The Effect of Leadership Style and Work Climate on Employee Performance In The Population and Family Planning Department of Manado City

The success of an organization is closely related to employee performance. It can even be said that employee performance is one indicator of its success. Employee performance determines the organization's success if it can carry out its duties and functions appropriately and adequately in realizing the set organizational goals. The purpose of this article is to measure Performance which is influenced by leadership style and work climate in Manado city. Researchers use this type of research with a quantitative approach. Researchers used a cross-sectional design to obtain information from respondents through a researched sample. The method of this study requires the variables to be measured by surveying the selected model. This quantitative approach is used to measure the level of success in the influence of leadership style and work climate on employee performance at the Manado City Population Control and Family Planning Office. The technique of collecting data and information in this quantitative approach is a questionnaire. The data method analysis in this study uses statistics, namely inferential statistics. Inferential statistics used in this study are parametric. The statistic is helpful for testing population parameters through sample data. This test population parameter is called a statistical hypothesis test.Parametric statistics requires the fulfillment of many assumptions. The results showed that leadership style significantly affected the employees' Performance at the Office of Population Control and Family Planning in Manado City with a contribution of 3.059 or 0.031%. So it can be concluded that the better the Leadership Style, the higher the performance of employees at the Office of Population and Family Control. Manado City Planning. Work climate does not significantly affect employee performance at the Manado City Population Control and Family Planning Office because it does not contribute to the dependent variable. The influence of leadership style and work climate together on the Performance of employees in the Department of Population Control and Family Planning Manado City is 11.3%.

Faktor Dominasi Pengembangan Karir terhadap Komitmen Organisasi

Low commitment from employees to the hospital could be seen from the low number of employees who remain working. Compensation did not match expectations and the work climate was uncomfortabel and the lack of training as one of the career development processes made the low commitment of employees to the hospital. This study aims to provide empirical evidence of the effect of compensation and work climate on organizational commitment mediated by career development. The research method used will be quantitative methods with the type of causality research. Data source will be primary. Subjects to be analyzed will be all employees except the doctors in X hospital Cisauk Tangerang. Analysis will be using structural path analysis. Results of this study were compensation, work climate, and career development simultaneously have a positive and significant effect on organizational commitment. Partially, compensation and work climate had a positive and significant effect on career development. The research findings were the direct effect of compensation and work climate on organizational commitment greater than mediated by career development. The effect of career development is greater on organizational commitment compared to compensation and work climate.

Family Duties and Job Flexibility: Tradeoffs for Chinese Urban, Educated Mothers with Toddlers

Drawing on survey and interview data from mothers of 14-month infants in Nanjing, China, we explore women’s job trajectories as they juggle work and family responsibilities. Four profiles that emerge among our sample of 371 mothers (high stability, rapid cyclers, high-paid wage-growth, and intermittent) reflected not only their work career trajectories but also their different strategies of managing work-family balance. High-stability mothers were more likely than the other three groups to work in state-owned enterprises and experience a negative work climate. They illustrate how China’s changing economy shape work preferences of mothers who value interest and self-fulfillment, but pursue stability to accommodate their childrearing responsibilities.

Pengaruh Gaya Kepemimpinan Transaksional, Penempatan Kerja dan Iklim Kerja Terhadap Kinerja Karyawan

The problem of the quality of human resources is the most important part for every company, both government and private. This study aims to analyze and explain the effect of transactional leadership style on employee performance, job placement on employee performance and work climate on employee performance. This research is located at PT.Bank Modern Express Ambon. The research population is all permanent employees of PT.Bank Modern Express Ambon. The sample used is 94 people, using the saturated sampling technique. Multiple linear regression analysis methods. The results of the study prove that transactional leadership style with contingent reward indicators, active expectations management indicators, passive exception management indicators, have a significant positive effect on the performance of PT. Modern Express Bank Ambon. Work placement with indicators of education, skills, and physical and mental health has a significant positive effect on the performance of employees of PT. Modern Express Bank Ambon. Work climate using indicators of compensation, cooperation, work suitability, division of tasks, and organizational policies have a significant positive effect on the performance of employees of PT. Modern Express Bank Ambon.

Fatigue on Oil Refinery Workers and Related Factors

Background: Work fatigue plays a large role in all industries in terms of performance, work safety, and work productivity. Oil and gas is an industry with a high level of occupational safety and health risks. Research of work-related fatigue is needed to detect critical risk factors early in order to prevent the adverse effect of work-related fatigue. Objectives: This study aims to analyze the prevalence of work fatigue in oil refinery workers at one of the oil refinery companies in Indonesia, and analyze the factors that influence it. Design and Methods: A cross-sectional study was conducted on 224 oil refinery workers. Questionnaire and work-related fatigue scales were used to assess demographic characteristics and work-related fatigue. A medical examination was applied to assess the health status of workers based on blood pressure, body temperature, and respiratory rate. The sound level meter and heat stress meter was used to measure noise and work climate. Cramer’s V correlation was applied to identify correlations between work-related fatigue and other parameters. Results: Work-related fatigue of 100% was found among workers, with categorized as low, medium, high, and very high in 9.38, 53.57, 30.35, and 6.7% of the workers, respectively. Work-related fatigue was significantly correlated with working period (p=0.028), health status (respiratory rate) (p=0.018), noise exposure (p=0.000) and work climate/heat stress (p=0.001). Conclusion: The companies should improve the health status of workers, reduce workload for aging workers, control noise, and control heat exposure in the workplace.