scholarly journals Model Health, Safety and Work Environment Factors as Prediction of Work Motivation on Construction Projects

2019 ◽  
Vol 9 (2) ◽  
pp. 4524-4528
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Construction Project ◽  
Work Productivity ◽  
Construction Workers ◽  
Project Work ◽  
Environment Factors ◽  
Health Safety ◽  
Work Accidents ◽  
Work Environment Factors

Construction project work is one of the high-risk jobs. Based on statistical data on construction accidents in the last ten years, it continues to increase, which has an impact on decreasing work productivity and at the same time a threat to the health, safety and environment of the workforce. Efforts to increase awareness of Health, Safety and the Work Environment (HSE)for workers are important to provide encouraging attitudes and safe actions in preventing the risk of accidents and diseases caused by work, thereby increasing worker productivity.Motivation is a form of encouragement from within the employee to behave and act. The productivity of a construction project is closely related to the motivation of the workforce.The purpose of this study is to determine an effective model of health, safety and work environment (HSE) and to know the relationship between HSE factors as a prediction of work motivation to prevent the risk of work accidents.The research method used was a questionnaire survey distributed to 35 construction workers / contractors such as project managers, experts, project implementers, foremen and construction workers in buildings with more than five floors.Data were analyzed using Partial Least Squares. Work accidents affect HSE workers, which then makes work activities delayed, work costs increase, even the quality of work decreases. Therefore, efforts are needed to prevent work accidents through work motivation as psychological interventions in understanding HSE factors for increasing worker productivity on construction projects.The results of this study confirm that the worker's health factors are able to predict work motivation and work motivation in stages of work productivity, meaning that the better the health of workers will increase work motivation and the higher the work motivation, the higher work productivity. Work environment factors indirectly have a positive effect on work productivity, meaning that the better the work environment, the higher the work productivity through work motivation.

scholarly journals Pengaruh Faktor-Faktor Lingkungan Kerja Internal Dan Pekerjaan Terhadap Motivasi Kerja Karyawan Pada PT. Warnatama Cemerlang Gresik

2018 ◽  
Vol 15 (02) ◽  
Author(s):  
M Anang Firmansyah ◽  
Budi Wahyu Mahardhika
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Work Motivation ◽  
Working Environment ◽  
External Work ◽  
Environment Factors ◽  
Internal Work ◽  
Internal Working ◽  
Work Environment Factors

ABSTRACT  Environmental factors that can affect employee work motivation are reliable, work environment factors and external work environment factors. Internal working environment factors include infrastructure, funding sources, control or supervision, procedures, supervision, working conditions, work climate and welfare.While the external work environment factors, including: science and technology, global environment, law, marketing, information, products and services / services. Based on multiple linear regression analysis it is known that internal work environment variables have a dominant influence on employee work motivation, it is seen from the value of multiple linear regression contribution and beta value of 0.424 one unit. Results calculation of multiple correlation coefficient of 0.714 this means that between the internal work environment and work simultaneously have a positive relationship to employee motivation. Coefficient of determination doubled (R2) that is equal to 0,510 which means that existence of rise and fall of work motivation of employees can be explained by internal work and work environment simultaneously equal to 51% and the remaining 49% explained other variables not examined in this research model. Keyword                     : Internal Working Environment, Work and Work MotivationCorrespondence to        : [email protected],[email protected] ABSTRAKFaktor lingkungan yang dapat mempengaruhi motivasi kerja karyawan adalah faktor lingkungan kerja yang dapat diandalkan dan faktor lingkungan kerja eksternal. Faktor lingkungan kerja internal meliputi infrastruktur, sumber pendanaan, kontrol atau pengawasan, prosedur, pengawasan, kondisi kerja, iklim kerja dan kesejahteraan. Sedangkan faktor lingkungan kerja eksternal, termasuk: ilmu pengetahuan dan teknologi, lingkungan global, hukum, pemasaran, informasi, produk dan layanan / layanan. Berdasarkan analisis regresi linier berganda diketahui bahwa variabel lingkungan kerja internal memiliki pengaruh dominan terhadap motivasi kerja karyawan, hal ini dilihat dari nilai kontribusi regresi linier berganda dan nilai beta 0,424 satu unit. Hasil perhitungan koefisien korelasi berganda sebesar 0,714 ini berarti bahwa antara lingkungan kerja internal dan kerja secara simultan memiliki hubungan positif terhadap motivasi kerja karyawan. Koefisien determinasi dua kali lipat (R2) yaitu sebesar 0,510 yang berarti bahwa adanya naik turunnya motivasi kerja karyawan dapat dijelaskan oleh kerja internal dan lingkungan kerja secara bersamaan sebesar 51% dan sisanya 49% menjelaskan variabel lain yang tidak diteliti dalam model penelitian ini. Kata Kunci        : Lingkungan Kerja Internal, Motivasi Kerja dan KerjaKorespondensi  : anangfirmansyah.61 @ gmail.com, budi.w.mahardhika @ gmail.com

