scholarly journals Exploration Study Of The Impact Of Working From Home (Wfh) On Employee Performance During The Covid-19 Pandemic

2021 ◽  
Vol 5 (2) ◽  
pp. 101
Author(s):  
Pramadhi Dharma
Keyword(s):  
Work Performance ◽  
Employee Performance ◽  
Working Hours ◽  
Productivity Level ◽  
Advantages And Disadvantages ◽  
Electricity Cost ◽  
Work From Home ◽  
Flexible Working Hours ◽  
The Impact ◽  
At Home

Currently, many countries around the globe including Indonesia are hugely affected by a novel pandemic COVID-19. This pandemic has impacted the economic and social sectors as well as caused dramatic changes in work patterns. Many employees are forced to shift their current working style from the office to work from home (WFH). This study aims to determine the impact of WFH on employee performance and to provide information regarding the advantages and disadvantages of WFH during the COVID-19 pandemic from the employee perspective. This exploratory study used the descriptive method and the data were obtained from the responses of 75 employees that are currently on WFH at different sectors in Surabaya. Evidently, 63% of the respondents are private employees, followed by 33% of them belongs to government employees, and 4% of employees have their state-owned enterprises. There were 83% of employees who experiences WFH due to the prevention of spreading COVID-19 transmission. The analysis of the work performance revealed that 47% of the respondents did not experience any differences between WFH and conventional office’s working style. In addition, 29% of employees expressed their opinion regarding the decrease in productivity level during WFH, and 20% of them admitted that their performance level elevated during WFH. In fact, based on the employees’ opinions, the biggest advantages of WFH include flexible working hours, efficient personal budget cuts for transportation costs, and more quality time to spend with families. However, the disadvantages of WHF are the increase in internet and electricity cost, some tasks from work that could not be performed at home such as scientific laboratory experiments, and the lack of focus to work properly due to distraction at home especially if they have their children around all time. Furthermore, even though work from home was accepted by most employees, but according to some correspondents’ opinions, the current WFH trend was not ideal for many different types of jobs.

scholarly journals KENDALA PELAKSANAAN DAN UPAYA PENANGANAN WORK FROM HOME /WFH DI BAPPEDA KABUPATEN GUNUNGKIDUL

2020 ◽  
Vol 17 (2) ◽  
pp. 221-241
Author(s):  
Muhammad Fajar Nugroho ◽  
Suswanta Suswanta
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Working Hours ◽  
Performance Appraisals ◽  
Social Distancing ◽  
Work From Home ◽  
The Government ◽  
It Training ◽  
Progressive Organizations

The Covid-19 pandemic prompted the Government to issue instructions for social distancing to cut Coronavirus infection. The social distancing policy for ASN is carried out by limiting working hours and working from home (WFH) while still paying attention to government public services' sustainability. This is a solution to break the chain of the spread of the increasingly widespread Covid-19 outbreak. However, to realize available services are maintained and can run well, it is necessary to carry out HR management in implementing WFH by considering the various obstacles faced. Furthermore, this study aims to identify the barriers and efforts to overcome them in implementing WFH during the Covid-19 emergency. The research was conducted on all 50 employees / ASN Bappeda Gunungkidul Regency. The results of this study indicate that five aspects become the main obstacles in implementing WFH, namely elements of the availability of computers and internet networks, details of the ability to master information technology, factors of HR governance regulations, parts of organizational culture, and aspects of performance appraisal. Meanwhile, efforts that can be made to improve the implementation of WFH can be carried out by implementing one man one computer, conducting IT training and employee mentoring, compiling workbook-based HR governance, work contracts, and SPIP (Government Internal Supervision System), improving culture. Progressive organizations, as well as improving work performance-based employee performance appraisals.

scholarly journals Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits

2021 ◽  
Vol 10 (1) ◽  
pp. 9
Author(s):  
Charlotte K. Marx ◽  
Mareike Reimann ◽  
Martin Diewald
Keyword(s):  
Organizational Culture ◽  
Working Hours ◽  
Work Life ◽  
Job Quality ◽  
Lower Probability ◽  
Home Based ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Flexibility Measures ◽  
The Impact

Numerous studies have demonstrated the importance of work–life measures, which are designed to contribute to job quality and help reconcile employees’ work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To address the possible bias caused by sketchy implementation and their actual selective use, we chose to examine employees’ perceptions of the offer of these measures. We investigated the moderation of the effect by organizational culture and supervisor and coworker support. We controlled for several indicators of job quality, such as job satisfaction and perceived fairness, to isolate specific ways in which work–life measures contributed to voluntary employee exit, and checked for a selective attractiveness of work–life measures to parents and women as the main caregivers. Using a three-wave panel employer–employee survey, we estimated multilevel mixed-effects logistic regression models for 5452 employees at 127 large German establishments. Our results confirmed that both types of flexibility measures were associated with a lower probability of voluntarily exit. This applied more to men than to women, and the probability was reduced by a demanding organizational culture. Both measures seemed not to be specifically designed to accommodate main caregivers but were attractive to the whole workforce.

