scholarly journals The Mediation Model of Interrelationships among 4 C’s of Work Environment, Employee Performance and Organizational Performance in Pakistani organizations

2018 ◽  
Vol 2 (3) ◽  
pp. 176-180 ◽  
Author(s):  
Saima Aftab ◽  
Komal Bhatti
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Career Planning ◽  
Employee Performance ◽  
Individual Performance ◽  
Strong Positive Correlation ◽  
Mediation Model ◽  
Management Communication ◽  
Services Sector ◽  
Organizational Performances

Objective and subjective aspects of Individual and Organizational performances (Valmohammadi & Roshanzamir, 2015) has been focus of research arena at number of instances to conclude about micro, meso and macro level phenomenas within organziations. This study aims to provide a unique outlook on 4 C’s of work environment (meso) and their interrelationship with Organizational Performance through i-e individual performance (micro). Career planning, Consultative management, Communication and Culture (performance oriented) are taken as 4 important C’s, constituting a comprehensive whole of Work environment. The study proposed two research hypotheses. Data was collected through 5 point Likert scale questionnaires, from 297 employees of 42 manufacturing and services sector firms in Pakistan. Bivariate Pearson’s Correlation, Preacher and Hayes Process v 3.0, Model 4, and Bootstrapping is used for data analysis. Results indicate that all four C’s of work environment have strong positive correlation with organziational perfomance through individual performance acting as a mediator.

scholarly journals The Effect of Adaptive Ability, Communication Skills, and Work Environment on Performance of Medan Mayor's Office with Teamwork as Intervening Variables

2021 ◽  
Vol 1 (4) ◽  
pp. 406-417
Author(s):  
Siti Novia Rachmawati ◽  
Prihatin Lumbanraja ◽  
Elisabet Siahaan
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Communication Skills ◽  
Communication Skill ◽  
Employee Performance ◽  
Working Environment ◽  
Performance Achievement ◽  
Good Communication ◽  
Research Population ◽  
The Government

Having a reasonable effort of adapting to the change will improve the organization's performance. Good communication with the leaders, colleagues, and employees will ease communicating the organization's problems for achieving the best organizational performance. A good work environment will influence more the employee's motivation to work to improve the employee's performance. Conducting the working programs, the government will establish teamwork to fasten the organization's performance achievement. This research aims to analyze the influence of adaptability, communication skills, and working environment on employee performance at Medan Mayor's Office with teamwork as the intervening variable. This research population is government employees at Medan mayor's office with a total of 555 employees, with the amount of the sample being 232 employees. The analysis uses statistics and path analysis. The result shows the adapting ability, communication skills, and working environment directly significantly influence teamwork, and then the adaptability, communication skill, and work environment positively and significantly affect employee performance. Indirectly, collaboration is positively and significantly able to mediate the relationship between adaptability, communication skill, work environment, and employee performance. Therefore, teamwork is significantly able to be the intervening variable in this research.

scholarly journals Effectiveness of Individual Performance Dialogue on Employee Performance (Case Studies on Civil Servants of the Ministry of Finance in City of Semarang)

2021 ◽  
Vol 6 (1) ◽  
pp. 58-74
Author(s):  
Ni Made Watimena Sudiarti ◽  
Edi Noersasongko ◽  
Yuventius Tyas Catur Pramudi
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Management Practices ◽  
Employee Performance ◽  
Individual Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Structured Interviews ◽  
Ministry Of Finance ◽  
Bureaucratic Reform