Factors Affecting Compliance to Ethical Standards in Public Procurement in Kenya: A Behavioral Model of Ethical and Unethical Decision Making Perspective

2021 ◽  
Vol 9 (12) ◽  
pp. 2804-2825
Author(s):  
Victor Bosire Okemwa ◽  
Dr. Bonface Matayo Ratemo
Keyword(s):  
Work Environment ◽  
Code Of Ethics ◽  
Public Procurement ◽  
Behavioral Model ◽  
Legal Framework ◽  
Ethical Standards ◽  
Factors Affecting ◽  
Environment Factors ◽  
Unethical Decision Making ◽  
Work Environment Factors

The study sought to investigate the factors affecting compliance to ethical standards in public procurement in Kenya. The study adopted it is specific objectives from a behavioral  model of ethical and unethical decision making that is; professionalism factors, social factors, personality factors, legal framework factors and work environment factors on how they affect compliance to ethical  standards in public procurement in Kenya. The study adopted descriptive research design as the study design, the population of the study was 40 employees and since the population was small the researcher employed census research design where all employees took part in the research. Primary data collection method was used by administering structured questionnaires. Descriptive statistics, correlation and multiple regression analysis were used to analyze the data. The finding of the study revealed that professionalism factors, legal framework factors, and work environment factors had a positive and statistical significant influence on compliance to ethical standards in public procurement in Kenya. Personal factors and social factors were found not to have statistical significant influence on compliance to ethical standards in public procurement in Kenya. The study recommended that administrative bodies and judiciary should enforce sanction to people who contravenes rules and code of ethics in public procurement. Public organization to invest in training their employees in public procurement code of ethics and rules to avoid the ignorance’s currently observed. This study had implications on knowledge and practices since it did not only investigate factors affecting compliance to ethical standards in public procurement in Kenya but also informed that professionalism factors, legal framework factors and work environment factors were the major factors affecting compliance to ethical standards in public procurement in Kenya.

Analysis of Potential Project Work Accidents: A Case Study of a Construction Project in Malaysia

2021 ◽  
Author(s):  
Kanesan Muthusamy ◽  
Hermenth Raj Gunasegaran ◽  
Elango Natarajan ◽  
Krishnamoorthy Renganathan
Keyword(s):  
Construction Project ◽  
Project Work ◽  
Work Accidents

Work Environment Factors Affecting the Transfer of Training in Female Workers in the Apparel Sector of Sri Lanka

2019 ◽  
pp. 105-137
Author(s):  
Sayuri Piyumindi Wijekoon
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Transfer Of Training ◽  
Training Transfer ◽  
Training Data ◽  
Apparel Manufacturing ◽  
Factors Affecting ◽  
Environment Factors ◽  
Female Workers ◽  
Work Environment Factors