IMPACTS OF INFORMATION TECHNOLOGY ON EMPLOYEE PERFORMANCE DURING THE COVID-19

2021 ◽  
pp. 15-16
Author(s):  
Febriani Febriani ◽  
Sapta Eka Putra
Keyword(s):  
Information Technology ◽  
Employee Performance ◽  
Digital Culture ◽  
Government Employees ◽  
Research Information ◽  
Work From Home ◽  
Library Research ◽  
West Sumatra ◽  
Qualitative Descriptive ◽  
The Impact

The COVID-19 pandemic, an ongoing and fast-spreading virus outbreak caused the most recently discovered coronavirus, has changed the way the world community works, especially Indonesia. This new way of work is called remote online work or working from home. This diseases has changed people's culture by switching to digital culture using information technology. Information technology has several advantages because it can make people complete their work quickly, exibly and qualitatively. This study uses a qualitative descriptive method that aims to provide effective information about the impact of information technology on the performance of government employees during the Covid-19 pandemic. Research information was obtained through library research, observations and interviews with employees of the Environmental Service of Padang City, West Sumatra. The results of the study show that there is good impact of information technology on employee performance. Information Technology can improve employee performance because it enables the employees to work faster. This condition provides space for work collaboration, and works can be carried out far more effectively. During the Covid-19 pandemic where information technology is a vital necessity at work, all works can be done online or work from home so that employee performance can still be mantained. Since Information technology has no space and time limits, work during the COVID-19 pandemic can be accomplished anytime and anywhere.

scholarly journals Flexible Work Arrangements and Their Impact on the Employee Performance of Egyptian Private University Employees: (A Case Study on the Arab Academy for Science, Technology, and Maritime Transport)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Mohamed Eshak ◽  
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
The Impact

This study aimed to analyse the impact of flexible work arrangements on the employee performance of employees in private Egyptian universities in Alexandria, mediated by work-life balance (applied to the Arab Academy for Science, Technology, and Maritime Transport). institutions to retain talented people, raise the efficiency of employee performance, and thus raise the efficiency of institutional performance and competitive capabilities of organizations. The researcher used the descriptive analytical method and the questionnaire as a tool for data collection, to measure the impact of flexible work arrangements (focusing on reducing working hours, benefits provided to employees, work policies towards parenting) on the work-life balance, and the extent of the impact of all this on raising the efficiency of employees' employee performance. A stratified random sample of 423 employees was used, and the data collected was analysed using SPSS and AMOS statistical software. The findings revealed a positive relationship between flexible work arrangements (reduced working hours, benefits provided to employees, and work policies toward parenting) and employee performance, as well as a positive relationship between flexible work arrangements and work-life balance, as well as a positive relationship between work-life balance and employee performance, and the researcher recommends implementing such policies.The recommendations also include the need to review current labour laws before legislators, and update them in line with contemporary technological development and the requirement to achieve a balance between the requirements of life and work. This study also recommends the adoption of reducing working hours as one of the flexible work policies offered by organisations to employees. The study concludes that flexible work arrangements and programmes are in fact a competitive tool that organisations can use to increase loyalty, improve performance, achieve commitment and job satisfaction, which enhances the organization's productivity.

