scholarly journals THE EMPLOYEES MOTIVATION WITHIN AN EVENT ORGANIZING COMPANY DURING COVID-19 PANDEMIC : STUDY OF EVENTX

2021 ◽  
Vol 8 (2) ◽  
Author(s):  
Rani Candra Kurniawati ◽  
Anggara Wisesa
Keyword(s):  
Attribution Theory ◽  
Employee Performance ◽  
Employee Motivation ◽  
Time Of Day ◽  
Situational Factors ◽  
Situational Factor ◽  
Structured Interviews ◽  
Hard Time ◽  
Internal And External Factors ◽  
Entire Economy

The entire economy in Indonesia experienced turmoil and decline due to the spread of the Covid-19 virus. Likewise, the event organizer industry also experienced a decline. All event organizer companies are having a hard time. Employee motivation at work is affected by internal and external factors, caused by dispositional factor or internal, such as personality trait, effort, mood, judgment, ability, motive, belief and situational factor or external, such as world’s phenomenon, other’s people attitude, time of day, task difficulty, and luck. This study analyzes employee motivation affected by dispositional and situational factors and influences employee performance while working in Event Organizer during Covid-19 Pandemic. This study uses a qualitative approach with attribution theory and phenomenological method. Researcher conducts semi-structured interviews with three employees of the EventX company. The result of this study is the understanding of the factors that significantly influence the employee motivation of EventX through two approaches, dispositional and situational. The researcher found that there are changes in motivation and affect performance during the Covid-19 pandemic. This study will become a reference to increase motivation levels, especially for event industry amid the Covid-19 situation and enhance employee performance.

scholarly journals Are managers open to involvement in employee retirement? The influence of manager psycho-social characteristics, decision-making environment and older employee situational factors

2017 ◽  
Vol 38 (6) ◽  
pp. 1279-1301 ◽  
Author(s):  
ELEANOR M. M. DAVIES ◽  
BEATRICE I. J. M. VAN DER HEIJDEN ◽  
JOHN STEPHENSON
Keyword(s):  
Decision Making ◽  
Older Workers ◽  
Employee Performance ◽  
Empirical Work ◽  
Situational Factors ◽  
Social Characteristics ◽  
Situational Factor ◽  
Line Managers ◽  
Explanatory Variables ◽  
Environment Variables

ABSTRACTThe changing retirement landscape calls on employers to develop practices that respond to individuals’ retirement needs. Line managers are a key stakeholder in managing retirement and this study focuses on how they respond to employee retirement scenarios. This empirical work examines manager openness to involvement in retirement, focusing on three sets of explanatory variables: manager psycho-social characteristics (experience of managing older workers, intention to work past 65), their decision-making environment (influence, discretion and decision-making support) and older employee situational factors (performance, ease of replacement, retirement affect and attitude to work). Data were collected from 129 managers in the United Kingdom's university sector using survey items and a factorial vignette design. The multi-level analysis found support for each category of variables in predicting manager openness to involvement in employee retirement. Managers with more experience of managing older workers were more likely to be open to involvement although managers’ own retirement intentions were not significant as a predictor. Decision-making environment variables were significant predictors of manager openness to involvement. The only older employee situational factor that was associated with manager openness to involvement was employee performance. Practically, organisations need to recognise the potential influence that managers have on employee retirement decisions and this study's findings show that managers may need training to help them understand their own role in supporting older employee retirement.

The Impact of Motivation, Ability, Role Perception on Employee Performance and Situational Factor as Moderating Variable of Public Agency in Bandung, Indonesia

2017 ◽  
Vol 3 (4) ◽  
pp. 65-73 ◽  
Author(s):  
Ester Manik ◽  
Iwan Sidharta
Keyword(s):  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Situational Factors ◽  
Situational Factor ◽  
Equation Modeling ◽  
Role Perception ◽  
Mars Model ◽  
The Impact

This study aims to determine the effect of MARS model consists of motivation, ability, role perception and situational factors on employee performance. The research was conducted on two public sectors of government with a sample of 83 people. Methods of explorative research are used with the aim of predicting the contribution of MARS Model to employee performance. This research uses structural equation modeling partial least square. The result shows MARS model has a significant effect on employee performance with the motivation variable is the biggest contribution to the employee performance. The results also show that situational factors are proven to mediate employee performance.

