Anthropologists as Human Factors Engineers

1960 ◽  
Vol 19 (1) ◽  
pp. 47-48
Author(s):  
Bernard Pierce
Keyword(s):  
Human Factors ◽  
Work Environment ◽  
Applied Science ◽  
Consumer Products ◽  
Working Environment ◽  
Human Engineering ◽  
Human Use ◽  
And Task

Human engineering (also known as human factors) has been defined as, "a branch of applied science aimed at matching machine and task with the abilities of the operator." A more elaborate description of human engineering identifies it as being concerned with ... the adaptation of human tasks and working environment to the sensory, mental, physical and other attributes of people. This adaptation for human use applies to such functions as the designs of equipment, instruments, manmachine systems, and consumer products, and to the development of optimum work methods and work environment.

scholarly journals Clima laboral y su incidencia en la satisfacción de los trabajadores de una empresa de consumo masivo / Working environment and its impact on worker satisfaction of a mass consumer products company

Ciencia Unemi ◽  
2016 ◽  
Vol 9 (18) ◽  
pp. 26 ◽  
Author(s):  
Dennis Mauricio Jimenez Bonilla ◽  
Edgar Jimenez Bonilla
Keyword(s):  
Work Environment ◽  
Descriptive Analysis ◽  
Consumer Products ◽  
Working Environment ◽  
Leadership Motivation ◽  
Level Of Satisfaction ◽  
Worker Satisfaction ◽  
Para Determinar ◽  
The One

Este trabajo es un análisis descriptivo que pretende medir la caracterización del clima laboral, situación que influye en el comportamiento de los trabajadores, con la intención de potencializar las habilidades del psicólogo organizacional en el manejo favorable del talento humano de una empresa de consumo masivo. El objetivo es determinar de qué manera el clima laboral está afectando el grado de satisfacción de los empleados. Se pretende diagnosticar los niveles en que se presentan las dimensiones del clima laboral en los trabajadores de la empresa, mediante la utilización de los cuestionarios estandarizados OPS y S10/12, para determinar los niveles de Liderazgo, Motivación, Reciprocidad, Participación y Satisfacción Laboral; aplicados a 102 trabajadores de una empresa de consumo masivo, de los departamentos: administración, almacén, bodega y ventas. Los resultados indican que el clima laboral no es completamente satisfactorio. En el análisis se detecta que la mayoría de variables, en especial atención en el área de administración, se sitúa con más bajo promedio y en todas sus subvariables se presentan como no satisfactorias. AbstractThis work is a descriptive analysis that aims to measure the characterization of the work environment, a situation that influences the behavior of workers, with the intention of potentiating the skills of the organizational psychologist at the favorable management of human resources of a mass consumer products company. The objective is to determine the way in which the work environment is affecting the level of satisfaction of the workers. It is intended to diagnose the levels in which the dimensions of the work environment on workers of the company are presented, through the use of standardized questionnaires OPS and S10/12, in order to determine the levels of leadership, motivation, reciprocity, participation and job satisfaction; applied to 102 workers of a mass consumer products company who work in the following departments: administration area, storehouse, warehouse and sales. The results show that the working environment is not completely satisfactory. The analysis detected that most variables, specially the one of the administration area, stands with the lowest average and all its sub-variables are presented as unsatisfactory.

scholarly journals Does work discipline affected by the working environment and work motivation?

2021 ◽  
Vol 5 (1) ◽  
pp. 13-23
Author(s):  
Muhammad Gilang Rizky Taohid ◽  
R. Achmad Drajat Aji Sujai ◽  
Nugi Mohammad Nugraha
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Work Motivation ◽  
Working Environment ◽  
Employee Discipline ◽  
Verification Methods ◽  
Determining Factors ◽  
Calculation Results ◽  
Main Factor ◽  
And Task

Introduction. Human resources are the main factor, because with their main importance, namely as the activator and determinant of the agency, which is in charge of regulating the agency nets from start to finish. Even though the position of human resources in an agency is central, human resources themselves have many limitations and shortcomings that the agencies must pay attention to, so that human resources themselves are maximized in carrying out their duties assigned by the agencies themselves. Work discipline is one of the determining factors for the success of achieving the goals of an agency / company. Good employee discipline will accelerate company goals, while degenerating discipline will become a barrier and slow down the achievement of company goals. Aims and Task. This study aims to analyze and describe the influence of the work environment and motivation on the Work Discipline of the State Civil Apparatus, Panyileukan District. The population is 60 State Civil Servants, Panyileukan District, Bandung City. The method used in this research is descriptive and verification methods with a quantitative approach, in which the analysis uses the SPSS version 20 program package. Results. Based on the calculation results show that the variables of work environment and motivation to work discipline. Adjusted R square 0.336 shows that the influence of these two variables is 33.6% and the remaining 66.4% is influenced by other factors described by the researcher. Through the results of partial hypothesis testing, it is found that the work environment has a significant effect on Work Discipline Adjusted R by 0.333, indicating that the Work Environment has an influence of 33.3% and the remaining 76.7% is influenced by other factors, while motivation has a significant effect on discipline Adjusted R work of 0.014 shows that motivation has an influence of 1.4% while the remaining 98.6% is influenced by other factors. Conclusion. This study provides an insight that the work environment and motivation have a significant effect on work discipline, which means that work discipline will follow the work environment, and motivation is the same as a work environment that is constant.