Bureaucratic Reform in human resources began with the birth of Law No. 5 of 2014 on State Civil Apparatus (ASN). The new paradigm in the ASN Law makes ASN employees a profession that has an obligation to conduct self-development and must take responsibility for performance and apply merit principles in the implementation of ASN management. The Ministry of Finance followed up the Bureaucratic Reform in hr with performance management policies. Performance management in the Environment of the Ministry of Finance consists of three main stages, namely planning, monitoring, and determining performance results and evaluation.  Performance evaluation results determine the performance value of employees and organizations, which affects employee careers and compensation. The solution by the Ministry of Finance is to implement management practices called Organizational Performance Dialogue (DKO) and Individual Performance Dialogue (DKI) whose main purpose is to improve the performance of employees and organization. This research is explanatory, where the research method used is Partial Least Square (PLS), with software for analysis using SmartPLS. Data collection instruments using questionnaires and structured interviews with research respondents are employees of the Ministry of Finance in Semarang City area. This research aims to know the effectiveness of performance dialogue on employee performance, so that the results are expected to be a reference in management practices in organizational units in the environment of the Ministry of Finance in an effort to improve the performance of employees and organizations. Keywords:Effectiveness, Individual factors, Leadership factors, Performance dialogue, Employee performance

Roles of Interpersonal Relationships in Improving Organizational Performances in the Case of Hospital Nurses

2010 ◽  
pp. 172-189
Author(s):  
Murako Saito
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Emotional Regulation ◽  
Interpersonal Relationship ◽  
Causal Relationships ◽  
Work Demand ◽  
And Performance ◽  
Organizational Performances

In this chapter, a comparison of organizational performances representing team reciprocity, communication accuracy, and performance reliability was made with participants’ competence of emotional regulation, communication type, and also with the appreciation level of professional work based on our empirical studies on healthcare organization. The results in case study 1 suggest that team reciprocity is significantly influenced by the type of communication, face–to–face (FTF) and computer mediating communication (CMC). The results in case study 2 suggest that interpersonal relationship management played important roles in giving critical effects on organizational performance of team reciprocity, communication accuracy, and performance reliability. The results in case study 3 suggest that appreciation degree of team and organization goals gave significant effects on team reciprocity and performance reliability. Causal relationships among structural variables on work environment, communication, and organizational performances in case study 1, and causal relationships among work demand, organizational environment, and fairness in case study 3, were discussed. Quality of healthcare evaluated by organizational performance is influenced by the condition of how interpersonal relationship plays a role in managing emotional regulation, communication, and appreciation of the work environment. Most of the organizational issues are related with loss of con- fidence and trust among the participants of the organization, which stems largely from inappropriate alignment of interpersonal relationships.

Predicting Employee Performance

2020 ◽  
pp. 281-305 ◽  
Author(s):  
Ramona Diana Leon ◽  
Ramona Ioana Tănăsescu ◽  
Carmen Elena Tănăsescu
Keyword(s):  
Organizational Performance ◽  
Task Performance ◽  
Generation X ◽  
Employee Performance ◽  
Banking System ◽  
Contextual Performance ◽  
Individual Performance ◽  
Convenience Sample ◽  
Counterproductive Behavior ◽  
The Impact

The research aims to perform an intergenerational analysis regarding the impact of counterproductive behavior and contextual performance on employees' task performance. The analysis is performed on a convenience sample of 165 employees from three different generations who work in the banking system. The results show that (1) 33.50% of task performance variance is determined by the variance of contextual individual performance and counterproductive behavior, (2) 13% of the variance of contextual individual performance can be explained by the variance in counterproductive behavior, (3) 33.70% of the variance of contextual organizational performance can be explained by the variance of task performance and counterproductive behavior. In addition, significant differences appear regarding the influence of (1) the counterproductive behavior on the contextual performance (Generation X vs. Y), (2) the contextual individual performance on task performance (Generation X vs. Z), and (3) the counterproductive behavior on the contextual individual performance (Generation Y vs. Z).

scholarly journals Effects of Training on Organizational Performance

2018 ◽  
Vol 6 (5) ◽  
Author(s):  
Cross Ogohi Daniel
Keyword(s):  
Organizational Performance ◽  
Employee Performance ◽  
Employee Commitment ◽  
Individual Performance ◽  
Sample Size Determination ◽  
Technological Advancement ◽  
Business World ◽  
Knowledge And Attitude ◽  
The Right ◽  
The Impact

