Work Environment Research Articles

The interplay of organizational factors, incentive systems, and employee performance

This systematic review aims to explore the relationships between organizational factors, incentive systems, and employee performance in modern workplaces, addressing the need for a comprehensive understanding of these interconnected elements. A rigorous three-stage methodology was employed, including a comprehensive database search of international databases such as Google Scholar and Scopus, screening based on predefined inclusion/exclusion criteria, and quality assessment using the Mixed-methods Appraisal Tool. This was followed by qualitative synthesis and framework analysis to identify patterns and trends across the selected literature. The review reveals that well-designed incentive systems can significantly enhance the impact of positive organizational factors on employee performance, while emphasizing the importance of considering both intrinsic and extrinsic motivational factors. Several moderating variables, including organizational culture, leadership styles, and individual employee characteristics, were identified as influencing incentive system effectiveness. The study also highlights the need for organizations to adapt their incentive strategies to evolving work paradigms, such as remote work and the gig economy. These findings provide valuable insights for managers and policymakers seeking to optimize their organizations' performance management strategies, emphasizing the importance of aligning incentive structures with organizational goals and employee needs. The review suggests that a holistic approach, considering multiple interconnected factors, is crucial for sustaining organizational performance and employee productivity. Future research directions include cross-cultural studies and longitudinal approaches to further understand the dynamic interplay between incentives, organizational factors, and employee productivity in changing work environments.

Addressing burnout among nurses of color: Key priorities and calls for action

BackgroundNursing burnout remains a public health crisis. However, few stakeholders have considered the disproportionate toll of burnout among nurses of color, including nurses identifying as Black, Hispanic/Latino, or Native American. PurposeWe convened a one-day conference, titled Solutions to Health Inequities and Nurses’ Emotional Exhaustion (SHINE), to begin identifying contributing factors and solutions to burnout amongst nurses of color. MethodSHINE convened nearly 40 expert stakeholders. The convening included plenaries, small group discussions, and breakout sessions. We employed a deliberative dialogue (DD) methodology to identify key takeaways and implications for research, practice, and policy. DiscussionHigh-priority solutions included: improving the work environment and nurse staffing, reducing stigma against nurses seeking mental healthcare, addressing workplace racism as a root cause of nurse burnout, and increasing support for nurses experiencing racism at work. ConclusionKey priorities identified through SHINE offer a roadmap for nurse leaders to address burnout through an equity-centered lens.

Factors influencing job satisfaction among academic and nonacademic staff: The case of SIMAD University

A gap in empirical research has been identified regarding job satisfaction in Somalia's higher education sector, specifically at SIMAD University. To address this gap, this study aims to evaluate job satisfaction among both academic and nonacademic staff at the university. Data were collected from SIMAD University staff using purposive sampling, with 208 participants completing a structured questionnaire. The analysis was conducted using descriptive statistics and correlation analysis to assess job satisfaction levels, and Cronbach's alpha was used to test the reliability of the data. The findings show that, overall, staff have a high level of job satisfaction, though they expressed lower satisfaction in two areas: appointment and promotion processes and the physical work environment (organizational conditions). Additionally, all factors were positively correlated with job satisfaction. This study highlights areas where employee satisfaction could be improved, especially in the areas of promotions and the physical environment, and discusses the implications of these findings for university management.

The compensatory protective effects of organizational and supervisor support for nurses’ morale in sickness presenteeism: a three-way moderated mediation model

PurposeThe present study explored sickness presenteeism as a linchpin connecting prolonged working hours to elevated turnover intention among hospital nurses (mediation). In addition, we examined the joint moderating effects of organizational health care support and supervisor support on the second stage of the “long working hours-presenteeism-turnover” process (three-way moderated mediation).Design/methodology/approachWe conducted a two-wave survey to collect data over a four-month period from hospital nurses in Taiwan. The final sample for analysis had 294 nurses.FindingsWe found that presenteeism partially mediated the elevated turnover intention after working long hours four months later. We also found a significant three-way moderation effect of organizational health care support and supervisor support on the positive relationship between presenteeism and turnover intention. Specifically, nurses reported the lowest turnover intention with high levels of both organizational healthcare and supervisor support, the highest turnover intention with both support being low, and the intermediate level of turnover intention when any one of the support was high.Practical implicationsOrganizations should build a positive work environment through organizational health care support and supervisor support to retain talents.Originality/valueOur findings suggested that support resources of different origins (organization-level vs line supervisor) can compensate for one another to protect the employees in demanding work conditions. Our moderated mediation model exploring the psychosocial context of presenteeism has theoretical contributions pivoting on the interplay of resources at different levels in the organization as well as practical implications for presenteeism management.

