scholarly journals Non-Monetary Incentives to Improve Job Performance at Property Company in Penang Malaysia

2017 ◽  
Vol 3 (2) ◽  
pp. 245-252
Author(s):  
Nur Fatin Nazierah Abu Bakar ◽  
Bidayatul Akmal Mustafa Kamil ◽  
Siti Norasyikin Abdul Hamid ◽  
Shamsul Huda Abd Rani
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Design Methodology ◽  
Quantitative Method ◽  
Pearson Correlation ◽  
Monetary Incentives ◽  
Analysis Technique ◽  
Flexible Working ◽  
Relationship Of ◽  
The Relationship

Purpose: The purpose of this study is to examine the relationship of non-monetary incentives such as flexible working schedules, recognition and career development on job performance. Design/Methodology/Approach: The respondents of the study were among employees who work with property company in Penang. In this study, the quantitative method was implemented. In assessing the relationship between the variables, a total of 91 questionnaires were analyzed using descriptive and inferential data analysis technique. The method of analysis used in this study includes reliability test, Pearson correlation and multiple regression. Findings: The findings of this research reveal that flexible working schedules, recognition and career development has significant relationship on employees' job performance. Implications/Originality/Value: The findings of the study can be applied by the management of property company in their effort to enhance job performance of their employees by considering the determinant factors involved in this study, particularly in enhancing the non-monetary incentives. Moreover, this study may help in improving employees' job performance and thereby gaining higher rewards and benefits to them. Consequently, the research provides guidance how non-monetary incentives works or give positive result in such a way it gives employees and organization enough satisfaction.

scholarly journals The Relationship of HR Practices and Job Performance of Academicians towards Career Development in Malaysian Private Higher Institutions

2012 ◽  
Vol 57 ◽  
pp. 102-118 ◽  
Author(s):  
Shanthi Nadarajah ◽  
Vimala Kadiresan ◽  
Ramesh Kumar ◽  
Nurul Nissa Ahmad Kamil ◽  
Yusliza Mohd. Yusoff
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Hr Practices ◽  
Higher Institutions ◽  
Relationship Of ◽  
The Relationship

Strengthening the impact of career development on job performance: the important role of organizational and individual factors

2019 ◽  
Vol 27 (4) ◽  
pp. 37-39
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Design Methodology ◽  
Organizational Factors ◽  
Content Type ◽  
Pertinent Information ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings A positive relationship exists between employee career development and job performance. The impact can become more substantial when the process of career development becomes the joint responsibility of employee and firm. This makes it imperative to identify individual and organizational factors most able to enhance the relationship and achieve desired outcomes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Relationship of Measles Immunization with Measles in East Java

2018 ◽  
Vol 6 (2) ◽  
pp. 166 ◽  
Author(s):  
Khuril Eka Oktaviasari
Keyword(s):  
Sampling Method ◽  
Total Population ◽  
Pearson Correlation ◽  
Cross Sectional Study ◽  
Infants And Toddlers ◽  
Cross Sectional ◽  
Weak Relationship ◽  
Analysis Technique ◽  
Relationship Of ◽  
The Relationship

ABSTRACTBackground: Measles cases in Indonesia amounted to 12.681 cases in 2016 and East Java Province was the region with the highest number of measles, which amounted to 3765 cases. The coverage of measles immunization in infants has met the target, but the coverage of measles immunization in toddlers has not met the target. Purpose: The aim of this study is to analyze the relationship between measles immunization in infants and toddlers with the number of cases of measles per district/city in East Java Province in 2016. Methods: This study was an observational study with cross sectional study design. The population was all people who suffered from measles per district/city in East Java Province. The sampling method was using the total population. The variables studied were the number of measles immunization in infants and toddlers and the number of cases of measles, while analysis technique used Pearson correlation. Results: This research showed that there was a relationship between infant immunization (p = 0,04) who had weak relationship and no relationship between immunization of toddler (p = 0,92) who had weak relationship with number of measles cases. Conclusion: There was a relationship between measles immunization in infants with number of measles case in East Java Province.

