scholarly journals WORK PERFORMANCE THROUGH EDUCATION LEVEL, AGE, AND EXPERIENCE AT UNIVERSITAS PGRI ADI BUANA SURABAYA

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Bisma Arianto ◽  
Fachrudy Asj’ari
Keyword(s):  
Work Performance ◽  
Success Factors ◽  
Education Level ◽  
Teaching Staff ◽  
Staff Performance ◽  
Educational Personnel ◽  
Level Data ◽  
Education Personnel ◽  
And Performance ◽  
Training Institute

The competence of educational personnel is one of the success factors for the sustainability of the Teacher Training Institute which must be regulated dynamically. One of the fundamental things related to the performance of educational personnel is the competence they have. This competence is influenced by many factors including education level, age, and experiences. The three of them are components that affect the productivity and performance of the educational personnel in the Universitas PGRI Adi Buana Surabaya. The education level data, age, and experiences were collected through the documentation, while the performance of education personnel was collected through a questionnaire. The hypothesis was tested using a quantitative analysis using statistical test tools. The results of this study indicate that (1) the education level has a significant effect on the performance of educational personnel by 10.1%; (2) age does not have a significant effect on teaching staff performance; (3) experience has a significant effect on the performance of educational personnel by 11.4%; and (4) education level, age, and experience have a significant simultaneous effect on the performance of the educational personnel at the Universitas PGRI Adi Buana Surabaya by 21.8%. This is indicated by the sig value <.05 for the education level, age, and experience.

MODEL KUANTITATIF MANAJEMEN STRES KERJA DAN MOTIVASI UNTUK MENINGKATKAN KINERJA PETUGAS REKAM MEDIS DI RS ORTOPEDI PROF. DR. R. SOEHARSO SURAKARTA

2016 ◽  
Vol 5 (2) ◽  
pp. 150-156
Author(s):  
Laili Rahmatul Ilmi
Keyword(s):  
Stress Management ◽  
Work Stress ◽  
Work Performance ◽  
Work Motivation ◽  
Cross Sectional ◽  
Staff Performance ◽  
Bivariate Correlation ◽  
And Performance ◽  
The Relationship ◽  
Management Work

Background: Workload may indirectly cause stress. The ability to manage work stress may affect staff’s motivation and performance. The staff performance will affect decision-making in improving the service quality. Objective: This study aimed to analyze the relationship between stress management, work motivation and work performance. Method: This was an analytic observational study with a cross sectional approach. A sample of 19 medical record staff, working at Prof. Dr. R Soeharso orthopedic hospital Surakarta, were selected for this study. A set of questionnaires were developed and administered to measure stress management, work motivation and work performance. Data were then analyzed with a bivariate correlation analysis. Results: There were statistically significant correlations between work stress management, work motivation and work performance. The ability to manage stress positively increased the motivation (r= 0,56; p= 0,013), as well as the work performance (r= 0,49; p= 0,036). Moreover, a higher motivation will lead to a higher performance (r= 0,42; p= 0,071). Conclusion: There were positive relationships between work stress management, work motivation and work performance. Key words: work stress management, motivation, performance.

scholarly journals MODEL KUANTITATIF MANAJEMEN STRES KERJA DAN MOTIVASI UNTUK MENINGKATKAN KINERJA PETUGAS REKAM MEDIS DI RS ORTOPEDI PROF. DR. R. SOEHARSO SUR

2019 ◽  
Vol 5 (2) ◽  
pp. 150-156
Author(s):  
Laili Rahmatul Ilmi
Keyword(s):  
Stress Management ◽  
Work Stress ◽  
Work Performance ◽  
Work Motivation ◽  
Cross Sectional ◽  
Staff Performance ◽  
Bivariate Correlation ◽  
And Performance ◽  
The Relationship ◽  
Management Work

