedentary behaviour – sitting interruptions – movement promotion – qualitative research – interviews

Remote work economics: A conceptual review of financial and HR metrics

This review paper examines remote work's economic implications by evaluating financial and HR metrics in remote work environments. It provides an overview of remote work arrangements, identifies key economic drivers behind the shift to remote work, and discusses the impact of remote work on traditional financial metrics such as cost savings and productivity. Additionally, it explores HR metrics specific to remote work environments, including employee engagement, retention, and communication effectiveness. The paper highlights challenges in measuring HR metrics in remote setups and proposes solutions. Furthermore, it discusses the impact of remote work on employee well-being and organisational culture, emphasising the importance of supporting employee success and cultivating a positive remote work culture. The implications of financial and HR metrics in remote work economics are discussed, along with suggestions for future research directions and potential areas for improvement in evaluating remote work economics.

Impact of Employer Branding on Job Satisfaction: A Conceptual Framework

Purpose: Over the years, organisations have gained an immense realisation that employees are their biggest source of competitive advantage. Apart from attracting, recruiting, and selecting the best employees, organisations need to find ways to motivate and retain them as well. To do so, they need to cater to the needs of both current and prospective employees. The aim of the study is to provide a comprehensive review of the concept of employer branding and its relationship with job satisfaction. Research Method: The study reviewed empirical papers, review studies, and conference papers published in peer reviewed journals that are indexed in various databases related to employer branding and job satisfaction. Findings: The findings of the study reveal that employer branding involves all the strategies that an organisation undertakes in order to elevate its reputation in the eyes of its current employees by virtue of its unique employee value proposition and also create a positive image in the minds of their prospective employees by highlighting various monetary and non-monetary benefits for getting associated with the brand. Also, organisation in their quest to attract and retain talented workforce have realised the importance of employer branding. The study also reveals that when employers prioritize meeting employee expectations, such as offering career advancement prospects and equitable remuneration, while still satisfying their own commitments, it fosters a sense of fairness and trust that eventually results in job satisfaction. Implications: The study offers practical implications for organisations and human resource professionals. The organisations should reflect on the expectations of the workforce in order to foster a sense of belonging among the employees and increase job satisfaction. These expectations may be related to work-life balance, career development opportunities, an inclusive work culture, fair compensations, recognition and appreciation for their efforts. Originality: The study emphasises the crucial role of employer branding and its various dimensions on employee job satisfaction in organisations as well as in higher educational institutions. Further, different empirical studies can use the developed conceptual framework to examine the relationship between employer branding and job satisfaction.

The concept of “spectacularity” in the context of cultural concepts

In our imagination the concept of “spectacularity” is associated with images of a fair, a bright, exciting, cheerful carnival with laughter, joy, bright colors, and mirror refl ections. Certainly, “spectacularity” is not only about positive impressions: it can also be shocking or frightening, as evidenced by the Latin word “specter” (from the Latin “spectrum” — “vision”), meaning “apparition”, “ghost”, which again is one of the synonyms of Russian “spectacularity”. The phenomena of spectacle and spectacularity can be considered as phenomena of society and culture. The article shows approaches to the analysis of the concept of “spectacularity”, which are presented in the cultural and philosophical works of Russian and foreign scientists: M.M. Bakhtin, J. Ortega y Gasset, A.I. Mazaev, N.A. Khrenov, E.V. Salnikova and others. It is revealed that in developing these concepts, the authors rely on an analysis of traditions and rituals associated with festive culture. Often, through the holiday/ mundanity dichotomy, the authors identify the essential characteristics of concepts. Elite and profane, “low” and “high” — these are the characteristics that are used when talking about mass and elite culture. The materials of the article can be used within the disciplines “History of Culture”, “History of Art” and “Aesthetics”

Employees’ Attitudes toward Life and their Happiness at Work: Examining Government Organizations in the UAE

Although there is a wealth of happiness literature from both Western and Eastern experiences and perspectives, research on happiness in the workplace especially within the Arab region and high-context cultures—is limited. This study is an attempt to encourage happiness research in workplaces in the Middle East. Focusing on government organizations in the United Arab Emirates, this study aims to influence government organizations’ strategy planning and implementation regarding long-term impact on happiness levels. In particular, this study investigates how government organization employees’ personal attitudes toward life affect their feelings toward work. The research employed a quantitative analysis (questionnaire), thereby providing a detailed analysis of questionnaire responses across four government organizations at the functional level. Data were collected from 140 employees in four government organizations in the UAE over a period of four months. By performing data analysis using a quantitative tool to recognize the gaps between attitudes toward life and happiness levels at work in a high-context culture, this study makes recommendations to increase happiness levels across organizations in the long run. The study results reveal that participant employees largely exhibited a positive life outlook, which can be attributed to the UAE’s HC culture. Social life in the UAE is always active, with numerous family gatherings and social occasions, which can be considered a source of happiness. This study’s findings emphasize the necessity of correlating how individuals’ life attitudes positively or negatively influence their happiness levels at work.