Persepsi Pengembangan Karir Ditinjau Dari Komitmen Organisasi Pada Karyawan Kontrak

2021 ◽  
Vol 15 (01) ◽  
pp. 21-34
Author(s):  
Zuraida Zuraida
Keyword(s):  
Quantitative Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Significant Positive Correlation ◽  
Employee Commitment ◽  
Contract Employees ◽  
Analysis Technique ◽  
Negative Perceptions ◽  
The Relationship

Abstract : Contract employees are employees who work at the company with a certain time limit, and can be dismissed at any time, this affects employees' perceptions of career development at the company and also affects employee commitment to the company. This study aims to examine the relationship between perceptions of career development and organizational commitment for contract employees. Perceptions of career development variables and organizational commitment were measured using a scale. The subjects of this study were 48 contract employees, with the determination of the sample based on accidental sampling. The analysis technique used in this research is quantitative analysis using Karl Pearson's product moment with SPSS version 20 for Windows. Based on the research results, it is known that the perception of career development with organizational commitment on contract employees. There is a significant positive correlation (r.0.813 with sig <0.05) between the variable perceptions of career development and organizational commitment for contract employees, namely 0.000 and the significance value is below / less than 0.05, this means that the higher (positive) the perception of career development, the higher employee commitment to the company and vice versa, the lower (negative) perceptions of employee career development, the lower employee commitment to the company. On the perception of career development has the most categories at low (negative) with a contribution of 50% and organizational commitment at most has a low category with contributions 46%.   Keywords:   Contract Employees, Organizational Commitment, Perceptions of Career Development.   Abstrak : Karyawan kontrak merupakan karyawan yang bekerja di perusahaan dengan batasan waktu tertentu dan sewaktu-waktu dapat diberhentikan, hal ini mempengaruhi persepsi karyawan terhadap pengembangan karirnya pada perusahaan tersebut dan juga mempengaruhi komitmen karyawan pada perusahaannya. Penelitian ini bertujuan untuk menguji hubungan persepsi pengembangan karir terhadap komitmen organisasi pada karyawan kontrak. Variabel persepsi pengembangan karir dan komitmen organisasi diukur dengan menggunakan skala. Subjek penelitian ini berjumlah 48 karyawan kontrak , dengan penentuan sampel berdasarkan accidental sampling. Teknik analisis yang digunakan pada penelitian ini adalah analisis kuantitatif dengan menggunakan product moment karl pearson dengan program SPSS versi 20 for Windows. Berdasarkan hasil penelitian, diketahui bahwa persepsi pengembangan karir dengan komitmen organisasi pada karyawan kontrak, ada korelasi positif yang signifikan (r.0.813 dengan sig < 0.05) antara variabel persepsi pengembangan karir  dengan komitmen organisasi pada karyawan kontrak yaitu 0.000 dan nilai signifikansinya dibawah/lebih kecil 0.05, ini berarti bahwa semakin tinggi (positif) persepsi pengembangan karir maka semakin tinggi komitmen karyawan pada perusahaannya begitu sebaliknya semakin rendah (negatif) persepsi pengembangan karir karyawan maka semakin rendah komitmen karyawan pada perusahaannya. Pada persepsi pengembangan karir memiliki kategori paling banyak pada tingkat rendah (negatif) dengan kontribusi 50% dan komitmen organisasi paling banyak memiliki kategori rendah dengan kontribusi 46%.   Kata Kunci :  Karyawan Kontrak, Komitmen Organisasi, Persepsi Pengembangan Karir 

An integrated process model of communication satisfaction and organizational outcomes

2009 ◽  
Vol 37 (6) ◽  
pp. 825-834 ◽  
Author(s):  
Ming-Ten Tsai ◽  
Shuang-Shii Chuang ◽  
Wei-Ping Hsieh
Keyword(s):  
Job Performance ◽  
Turnover Intention ◽  
Process Model ◽  
Response Rate ◽  
Organizational Outcomes ◽  
Service Industries ◽  
Communication Satisfaction ◽  
Integrated Process ◽  
Relationship Of ◽  
The Relationship

The relationship of communication satisfaction to job performance and turnover intention among employees was examined. Most communication satisfaction research has been conducted in relation to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention. The population examined in this study were employed in the top 500 service industries in Taiwan. The sample consisted of 1,260 individuals. A total of 467 valid responses were collected for a usable response rate of 37.1%. The results suggest that employees' perceptions of a high communication satisfaction are positively associated with their job performance, and negatively related to turnover intention.

