Faktor yang berhubungan dengan Keluhan Low Back Pain (LBP) pada Pekerja Perajin Batu Bata di Kabupaten Seluma

Occupational health absolutely must be implemented in work, both informal and formal industries. Activities that can cause health problems are improper work attitudes such as sitting, standing, bending, squatting, walking, and others. Health problems related to work attitudes are complaints of low back pain (LBP). This type of research is a descriptive-analytic study with a cross-sectional approach. Research respondents are brick workers in Babatan Seluma Village with 60 workers. Data were obtained by interviewing the respondents' characteristics, years of service, work attitudes, and complaints of LBP. Data analysis was carried out using the Chi-Square test to determine the relationship between variables and the logistic regression test to determine the factors most at risk for the occurrence of complaints. The results showed that 51.70% of the respondents were less than 40 years old, the respondent's working period of more than 10 years was 51.80%, and most of the respondents (56.70%) had non-ergonomic work attitudes. This study shows a relationship between age, tenure, and work attitude towards LBP complaints with a p-value (0.040; 0.050; 0.016). Workers are expected to work according to an ergonomic work attitude to avoid LBP complaints.

Intrapreneurship from the Lens of the Trio: Psychological Empowerment, Employee Commitment and Organization Citizenship Behaviour

Intrapreneurial behaviour are said to be a channel through which innovative skills are shown in the corporate work. In view of this, the authors assessed the effect of three selected work attitudes on intrapreneurial behaviour. These were psychological empowerment, employee commitment and organizational citizenship behaviour. The study conveniently sampled 230 participants who are administrators of organizations in selected municipalities: Ayawaso West-Wuoguon, La-Nkwantanang and Ga East Municipalities. The data was analyzed using structural equation modelling. It was observed that psychological empowerment and organisational citizenship behaviour were positively related to intrapreneurial behaviour whereas employee’s commitment was seen to have a negative significant influence on intrapreneurial behaviour. Implications of the findings for theory and practice are discussed.

The Role of Organizational Culture in Establishing Employee Engagement through Work Attitude at PT. Sapta Sentosa Jaya Abadi

PT Sapta Sentosa Jaya Abadi is a company engaged in the plantation sector which is currently focusing on developing the quality of human resources, because the role of human resources is very vital in the production and quality of Fresh Fruit Bunches and Crude Palm Oil. However, company have problems in HR management related to Employee Engagement problems, it is indicated by the low score of Employee Engagement, especially those at the non-managerial level. PT Sapta Sentosa Jaya Abadi has made various efforts in building Employee Engagement, among others, by cultivating corporate values in order to form a strong organizational culture in the company. Based on this phenomenon, this study aims to see and analyze the influence of Organizational Culture on Employee Engagement through Work Attitudes as an intermediate variable at PT Sapta Sentosa Jaya Abadi. The research methodology used is Path Analysis. The results showed that Organizational Culture has a positive and significant effect directly on Work Attitudes; Organizational Culture has a positive and significant effect directly on Employee Engagement; Work Attitude is directly proven to have a positive and significant effect on Employee Engagement; and Organizational Culture through Work Attitude indirectly has a positive and significant effect on Employee Engagement at PT Sapta Sentosa Jaya Abadi. Keywords: Organizational Culture, Work Attitudes, Employees Engagement, PT Sapta Sentosa Jaya Abadi.

Examining an Organisational Justice Model of Perceived Discrimination in the New Zealand Workforce

<p>The current study proposes a model to examine the impact of organisational justice on perceived discrimination and work attitudes/behaviour. The model also examines the influence of ethnicity and support for diversity on these relationships. Two studies were conducted using separate samples which collected data from 1,554 employees in 2010 and 2012. Study 1 used an overall measure of perceived racial discrimination whilst study 2 used a 4-part general measure of discrimination. Regression analysis from both studies showed that interpersonal justice is active in predicting perceptions of discrimination, and these perceptions are associated with negative outcomes for work attitudes and behaviour. Support for diversity largely mitigated the negative effects of discrimination on work behaviour. A lack of predicted results for work attitudes may indicate that processes resulting from discrimination differ according to work attitudes and behaviour. Conclusions and avenues for future research are discussed</p>

