scholarly journals Manager Attitude Impact on the Performance of Employees “A Case of Jordanian Travel and Tourism Institutions”

2019 ◽  
Vol 13 (1) ◽  
pp. 136
Author(s):  
Ashraf Mohammad Alfandi
Keyword(s):  
Social Sciences ◽  
Organizational Performance ◽  
Employee Performance ◽  
Sampling Technique ◽  
Three Dimensions ◽  
Quality Of Work ◽  
Travel And Tourism ◽  
Study Population

The present study aimed to examine the role of manager attitude (MA) on enhancing employee performance (EP) at the tourism and travel institutions (TTI) in Jordan. The study population consists of 3700 employees at the TTI located in the capital of Jordan (Amman) as most of institutions located their (97%). A randomly sampling technique was employed at the present study. Collected data were analyzed using Statistical Packages for Social Sciences (SPSS) program. The researcher distributed 132 questionnaires, 123 of them were returned, which forms 93% of the sample. The study found a statistical significant influence of MA on EP in general. More specifically, the results showed that there is a statistically significant impact of MA on the three dimensions of EP (quality of work, quantity of work and speed of work achievement). The researcher accounts these results that the concept of MA helped people at the organization to become more effective in carrying out of their duties to improve organizational performance through the increasing level of individual competences. Finally, further research opportunities could enrich the understanding of MA and EP at the Jordanian TTI has been verified.

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT PERTAMINA PERSERO RU IV CILACAP

2017 ◽  
Vol 5 (1) ◽  
pp. 53
Author(s):  
Astrianditya Januar Ristanti ◽  
Fereshti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Permanent Employees

<p><em>This study titled influence the quality of work life and job satisfaction on employee performance of PT Pertamina Persero RU Cilacap. The purpose of this study was to determine the effect on the quality of work life by partial performance, determine the effect of job satisfaction on performance partially, and determine the influence of the quality of work life and job satisfaction simultaneously on employee performance. The independent variable in this study is the quality of work life and job satisfaction, the dependent variable in this study is the performance. The population of this study were 600 permanent employees shift part of PT. Pertamina Persero RU Cilacap. Sampling technique using census sampling methods and techniques Probability Proportionate Random Sampling Strarified totaling 221 employees. Data collection method used was a questionnaire and the data mengalisis using the multiple linear regression analysis.</em></p><em>These results indicate that the quality of work life has significant influence but not the performance, job satisfaction has a significant impact on performance, while the quality of work life and job satisfaction has a significant impact on employee performance remains part of PT Pertamina Persero shift RU Cilacap.</em>

scholarly journals The Impact of Quality of Work Life and Job Satisfaction on Employee Performance of PT. Madubaru PG-PS Madukismo

Agro Ekonomi ◽  
2018 ◽  
Vol 29 (1) ◽  
pp. 146 ◽  
Author(s):  
Nurma Asri Asharini ◽  
Suhatmini Hardyastuti ◽  
Irham Irham
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Quality Of Work ◽  
Organization Commitment

This study aimed to (1) determine the effect of the quality of work life (QWL) and job satisfaction to organizational commitment ; (2) finding out the effect of the QWL, job satisfaction, organization commitment to employee performance ; (3) finding out the effect of the QWL and job satisfaction to employee performance with organization commitment  as intervening variable. The sample in this research was employees of PT. Madubaru PG-PS Madukismo in Yogyakarta using 100 respondents; the sampling technique was using simple random sampling technique. The types of data used were primary and secondary data with data collecting techniques of survey approach (questionnaire). The data analysis technique used was Structural Equation Modeling (SEM) through AMOS 21 program and SPSS 23. The result of the research is that QWL does not affect the organizational commitment while job satisfaction affects the organizational commitment. The QWL and job satisfaction do not affect employees’ performance, while organizational commitment affects the employees’ performance. The QWL does not affect the employees’ performance indirectly. Job satisfaction affects employees’ performance indirectly with organizational commitment as intervening variable. The company should further enhance the employees’ organizational commitment in order to higher the employees’ performance.

scholarly journals https://jusst.org/the-effect-of-strategic-management-on-organizational-performance-the-mediating-role-of-knowledge-sharingin-private-universities-in-kuwait/