scholarly journals Hubungan kadar HbA1C dengan estimasi filtrasi glomerulus pada pasien DM tipe 2

e-CliniC ◽  
2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Rixi Gahung ◽  
Karel Pandelaki ◽  
Emma Sy. Moeis
Keyword(s):  
Diabetes Mellitus ◽  
Hba1c Level ◽  
Pearson Correlation ◽  
P Value ◽  
Type 2 Dm ◽  
High Hba1c ◽  
Pearson Correlation Test ◽  
Relationship Of ◽  
The Relationship

Abstract: Diabetes mellitus is still increasing in number in the future. Type 2 diabetes mellitus type 2 (T2DM) often appears in adults and the cause is due to a shortage of the hormone insulin on a relative basis, generally appears slowly and gradually worsens. One of the parameters to control blood sugar level is HbA1c. The high HbA1c increases the risks and complications in T2DM patients. This study aimed to obtain the relationship between HbA1c level and GFR among T2DM patients. This was an analytical study using the patient's medical record data. This study was conducted at the Endocrine Clinic and Heart and Hypertension Clinic with a total samples of 65 patients. The results showed that of the 65 subjects, there were 40 male patients and 25 female patients. The Pearson correlation test showed that the relationship of the HbA1c level and GFR had a p value = 0.05 > 0.462 and the correlation r = 0.093. Conclusion: There was no significant relationship between HbA1c level and GFR in type 2 DM patients. Keywords: HbA1c, GFR, type 2 DM Abtsrak: Diabetes merupakan suatu penyakit tidak menular yang akan terus meningkat jumlahnya di masa datang. Diabetes Melitus tipe 2 (DMT2) sering muncul pada orang dewasa dan penyebabnya oleh karena kekurangan hormon insulin secara relatif , umumnya muncul perlahan dan secara bertahap akan bertambah berat. Salah satu parameter kontrol kadar gula darah ialah HbA1c. Jika HbA1c meningkat terjadi pula peningkatan resiko komplikasi. Penelitian ini bertujuan untuk mengetahui hubungan kadar HbA1c dengan eLFG pada pasien DMT2. Jenis penelitian ini analitik dengan mengevaluasi data rekam medik pasien. Penelitian dilakukan di Poliklinik Endokrin dan Poliklinik Jantung dan Hipertensi dengan jumlah subyek penelitian 65 pasien DMT2. Hasil penelitian ini menunjukkan bahwa dari 65 orang subjek terdapat 40 laki-laki dan 25 perempuan. Untuk mengetahui adanya hubungan kadar HbA1c dengan LFG digunakan analisis bivariat Pearson correlation yang mendapatkan nilai p hitung = 0,462> 0,05 dengan kekuatan korelasi r = 0,093. Simpulan: Tidak terdapat hubungan bermakna antara kadar HbA1c dengan eLFG pada pasien DM tipe 2.Kata kunci: HbA1c, eLFG, DM tipe 2

scholarly journals EMPLOYEE ENGAGEMENT AS A MEDIATOR INFLUENCES OF WORK STRESS AND CAREER DEVELOPMENT TO TURNOVER INTENTION IN EMPLOYEE OFFICE OF PT PKSS CENTRAL OFFICE

2020 ◽  
Vol 1 (5) ◽  
pp. 695-705
Author(s):  
Wahyu Bawono ◽  
Singmin Johannes Lo
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Employee Engagement ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Method ◽  
Central Office ◽  
Least Square ◽  
Analysis Technique

The objectives of this study are: (1) To analyze the Effect of Job Stress, Career Development and Job Satisfaction on Turnover Intention in PT PKSS and (2) To analyze the significant influence between Job Stress, Career Development and Employee Engagement simultaneously / Jointly towards Turnover Intention at PT PKSS. This research uses a quantitative method with a sample of all employees at PT PKSS, amounting to 98 people. The analysis technique used is Part Least Square Analysis (PLS). While the variables in this study are: (1) job stress, (2) career development, (3) employee engagement, and (4) turnover intention. The results of this study include: (1) Job stress has a significant effect on employee engagement with a T-Statistic value of 5,481, (2) Career development has a significant effect on employee engagement with a T-Statistic value of 4,909, (3) Work stress has a significant effect on turnover intention with a T-value Statistics of 3.071, (4) Career development has a significant effect on turnover intention with a T-Statistic value of 5.526, and (5) Employee employee variable can mediate jointly from the effect of work stress and career development on turnover intention. Can be proven by the analysis of VAF (Variance Accounted For) value calculation above, it can prove hypothesis 8 that employee engagement variable (Y1) can mediate the effect of work stress variables and career development together on turnover intention of 21.15%.

