scholarly journals Influence of job design on employee performance in Musanze District, Rwanda

2021 ◽  
Vol 6 (6) ◽  
pp. 55
Author(s):  
Emmanuel SENZIRA ◽  
Gitahi Njenga
Keyword(s):  
Employee Performance ◽  
Job Design

A Study on Effect of Job Design and Ergonomics on Employee Performance in Indian Automotive Sector

Metamorphosis ◽  
2021 ◽  
pp. 097262252110337
Author(s):  
Shilki Bhatia ◽  
Arshia Arora
Keyword(s):  
Factor Analysis ◽  
Regression Analysis ◽  
Multivariate Regression ◽  
Employee Performance ◽  
Multivariate Regression Analysis ◽  
Job Design ◽  
P Value ◽  
Automotive Sector ◽  
Confirmatory Factor ◽  
Design For Safety

Growing competition and the increasing need for adaptability often require organizations to switch and convert themselves according to the demand of circumstances. In this process of reformation, employee performance gets affected by many aspects. Aiming at connecting two broad occupational concepts this article analyses and tests the effect of Job Design and Ergonomics on Employee Performance and the relatedness of Job Design and Ergonomics. The research was conducted in 32 organizations, having managers and supervisors at about 64 categories of designations handling teams of workers in the manufacturing units, of the automotive sector of India. This quantitative study, based on a sample collected through 5 points Likert scale questionnaires, was analysed using Confirmatory Factor Analysis (CFA), correlation, and multivariate regression analysis. The results manifested that CFA model and regression analysis described a significant impact of Job Design and Ergonomics on Employee Performance. The correlation outcomes revealed that Job Design and Ergonomics were well connected having p-value of .00, p < .005. The findings suggested, while focusing on improving the employee upshot, it becomes necessary for organizations to include Ergonomics in Job Design as a Design for Safety.

scholarly journals PENGARUH PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA TERHADAP KINERJA KARYAWAN

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Muamar Khadafi
Keyword(s):  
Research Design ◽  
Employee Performance ◽  
Sampling Technique ◽  
Target Population ◽  
Job Security ◽  
Industrial Sector ◽  
Job Design ◽  
Employee Empowerment ◽  
Hrm Practices ◽  
Industrial Sectors

This study focused on the effect that human resource management (HRM) practices have on employee performance. The study sought to establish the effect of training, performance-related pay, employee empowerment, job design and job security on employee performance of industrial sectors in Batam Island. The research design used was descriptive survey research design. The target population was all the industrial sector employees. Purposive sampling technique was used. Data was collected using questionnaires and analyzed using descriptive statistics such as frequencies and percentages. Correlation and regression analysis was done to establish the relationship between various HRM practices and employee performance. Data was presented in form of tables, charts and graphs. Based on the findings, job design has the greatest impact on increasing employees’ level of performance. Employee empowerment has also got an effect of increasing employees’ level of performance. Training and development, job security and pay related performance have got no impact on employee performance.The research results show that job design and employee empowerment have positive significance to raise employee performance.

Managerial Attitudes toward Participative Management Programs: Myths and Reality

1988 ◽  
Vol 17 (2) ◽  
pp. 109-123 ◽  
Author(s):  
Jay Gilberg
Keyword(s):  
Organizational Change ◽  
Employee Performance ◽  
Employee Motivation ◽  
Employee Attitudes ◽  
Job Design ◽  
Participative Management ◽  
Primary Concern ◽  
Perceived Benefits ◽  
Participatory Techniques ◽  
High Degree

Renewed scholarly interest in forms of participative management links theories of employee motivation with job design and organizational change. Of the various obstacles to initiation and implementation of employee involvement plans the managerial barrier, rather than employee, structural, or situational barriers, is the primary concern here. To empirically analyze managerial attitudes toward participative management programs a questionnaire instrument was developed and distributed to managers in four large organizations, netting a sample of over 200 managerial respondents. The findings of the study indicate that: (1) there is a “participation gap” in 13 of 15 practices surveyed where managers would prefer more participation than currently exists and; (2) managers who use participatory techniques overwhelmingly find that they have a favorable impact on employee performance and employee attitudes at work. The implications of the findings are that there is a high degree of interest in participative management and in most cases the actual and perceived benefits outweigh the drawbacks in the view of managerial personnel.

scholarly journals Employee Performance as a Function of Job Orientation and Job Design

2005 ◽  
Vol 44 (2) ◽  
pp. 409-420
Author(s):  
Carol A. Sales ◽  
Eliahu Levanoni ◽  
Robert Knoop
Keyword(s):  
Design Research ◽  
Employee Performance ◽  
Job Involvement ◽  
Job Characteristics ◽  
Job Design ◽  
Self Report ◽  
Job Orientation ◽  
Performance Results ◽  
The Relationship

Two weaknesses in previous job design research were examined: the overuse of self-report measurements and the questionable use of Growth Need Strength as a moderator between job characteristics and employee performance. Job orientation was hypothesized to moderate the relationship between job characteristics and employee performance. Results indicated that job orientation moderated the relationship between job characteristics and quality of performance but not between job characteristics and quantity of performance, job involvement and satisfaction with work.

scholarly journals Job Rotation and Work Motivation: Will it Improve Employee Performance?