Training is one of the Human Resources functions of the organization. When employees are recruited into the organization, they may not come with all the required skill set to discharge fully their roles in the organization. Hence, the one to equip such new employees with relevant skill set for the good of the organization. Also, the business world is very dynamic and ever changing. Organizations keep innovating making it imperative or organizations to keep training and learning. The rate technological advancement has made it almost impossible for any forward looking organization not to flow with the competition is cut throat. Customers keeping raising expectations which every bank which want to remain in business will necessarily have to meet. The Customer-facing employees will need the right skills, knowledge and attitude to manage the customers with their high expectation. The right skill, knowledge and attitude can be acquired through training. The research attempts to find out the impact which training has employee performance bearing in mind that the aggregate of individual performance will culminate to organizational performance. The study considered the microfinance bank sub-sector from which three banks were selected. Data was collected from 304 respondents who were drawn using Taro Yamane sample size determination technique through structured questionnaire. The data collected was subjected to both descriptive and inferential techniques were used to test formulated hypotheses. The study showed that employee skill, knowledge and ability gained from training has significant effect on productivity. Further findings reveal that training has effect on employee commitment to the organization. The conclusion is that training enhances employee performance as well as employee commitment to the organization. It is therefore, recommended that microfinance banks and all organization should take more active interest in the training of its employees.

scholarly journals The antecedent factors of organizational performance

2020 ◽  
Vol 2 (2) ◽  
pp. 113-123
Author(s):  
Arista Natia Afriany
Keyword(s):  
Job Satisfaction ◽  
Structural Analysis ◽  
Human Resources ◽  
Organizational Performance ◽  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Corporate Management ◽  
Study Objective

Companies need human resources because with excelent human resources, corporate management will run well. This study objective is to examine the effect of work motivation, work discipline, work environment on job satisfaction and employee performance. The study was conducted at PT XXX with a total of 58 employees. This study uses structural analysis with smart PLS. The results showed that work motivation has an effect on job satisfaction and job satisfaction has an effect on employee performance. But work discipline and work environment do not affect job satisfaction. The results of this study have implications for companies to increase motivation and job satisfaction so that employee performance can be improved.

scholarly journals ANALISIS KINERJA PEGAWAI PADA DINAS KOMUNIKASI DAN INFORMATIKA KOTA MAKASSAR

2020 ◽  
Vol 4 (2) ◽  
pp. 1-35
Author(s):  
Adi Siswanto
Keyword(s):  
Data Processing ◽  
Organizational Performance ◽  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Skills Training ◽  
Primary Data ◽  
Extrinsic Factors ◽  
Intrinsic Factors

This study aims to analyze the performance of employees at the Department of Communication and Information Makassar. The method used in this research is to use qualitative research methods. Data processing procedures in this study use primary data processing sourced from interviews and secondary data processing through theoretical analysis sourced from books, reports, photos, data and observations. The results showed that the results of interviews and observations can be concluded that the ability of employees at the Department of Communication and Information Makassar measured as based on knowledge and skills are still in the category of good enough to support employee performance. Employees understand the work and can finish it in a timely manner. Employee work motivation at the Makassar City Office of Communication and Information in achieving employee performance measured by intrinsic factors (Personal Maturity and Job Satisfaction) and extrinsic factors (Work Environment, Compensation, and Supervision) are in quite good category. Work relations that are established are considered quite close among fellow employees, exemplary leaders who are considered capable of providing motivation. There are still employees who have never attended training in both the leadership and functional technical divisions, therefore it is necessary to immediately provide skills training to employees. It is hoped that employees will more often be given the opportunity to attend training and education. Employees' work motivation at the Makassar City Office of Communication and Information which is categorized as good also did not go unnoticed. Efforts to create a good work environment still need to be improved, especially inadequate compensation. It is hoped that leaders will pay more attention in motivating employees to achieve organizational performance.

