scholarly journals The Impact of Individual Needs on Employee Performance while Teleworking

2020 ◽  
Vol 14 (5) ◽  
pp. 65-85
Author(s):  
Sonali Bhattacharya ◽  
Priyanka Mittal
Keyword(s):  
Employee Performance ◽  
Private Life ◽  
Family Type ◽  
Office Work ◽  
Control Variables ◽  
Work Conflict ◽  
Scale Control ◽  
Conflict Outcomes ◽  
The Impact ◽  
A Company

Due to change in work structures, the boundaries of private life and office work are getting depleted. There are various factors that may impact the performance of an employee, and they need to be identified. As different people in a company may have different home environments (family size, marital status, electricity, Wi-Fi, dedicated laptop with required software to teleconnect, noise and other distractions based on location of home, etc.), the telework setting varies and conflicts may arise during work and home transitions, especially when the dominant needs of a person are not met. Acquired Needs Theory by David McClelland classifies our needs into Achievement, Affiliation and Power and this paper aims to study the conflicts (Home-to-Work conflict or HTWC and Work-to-Home conflict or WTHC) that may arise within individuals due to the variation in their dominant needs. Employees presently working from home were administered a questionnaire that comprised items to measure the dominant needs of individuals. The questionnaire also had items to gauge what kind of issues/conflicts employees face while teleworking, and their coping behaviour. Responses were collected on a 7-point Likert Scale. Control variables like the level of restrictions in going out due to pandemic were also considered. The study established that among all the control variables, the number of hours spent working and family type has significant impact on both the conflicts, WTHC and HTWC. Also, people with different dominant needs have different impacts on conflict outcomes. Changing work landscape requires an organisation’s responsiveness to understand the interaction of individual personalities with their work and how future telework can be made more effective. People with a high Achievement need may face more WTHCs and those with a high Affiliation need may face more HTWCs. As the Power need increases, the person may face fewer WTHC and HTWC. These insights can be used by the organisation to drive the need among individuals so that they remain inclusive and satisfied.

E-Performance Systems

2011 ◽  
Vol 3 (1) ◽  
pp. 50-57
Author(s):  
Abdulaziz Al-Raisi ◽  
Saad Amin ◽  
Saad Tahir
Keyword(s):  
Performance Management ◽  
Intellectual Capital ◽  
Employee Performance ◽  
Organisational Change ◽  
Business Environment ◽  
Intangible Asset ◽  
Performance Management Systems ◽  
Tangible Asset ◽  
The Impact ◽  
A Company

Organizations are looking for solutions to manage and maximize the performance of their workforce. They recognize that there has been a shift in the business environment from a tangible asset economy to an intangible asset economy. The value of a company is comprised of employee knowledge, brand, and intellectual capital rather than inventories, goods, and machinery. As a result of this, organizations are relying on the technological solutions to monitor and improve employee performance and productivity. Several technological solutions such as Electronics Performance Management Systems (e-PMS) are being used by many organisations to monitor the performance. This paper attempts to assess the impact of e-PMS in the organisational change. A model is proposed based on empirical results.

scholarly journals Analisis Dampak Gaya Kepemimpinan dan Budaya Kerja terhadap Kinerja Karyawan (Studi Kasus: Keperawatan Rs Anggota Hermina Tahun 2015)

Telaah Bisnis ◽  
2017 ◽  
Vol 17 (1) ◽  
Author(s):  
Oktapianti Oktapianti ◽  
Ignatius Jeffrey
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Employee Performance ◽  
Positive Influence ◽  
Good Work ◽  
Work Culture ◽  
Census Techniques ◽  
Transformational Leadership Style ◽  
The Impact ◽  
A Company

Success or failure of a company is determined by the leader. Good leadership in an organiza­tion is, supposed to be, also supported by the work culture of the employees in that company. The stronger the leadership style applied and supported by the implementation of good work culture, can improve the performance of employees, and ultimately the achievement of the com­pany. The aim of this research is to analyze the impact of leadership style and work culture on employee performance in the field of nursing at Hermina Hospital members. The variable in this research is transformational leadership style (X1) and work culture (X2), as well as em­ployee performance (Y). Samples used as many as 173 respondents from 21 Hermina Hospital members with census techniques. Data is collected using questionnaires, then analyzed by us­ing multiple linear regression statistical methods. The Results showed there were a positive influence of leadership style on employee performance and positive influence of work culture on employee performance. However, compared to the amount of work culture, the style of leader­ship has a greater influence on performance, with the influence score of 30.6 %.

scholarly journals Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan

2018 ◽  
Vol 3 (2) ◽  
pp. 94
Author(s):  
Lyta Lestary ◽  
Harmon Harmon
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Positive Relationship ◽  
Employee Performance ◽  
Regression Equation ◽  
Working Environment ◽  
Know How ◽  
A Value ◽  
The Impact ◽  
A Company