Implicit Association Test: Separating Transsituationally Stable and Variable Components of Attitudes toward Gay Men

2003 ◽  
Vol 50 (1) ◽  
pp. 33-48 ◽  
Author(s):  
Melanie C. Steffens ◽  
Axel Buchner
Keyword(s):  
Gay Men ◽  
Implicit Association Test ◽  
Structural Equation ◽  
Implicit Attitudes ◽  
Association Test ◽  
Situational Factors ◽  
Situational Factor ◽  
Equation Modeling ◽  
Implicit Attitude ◽  
Implicit Association

Implicit attitudes are conceived of as formed in childhood, suggesting extreme stability. At the same time, it has been shown that implicit attitudes are influenced by situational factors, suggesting variability by the moment. In the present article, using structural equation modeling, we decomposed implicit attitudes towards gay men into a person factor and a situational factor. The Implicit Association Test ( Greenwald, McGhee, & Schwartz, 1998 ), introduced as an instrument with which individual differences in implicit attitudes can be measured, was used. Measurement was repeated after one week (Experiment 1) or immediately (Experiment 2). Explicit attitudes towards gay men as assessed by way of questionnaires were positive and stable across situations. Implicit attitudes were relatively negative instead. Internal consistency of the implicit attitude assessment was exemplary. However, the within-situation consistency was accompanied by considerable unexplained between-situation variability. Consequently, it may not be adequate to interpret an individual implicit attitude measured at a given point in time as a person-related, trait-like factor.

PENGARUH PELATIHAN DAN KOMPETENSI TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI PADA PT. CIPTA KRIDA BAHARI JAKARTA DAN SUMATERA AREA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Freddrick Tiagita Putra Baeha Waruwu, SE., MM.
Keyword(s):  
Empirical Evidence ◽  
Indirect Effects ◽  
Work Performance ◽  
Training Programs ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
Direct And Indirect Effects ◽  
Dependent Variables ◽  
Positive Effect

The purpose of this study was to test and obtain empirical evidence about the direct and indirect effects of training and competence together to employees performance in PT. Cipta Krida Bahari. This study uses an explanatory approach Analysis and Descriptive Analysis, which aims to determine the effect of independent and dependent variables. Furthermore, the present invention will be described, by observation and research and describe the nature or the events ongoing at the time of the study and examine the causes of the symptoms. In this study examines the influence of variables of training, competence and motivation, simultaneously or partially on employee performance. The benefits of this research is that companies in improving the performance of employees through training programs, attention to improving the competence of employees, increase employee motivation, and in turn can help in improving the work (performance) of each individual employee. The results showed simultaneously and partially variable training and competency positive effect on employee motivation and improve employee performance

Value and motivational aspects of employee personality in the monetary and financial sector

2019 ◽  
pp. 95-101
Author(s):  
D. V. Vel’misova
Keyword(s):  
Organizational Performance ◽  
Labor Relations ◽  
Employee Performance ◽  
Group Analysis ◽  
Financial Sector ◽  
Employee Motivation ◽  
Semantic Space ◽  
Value Systems ◽  
Professional Activity ◽  
Professional Qualification