Designing for Change: Dynamic Communications Using a Logical Model

1984 ◽  
Vol 28 (1) ◽  
pp. 53-53
Author(s):  
L. D. McMillen ◽  
A. D. Fisk
Keyword(s):  
Human Factors ◽  
Work Environment ◽  
Design Methodology ◽  
System Development ◽  
Working Environment ◽  
Logical Model ◽  
Analysis And Design ◽  
Advantages And Disadvantages ◽  
Workflow Analysis ◽  
The Impact

The Human Factors Engineer is often called upon to perform tasks requiring a substantial amount of interviewing for workflow data gathering. This is certainly the case when a new EDP system is being investigated/restructured or when the manual workflow of an organization is being investigated. The Human Factors objective, in this sort of workflow analysis is to maximize the efficiency of any change and minimize the disruption (during and after the investigation) to the personnel involved. A careful task and workflow analysis must be performed since simply replacing manual tasks with a computer will not necessarily result in efficient workflow or task performance. The analysis must include the entire universe of tasks that are or could be performed in order to determine the information flow, when to remove from or insert the human in the mechanized system loop, etc. The present paper describes a methodology for building what we refer to as a logical model of both the user and system environments. Often, the only certainty facing system designers and Human Factors Engineers is change in the work environment and in the use of the EDP systems supporting that work. It makes sense then to build into the design of the work environment and EDP systems the greatest flexibility and modularity possible. The present paper describes how, by using the proposed logical model methodology, the Human Factors Engineer becomes the “agent of change” on any development team. The improved analysis and design methodology contains five major activity steps which lead to the creation of a working logical model. These activity steps are: 1) Identification of the working environment; 2) Establishment of the organization and system scope: 3) Development of a functional hierarchy; 4) creation of work and data flows; and 5) Documentation of each identified work and system module. Each step is illustrated and described in detail in the paper. Also, how each step, by its and in coordination with the other steps, is used to build the working logical model is discussed. The paper describes the methodology in an instructive manner. Drawing from experience gained by utilizing the methodology, the advantages and disadvantages are highlighted. Any design methodology, however useful, is dependent on the willingness and commitment of all team members to implement it. The steps taken to gain broad acceptance of the methodology are discussed within the paper. In essence, the logical model can be used by the Human Factors Engineer as a dynamic communication device providing two way communication between designers, implementors, and user organizations. As design options in system development become available the Human Factors Engineer can demonstrate the impact of the options. Also, newly discovered user requirements can be added to the model and communicated to the designers.

PENGARUH LINGKUNGAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI PT. FUJI SEIMITSU INDONESIA - BEKASI

2018 ◽  
Vol 19 (2) ◽  
pp. 121
Author(s):  
Riski Eko Ardianto ◽  
Ergo Nurpatria Kurniawan
Keyword(s):  
Work Environment ◽  
Significant Influence ◽  
High Performance ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Linear Regression Analysis ◽  
Working Environment ◽  
Validity And Reliability ◽  
Quantitative Research Methods ◽  
Environment Variables

Employee performance is something that is considered important for the company. Employees have high performance will certainly be able to work optimally so that the objectives of the institution itself will be easily achieved. Through the improvement of the working environment and working discipline expected the resulting performance can be optimized within the enterprise. In this study to determine the three variables that can affect employee performance (Y), the work environment variables (X1) and discipline (X2). Simultaneous and partially on the performance of employees at PT.Fuji Seimitsu Indonesia. Type of research is quantitative research. Methods of data collection using questionnaires with sempel amount of research is 100 respondents.Data analysis techniques in research using descriptive analysis, multiple linear regression analysis, validity and reliability test and partial test ( Test T) and a simultaneous test (Test F). Results of research conducted using SPSS 2.2 (ststitical program for social science), from the results obtained that the working environment (X1) were significant influence on employee performance (Y) on PT.Fuji Seimitsu Indonesia because work environment variables t = 3.231 > t table 1.660 with sig = 0.002 < 0.05. Labor discipline (X2) have a significant effect on employee performance (Y). Work environment (X1) and discipline (X2) simultaneously significant effect on employee performance (Y) PT. Fuji Seimitsu Indonesia.The results obtained on the whole of the working environment (X1) and discipline (X2) are all very significant influence on employee performance (Y) in PT.Fuji Seimitsu Indonesia. Keywords:Work Environment, Work Discipline and Employee Performance