Examining an Organisational Justice Model of Perceived Discrimination in the New Zealand Workforce

<p>The current study proposes a model to examine the impact of organisational justice on perceived discrimination and work attitudes/behaviour. The model also examines the influence of ethnicity and support for diversity on these relationships. Two studies were conducted using separate samples which collected data from 1,554 employees in 2010 and 2012. Study 1 used an overall measure of perceived racial discrimination whilst study 2 used a 4-part general measure of discrimination. Regression analysis from both studies showed that interpersonal justice is active in predicting perceptions of discrimination, and these perceptions are associated with negative outcomes for work attitudes and behaviour. Support for diversity largely mitigated the negative effects of discrimination on work behaviour. A lack of predicted results for work attitudes may indicate that processes resulting from discrimination differ according to work attitudes and behaviour. Conclusions and avenues for future research are discussed</p>

Workplace hierarchical plateau and employees' work engagement: Mediating effect of forgone identity dwelling

In the workplace, a lack of promotion opportunities causes a hierarchical plateau for some employees, which can lead to decreased work engagement. Using conservation of resources theory, we proposed that employees' repetitive and circular reflection on their work identity (forgone work identity) would mediate the relationship between hierarchical plateau and work engagement. We also argued that promotion regulatory focus could serve as a moderator in this relationship. We collected data from 423 Chinese employees via an online survey conducted in two waves. Results showed that hierarchical plateau was negatively related to work engagement, and forgone identity dwelling mediated this relationship. Additionally, promotion regulatory focus moderated the indirect relationship, such that the mediating effect was significant only for employees with high promotion regulatory focus. These findings highlight the need to consider forgone work identity when examining the negative effects of a hierarchical plateau on work attitudes and behaviors.

RELATIONSHIP PERCEPTIONS OF OCCUPATIONAL SAFETY AND HEALTH IMPLEMENTATION WITH EMPLOYEE’S WORK ATTITUDE PT. BETON PERKASA WICAKSANA JAKARTA, INDONESIA

This study aims to determine the relationship between perceptions about the application of occupational safety and health with work attitudes on employees of PT. Beton Perkasa Wicaksana Jakarta. The research method used is quantitative research method, with data collection technique that is random sampling technique. The research subjects were field employees of PT. Beton Perkasa Wicaksana totaling 60 employees. Subjects were given a scale of 113 items, consisting of 51 items on the perception scale about the application of occupational safety and health and 62 items on the work attitude scale. Data were analyzed using product moment correlation and simple regression. By using SPSS 13.0 with the first result is r count (0.458) > r table (0.330) with a significance level of 1%. Both results from simple regression analysis were 0.00 < 0.05. The conclusion is that there is a significant relationship between perceptions of the application of occupational safety and health with work attitudes with a contribution of 21% of perceptions about the application of occupational safety and health to work attitudes. Based on the results of the study, one suggestion that can be given is for further researchers to include other variables outside of the variables in this study such as motivation and discipline. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0875/a.php" alt="Hit counter" /></p>

Implementasi Metode AHP Untuk Sistem Pendukung Keputusan Proses Kenaikan Jabatan Karyawan

Promotion or promotion is a transfer that increases the authority and responsibility of employees to higher positions within the organization so that the obligations, both status and income are greater. Almost all employees want to get a promotion. This research discusses finding the best solution to help take the decision to increase employee positions at PT. Prudential uses the Analitycal Hierarchy Process method to help determine the preferred priorities of various alternatives. This method was chosen because it is able to select the best candidates from a number of existing employees to occupy available positions based on predetermined criteria. Research is conducted by looking for weight values for each attribute, such as examples are aspects of intellectual capacity, aspects of work attitudes, and behavioral aspects, then carried out a perankingan process that will determine the optimal alternative, namely the promotion of employee positions. As a result of the application of the AHP method in this study, the value of the determination of the promotion of employee promotion 0 - 6 was declared unfit to be promoted and if the value is greater than 6, then the employee is declared worthy to be promoted to his position.