Application of artificial intelligence in career development of women in STEM field: Counseling, network construction and recruitment

With the rapid development of science and technology, the application of artificial intelligence (AI) in STEM (science, technology, engineering and mathematics) is increasingly extensive, which provides a new idea for solving the challenges of women's career development in STEM. This paper deeply discusses the application of AI in counseling, network construction and recruitment of women's STEM career development, aiming at promoting gender equality and women's career growth. In career counseling, AI technology provides customized career advice and development path for women through deep learning and big data analysis. According to personal education background, skill level, hobbies and career goals, the system intelligently recommends suitable career directions, and updates industry trends and job market data in real time to help women make more informed career choices. The AI tutoring system also enhances women's professional self-confidence through functions such as simulated interviews and career planning exercises. In terms of network construction, AI helps women to expand their professional networks more effectively through intelligent recommendation system. Based on user behavior data and preferences, AI accurately recommends industry seminars, technical exchange activities and online communities to promote women to establish contacts with like-minded professionals. AI also assists women in managing and maintaining network relationships, ensures the continuity of network interaction through intelligent reminding functions, and identifies key nodes and influential people to enhance network quality. In the recruitment process, AI technology reduces gender bias and improves the fairness and transparency of recruitment through automatic resume screening, standardized interview process and competency-based evaluation model. AI system can analyze a large amount of data, accurately match the skills and job requirements of female candidates, and improve the employment rate of women in STEM field. At the same time, through transparent algorithm decision-making process and fairness check, the potential gender bias problem in AI algorithm is overcome. The research in this paper provides theoretical support and practical guidance for using AI technology to promote women's career development in STEM field, and helps to build a more equal and inclusive scientific and technological working environment.

Role and Impact of Safety Leadership Culture in Promoting Safety Practices in Construction Sector of Pakistan

The construction industry offers employment to about one hundred eighty million people worldwide. The construction sector has grown and evolved to meet the demands of urbanization and industrialization, which are the foundation of the modern economy. Construction is still seen as a risky and difficult industry, with the most hazardous and vulnerable work environment, even with the industry's notable improvements. Pakistan's construction industry is known for its high level of risk, which makes strict safety procedures necessary to protect the health and safety of its workforce. This research seeks to understand the impact of safety leadership on safety practices and identify key factors influencing safety culture. In order to provide comprehensive insights, the research uses a mixed-methods approach that combines quantitative surveys and qualitative interviews. The validity and reliability of the results are ensured by thorough experimentations of the statistical methods such as reliability test, relative importance index (RII), and descriptive analysis tests. In order to effectively promote safety practices, management commitment, employee involvement, safety training, and good communication are essential. An in-depth examination of the relationship between management commitment and safety performance reveals how effective leadership and proactive participation improve safety results. The results shows that safety leadership is crucial to encourage safety procedures in Pakistan's construction sector by 68.81%, success factor for safety management by 65.42%, safety management practices by 64.32%, safety performance by 63.35%, barriers to effective safety management 62.47% and safety culture by 61.46%. Strengthening frameworks for regulations, promoting a safety-first culture, investing more in safety equipment, improving worker safety training, improving monitoring and evaluation mechanisms, fostering communication and collaboration, and addressing cultural barriers are just a few of the recommendations.

Hydrogen Sulphide Inhibition in Cattle Slurry by Use of an Oxygen Based Slurry Amendment

Hydrogen sulphide (H2S) is a malodorous gas that is produced in anaerobic environments where sulphur containing matter is present. Globally, farms in which liquid manure/slurry is stored is a source of H2S which can lead to many acute and chronic health problems and even death. Farming is one of the most dangerous professions globally and reducing the risk of sulphide poisoning on farms will help ensure a safer work environment. The inhibition of H2S production from cattle slurry may also reduce air pollution. In this study, a series of slurry storage experiments were conducted. The first experiment treated 20L of cattle slurry bi-monthly using a mix of hydrogen peroxide and potassium iodide as well as calcium chloride, while the second experiment treated 660L in which the same treatments and schedule were used. A small-scale storage trial was carried out over 29 days in which slurry was treated as before and sulphate concentrations were measured repeatedly. A maximum inhibition of H2S concentrations of 87% and 81% was recorded from the 20L and the 660L storage experiments, respectively. The treatment did not affect sulphate concentrations in slurry which are critical for plant growth.