ANALISIS PENGARUH MOTIVASI DAN LINGKUNGAN KERJA TERHADAP KINERJA APARATUR SIPIL NEGARA (Studi pada Dinas Penanaman Modal Pelayanan Terpadu dan Perindustrian Kabupaten Padang Pariaman)

2020 ◽  
Author(s):  
Hendriko Putra Jayanda
Keyword(s):  
Work Environment ◽  
Hypothesis Test ◽  
The State ◽  
Working Environment ◽  
Validity And Reliability ◽  
Normality Test ◽  
State Apparatus ◽  
Linearity Test ◽  
Investment Service ◽  
Integrated Service

The purpose of this study is to test partially and simultaneously the influence of motivation and work environment on the performance of state civil apparatus in the Office of Integrated Service Investment and Industry of Padang Pariaman Regency, data collected by spreading the questionnaire directly. Test of research instrument used is test of validity and reliability test. The classical assumption test used is normality test, linearity test, multicollinearity test, and heteroscedasticity test. As for hypothesis test used t test and test f. The analytical method used to test the effect of motivation and work environment on the performance of civil state apparatus is multiple linear regression with the help of SPSS. The result of the research shows that there is a significant influence between the working environment on the performance of civil apparatus of the State. Simultaneously or jointly motivation and work environment significantly influence the performance of civil apparatus of the State. Based on the research, it can be concluded that motivation has a significant effect on the performance of the State Civil Apparatus on the Integrated Service and Investment Service Department (DPMPTP) of Kabupaten Padang Pariaman. The work environment has a significant effect on the performance of the State Civil Apparatus on the Integrated Service and Industrial Service Investment Service (DPMPTP) of Padang Kabupaten Pariaman. Morality and work environment have a significant effect on the performance of State Civil Apparatus at the Department of Investment of Integrated Services and Industry (DPMPTP) of Kabupaten Padang Pariaman.

Human Factors Goes to the Polls: The Voting Process as a Man-Machine System

1977 ◽  
Vol 21 (6) ◽  
pp. 545-547
Author(s):  
Tyler Blake
Keyword(s):  
Human Factors ◽  
Systems Analysis ◽  
Voter Behavior ◽  
Human Engineering ◽  
Machine System ◽  
Factors Analysis ◽  
Points Of Interest ◽  
And Performance ◽  
Critical Aspects ◽  
Human Factors Analysis

With the advent of voting machines and computers, the voting process has evolved into a complex man-machine system. However, to date no comprehensive human factors analysis of the voting process has been conducted. A systems analysis of the voting process yielded four major functions which impact critically on voter behavior and performance: (a) Design of voting instructions (b) Display of crucial voting information (c) Human engineering of voting equipment and procedures (d) Distribution of voting machines and personnel across and within voting districts. Some critical aspects of each area are discussed, and some additional points of interest to human factors specialists interested in researching this area are mentioned.

META ANALYSIS METHOD OVERVIEW OF MODELS USED IN OCCUPATIONAL SAFETY TRAININGS

2021 ◽  
Vol 6 (15) ◽  
pp. 482-490
Author(s):  
Filiz ARICAK ◽  
Evren ÇAĞLARER
Keyword(s):  
Work Environment ◽  
Occupational Safety ◽  
Meta Analysis ◽  
Health And Safety ◽  
Safety Training ◽  
Working Environment ◽  
Future Generations ◽  
Analysis Method ◽  
Training Models ◽  
Safety Procedures

In this study, an analysis of independent studies dealing with occupational safety training in different learning environments, in which various learning materials are used, was carried out. As a method, meta-analysis method was used. For this purpose, databases were used to collect national and international articles and papers suitable for the purpose of the study. Studies that did not mention the tools, equipment and environment used in education in the collected studies were excluded from the research, and 18 studies were included in the meta-analysis. The data obtained studies are categorized according to the education models, the sectors in which the education is applied and the characteristics of the participants in the education. As it is known, occupational health and safety procedures aim at a healthy and reliable working environment for its employees. However, the ultimate goal is to raise not only employees but also future generations with this awareness. The most important instrument of this is undoubtedly education. For this reason, it is necessary to develop training models suitable for the work environment, age, gender and every conceivable situation.