Webology ◽  
2021 ◽  
Vol 18 (Special Issue 04) ◽  
pp. 1086-1098
Author(s):  
Idris Idris ◽  
Sugeng Wahyudi
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Job Design ◽  
Job Rotation ◽  
Managerial Implication ◽  
Design Program ◽  
In The Beginning

As part of job design program, job rotation is more focused on creating new atmosphere for employees. The employees have diverse abilities as well as skills which impact on motivation for doing their duty. The research was conducted at a cigarette company that developed machine-rolled kretek cigarette technology. The company has rotated employee jobs in production and packaging. The research was conducted by conducting interviews and observations in the company. The results showed that job rotation did not have a significant effect on employee performance. However, job rotation has a positive and significant effect on work motivation. Work motivation also has a positive and significant effect on employee performance. The managerial implication of the study showed that employees' performance will improve with the good job rotation preparation. Information about the job rotation should be gave in the beginning in order to provide employees' opportunities for developing their passion as well as build effective two way communication

scholarly journals Banking Employee Performance from Sulawesi – A Case Study

2021 ◽  
pp. 143-151
Author(s):  
Jefri Tamba ◽  
Renata Jillsy
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Job Design ◽  
Strategic Leadership ◽  
Direct Impact ◽  
South Sulawesi ◽  
And Performance ◽  
The Impact

This study proposed to analyze and investigate the impact of strategic leadership and job design to improve work motivation and performance of employee in Bank BPD South Sulawesi and West Sulawesi. The analysis was performed using SEM analysis method with 130 respondents. This study suggested: strategic leadership and job design have a positive and significant direct impact on work motivation and performance, strategic leadership and job design have a positive and significant non-direct impact on performance mediated by work motivation.

scholarly journals Correlation Between Company Condition and Work Achievement Of Employees in PT. Plantation Nusantara IV Balimbingan Plantation

2021 ◽  
Vol 1 (2) ◽  
pp. 114-119
Author(s):  
Muhammad Authar ND ◽  
Anwar Puteh ◽  
Amelia Pane
Keyword(s):  
Job Satisfaction ◽  
Correlation Coefficient ◽  
Physical Condition ◽  
Work Performance ◽  
Employee Performance ◽  
Job Design ◽  
Compensation System ◽  
Stress Factors ◽  
Motivation Factors ◽  
Working Stress

The role of human resource management is reflected in the company's policy to regulate its human resources so that it can play a major role in working together and supporting the company's strategy by measuring the level of employee performance. Employee work performance is strongly influenced by the condition of company such as motivation factors, job satisfaction, working stress, physical condition of work, compensation system, and job design. The purpose of this study was to determine the relationship of motivation factors, job satisfaction, working stress, physical condition of work, compensation system, and job design with employee performance at PT. Perkebunan Nusantara IV Unit Kebun Balimbingan. This research was carried out at PT. Perkebunan Nusantara IV Unit Kebun Balimbingan in May 2018. This study uses non-parametric analysis with Kendall Tau test. The results showed that the factors of motivation, job satisfaction, work stress, physical condition of work, compensation system and job design were partially related to employee performance because of the significance value (0.000 <0.05). Motivation factors, job satisfaction, physical condition of work and compensation system are strongly related and the direction of a positive relationship with work performance is the correlation coefficient values of 0.895, 0.720, 0.733 and 0.706, respectively. Job stress factors are negatively related to work performance with a correlation coefficient value of -0.550. Job design factors are positively related to a low correlation level of 0.377. Simultaneously the six factors are significantly related to work performance because the value of Asymp.Sig <0.05

scholarly journals Job Design and Employee Performance in Nigeria Bottling Company Plc, Benin City

10.26458/1934 ◽  
2019 ◽  
Vol 19 (3) ◽  
pp. 65-90
Author(s):  
Moses M. ADAGBABIRI ◽  
Moses M. ADAGBABIRI ◽  
Ugo Chuks OKOLIE
Keyword(s):  
Employee Performance ◽  
Job Design ◽  
Job Rotation ◽  
Positive Correlation ◽  
Benin City ◽  
Job Enrichment ◽  
The Impact ◽  
Descriptive Method

Abstract Job design and employee performance are two concepts that are of significance to all modern corporate entities. A robust appreciation and application of these concepts will contribute in measurable respects to the growth and sustainability of various organizations. This study is an assessment of the impact of job design on employee performance in Nigerian bottling company plc, Benin City. A descriptive method was adopted and data was collected via a survey of 237 respondents. The study found that job design which comprises of job rotation, job enlargement and job enrichment has a positive correlation with employee performance. Requisite conclusion and recommendations were provided in the light of empirical and theoretical findings.

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