How to Begin a Successful Study Abroad Course

As employers seek to build a comprehensive work environment and prioritize not only subject matter discipline knowledge and its relevant application, they also desire to hire students with a wider breath of skills. These skills include considerable “soft- or people-skills”, now being referred to as “career- or world-readiness skills. Employers certainly value and assess a students’ knowledge base, but in addition successful employers want employees to demonstrate the ability to “apply relevant information to assist others in solving challenges and being more productive”. Study abroad experiences provide an excellent opportunity for students to develop these skills. In preparation for a study abroad course just as with any course, the instructors must apply critical curriculum design components to this experience if it is to be meaningful. Careful attention must be paid to the expected learning outcomes using Bloom's Taxonomy verbs and background design to select content, preparation needed, relevant assignments/activities and assessments. It is also critical to establish trusted on-the-ground collaborators to ensure the experiences can be planned and executed in a well -organized and intentionally educational manner.

The Heart of the Matter: Compassionate Leadership in Unfeeling Environments

This article explores how compassionate leadership can thrive even within organizations primarily focused on results and profits. It defines compassionate leadership as understanding employees holistically and building trusting relationships. While compassion can clash with short-term, numbers-driven cultures, the article outlines strategies compassionate managers can use. These include developing emotional intelligence, leading by example, refining metrics beyond outputs, establishing compassionate processes, and cultivating social support. Specific industry examples show compassionate leadership in healthcare, higher education, and tech startups. The article concludes that cultivating emotional intelligence and holistic wellbeing metrics can help shift mindsets to recognize sustainable success depends on sustainable, cared-for workforces. Compassion makes both cultural and business sense by valuing people fully within demanding work environments.

Increasing Employee Commitment: 25 Strategies

Employee commitment is pivotal to the success of healthcare organizations, influencing trust, loyalty, and productivity. High levels of commitment among employees foster a positive work environment where individuals willingly contribute their time, energy, and talents. Conversely, low commitment leads to cynicism and disengagement. Commitment comprises behavioral, emotional, and rational components and is often driven by reciprocal investments between employees and employers. To assess and enhance employee commitment, healthcare leaders can use a variety of strategies, including clear communication, values-based hiring, career planning, and leadership practices that emphasize care, ownership, security, and accountability. Ultimately, committed leadership is essential for fostering a culture of commitment within the organization.

Navigating IT Careers in the Age of AI : Human Skills in an Automated Future

This article investigates the current state of AI (Artificial Intelligence), its market, and the potential impacts of AI on future jobs. The AI revolution is not only transforming the labour market across the world but also augmenting business processes and procedures in various areas. We explore the evolving relationship between human workers and AI systems in IT by analysing current trends, industry reports, and expert predictions. Nature and Extent of jobs that are likely to be affected by Automation are also a part of the study. The article offers insights into the ever-changing nature of IT roles, identifies critical skills for future success, and presents recommendations for professionals seeking to thrive in an AI-augmented work environment.

The Effect of Work Relationships and Work Environment on Employee Performance at Pt. Karya Kasih Sentosa

Research at PT Karya Kasih Sentosa aims to analyze the effect of work relationships and work environment on employee performance, both in the office and the field. Using an associative quantitative approach, this research was conducted from March to May 2023 by collecting data through questionnaires filled out by 30 respondents. The analysis shows that the variables of work relationship (X1) and work environment (X2) each have a positive and significant influence on employee performance, with t-count values of 5.430 and 2.343, both of which are greater than the t-table of 1.703. The simultaneous regression results state that the equation of the influence of the two variables is Y = 1.086 + 0.663 X1 + 0.269 X2, with an F-count value of 46.873 which is greater than the F-table of 3.37. The coefficient of determination of 0.776 shows that work relations and the work environment together affect employee performance by 77.6%.