Background: Workload may indirectly cause stress. The ability to manage work stress may affect staff’s motivation and performance. The staff performance will affect decision-making in improving the service quality. Objective: This study aimed to analyze the relationship between stress management, work motivation and work performance. Method: This was an analytic observational study with a cross sectional approach. A sample of 19 medical record staff, working at Prof. Dr. R Soeharso orthopedic hospital Surakarta, were selected for this study. A set of questionnaires were developed and administered to measure stress management, work motivation and work performance. Data were then analyzed with a bivariate correlation analysis. Results: There were statistically significant correlations between work stress management, work motivation and work performance. The ability to manage stress positively increased the motivation (r= 0,56; p= 0,013), as well as the work performance (r= 0,49; p= 0,036). Moreover, a higher motivation will lead to a higher performance (r= 0,42; p= 0,071). Conclusion: There were positive relationships between work stress management, work motivation and work performance. Key words: Work stress management, motivation, performance.

scholarly journals AN EXPLANATIVE STUDY ON THE MODULE FOR SUPERVISING AND ASSESSING EDUCATION STAFF PERFORMANCE AT PRINCIPAL EMPOWERMENT TRAINING

2020 ◽  
Vol 7 (3) ◽  
pp. 49-63
Author(s):  
Heri Supriyana
Keyword(s):  
Performance Assessment ◽  
Teaching Staff ◽  
Ministry Of Education ◽  
Training Module ◽  
Content Category ◽  
Staff Performance ◽  
Educational Personnel ◽  
Directorate General ◽  
Educational Staff ◽  
And Training

AN EXPLANATIVE STUDY ON THE MODULE FOR SUPERVISING  AND ASSESSING EDUCATION  STAFF PERFORMANCE   AT PRINCIPAL EMPOWERMENT TRAINING      ABSTRACT     Heri Supriyana Institute for Development and Empowerment of  Principals and  Supervisors [email protected]     The result of  2015 principal   competency test   shows that most of  principals have not  sufficient principal competency  so that they have not been able to carry out their main tasks and functions properly. Likewise, the most of  principals who have been  appointed  as  principals do not yet have a Certificate  of principal training, so that the most  of principals do not  meet the requirements to become principals. Based on this problem the Ministry of Education and Culture conducts training for strengthening principals with certain modules. The Directorate General of Teachers and Educational  Personnel has written a training module for strengthening principals. These modules include the supervision module and the performance assessment  of the education staff written by the author. The module has not been tested for relevance, adequacy, consistency, and sequences. In order to obtain a module for supervision and  the performance assessment  of teaching staff that is ready to be used in education and training, this study was conducted. The purpose of this study was to determine the level of relevance, adequacy, consistency, and sequences of the supervision module and the assessment of the performance of the education staff in the training of strengthening principals. This research is an explanative research. The data collection method uses closed questionnaire and open questionnaire techniques. The results of this study are the relevance aspects of getting a score of 3.73 (good enough), the adequacy aspect of getting a score of 3.64 (good enough), the consistency aspect of getting a score of 3.74 (good enough), the aspect of sequencing getting a score of 3.86 (good enough). Besides that from the systematic aspect of writing the category of statement "quite systematic" has the largest percentage of 77.10%, the aspect of appearance / graphic design of the category of statement "quite good" has the largest percentage of 74.23%, on the aspect of content / content category of statement "enough complete and detailed "has the largest percentage of 78.58%. The conclusion of this research is that the supervision module and the performance assessment of the education staff in the sc principal strengthening training program are good enough to be used in the  principal strengthening training because they are relevant, sufficient content, consistent enough and inter-material enough sequences.   Keywords: explanatory study;  module; supervision; performance assessment; educational staff.

scholarly journals Pengertian, Proses, Hak dan Kewajiban Pendidik dan Tenaga Kependidikan (PTK) 2