scholarly journals ANALISIS GAYA KEPEMIMPINAN, MOTIVASI KEJRA, DAN LINGKUNGAN KERJA TERHADAP KINERJA ORGANISASI (Studi Pada KPRI Sejahtera Sutojayan Blitar Jawa Timur)

2020 ◽  
Vol 5 (1) ◽  
pp. 49
Author(s):  
Riris Faris
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Working Environment ◽  
Business Results ◽  
Self Actualization ◽  
The Republic ◽  
Business Entities

Koperasi adalah salah satu badan usaha atau organisasi yang cukup berkembang di Indonesia diatur dalam UUD 1945 pasal 33. Dalam UU No. 17 Tahun 2012 disebutkan bahwa dalam pelaksanaannya koperasi memiliki prinsip-  prinsip yang antara lain : keanggotaannya bersifat terbuka dan sukarela, pengelolaan yang dilaksanakan secara demokratis, pembahian SHU atau sisa hasil usaha secara adil sebanding dengan besarnya usaha masing-masing anggota, pembagian balas jasa yang terbatas terhadap modal, serta kemandirian.Tujuan penelitian ini yaitu untuk mengetahui 1) analisis gaya kepemimpinan terhadap kinerja organisasi 2) motivasi kerja terhadap kinerja organisasi 3) lingkungan kerja terhadap kinerja organisasi 4) gaya kepemimpinan, motivasi kerja, dan lingkungan kerja terhadap kinerja organisasi.Berdasarkan hasil penelitian dan pembahasan yang telah dilakukan maka dapat ditarik kesimpulan bahwa kondisi gaya kepemimpinan pada Koperasi Pegawai Republik Indonesia “SEJAHTERA” masuk dalam kriteria baik. Hasil analisis menunjukkan bahwa dengan adanya kesesuaian gaya kepemimpinan dengan harapan karyawan. motivasi kerja karyawan pada KPRI Sejahtera Sutojayan masuk dalam kriteria tinggi. Hasil analisis Motivasi Kerja terhadap Kinerja organisasi dapat diartikan bahwa adanya dorongan karyawan untuk pemenuhan kebutuhan Fisiologis atau kebutuhan fisik,keamanan, sosial, penghargaan dan aktualisasi diri maka dapat memaksimalkan pencapaian kinerja organisasi. Serta hasil analisis menunjukkan bahwa lingkungan kerja KPRI Sejahtera Sutojayan masuk dalam kategori baik. Kondisi lingkungan kerja yang semakin baik dalam hal ini mengenai suasana kerja, hubungan dengan rekan kerja yang semakin baik, tersedianya fasilitas kerja sesuai dengan kebutuhan, kondisi fisik lingkungan kerja dalam hal ini mengenai penerangan, sirkulasi udara dan kebisingan maka pencapaian kinerja karyawan dapat dimaksimalkan. Dan dapat diketahui bahwa kinerja organisasi KPRI Sejahtera Sutojayan masuk dalam kategori tinggi. Hasil analisis menunjukkan bahwa selama ini karyawan dapat bekerja sesuai dengan prosedur yang telah ditetapkan koperasi.Kata Kunci: Gaya Kepemimpinan, Motivasi Kerja,  Lingkungan Kerja dan Kinerja Organisasi Cooperative is one of the business entities or organizations that is sufficiently developed in Indonesia regulated in the 1945 Constitution article 33. In Law No. 17 of 2012 stated that in the implementation of cooperatives have principles which include: membership is open and voluntary, management is carried out democratically, discussion of SHU or the remaining business results are equitably proportional to the size of the efforts of each member, the distribution of compensation is limited towards capital, as well as independence.The purpose of this study is to find out 1) analysis of leadership style on organizational performance 2) work motivation on organizational performance 3) work environment on organizational performance 4) leadership style, work motivation, and work environment on organizational performance.Based on the results of research and discussion that has been carried out, it can be concluded that the condition of the leadership style in the Employee Cooperative of the Republic of Indonesia "PROSPEROUS" is included in good criteria. The analysis shows that with the suitability of the leadership style with employee expectations. The work motivation of employees at KPRI Sejahtera Sutojayan is included in the high criteria. The results of the analysis of Work Motivation on Organizational Performance can be interpreted that the existence of employee encouragement to fulfill physiological needs or physical, security, social, appreciation and self-actualization needs can maximize the achievement of organizational performance. And the results of the analysis show that the work environment of KPRI Sejahtera Sutojayan is included in the good category. The condition of the working environment is getting better in this case regarding the working atmosphere, relations with colleagues are getting better, the availability of work facilities in accordance with needs, the physical condition of the work environment in this case regarding lighting, air circulation and noise, the achievement of employee performance can be maximized. And it can be seen that the performance of the KPRI Sejahtera Sutojayan organization is included in the high category. The analysis shows that all this time employees can work in accordance with procedures established by the cooperative.Keywords: Leadership Style, Work Motivation, Work Environment and Organizational Performance 