Remote Work Dynamics in Semiconductor MNCs in Klang Valley: The Impact of Work Environment, Technological Infrastructure, and Work-Life Balance on Employee Productivity Moderated by Gender

The shift towards remote work has become a prominent feature of contemporary workplaces, driven by technological advancements and changing organizational paradigms. This study investigates remote work dynamics within semiconductor multinational corporations (MNCs) in Klang Valley, focusing on the interplay between work environment, technological infrastructure, work-life balance, and employee productivity. Social Exchange Theory (Blau, 1964), Operational model of analysis (Leitão et al., 2019) and Task-to-Performance Chain Theory (Goodhue and Thompson, 1995) guides the exploration of how these factors influence productivity, while Predictors and outcomes of LMX Model (Tziner et al., 2020) informs the examination of gender as a moderating factor. Utilizing a quantitative research approach, data was collected through structured surveys administered to employees of semiconductor MNCs in the Klang Valley region. The survey instrument captured key variables related to the work environment, technological infrastructure, and work-life balance. Statistical analyses, including regression modeling and moderation analysis, were employed to examine the relationships between these variables and productivity while considering gender as a moderating factor. The findings provide empirical evidence regarding the impact of the work environment, technological infrastructure, and work-life balance on employee productivity in remote settings within the semiconductor industry. Additionally, investigating gender as a moderating factor uncovers potential disparities in remote work experiences and outcomes between male and female employees. This study contributes to a deeper understanding of remote work dynamics, offering insights into organizational policies and practices to optimize productivity and foster inclusivity in remote work arrangements.

The Influence of the Work Environment and Individual Characteristics on Public Services at the Alim Village Office, Batang Cenaku District, Indragiri Hulu Regency

The aim of this research is to determine the influence of the work environment and individual characteristics simultaneously on public services, to determine the influence of the work environment partially influencing public services and to determine individual characteristics partially influencing public services at the Alim Village Office, Batang Cenaku District, Indragiri Regency. Upstream. Using quantitative methods, the data analysis used is multiple linear analysis using the SPSS program. The sample in this research consisted of 89 respondents who had provided services at the Alim Village Office. This research was conducted from September 30 2022. The research results of the Work Environment and Individual Characteristics simultaneously influence Public Services, the Work Environment partially influences Public Services, Individual Characteristics partially influence Public Services.

A Case Study on the Risk Assessment for O&M of a 1 MW Tidal Current Energy Converter

Tidal power is a technology that generates electricity by utilizing tidal current energy, and in recent years, with the advancement of technology, it has reached the stage of real sea performance test. However, in the case of Korea, there is a lack of construction experience and equipment, and work in fast flows such as the Uldolmok region involves various risk factors. In order to establish measures to reduce these risk factors, Korea’s Occupational Safety and Health Act recommends performing a risk assessment to identify and manage risk factors that may occur during work in advance. Risk assessment is a process aimed at identifying and evaluating potential risk factors that may arise during work, with the goal of minimizing losses caused by accidents. Therefore, in this study, a risk assessment was conducted to identify risk factors that may occur during offshore O&M work of the 1 MW tidal current energy converter and to ensure the safety of workers and the environment. A total of 60 risk factors were identified, including marine and weather conditions, equipment and personnel, and work environments, and a qualitative risk assessment was conducted three times based on the judgment of several field experts.

Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB

Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB

Analysis of the Influence of Intrinsic and Extrinsic Factors on Teachers' Work Motivation in Improving Educational Performance in Elementary Schools

This research investigates the influence of intrinsic and extrinsic factors on teachers' work motivation and its impact on educational performance at primary schools. The study addresses the crucial role of teacher motivation in enhancing school education quality. Using a quantitative, descriptive-correlational methodology, the study examined the statistical relationships between intrinsic factors, such as job satisfaction and commitment, and extrinsic factors, such as financial rewards and work environment, on teachers' motivation. Data was gathered from 60 respondents, selected through purposive sampling, and analyzed using multiple linear regression and Pearson correlation. The results revealed that intrinsic factors had a stronger impact on work motivation than extrinsic factors, though both were significant. Teachers who experienced greater job satisfaction and commitment exhibited higher motivation, ultimately leading to better performance in teaching. The study concludes that strategies for improving teacher motivation should prioritize intrinsic factors, while still recognizing the importance of supportive extrinsic elements. This research provides valuable insights into balancing motivational strategies and suggests further exploration in diverse educational contexts to validate the findings.