2020 ◽  
Author(s):  
alqori luthfi
Keyword(s):  
Performance Evaluation ◽  
Labor Productivity ◽  
Organizational Management ◽  
Educational Goals ◽  
Teaching Staff ◽  
Education Levels ◽  
Education Personnel ◽  
And Performance ◽  
Educational Staff

Administration of educators and educational staff is the overall process of educator activities which includes planning, organizing, directing, reporting, coordinating, monitoring and financing, using or utilizing available facilities, both personal, material, and spiritual, to achieve educational goals effectively and efficiently. Guidance and development of education personnel is an effort to utilize, advance and improve labor productivity of every teaching staff available throughout the improvement of organizational management and education levels. It can be concluded that the process of educators and education staff is the fostering and development of educators and education staff, promotion of educators and education staff and performance evaluation.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

Supervisi pendidikan

2020 ◽  
Author(s):  
nurul atika
Keyword(s):  
Public Relations ◽  
Educational Administration ◽  
Educational Goals ◽  
Literature Study ◽  
School Officials ◽  
Sourcing Strategies ◽  
Educational Supervision ◽  
Education Personnel ◽  
And Performance

Abstrak- In general, this study aims to determine and analyze the role of supervision in an education. This research uses the literature study method by collecting literature (material materials) sourced from books, journals, and other sources related to the science of Educational Administration. Supervision comes from the word super and vision, which means to see and review from above or view and assess from above, which is carried out by superiors on the activities, creativity and performance of subordinates. In terms of terms, in Carter's Good Dictionary Education, supervision is all the efforts of school officials in leading teachers and other education personnel to improve teaching. These include stimulating, selecting the growth and development of teachers' positions, selecting and revising educational goals, teaching materials and teaching methods, and evaluating teaching. Educational supervision has very important goals and benefits. The scope of educational supervision includes the following: Managerial supervision of the curriculum, Managerial supervision of student affairs, Managerial supervision of educators and education personnel, Managerial supervision of facilities and infrastructure, Managerial supervision of finance, Managerial supervision of public relations, Managerial supervision of administration, Administration supervision academics about learning, related to methods, sourcing strategies, and evaluations.

The impacts and success factors of a work-from-home service-learning internship during COVID-19

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
May Mei Ling Wong ◽  
Ka Hing Lau ◽  
Chad Wing Fung Chan
Keyword(s):  
Service Learning ◽  
Learning Outcomes ◽  
Communication Systems ◽  
Work Performance ◽  
Success Factors ◽  
Management Practice ◽  
Community Partner ◽  
Content Type ◽  
Work From Home ◽  
Student Interns

PurposeCOVID-19 has changed the way we teach and learn, including service-learning (S-L). This study examines the impacts of the work-from-home (WFH) mode on the work performance and learning outcomes of student interns on an eight-week S-L internship programme, and the key factors in terms of its success.Design/methodology/approachA qualitative research methodology is adopted by interviewing nine student interns and four supervisors from three community partner organisations (CPOs) to understand their experiences of how the WFH mode has impacted intern work performance and learning outcomes. Thematic analysis is used for the data analysis.FindingsThe interns uncover a number of negative WFH impacts on the S-L internship, including ineffective communication and management practice, low work efficiency and quality, a lack of task variety and learning opportunities and distractions in the home environment. Furthermore, five critical factors for WFH success are also identified, including prior preparation, effective communication systems, personal motivators at work, the nature of the job in relation to it being suited to the WFH mode, and organisational support.Originality/valueThe study examines impacts on student work performance and learning outcomes in an S-L summer internship programme operating under the WFH mode as a result of the COVID-19 pandemic. Key success factors and practical recommendations have been developed for enhancing the future success of S-L internships operating under the WFH mode.