Salah satu aset terpenting yang dimiliki oleh suatu perusahaan adalah sumber daya manusia karena memiliki pengaruh dalam keberlangsungan hidup perusahaan. Karyawan dalam suatu perusahaan perlu diberikan tempat kerja yang nyaman agar menghasilkan kinerja optimal. Lingkungan kerja merupakan suatu hal yang penting untuk diperhatikan oleh perusahaan dan merupakan salah satu faktor menentukan kinerja karyawan. Tujuan penelitian ini mengetahui bagaimana lingkungan kerja, kinerja karyawan dan pengaruh lingkungan kerja terhadap kinerja karyawan di Divisi Detail Part Manufacturing Direktorat Produksi PT Dirgantara Indonesia (Persero). Penelitian ini dilakukan dengan menyebarkan kuesioner kepada 116 karyawan di Divisi Detail Part Manufacturing Direktorat Produksi PT Dirgantara Indonesia (Persero). Berdasarkan penelitian yang telah dilakukan, diperoleh persamaan regresi Y=40.404+0,438X. Hasil penelitian menyatakan lingkungan kerja dan kinerja karyawan yang ada di Divisi Detail Part Manufactur Direktorat Produksi PT Dirgantara Indonesia (Persero) memiliki hubungan positif yang sedang (moderate) dengan nilai sebesar 0,438 dan lingkungan kerja berpengaruh terhadap kinerja karyawan . One of the most important assets owned by a company is human resources because it has an influence on the survival of the company. Employees in a company should be provided with a comfortable working environment to produce optimal performance. The work environment is an important thing to be considered by every company and is one of the factors that determine employee performance. The purposes of this research are to know how is the work environment, employee performance and how much is the impact of the work environment on employee performance. This research was conducted by distributing questionnaires to 116 employees at the Division of Part Detail Manufacturing Production Directorate of PT Dirgantara Indonesia (Persero). Based on research that has been done, the regression equation Y = 40 404 + 0,438X. The study states the working environment and employee performance in the Department of Part Detail Manufacturing Production Directorate of PT Dirgantara Indonesia (Persero) has a positive relationship (moderate) with a value of 0.438 and the working environment influence on employee performance.

scholarly journals The Impact of Conflict and Job Satisfaction Toward Employee Performance in Moena Fresh Bali

2021 ◽  
Vol 9 (01) ◽  
pp. 293
Author(s):  
Septian Wahyu Firmansyah ◽  
I Gusti Agung Ayu Ambarawati ◽  
Dwi Putra Darmawan
Keyword(s):  
Job Satisfaction ◽  
Sampling Methods ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Different Characteristics ◽  
The Impact ◽  
A Company

Moena Fresh Bali is a company from the beginning of the year 1992 have given more attention to local fruits in bali. The problems faced by companies is that human resources are composed of various individuals with different characteristics with various background, education and different behaviors that conflict company’s can appear any time. Conflict and job satisfaction are problems that might arise in the activities. Therefore a, research about conflict and job satisfaction toward employee performance needs to be conducted. The purpose of this research is to analysis how the conflict and job satisfaction toward employee performance at Moena Fresh Bali. The population research is all of the employee Moena Fresh Bali which consisted of 86 people. The formula used to determine the total sample slovin. Sample 46 were people with simple random sampling methods. The research was done with the questionnaires, which in the implementation there are interviews and documentation where variables measured use of the instruments the ordinal of scale and the means of the analysis used that is Partial Least Square (SEM-PLS).

scholarly journals Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan

2018 ◽  
Vol 3 (2) ◽  
pp. 94-103
Author(s):  
Lyta Lestary ◽  
Harmon Chaniago
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Positive Relationship ◽  
Employee Performance ◽  
Regression Equation ◽  
Working Environment ◽  
Know How ◽  
A Value ◽  
The Impact ◽  
A Company

One of the most important assets owned by a company is human resources because it has an influence on the survival of the company. Employees in a company should be provided with a comfortable working environment to produce optimal performance. The work environment is an important thing to be considered by every company and is one of the factors that determine employee performance. The purposes of this research are to know how is the work environment, employee performance and how much is the impact of the work environment on employee performance. This research was conducted by distributing questionnaires to 116 employees at the Division of Part Detail Manufacturing Production Directorate of PT Dirgantara Indonesia (Persero). Based on research that has been done, the regression equation Y = 40 404 + 0,438X. The study states the working environment and employee performance in the Department of Part Detail Manufacturing Production Directorate of PT Dirgantara Indonesia (Persero) has a positive relationship (moderate) with a value of 0.438 and the working environment influence on employee performance.

scholarly journals Dampak Komunikasi dan Budaya Organisasi terhadap Kinerja Karyawan

2021 ◽  
Vol 2 (2) ◽  
pp. 54-63
Author(s):  
Mey Habibah Dalimunthe ◽  
Rifka Fachrina2 ◽  
Suhairi Suhairi
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Business World ◽  
Assessment Standards ◽  
Communication Effect ◽  
The Impact ◽  
A Company