A Study on the Impact of Work from Home on Employees Productivity in the IT Sector

2021 ◽  
pp. 59-72
Author(s):  
Sneha Shankar Shetty
Keyword(s):  
Job Satisfaction ◽  
Occupational Stress ◽  
Work Life ◽  
Life Balance ◽  
Productivity Level ◽  
Descriptive Research ◽  
Work From Home ◽  
Working From Home ◽  
High Level ◽  
The Impact

This study is based on how does work from home impacts employee’s productivity in IT sector. The main aim of this particular study was to conduct an in depth research in order to understand the experiences of employees which they had while working from home and to understand whether there was any effect of working from home on employees productivity. Exploratory and Descriptive Research was conducted which was carried through questionnaire. This approach was taken in order to collect employee’s opinions and experiences and to observe if there were any trends emerged in relation to employee’s productivity while working from home. The study reveals that there is a significant impact of work from home on employee’s productivity level. Despite there were mixed opinions whether employees performance was low or high while working from home, however employees also shared their opinions on how their productivity levels be affected negatively if working from home was removed. Overall it was clear to observe the high level of positivity surrounding due to work from home and how it impacted positively not only on employee’s productivity but also on employee’s work life balance, job satisfaction, occupational stress and motivation of employees.

scholarly journals The Impact of Performance Appraisal on Employee Performance in Banks Operating in the South of Jordan

2019 ◽  
Vol 9 (4) ◽  
pp. 77
Author(s):  
Arwa Hisham Rahahleh ◽  
Zaid Ahmad Alabaddi ◽  
Monira Abdallah Moflih
Keyword(s):  
Correlation Analysis ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Causal Modeling ◽  
Analysis Of Covariance ◽  
Equation Modeling ◽  
The South ◽  
Actual Performance ◽  
The Impact

This research was about performance appraisal and its effect on employees’ work performance. The major aim of the research was to investigate the effect of performance appraisal on employees’ work performance of banks in the South of Jordan. This study also aimed at investigating the major elements of performance appraisal which included: establishing performance standards, establishing communication standards, measuring actual performance with established standards, discussing the appraisal with employees and giving feedback. In conducting this study, the required data was collected through a closed ended structured questionnaire. The questionnaire was adopted and adapted from many related studies. The procedures used to determine the comprehensive sample from a total population of 260 employees was the following: First, the target population was identified; second, the researcher used a formula based-sample size determination. Basically, a total of 260 questionnaires were distributed to the sampled employees and 260 were returned which represented a 100% response rate. The 260 returned questionnaires were then analyzed using smart PLS which is specially used for Structural Equation Modeling, path analysis, and confirmatory factor analysis. It is also known as analysis of covariance or causal modeling software. A descriptive statistics and correlation analysis was performed. The results of the study showed that performance appraisal has a mainly positive effect on employee performance in the banking sector of the South of Jordan. There correlation analysis showed that there was a positive and some negative association (Very strong association) between performance appraisal and employee performance.

Significant household factors that influence an IT employees’ job effectiveness while on work from home

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vivek Sridhar ◽  
Sanjay Bhattacharya
Keyword(s):  
Work Experience ◽  
Content Type ◽  
Factors Affecting ◽  
Job Effectiveness ◽  
Household Factors ◽  
Work From Home ◽  
It Employees ◽  
To Come ◽  
The Impact ◽  
At Home

Purpose The purpose of this study is to find out the significant factor/s relating to an information technology (IT) employee’s household that determines the job effectiveness of an employee. Design/methodology/approach The approach involves surveying IT employees from across levels of work-experience, companies and cities on household factors that affect their job effectiveness while they work from home and uses discriminant analysis to find out important factor/s that determines if an employee’s job effectiveness remains constant or is better at the workplace that at home. Findings The number of elderly staying in the house, age of the eldest member of the household, observable power cuts at home and number of cars owned by individuals were found to be significant factors affecting an IT employees’ job effectiveness. Originality/value The study targets a very niche area of the impact of household factors on an IT employee. The findings of this research enable IT organizations from India with insights and enable them to come up with innovative interventions to manage employees on a personalized basis to improve an employees’ job effectiveness and drive organizational effectiveness on a whole, during and post the COVID-19 pandemic.

scholarly journals Exploring the Impact of Enterprise Social Media Affordances on Work Performance and Knowledge Transfer

2021 ◽  
Author(s):  
Ravoniarivelo Ravaka Andrianina ◽  
Richmond Afotey Nii Okle
Keyword(s):  
Social Media ◽  
Knowledge Transfer ◽  
Knowledge Acquisition ◽  
Transfer Process ◽  
Work Performance ◽  
Employee Performance ◽  
Innovation Process ◽  
Enterprise Social Media ◽  
Collective Work ◽  
The Impact