With the increased investment in training and development initiatives, the organizations wishing to enhance their return on investment must understand the factors that influence transfer of training. This research analyzes the impact of the work environment factors on the transfer of training. Data were garnered through a questionnaire from a sample of 100 female workers in an apparel manufacturing company in Sri Lanka. Partial least squares structural equations modeling was used to analyze the proposed model and it could achieve the coefficient of prediction (R2) of transfer of training as high as 82%, implying the significance of supervisor support, peer support, openness to change, and personal outcomes – positive on transfer of training, while feedback reported no significant impact. Further, positive personal outcomes had the strongest influence on transfer of training. Therefore, practitioners should take into account the contributions associated with each environmental factor and especially to ensure that training transfer outcomes are positive and valued by the employees.

Perceived Calling and Work Engagement Among Nurses

2018 ◽  
Vol 41 (6) ◽  
pp. 816-833 ◽  
Author(s):  
Arunas Ziedelis
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Well Being ◽  
Job Resources ◽  
Demographic Information ◽  
Major Work ◽  
Environment Factors ◽  
Work Environment Factors ◽  
Relationship Of ◽  
The Relationship

The purpose of this study was to explore the relationship of perceived calling and work engagement in nursing over and above major work environment factors. In all, 351 nurses from various health care institutions completed the survey. Data were collected about the most demanding aspects of nursing, major job resources, the degree to which nursing is perceived as a meaningful calling, work engagement, and main demographic information. Hierarchical linear regression was applied to assess the relation between perceived calling and work engagement, while controlling for demographic and work environment factors, and perceived calling was significantly related to two out of three components of nurses’ work engagement. The highest association was found with dedication component, and vigor component was related insignificantly. Results have shown that perceived calling might motivate nurses to engage in their work even in burdensome environment, although possible implications for the occupational well-being of nurses themselves remains unclear.

scholarly journals Variability of Clinical Practice in the Third Stage of Labour in Spain

2019 ◽  
Vol 8 (5) ◽  
pp. 637 ◽  
Author(s):  
Inmaculada Ortiz-Esquinas ◽  
Juan Gómez-Salgado ◽  
Ana I. Pascual-Pedreño ◽  
Julián Rodríguez-Almagro ◽  
Juan Miguel Martínez-Galiano ◽  
...  
Keyword(s):  
Clinical Practice ◽  
Work Environment ◽  
Clinical Management ◽  
Active Management ◽  
Odds Ratios ◽  
Cross Sectional ◽  
Environment Factors ◽  
The Third ◽  
Third Stage ◽  
Work Environment Factors

Clinical practice guidelines recommend the active management of the third stage of labour, but it is currently unknown what practices professionals actually perform. Therefore, the aim of this study was to determine the variability of professional practices in the management of the third stage of labour and to identify any associated professional and work environment factors. A nationwide cross-sectional study was performed with 1054 obstetrics professionals between September and November 2018 in Spain. A self-designed questionnaire was administered online. The crude odds ratios (OR) and adjusted odds ratios (ORa) were estimated using binary logistic regression. The main outcome measures were included in the clinical management of the third stage of labour and they were: type of management, drugs, doses, routes of administration, and waiting times used. The results showed that 75.3% (783) of the professionals used uterotonic agents for delivery. Oxytocin was the most commonly administered drug. Professionals who attend home births were less likely to use uterotonics (ORa: 0.23; 95% confidence interval (CI): 0.12–0.47), while those who completed their training after 2007 (ORa: 1.57 (95% CI: 1.13–2.18) and worked in a hospital that attended >4000 births per year (ORa: 7.95 CI: 4.02–15.72) were more likely to use them. Statistically significant differences were also observed between midwives and gynaecologists as for the clinical management of this stage of labour (p < 0.005). These findings could suggest that there is clinical variability among obstetrics professionals regarding the management of delivery. Part of this variability can be attributed to professional and work environment factors.

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