Employee retention a top priority and what if it doesn’t work: Time to look at an ideal notice period

BACKGROUND: With Big Resignations on and the job hopping trend difficult to stop, HR needs to arrive at a less frustrating and more relevant approach that can curtail employee turnover in the first place and arrive at a mutually beneficial approach for both parties in case they decide to depart. The turnover intentions of employees are an outcome of uncertainty at work, toxic work culture, lack of appropriate work-life balance, stagnation in career, lack of mental well-being or improper monetary compensation. It also is influenced by the work experience of employees within the organization and trust at the workplace. When an employee decides to quit, he is already mentally gone, here it becomes even more critical to ensure that they stay relatively engaged during the transition so as to ensure effective knowledge transfer. Within the given context, what should be the duration of a notice period? How can organizations ensure a win- win approach for both employer and employee so as to ensure effective knowledge transfer? The paper is an attempt towards exploring this aspect further so as to arrive at a mutually beneficial approach both from the employer and employee perspective. OBJECTIVE: With an objective to review the ‘process and mindset’ which are often counterproductive when an employee responds to dissatisfaction at work, the paper aims to look at the ideal duration of a notice period and the context in which it works best. METHODOLOGY: Based on a mini thematic review and using a qualitative approach, the paper explores the current trends, challenges and implications of big resignations to HR as well the problems associated with the different duration of a notice period. An empirical attestation of the study can further validate the feasibility of a notice period that varies across jobs, organizations, industry and levels. It can further be validated empirically the impact of “open discussions about career transitions and job opportunities as less taboo” at workplace on employee engagement of people while on notice period as well employee retention in organizations. RESULTS: Employees need to be engaged even during their notice period, which may be possible only by ensuring a culture that promotes honest and open dialogues between employer and employee without any fear of reprisal when they are vocal about being unhappy in their jobs. An ideal notice need not be a ninety days, two months or two weeks period but has to vary across jobs, organizations and industry depending on the experience; job role; seniority; technicality; industry; availability of a person ready to take charge; or even period of employment of the leaving employee with the organization. The notice period works best i.e. ensures effective knowledge transfer within a workplace setting where job prospects or career transitions are considered less taboo and where the different reactions to dissatisfaction at work (EVLN) are handled through a ‘culture of open communication’, problem solving through ‘Happy, Present, Engaged’ conversations, “Training towards receiving & giving feedback and a ‘smooth transition’ in case the employee decides to quit.

US Farmworkers’ Barriers to Preventing Heat‐Related Illness: An Integrative Review

ABSTRACTBackgroundOccupational heat‐related illness (HRI) is problematic in the United States. Farmworkers are disproportionately affected by HRI compared to other workers. Uncovering barriers that farmworkers face to the prevention of HRI is crucial to reducing HRI‐associated morbidity and mortality. This integrative review aimed to understand US farmworkers’ barriers to preventing HRI.MethodsAn integrative review occurred following Whittemore and Knafl guidelines. Literature searches occurred on PubMed, Medline, and Agricola. After applying inclusion and exclusion criteria and removing duplicates, nine articles remained for review.ResultsThere were nine articles in the review. The majority of articles used a convenience sample. In all studies, the populations were farmworkers or agricultural workers. The study designs included cross‐sectional, mixed methods, qualitative focus groups, and a longitudinal study. The articles revealed several themes related to prevention barriers: access to prevention, education and training, work culture, and compensation. Farmworkers often lack access to proper prevention measures, education, and training. Work culture and compensation were obstacles to preventing HRI as some workers feel powerless to speak up for themselves, whereas others are tempted to forgo breaks because of the way they are compensated.ConclusionsThis review indicates the need for more research to understand the barriers farmworkers face to HRI prevention. Providing prevention measures without considering obstacles to their use is ineffective in reducing HRI. Because many farmworkers lack oversight and regulation of prevention measures, focusing on barriers and areas over which farmworkers have more control could have a significant impact.

GENDER DYNAMICS IN INDIAN DIPLOMACY: EXPLORING CHALLENGES AND OPPORTUNITIES FOR WOMEN

In India, despite the reverence for female deities, patriarchy’s hold remains strong in various fields, including diplomacy. This research aims to explore the pivotal role of women within the sphere of Indian diplomacy, tracing the historical evolution. The study relies on the qualitative method of survey of literature and analysis to highlight the achievements of Indian women diplomats and persisting hurdles, including the intersectional challenges they face. The study posits that addressing and removing the gender bias in Indian diplomacy, by viewing it through a feminist lens will yield more equitable opportunities and inclusivity. It underscores the significance of Feminist Foreign Policy (FFP), introduced by Swedish foreign minister Margot Wallstrom in 2014, as a potential solution to dismantle the patriarchal bias in Indian diplomacy. Empowering women to transcend the constraints imposed by a patriarchal framework, can enhance their individual well-being and psychological fortitude, fostering an improved work culture that attracts more women to join the Indian diplomatic services. This study gives suggestive measures to improve the work-life balance and enrich the professional as well as personal lives of women in Indian diplomacy by adopting feminist ideals. The research will contribute to the broader scholarship on gender and diplomacy, which is a relatively nascent but rapidly growing research area.

The Effect of Work Motivation, Work Culture, Leadership and Work Experience on Employee Performance at Nusa Tenggara Barat Province, Indonesia

The Effect of Work Motivation, Work Culture, Leadership and Work Experience on Employee Performance at Nusa Tenggara Barat Province, Indonesia