The presented study examines the value and motivational aspects of employee personality in the monetary and financial sector in 2017–2019.Aim. The study aims to perform a sociological analysis of value and motivational aspects and to substantiate their regulatory role in improving employee performance in the monetary and financial sector.Tasks. Based on the proposed methodology for the diagnostics of the value and motivational aspects of employee personality in the monetary and financial sector, the author performs an empirical analysis of the professional activity of different employee categories, identifies the major orientations and preferences, and develops a five-step plan to improve employee motivation in professional activity.Methods. The theoretical and methodological basis of this study includes findings of Russian and foreign authors in the field of value systems, motives, personal priorities, their formation, dynamics, and impact on individual and social development.Results. The study determines the essence of value and motivational aspects; develops a refined methodology for the diagnostics of the value and motivational aspects of employee personality in the monetary and financial sector; performs a comparative analysis of value and motivational aspects, including detection of statistically significant differences depending on employee affiliation with professional qualification and status groups; identifies patterns in the dynamics of the value-semantic space of monetary and financial organizations in the field of social and labor relations.Conclusions. The main conclusion to be drawn from this study is that the structure of value and motivational aspects, which are an attribute of the quality and performance of employee labor in the monetary and financial sector, differs significantly depending on employee affiliation with a certain status or professional qualification group. Analysis, modeling, and monitoring of the value and motivational aspects that characterize certain social and professional roles, interpretation of this information and its application in the regulation of social and labor relations are the crucial componentsof management of labor quality and organizational performance. 

When Do Auditors Use Specialists' Work to Improve Problem Representations of and Judgments about Complex Estimates?

2017 ◽  
Vol 93 (4) ◽  
pp. 177-202 ◽  
Author(s):  
Emily E. Griffith
Keyword(s):  
Pattern Recognition ◽  
Situational Factors ◽  
Situational Factor ◽  
High Quality ◽  
Quality Audit ◽  
Domain Specific ◽  
Epistemic Motivation ◽  
Specific Expertise ◽  
Problem Representations

ABSTRACT Auditors are more likely to identify misstatements in complex estimates if they recognize problematic patterns among an estimate's underlying assumptions. Rich problem representations aid pattern recognition, but auditors likely have difficulty developing them given auditors' limited domain-specific expertise in this area. In two experiments, I predict and find that a relational cue in a specialist's work highlighting aggressive assumptions improves auditors' problem representations and subsequent judgments about estimates. However, this improvement only occurs when a situational factor (e.g., risk) increases auditors' epistemic motivation to incorporate the cue into their problem representations. These results suggest that auditors do not always respond to cues in specialists' work. More generally, this study highlights the role of situational factors in increasing auditors' epistemic motivation to develop rich problem representations, which contribute to high-quality audit judgments in this and other domains where pattern recognition is important.

Infaq In Times Of Pandemic: The New Norm Of Islamic Eschatology

2021 ◽  
pp. 131-150
Author(s):  
Abdul Mutalib Embong ◽  
Azelin Mohamed Noor ◽  
Hezlina Mohd Hashim ◽  
Syahrul Alim Baharuddin ◽  
Norasyikin Binti Abdul Malik
Keyword(s):  
Social Media ◽  
Middle Class ◽  
Social Welfare ◽  
Movement Control ◽  
Qualitative Approach ◽  
Structured Interviews ◽  
Hard Time ◽  
Control Order ◽  
The Needy

This study reveals the currents social welfare which includes the uprising practice of Islamic charity, namely Infaq (voluntary alms giving), an instrument to help the unfortunate people (asnaf). It used qualitative approach involving semi-structured interviews focusing on six themes with six respondents. They engage in Infaq during the MCO or Movement Control Order. The results showed that there was a rise of contemporary fame of Infaq among Malaysian middle-class Muslims and charity body or organisation that specialise in sedekah/Infaq programmes . These parties make use of the platform of social media to record their activities and raise funds activity to help the needy who demand immediate and non-bureaucratic donations especially in a form of material help like food and daily necessities. This indeed has changed the course of how sedekah or Infaq used to be done back then. More Muslims who perform these Islamic charities display their efficiency and transparency in their donations as in Islam, sedekah is as a spiritual ‘investment’ to the donors despite the hard time people face during pandemic. 

scholarly journals Organizational Learning and Motivation: Assessing the impact on Employee Performance

2016 ◽  
Vol 5 (2) ◽  
pp. 355 ◽  
Author(s):  
Puja Sareen ◽  
Parikshit Joshi
Keyword(s):  
Organizational Learning ◽  
Organizational Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Employee Motivation ◽  
Primary Data ◽  
Hygiene Factors ◽  
And Performance ◽  
The Impact

<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

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