Organisational form and performance in fashion retailing

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Pericles Ramón Mejía-Vásquez ◽  
Roberto Sánchez-Gómez ◽  
Sheila Serafim da Silva ◽  
Luis Vázquez-Suárez
Keyword(s):  
Service Quality ◽  
Vertical Integration ◽  
Research Question ◽  
Content Type ◽  
Aggregated Data ◽  
Organisational Form ◽  
Level Data ◽  
And Performance ◽  
Key Indicators ◽  
Level Performance

PurposeThis research seeks to discover how the organisational form (franchising vs vertical integration) of 384 fashion stores belonging to a Spanish franchise chain influences unit-level performance measured through three key indicators commonly used in the retail literature: sales per square metre, sales per employee and service quality scores.Design/methodology/approachThe authors have analysed this research question using bivariate and multivariate analyses, with a panel dataset that includes quarterly establishment-level data covering the period from January 2018 to December 2019.FindingsThe aggregated data initially reveal weaker outcomes among franchised establishments. However, after controlling for other variables related to the fashion stores and their local markets, the authors have found that franchised establishments record higher sales both per square metre and per employee than vertically integrated stores. The findings also reveal that franchised establishments record lower service quality scores than their company-owned counterparts.Originality/valueNothing has been published on the differences between franchising and company ownership in terms of establishment-level performance in fashion retailing.

Time for caring? Elderly care employees’ occupational activities in the cross draft between their work priorities, ‘must-do’s’ and meaningfulness

2017 ◽  
Vol 20 (1-2) ◽  
pp. 8-16 ◽  
Author(s):  
Emma Nilsson ◽  
Kerstin Nilsson
Keyword(s):  
Focus Group ◽  
Care Coordination ◽  
Work Performance ◽  
Elderly Care ◽  
The Elderly ◽  
Focus Group Interviews ◽  
Care Giving ◽  
Group Interviews ◽  
And Performance ◽  
The Individual

An increasing number of older people in the population will bring new challenges for the society and care coordination. One of the most important questions in care coordination is the employees’ work performance. The overall aim of this study was to examine care employees’ experience of factors that rule how they allocate their time and tasks in the care work. The study was qualitative and consists of focus group interviews with 36 employees in elderly care in five Swedish municipalities. Much of the work that care employees perform is controlled by others in the municipality organised health care. The employees had a limited possibility to decide what should be given priority in their work. However, the employees who participated in the focus group interviews did not want to prioritise tasks and duties they felt were faulty or in direct conflict with their own convictions. When employees experienced that the assistance assessments were correct and helpful to the individual elderly patient this contributed to the employees’ priority and performance of the task. The formal and informal control systems caused the employees’ priority to be mainly quantitative and visible work tasks, rather than more qualitative tasks and care giving to the elderly. In the intention to organise good care coordination that fit each elderly patients’ need it is important that those who work closest to the patient to a greater extent are given the opportunity to make their voice heard in decisions of care planning and assistance assessments.

The Future of Performance Ratings: Collected Thoughts From Six Emerging Scholars

2016 ◽  
Vol 9 (2) ◽  
pp. 334-337
Author(s):  
Andrew M. Bleckman ◽  
Sarah N. Guarino ◽  
Wesley Russell ◽  
Eileen C. Toomey ◽  
Paul M. Werth ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Performance Ratings ◽  
Final Examination ◽  
Next Generation ◽  
General Survey ◽  
The Future ◽  
And Performance ◽  
Appraisal Processes

During the fall 2015 semester, I (i.e., the last author of this response) taught a doctoral seminar on performance appraisal. Although this course was a general survey of research and theory regarding work performance and performance appraisal processes and methods, we also talked extensively about the value of performance ratings to organizations, raters, and ratees. It was indeed serendipitous that this focal article came out when it did. As part of the final examination requirements (and, admittedly, as a pedagogical experiment), I asked the six PhD students in this course (i.e., the first six authors of this response) to read and respond to the Adler et al. (2016) debate regarding the relative merits of performance ratings. To highlight the perspectives of this next generation of industrial and organizational psychologists, I have collected here various representative comments offered by each of these emerging scholars on this issue.

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