2021 ◽  
Vol 23 (2) ◽  
Author(s):  
Abdulmohsen Salem Alajmi ◽  
◽  
Khuzama Mohammad Arabiat ◽  
Keyword(s):  
Strategic Management ◽  
Organizational Performance ◽  
Important Criterion ◽  
Management Research ◽  
Non Profit ◽  
Quality Of Work ◽  
Mediating Role ◽  
Organizational Operation

One of the top significant variables in management research and indicator of a successful organization is organizational performance. Organizational performance is the most important issue of profit and non-profit organizations (Singh & Kassa, 2016). The performance literally means the quality of work, so organizational performance is a comprehensive structure that refers to the organizational operation (Sadeghi, Ahmadi & Yazdi, 2016). The objective of any organization is not only to survive but also to sustain its existence by improving performance, to meet the needs of the highly competitive markets, thus organizations must continually increase improving performance (Arslan & Staub 2013).Organizational performance has been used widely as the most important criterion in evaluating organizations. However, researchers often pay little attention to what performance is and how it is measured (Caseiro & Coelho, 2019; Soltani, Zareie, Milani & Navimipour, 2018).

scholarly journals Enhancing Organizational Performance: The Role of Training and Development

2021 ◽  
pp. 32-43
Author(s):  
Eric Osei Kwakye ◽  
Osei -Wusu Bempah
Keyword(s):  
Organizational Performance ◽  
Sampling Technique ◽  
Training And Development ◽  
Job Productivity ◽  
Effective Organization ◽  
Training Programmes ◽  
Municipal Assembly ◽  
The Impact

This study investigated the impact of training and development on employees’ productivity and organizational performance in the Asante Akim South Municipal Assembly as a case study. The study applied structured questionnaires to a sample size of 75 drawn by a convenient sampling technique. The study also employed the purposive sampling technique to generate respondents to be interviewed. The data generated was analyzed using descriptive statistics. The findings of the study show that majority (77%) of the respondents agreed that training and development has enhanced their efficiency and job productivity. Secondly, majority (68%) of the respondents agreed that training and development enhanced organizational performance. The effectiveness and quality of the training programmes have also been found to be appreciable. The study recommends that departments within the district assembly should conduct more training programmes for their employees on a continuous basis. Organizers of the training programmes should also ensure the effective organization of these programmes.

scholarly journals Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan (Studi Di Divisi Account Executive PT Agrodana Futures)

2018 ◽  
Vol 4 (2) ◽  
pp. 35
Author(s):  
Alfitri Rijanto ◽  
Mukaram Mukaram
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Sampling Technique ◽  
Mean Value ◽  
Futures Trading ◽  
Quality Of Work ◽  
Trading Company ◽  
Stock Indices ◽  
Foreign Exchange Trading

This research is to know the influence of organizational culture on employee performance division of account executive PT Agrodana Futures. PT Agrodana Futures is a futures trading company specializing in foreign exchange trading of Asian stock indices. The influencing variables are the organizational culture with dimensions that refer to Cameron and Quinn (2006) ie clan, adhocracy, market, and hierarchy. While the variables that are influenced is the performance of employees with dimensions that refer to the Dharma (2003) namely the quality of work, the quantity of work, and timeliness. The method of this research is descriptive quantitative by using nonprobability sampling technique that is saturated sampling. The results showed that organizational culture has a mean value of 4.444 and employee performance with a mean value of 4.3670 which means both are in the very good category. Meanwhile, the organizational culture of account executive division at PT Agrodana Futures gives 26.3% influence on employee performance.

Mediating Role of Quality of Work-Life in the Relationship between Employees Empowerment and Organizational Performance Using Balanced Scorecard

2021 ◽  
pp. 40-55
Author(s):  
Mohammed Al-Kasasbeh
Keyword(s):  
Organizational Performance ◽  
Balanced Scorecard ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Quality Of Work ◽  
Mediating Role ◽  
The Relationship

This study aims at clarifying the mediating role of quality of work-life in the relationship between employees’ empowerment and organizational performance using balanced scorecard. The study population consists of all the employees of cement companies in Jordan. The number of employees in the researched companies is (1564) individuals, and the study used a proportional stratified random sample. Consequently, (307) questionnaires were distributed, and (217) valid questionnaires were retrieved. To test the study hypotheses, the Partial Least Squares Structural Equation Modeling (“PLS-SEM”) software was used. Path analysis was conducted to find out the effect of the independent variable on the dependent variable through the mediating variable. Accordingly, the results show that there is an impact of employees empowerment represented by (influence, competency, self-orientation, the meaning of work) on organizational performance represented by (customer satisfaction, internal processes, innovation and learning, environmental performance). There is a partial mediation of work-life quality in the relationship between employees’ empowerment and organizational performance. Based on the results reached, the study include some recommendations, the most important of which are: that senior management should continue to support the empowerment process as a well-established management approach, and increase interest in aspects of the quality of work-life in cement companies because of their importance in improving organizational performance. More future researches on empowerment, organizational performance, and quality of work-life could be conducted in other organizations

scholarly journals Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan (Studi Di Divisi Account Executive PT Agrodana Futures)