The purpose of this article is to find out what and how much influence communication and organizational culture have on employee performance. In the business world, there are many opinions that say that communication has a significant effect on the development of the company, because in a company there is definitely a need for communication between employees and company owners or in other words between subordinates and superiors as well as what is called organizational culture. This is no less important than communication, where we can see that the impact is very large on the development or progress of a company. In addition, performance is also a set of measures of how well a job can be done when compared to the assessment standards that have been set and adjusted based on the results of the conclusions above, we can see that there is a significant communication effect or impact on the performance of employees.

scholarly journals KAJIAN PRODUCTION EMPHASIS , PENGEMBANGAN KARIR PROTEAN, DAN KOMPENSASI SOSIAL PADA KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

2019 ◽  
Vol 6 (2) ◽  
pp. 17-27
Author(s):  
Salman Imbari ◽  
Dean Subhan Saleh ◽  
Karimah Karimah
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Performance ◽  
Direct Impact ◽  
Important Concept ◽  
Low Performance ◽  
The Right ◽  
The Impact ◽  
A Company

One of the success key of a company isincreasing the competitiveness of human resources. The important concept that is recognized as a key for a superior human resources is the right people in the right place  at the right time. The low performance from the employer can result in low productivity ( profit) of the company. The performance of employer must be noticed by the company, because the performance of employer can give direct impact in all performance of the company. The motive for this study for test and analyzed the impact of Production Emphasis, the development , the development of Carier Protean and Social Compensation of the performance employer with Job Satisfaction for mediation variabel. The research was conducted on PT. Subang Autocomp Indonesia employer and use multiple regresi linier analysis, SPSS 24 version and path analysis. The result of the study indicate partially the Production Emphasis, Carier Protean development and Social Compensation variabel showing a significant increase in employee performance. And simultan the Production Emphasis, Carier Protean development, and Social Compensation variabel on employee performance mediated by job satisfaction that have a significant effect.  While the contribution of variabel and variabel intermediation depends on employee performance by 67% while the remaining 33% by other factors

E-Performance Systems

2012 ◽  
pp. 50-57
Author(s):  
Abdulaziz Al-Raisi ◽  
Saad Amin ◽  
Saad Tahir
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
Organisational Change ◽  
Business Environment ◽  
Intangible Asset ◽  
Performance Management Systems ◽  
Empirical Results ◽  
Tangible Asset ◽  
The Impact ◽  
A Company

Organizations are looking for solutions to manage and maximize the performance of their workforce. They recognize that there has been a shift in the business environment from a tangible asset economy to an intangible asset economy. The value of a company is comprised of employee knowledge, brand, and intellectual capital rather than inventories, goods, and machinery. As a result of this, organizations are relying on the technological solutions to monitor and improve employee performance and productivity. Several technological solutions such as Electronics Performance Management Systems (e-PMS) are being used by many organisations to monitor the performance. This paper attempts to assess the impact of e-PMS in the organisational change. A model is proposed based on empirical results.

scholarly journals Pengaruh Motivasi dan Lingkungan Kerja terhadap Kinerja Karyawan

2021 ◽  
Vol 9 (3) ◽  
pp. 931-939
Author(s):  
Izzatin I'tamara ◽  
Hafid Kholidi Hadi
Keyword(s):  
Work Environment ◽  
Employee Performance ◽  
Employee Motivation ◽  
Quantitative Approach ◽  
Working Environment ◽  
Sampling Techniques ◽  
Clean Water ◽  
Environment Variables ◽  
The Impact ◽  
A Company

This research aims to analyze the impact of motivation and working environment on employee performance. The study was held in Perumda Air Minum Tirta Lestari in Tuban Regency. Perumda Air Minum Tirta Lestari is a company that provides clean water services. This study uses a quantitative approach with probability sampling techniques. The sample used was 96 employees. Statistics are multilinear regressions using SPSS. The results show that motivation significantly impacts employee performance while work environment variables have no significant effect on employee performance. Companies must increase employee motivation by increasing motivational factors to maintain performance.

scholarly journals The Influence of Work Motivation and Work Environment on Employee Performance at Trapo Indonesia

2020 ◽  
Vol 1 (5) ◽  
pp. 228-233
Author(s):  
Putri Khairunnisa ◽  
Setyo Riyanto
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Supportive Environment ◽  
Normal Period ◽  
Pass Through ◽  
The Impact ◽  
A Company ◽  
Positive Effect

The impact of work inspiration and work environment on work execution is very important, and some theoretical and fact assessments in several companies also show work motivation and a supportive environment that provides a very large increase in employee performance, plus in this “NEW NORMAL” period many companies make breakthroughs in running its business once again so that the company can survive in the midst of this crisis. Based on these conditions, the quality of performance and motivation in a company needs to be improved by formulating a new policy in the work system in the company so that it can pass through times like this, which is a new program or procedure in the system to improve employee performance in a company. The method used in this study is the procedure for approaching employees, research that emphasizes the basic principles of work motivation and the environment which seeks to create a new work environment that is more developed in situations like this. The theory outlined below will greatly assist companies, especially Trapo Indonesia, in evaluating and updating inspiration and work environment governance that can have a positive effect on the company and can moreover progress representative execution even better.

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