Abstract Knowledge is the result of collective work. As an important component of human capital and intangible assets of the company, when properly processed, knowledge transfer can foster work performance. For a decade, enterprise social media affordances have been studied based on surveys of different platforms users, not allowing to submit the users to the same conditions, therefore, ignoring the effects of platform design on enterprise social media. To address this gap, this empirical research studies the effect of enterprise social media affordances on employee performance from the perspective of knowledge transfer, using a single platform. The analysis of survey data collected from 317 Malagasy employees using the company’s own intranet has shown that association, visibility, persistence and editability affordances of ESM foster knowledge acquisition and knowledge provision, which in turn promote employee performance. Findings show that the relationship between ESM affordances and work performance are essentially mediated by knowledge provision. This study provides the key variables for a sustainable performance of the co-creation of value in the knowledge transfer process of the technological innovation process, and the levers for action on these variables. These variables are identified from the intersection of the technological (ESM affordances), social (knowledge provision and knowledge acquisition) and organizational (task performance and contextual performance) dimensions of the knowledge transfer process.

scholarly journals Prednosti in slabosti timskega dela na daljavo

2021 ◽  
Vol 10 (2) ◽  
pp. 180-194
Author(s):  
Tjaša Gračner
Keyword(s):  
Comparative Method ◽  
Research Question ◽  
Working Hours ◽  
Work And Family ◽  
Future Research ◽  
Employee Productivity ◽  
Distance Method ◽  
Advantages And Disadvantages ◽  
Deductive Method ◽  
The Impact

Research Question (RQ): What are the advantages and disadvantages of teamwork at distance? Purpose: To explore the advantages and disadvantages of teamwork at a distance and to find the reasons for successful or unsuccessful work at a distance. Method: With the help of an integrative review of the literature or already done research in this field and with the collection of data, we investigated the advantages and disadvantages of teamwork at a distance. To obtain data, we used a qualitative method, a compilation method with which we summarized the results of other authors on this topic, a comparative method for comparing the advantages and disadvantages of teamwork at a distance and a deductive method with which we infer individual cases in general. Results: The results of all surveys do not differ significantly, as the advantages and disadvantages of teamwork at a distance of employees depend on similar parameters: working hours, age, position in the company, infrastructure, possibilities of combining work and family. Organization: The impact on the organization is strong as it allows the organization to achieve better employee productivity, they can have a flexible work schedule, the organization does not have high costs with physical offices and with the cost of transporting employees to work. It is also important that organizations are aware of the importance of the benefits of teleworking and encourage productivity, innovation, and that the leader rewards them accordingly. Society: Theoretical part starting points guide society to the use of telework and teamwork, as more people together can do much more, improve, innovate. Teleworking has a positive effect on employees. Originality: The originality of the research is reflected in the breakdown of the advantages and disadvantages of teamwork at a distance. The topic focused on highlighting the benefits of teamwork at a distance, which greatly contributes to the development of the company. Limitations/Future Research: To get a broader view of the advantages and disadvantages of teamwork at a distance, more literature would need to be examined. For further research, we should explore the various costs that threaten companies in terms of introducing telework and ways to help companies and employees work remotely in a team.

scholarly journals Workplace Stressors and Employee Performance: A Conceptual Review

2021 ◽  
pp. 58-67
Author(s):  
Miebaka Dagogo Tamunomiebi ◽  
Akpobolokami Andy Mezeh
Keyword(s):  
Employee Performance ◽  
Working Hours ◽  
Physical Factors ◽  
Psychosocial Risks ◽  
Work Settings ◽  
Work Related ◽  
Workplace Stressors ◽  
Organizational Stressors ◽  
Stress At Work ◽  
The Impact

In work settings, stress can be produced by an array of stressors, such as work tasks, psychosocial, and organizational stressors. Reviews of studies done on physical and psychosocial stressors revealed that physical factors, such as repetitive movements, awkward postures, high force demands, work posture, vibration and psychosocial factors, such as low co-worker support, high quantitative demands, low job control and low job satisfaction are of importance. The organizations therefore should be concerned with identifying the workplace stressors, and empowering their employees to deal with those stressors that cannot be completely eliminated. Stress is a universal element experienced by employees around the globe. Stress has become major problem for employer particularly in developing nations where the employer does not realize the impact of stress on employee performance. It is important to recognize and address properly job stress because it badly affects the employee’s mental and physiological health. As there are so many resources for employees to perform excellent in their jobs but there is also some factors that hinders in their way. These factors lead to negative employee performance. Stress at work is seen as one of the major psychosocial risks of work. Work-related stress is one of the problems confronting employees. It is of great concern to employees, employers and psychologists, because of its high growing rate in ill- health, as a result of long working hours of some employees. The purpose of this study is to examine the impact of work stressors on employee performance.

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