scholarly journals Features of the cytokine balance in infectious hemorrhagic colitis in children

2019 ◽  
Vol 18 (3) ◽  
pp. 11-16 ◽  
Author(s):  
O. I. Klimova ◽  
N. V. Gonchar ◽  
Yu. V. Lobzin ◽  
L. A. Alekseeva ◽  
N. E. Monakhova
Keyword(s):  
Young Children ◽  
Pearson Correlation ◽  
Correlation Method ◽  
Relative Number ◽  
Suppressive Effect ◽  
Hemorrhagic Colitis ◽  
Cytokine Balance ◽  
Severity Of The Disease ◽  
Relationship Of ◽  
The Relationship

The aim of the study was to study the features of cytokine balance and their effect on clinical and laboratory parameters in infectious hemorrhagic colitis in children. Materials and methods. In the Department of intestinal infections in 2018 observed 28 children with infectious haemorrhagic colitis. The diagnosis was established taking into account clinical recommendations; the severity of the disease was determined by the Clark index; the etiology was verified according to bacteriological and molecular studies of feces, serological methods. In the acute period of the disease, the concentration of cytokines in the blood serum — TNF-a, IL-4, IL-6, IL-10 was studied by enzyme immunoassay. Mann-Whitney method, Kruskal-Wallis dispersion analysis, Pearson correlation method we used to estimate the obtained data.Results. The age structure of patients was dominated by young children (53.6%). Mild form of the disease was diagnosed in 32.1% of patients, moderate — in 67.9%. A high level of IL-4 was observed against a relatively low level of TNF-a, IL-6 and IL-10. Significantly higher concentrations of TNF-a and IL-6 were found in children with moderate form of the disease. The maximum values of IL-6 were observed in young children, IL-10 — in infants. In the moderate form of the disease, negative correlations of IL-4 with the number of leukocytes (r = –0.46; p = 0.05) and platelets (r = –0.48; p < 0.05) in the hemogram noted. Early age patients were found to have correlations of TNF-a with the relative number of rod neutrophils (r = 0.62; p < 0.01). There was a significant correlation of IL-4 with the relative number of segmental neutrophils (r = 0.49; p < 0.05). The relationship of TNF-a with the severity of the disease (r = 0.42; p < 0.05) revealed. The data on the possible suppressive effect of TNF-a and IL-10 on the synthesis of urea and the relationship of IL-6 with reactive changes in the liver obtained.Conclusion. Studies of cytokine balance in infectious hemorrhagic colitis in children showed the severity of systemic inflammatory response with the activation of Th-2 immune response. The correlation of TNF-a with the severity of the disease was established, which may have diagnostic and prognostic value.

scholarly journals The Impact of Autocratic Leadership on Disruptive Political Behavior, Moderating the Relationship of Abusive Supervisory Behavior and Mediating the Relationship of Employee’s Perception of Job Insecurity

2020 ◽  
Vol 12 (6) ◽  
pp. 57
Author(s):  
Asif Hussain ◽  
Xue Yang ◽  
Lu Yali ◽  
Asma Ibrahim ◽  
Samina Hussain
Keyword(s):  
Political Behavior ◽  
Job Insecurity ◽  
Pearson Correlation ◽  
Middle Level ◽  
Mediating Effect ◽  
Employee Perception ◽  
Autocratic Leadership ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This study examines the impact of Autocratic leadership on Disruptive Political Behavior with the moderating effect of Abusive Supervisory Behavior and the mediating effect of Employee Perception of Job Insecurity. It examines the employee perception of job insecurity while working in an autocratic culture and the political strategies which an employee chooses to cope up with such insecurities. The data was collected through a structured questionnaire from a sample of 248 employees which include middle-level managers, front-line managers, and their employees. Pearson correlation test was used to establish the relationship between variables. Findings reveal the existence of a significant positive relationship between the variables. Result also prove that there is a significant positive moderation of abusive supervisory behavior between the relationship of autocratic leadership and employee perception of job insecurity, and shows partial significance with mediating effect of employee perception of job insecurity with the relation of autocratic leadership and disruptive political behavior. The study concludes with a discussion and future directions.

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