scholarly journals Performance Motivation and Employees of Different Generations in Slovak Industrial Enterprises

2021 ◽  
pp. 18-25
Author(s):  
Ing. Augustín Stareček, PhD. ◽  
Ing. Natália Vraňaková, PhD. ◽  
Ing. Kristína Koltnerová, PhD. ◽  
Ing. Eliška Kubišová ◽  
Ing. Lukáš Jurík, PhD. ◽  
...  
Keyword(s):  
Generation X ◽  
Employee Performance ◽  
Individual Performance ◽  
Further Education ◽  
Industrial Enterprises ◽  
Generation Z ◽  
Significant Relationships ◽  
Administrative Employees ◽  
Perceived Age ◽  
The Individual

Currently, there are four unique generations of employees on the labour market (Generation BB, Generation X, Generation Y, and Generation Z. The individual performance of employees is largely influenced by their motivation to perform. The main aim of the article is to present the results of the research focused on the analysis of the performance motivation of different generations in Slovak industrial enterprises. A standardized psychodiagnostic performance motivation questionnaire (D-M-V) was used for data collection, which was distributed to six industrial enterprises operating in Slovakia. The research sample consisted of N=158 respondents (administrative employees and managers). By evaluating the established research hypotheses, statistically, significant relationships were identified between the monitored variables from the D-M-V questionnaire and perceived age discrimination and the possibility of further education in industrial enterprises. Proven and quantified statistically significant relationships can be used to increase individual employee performance, which contributes to the overall performance of the organization.

scholarly journals Die Steuerung von den Multigenerationteams in den Industriebetrieben

2017 ◽  
Vol 25 (41) ◽  
pp. 35-42
Author(s):  
Natália Vraňaková ◽  
Andrea Chlpeková ◽  
Kristína Koltnerová ◽  
Petra Pračková
Keyword(s):  
Labor Market ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Industrial Enterprises ◽  
Generation Z ◽  
Generational Groups

Abstract The current workforce in industrial enterprises is formed from four generational groups. These generational groups are called Baby boomers, Generation “X”, Generation “Y” and Generation “Z”. Each of generational groups is specific by own characteristics, positives and negatives. The aim of the article is to refer the features of individual generational groups, to analyze their representation on labor market and to specify recommendations for the management of multigenerational teams for the practice of industrial enterprises in order to achieve the satisfaction and synergy of employees in accordance with the objectives of enterprise.

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 Comparing transformational and instrumental leadership

2019 ◽  
Vol 16 (2) ◽  
pp. 143-160 ◽  
Author(s):  
Cristiane Benedetti Chammas ◽  
José Mauro da Costa Hernandez
Keyword(s):  
Structural Equation ◽  
Employee Performance ◽  
Individual Performance ◽  
Primary Data ◽  
Equation Modeling ◽  
Theoretical Understanding ◽  
Content Type ◽  
Individual Type ◽  
The Individual ◽  
Leadership Types

Purpose The purpose of this study is to investigate the influence of transformational and instrumental leadership on the individual performance of the employee and the financial performance in Brazilian startups. Design/methodology/approach The adopted methodological construction strategy was structural equation modeling, with the purpose of applying the model to primary data collected from a sample of leaders of Brazilian startups (n = 126). Findings Results suggest that when leadership types are analyzed separately, both directly influence employee performance. Originality/value This study has four main contributions: to test the influence of the two leadership styles on employee performance and thus to help advance the theoretical understanding of leadership; to perform this test in the context of Brazilian startups; to equip professionals with more information about the effects of crucial leadership types on individual type of employee performance; and to expand knowledge for recruitment and managerial training in initial-stage companies.

scholarly journals CONSIDERING NONLINEAR CONNECTIONS IN THE INDIVIDUAL PERFORMANCE MANAGEMENT MODEL

2021 ◽  
Vol 18 (32) ◽  
Author(s):  
Vesna Čančer ◽  
Živana Veingerl Čič ◽  
Simona Šarotar Žižek
Keyword(s):  
Performance Management ◽  
Conceptual Model ◽  
Service Sector ◽  
Employee Performance ◽  
Well Being ◽  
Individual Performance ◽  
Performance Management Systems ◽  
Individual Employee ◽  
Nonlinear Connections ◽  
The Individual