2018 ◽  
Vol 4 (2) ◽  
pp. 35-47
Author(s):  
Alfitri Rijanto ◽  
Mukaram
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Sampling Technique ◽  
Mean Value ◽  
Futures Trading ◽  
Quality Of Work ◽  
Trading Company ◽  
Stock Indices ◽  
Foreign Exchange Trading

This research is to know the influence of organizational culture on employee performance division of account executive PT Agrodana Futures. PT Agrodana Futures is a futures trading company specializing in foreign exchange trading of Asian stock indices. The influencing variables are the organizational culture with dimensions that refer to Cameron and Quinn (2006) ie clan, adhocracy, market, and hierarchy. While the variables that are influenced is the performance of employees with dimensions that refer to the Dharma (2003) namely the quality of work, the quantity of work, and timeliness. The method of this research is descriptive quantitative by using nonprobability sampling technique that is saturated sampling. The results showed that organizational culture has a mean value of 4.444 and employee performance with a mean value of 4.3670 which means both are in the very good category. Meanwhile, the organizational culture of account executive division at PT Agrodana Futures gives 26.3% influence on employee performance.

scholarly journals Impact of Capacity Building and Managerial Support on Employees’ Performance: The Moderating Role of Employees’ Retention

SAGE Open ◽  
2019 ◽  
Vol 9 (3) ◽  
pp. 215824401985995
Author(s):  
Muhammad Wassem ◽  
Sajjad Ahmad Baig ◽  
Muhammad Abrar ◽  
Muhammad Hashim ◽  
Muhammad Zia-Ur-Rehman ◽  
...  
Keyword(s):  
Organizational Performance ◽  
Capacity Building ◽  
Textile Industry ◽  
Employee Retention ◽  
Employee Performance ◽  
Sampling Technique ◽  
Middle Level ◽  
Managerial Support ◽  
The Impact

The purpose of this study is to investigate the effects of capacity building and managers’ support on employee performance in the textile industry. Moreover, this article also investigates the moderating effect exerted by employee retention on the effects of capacity building and managers’ support on employee performance. Data were collected through a convenience sampling technique. A self-administered questionnaire survey was conducted for data collection. Two hundred copies of questionnaires were distributed, and data were collected from the lower to middle-level employees who are working in the textile sector of Pakistan. SPSS 23 and SmartPLS-3 software were used for analysis. The results indicate that capacity building has a positive and significant impact on employee performance. In contrast, managerial support has an insignificant impact on employees’ performance. However, the impact of capacity building and managerial support on employee performance is positive and significantly moderated by employee retention. The results of this study will motivate owners/policymakers to invest in capacity building to enhance their organizational performance/productivity.

scholarly journals The Role of Employee Engagement Mediates the Influence of Quality of Work Life on Employee Performance

2021 ◽  
Vol 12 (2) ◽  
pp. 132
Author(s):  
Angela Kusuma
Keyword(s):  
Employee Engagement ◽  
Employee Performance ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Strategic Role ◽  
Saturated Sample ◽  
Representative Office

<div><p class="1eAbstract-text"><em>Professional human resources who are highly dedicated to the organization have a strategic role and are one of the key factors in the success of an organization to achieve the predetermined vision or target. Performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities assigned to him. The performance achieved by a company is basically the achievement of the members of the company itself, starting from the executive level to operational employees. The purpose of this study is to analyze the role of employee engagement to mediate the influence of quality of work life on employee performance at the Bank Indonesia Representative Office, Bali Province. The number of samples used are 66 employees using the saturated sample method. Data were analyzed using path analysis techniques and was collected through questionnaires. The results indicate that the quality of work life has a positive and significant effect on employee performance, employee engagement has a positive and significant effect on employee performance, the quality of work life has a positive and significant effect on employee engagement, and Employee engagement positively and significantly mediates the influence of quality of work life on employee performance. </em></p></div>

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