An empirical investigation of predicting employee performance through succession planning

2019 ◽  
Vol 8 (1) ◽  
pp. 79-91 ◽  
Author(s):  
Zulqurnain Ali ◽  
Aqsa Mehreen
Keyword(s):  
Organizational Performance ◽  
Succession Planning ◽  
Longitudinal Design ◽  
Employee Performance ◽  
Large City ◽  
Well Being ◽  
Individual Performance ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type

Purpose Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of this paper is to integrate succession planning into the job demands–resources (JD–R) model to predict individual performance. Design/methodology/approach In total, 239 participants were drawn from commercial banks located in a large city of Pakistan through a structured questionnaire. The proposed model was tested through structural equation modeling. Findings The results from 239 participants suggest that succession planning has a direct and indirect effect on engagement and employee performance through the JD–R model. Furthermore, job resources and engagement mediate the association between succession planning and employee performance. Research limitations/implications The present study employed a cross-sectional approach, and all constructs were answered on a self-report questionnaire. Thus, the findings should be validated through a longitudinal design by employing a more objective construct. Practical implications The banks should adopt proactive succession system to improve individual and organizational performance. Succession planning helps the banks to reduce recruitment cost and promote internal hiring. This study supports the managerial decisions making by mobilizing skilled and talented employees in the sudden resignation of a bank employee. Social implications Succession planning seems an important development factor that directly improves employees’ well-being through the JD–R model. Originality/value The present study demonstrates the integration of the JD–R model into succession planning.

scholarly journals The Influence of Work Discipline, Motivation, Job Satisfaction and the Work Environment on the Performance of Contract Employees

2020 ◽  
Vol 7 (11) ◽  
pp. 174
Author(s):  
Baiq Lisma Rossalia Budirianti ◽  
Agusdin Agusdin ◽  
Surati Surati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Linear Regression Analysis ◽  
Individual Performance ◽  
T Test ◽  
Analysis Model ◽  
Contract Employees

Every company always wants to have quality human resources to support the company's success in achieving its goals. Employees as human resources are an important asset for an organization, institution or company. Therefore, it must be managed effectively and efficiently. The achievement of company goals or the success of the company is greatly influenced by the individual performance of its employees. Thus, every organization must strive to improve employee performance in hopes of achieving company goals. This study aims to analyze the effect of work discipline, motivation, job satisfaction and work environment on the performance of contract employees at Bank Rakyat Indonesia Mataram Branch Office. This study used four analysis tools for validity and reliability, tested classical assumptions, multiple linear regression analysis, Model Test (F test) and Hypothesis Test (t test) using the SPSS application. The results of the study using the t test variables of work discipline, motivation, job satisfaction and work environment showed a significant value smaller than 0.05, this means that the variables of work discipline, motivation, job satisfaction and work environment have an effect on employee performance.

Sign in / Sign up

Export Citation Format

Share Document