To discuss nonlinear connections between constructs of the conceptual model of individual employee performance management in Slovenian service sector. Constructs were analyzed with the validated measurement instrument, adapted to the Slovenian context due to preliminary research. Existence of significant nonlinear connections between them was checked by structural equation modeling. The software tool Warp PLS 5.0. based on the Warp2 algorithm was used. Holistic employee development methods significantly improve employees’ work satisfaction, individual performance, and well-being. The quality of the conceptual model obtained with Warp PLS 5.0 supports the consideration of nonlinear connections between constructs. They exist between the constructs of the conceptual model of the individual employee performance management system in e.g. the Slovenian service sector. Results make employees and managers aware that existing performance management systems are inadequate. Hence, one must place this knowledge of the situation and trends of individual work performance as the basis for sensible management action, including new performance management systems based on a requisitely holistic approach, focusing on the individuals and their performance, not on the performance management system. The designed employee performance model is individually oriented and applies mentoring, coaching, sponsorship and intergenerational cooperation. It clarifies how one can use holistic employee development to improve individual employee performance, job satisfaction, and well-being.

scholarly journals Value measurements of generations through actualized fears

2019 ◽  
Vol 10 (2) ◽  
pp. 67-81 ◽  
Author(s):  
V.I. Pishchik
Keyword(s):  
Information Technology ◽  
Generation X ◽  
Generation Y ◽  
Value Orientations ◽  
The Core ◽  
Generation Z ◽  
Personal Level ◽  
The Individual ◽  
New Generation ◽  
Culture Technology

The article presents the results of the study of the values of representatives of generations through actual fears through the author’s questionnaire. We have compiled data on the study of values in psychology and sociology and showed that values, value orientations constitute the core of the individual, underlie social norms. The avail able methods for the study of values that identify them at the group or personal level are discussed. A link is found between values and human fears. A working version of the author’s questionnaire examining the values of generations through actual fears (fears: I, others, nature, culture, technology, mystical) is presented. The sample of representatives of generations (180 people) shows the results of the initial testing of the questionnaire. It was shown that the «Transitional» generation (according to N. Howe, W. Strauss is generation X) is dominated by the value of culture and the fear of losing it, the «Informational» generation (generation Y) is dominated by the value I and the fear of losing oneself, The «New» generation (generation Z) is the most valuable information technology and the fear of the multiplicity of worlds is actualized. It is concluded that the submitted questionnaire is easy to use, speeds up the process of use and reveals the peculiarities of values from deep positions.

scholarly journals PENERAPAN METODE GRAPHIC RATING SCALE (GRS) DALAM PENILAIAN KINERJA KARYAWAN

Kilat ◽  
2018 ◽  
Vol 6 (2) ◽  
pp. 139-144
Author(s):  
Redaksi Tim Jurnal
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Rating Scale ◽  
Employee Performance ◽  
Objective Assessment ◽  
Individual Performance ◽  
Valuation Method ◽  
Graphic Rating Scale ◽  
The Individual

Competition increasingly competitive business trigger Muliadana company to be more innovative in improving the quality of the company. One technique used by management companies in improving the quality of human resources is to conduct employee performance appraisal. To the authors try to establish a scoring system using the Graphic Rating Scale (GRS), which is a methodology for assessing the scale of the graph by comparing the individual performance against an absolute standard. The purpose of this valuation method is to minimize the less objective assessment and can determine the development of the employee's performance over several periods. The results of the performance appraisal company can provide feedback to the employees so they can decide the steps taken in making decisions such as: promotion, promotion or class, mutation, degradation as well as training for employees in need.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

Pengaruh Kesesuaian Tugas-Teknologi, Kepercayaan dan Efektivitas Sistem Informasi Akuntansi Terhadap Kinerja Individu pada Pasar Swalayan di Kota Tangerang