Indoor Air Quality in Laboratories and Its Relationship with Psychological Performance Among University Students in Malaysia

Introduction: Poor indoor air quality (IAQ) in work environments can reduce productivity and decrease overall performance. This study examines IAQ in university laboratories and its relationship with psychological performance among students in Malaysia. Methods: This cross-sectional study was conducted from October to November 2023 in six laboratories at a Malaysian university, categorised into chemical and non-chemical. A total of 117 students aged 18 to 40 participated. IAQ was measured in real-time for 8 hours during weekdays using instruments for particulate matter (PM2.5, PM10), carbon monoxide (CO), total volatile organic compounds (TVOC), airborne microorganisms, carbon dioxide (CO2), temperature in °C, relative humidity (RH), and air movement. Psychological performance was assessed using the General Health Questionnaire (GHQ-12) and Post Occupancy Evaluation (POE). Data analysis was performed using Kruskal-Wallis, One-Way ANOVA, and Chi-Square tests. Results and Discussion: Significant differences in IAQ parameters were observed for PM2.5 (p=0.007), PM10 (p=0.020), CO2 (p=0.024) and RH (p=0.043). Psychological distress affected 41.9% of students based on the predefined threshold. High CO levels (≥0.67 ppm) and elevated temperatures (≥23.28°C) were significantly associated with increased psychological distress (p=0.011). Students exposed to these conditions were 1.3 times more likely to experience distress (OR=1.3). Conclusion: Specific IAQ parameters, particularly CO and temperature, critically impact students’ psychological well-being. Improving IAQ by reducing CO levels and maintaining optimal temperatures may enhance mental health and performance. Improving IAQ by reducing CO levels and maintaining optimal temperatures may enhance mental health and performance. However, external factors such as personal stressors could not be entirely controlled.

Overview of Nurse Motivation in Adult Inpatient Room

Aims: to determine the description of the level of nurse motivation in the inpatient ward of Dabo Regional Hospital. Method: This study used a descriptive design with a total sampling of 44 nurses in the adult inpatient ward of Dabo Regional Hospital. Data were collected through a nurse motivation questionnaire consisting of 13 statements and analyzed using a frequency distribution. Results: The results showed that 59.09% of nurses experienced low motivation, while 40.91% had high motivation. Demographic characteristics, such as age, gender, education, and length of service, influenced the level of motivation. Discussion: Factors that influence nurse motivation include the work environment, management support, and reward systems. An unsupportive work environment and lack of appreciation from management contributed to this problem. Conclusion: This study concludes that there is an urgent need to improve nurses' motivation at Dabo Regional Hospital through effective managerial strategies. Recommendations for further research are to determine the factors that influence nurses' work stress in adult inpatient wards.

The Impact of Trade Unionism on Staff Welfare in Nigerian Public Institutions: A Focus on Akwa Ibom State University (AKSU)

Public institutions in Nigeria, including universities, had long faced persistent challenges related to staff welfare, such as poor working conditions, inadequate remuneration, and limited career advancement opportunities. These issues had led to frequent industrial actions and strained relationships between university management and staff unions. This study investigated the impact of trade unionism on staff welfare in Nigerian public institutions, with a particular focus on Akwa Ibom State University (AKSU). The study addressed three main objectives: examining the effect of trade union activities on working conditions and benefits at AKSU, assessing the relationship between lobbying efforts and staff welfare, and evaluating the impact of strikes on staff welfare at the university. The findings revealed that trade union activities significantly impacted the working conditions and benefits of employees at AKSU. Unionized staff reported better access to resources, improved remuneration, and more favorable working environments compared to their non-unionized counterparts. The study also found a positive relationship between lobbying and staff welfare in AKSU, as effective lobbying efforts by trade unions contributed to the implementation of policies and programs that enhanced staff welfare, such as salary reviews and career development opportunities. The study concluded that trade unionism played a vital role in shaping staff welfare in Nigerian public institutions, as exemplified by the case of Akwa Ibom State University (AKSU). The findings highlighted the importance of constructive engagement between university management and trade unions to address staff welfare concerns and foster a conducive work environment. The study recommended that the university management and the state government establish regular dialogue and collaborative platforms with trade unions to address staff welfare issues proactively. AKSU should also develop comprehensive staff welfare programs that address the diverse needs of its academic and non-academic staff and strengthen its internal dispute resolution mechanisms to minimize the frequency and impact of strikes.