Effect of Occupational Health and Safety, and Work Environment on Employee Performance with Working Satisfaction as Mediation Variable

2021 ◽  
Vol 6 (2) ◽  
pp. 117-124
Author(s):  
Setyani Dwi Lestari ◽  
Nafiana Putri ◽  
Yuwono Yuwono ◽  
Indrabudiman Amir
Keyword(s):  
Job Satisfaction ◽  
Occupational Health ◽  
Work Environment ◽  
Structural Equation ◽  
Employee Performance ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Working Environment ◽  
Coefficient Of Determination ◽  
Safety Work

Objective - This study aims to determine and analyze the influence of Occupational Health and Safety, and the Working Environment on Employee Performance with Job Satisfaction as a mediating variable in PT. Kereta Api Indonesia (Persero) with sample on DAOP I Jakarta. Methodology/Technique - The study population numbered 292 employees and 75 respondents be adopted as a sample of the study. Techniques of analysis using a statistical test structural equation model-based variance (SmartPLS). Findings – The results showed that, (1) Occupational Health and Safety had no effect on Job Satisfaction and Employee Performance, (2) the Work Environment had a positive and significant effect on Job Satisfaction and Employee Performance (3) Job Satisfaction has a positive and significant effect on Employee Performance, (4) Occupational Health and Safety has no effect on Employee Performance even though through Job Satisfaction mediation, (5) the Work Environment has a positive and significant effect on Employee Performance through mediation of Job Satisfaction, (6) Occupational Health and Safety, and the Work Environment simultaneously have a positive and significant effect on Job Satisfaction with the coefficient of determination, which is equal to 0,533, (7) Occupational Health and Safety, Work Environment, and Job Satisfaction simultaneously have a positive effect and significant to Employee Performance with coefficient of determination, which is equal to 0,890. Novelty - The company is expected to provide adequate rest periods, maintain the nutritional intake of its employees by providing healthy food, provide educational scholarships for further levels for employees, safeguard the work environment from chemical hazards and other hazards, and give positive motivation to the employees. Type of Paper: Empirical. JEL Classification: J20, J24, J28. Keywords: Occupational Health and Safety, Work Environment, Job Satisfaction, Employee Performance Reference to this paper should be made as follows: Dwi, L.S; Putri, N; Yuwono; Amir, I. (2021). Effect of Occupational Health and Safety, and Work Environment on Employee Performance with Working Satisfaction as Mediation Variable, Journal of Management and Marketing Review, 6(2) 117 – 124. https://doi.org/10.35609/jmmr.2021.6.2(3)

Analisis Faktor - Faktor yang Mempengaruhi Terjadinya Fraud

2015 ◽  
Vol 2 (02) ◽  
pp. 127-138
Author(s):  
Asep Suryana ◽  
Dadang Sadeli
Keyword(s):  
Work Environment ◽  
Hypothesis Test ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Jel Classification ◽  
Working Environment ◽  
Survey Method ◽  
Validity And Reliability ◽  
Personal Attitude ◽  
Administrative Employees

A B S T R A C T Fraud can happen in the work environment in field of education. The purpose of this study was to demonstrate and explain empirically that there is the influence of the working environment, personal attitude and administration system against fraud. The study was conducted by survey method. Samples are 84 administrative employees and teachers in SMA and SMK Sukabumi. Testing is done by multiple linear regression analysis. Instruments adopted from previous research. Validity and reliability tests conducted before hypothesis test. The research proves that the work environment against fraud. Personal influence attitude and system administration against fraud is not proven significantly. A B S T R A K Kecurangan dapat terjadi di lingkungan kerja di bidang pendidikan. Tujuan penelitian ini adalah untuk membuktikan dan menjelaskan secara empiris bahwa ada pengaruh lingkungan kerja, personal attitude dan sistem administrasi terhadap fraud. Penelitian dilakukan dengan metode survey. Sampel adalah 84 pegawai tata usaha dan guru di SMAN dan SMKN Sukabumi. Pengujian dilakukan dengan uji regresi liner berganda. Instrumen diadopsi dari peneliti sebelumnya. Uji validitas dan reliabilitas dilakukan sebelum dilakukan uji hipotesis. Hasil penelitian membuktikan bahwa lingkungan kerja terhadap fraud. Pengaruh personal attitude dan sistem administrasi terhadap fraud tidak terbukti secara signifikan. JEL Classification: H22, I22

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