2013 ◽  
Vol 5 (2) ◽  
pp. 62-80
Author(s):  
Agnes Ashianti ◽  
Albertus Fani
Keyword(s):  
Information Systems ◽  
Accounting Information ◽  
Individual Performance ◽  
Primary Data ◽  
Accounting Information System ◽  
Accounting Information Systems ◽  
Study Test ◽  
Task Technology Fit ◽  
The Individual ◽  
Systems Effectiveness

The objective of this research is to examine the effect of task-technology fit, trust of accounting information systems, and effectiveness of accounting information systems on the individual performance at a supermarket in Tangerang city.  The samples in this study were employees of a supermarket in Tangerang city who used accounting information system in doing its job. The data used in this study is primary data through questionnaires. In data analysis techniques, this study test the reliability of the formula coefficient of Cronbach 's Alpha, validity test by means of correlation using the r counted and r table, test for normality using Kolmogorov-Smirnov test, the classical assumption, hypothesis testing multiple linear regression, t test, and F test. The results showed that the task-technology fit and trust of accounting information systems each have a significant effect on the individual performance, while the effectiveness of accounting information systems does not significantly influence the individual performance. Task-technology fit, trust of accounting information systems, and the effectiveness of accounting information systems have simultaneous significant effect on the individual performance. Keyword: Task-Technology Fit, Trust of Accounting Information Systems, Effectiveness of Accounting Information Systems, Individual Performance..

scholarly journals Low ventilatory responsiveness to transient hypoxia or breath-holding predicts fast marathon performance in healthy middle-aged and older men

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Bartłomiej Paleczny ◽  
Rafał Seredyński ◽  
Małgorzata Wyciszkiewicz ◽  
Adrianna Nowicka-Czudak ◽  
Wojciech Łopusiewicz ◽  
...  
Keyword(s):  
Plasma Renin ◽  
Older Men ◽  
Individual Performance ◽  
Breath Holding ◽  
Vasomotor Tone ◽  
Younger Men ◽  
The Individual ◽  
Peripheral Chemoreflex ◽  
Sympathetic Vasomotor Tone ◽  
Marathon Performance

AbstractThe aim of this study was to test the utility of haemodynamic and autonomic variables (e.g. peripheral chemoreflex sensitivity [PCheS], blood pressure variability [BPV]) for the prediction of individual performance (marathon time and VO2max) in older men. The post-competition vasodilation and sympathetic vasomotor tone predict the marathon performance in younger men, but their prognostic relevance in older men remains unknown. The peripheral chemoreflex restrains exercise-induced vasodilation via sympathetically-mediated mechanism, what makes it a plausible candidate for the individual performance marker. 23 men aged ≥ 50 year competing in the Wroclaw Marathon underwent an evaluation of: resting haemodynamic parameters, PCheS with two methods: transient hypoxia and breath-holding test (BHT), cardiac barosensitivity, heart rate variability (HRV) and BPV, plasma renin and aldosterone, VO2max in a cardiopulmonary exercise test (CPET). All tests were conducted twice: before and after the race, except for transient hypoxia and CPET which were performed once, before the race. Fast marathon performance and high VO2max were correlated with: low ventilatory responsiveness to hypoxia (r =  − 0.53, r = 0.67, respectively) and pre-race BHT (r =  − 0.47, r = 0.51, respectively), (1) greater SD of beat-to-beat SBP (all p < 0.05). Fast performance was related with an enhanced pre-race vascular response to BHT (r =  − 0.59, p = 0.005). The variables found by other studies to predict the marathon performance in younger men: post-competition vasodilation, sympathetic vasomotor tone (LF-BPV) and HRV were not associated with the individual performance in our population. The results suggest that PCheS (ventilatory response) predicts individual performance (marathon time and VO2max) in men aged ≥ 50 yeat. Although cause-effect relationship including the role of peripheral chemoreceptors in restraining the post-competition vasodilation via the sympathetic vasoconstrictor outflow may be hypothesized to underline these findings, the lack of correlation between individual performance and both, the post-competition vasodilation and the sympathetic vasomotor tone argues against such explanation. Vascular responsiveness to breath-holding appears to be of certain value for predicting individual performance in this population, however.

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