EXPRESS: The Role of Regulatory-, Affective-, and Motivational Resources in the Spillover of Sleep in the Home Domain to Employee Effectiveness in the Work Domain

How does sleep affect employee effectiveness and what can employees do to remain effective on days with a lack of sleep? Drawing on the conservation of resources theory our research expands on the cognitive (regulatory resources), affective (positive affect), and motivational (subjective vitality) mechanisms that link sleep and employee effectiveness. Furthermore, considering the crucial role of individual beliefs in the spillover of sleep to work, we examine the moderating role of implicit theories about willpower – a mindset about the resource-draining nature of self-regulation – in the relation between sleep duration and employee effectiveness through regulatory resources availability. Two daily diary studies with a combined sample of Ntotal=214 employees (Ntotal=1317 workdays) demonstrate the predominant role of cognitive and affective resources in linking sleep at home to engagement, in-, and extra-role performance at work. Moreover, the spillover of sleep to employee effectiveness via cognitive resources is stronger for individuals holding a limited as compared to a non-limited resource theory. This research not only expands our theoretical understanding of the psychological mechanisms that link sleep to employee effectiveness but also offers practical implications by highlighting the protective role of holding a non-limited resource theory on days with a lack of sleep.

The Influence Of Computerized System On Employee Effectiveness At The Population Ofice And Regional Civil Records Of Medan City

The rapid development of science and technology today has an influence on all activities carried out by organizations. One of the technologies that can help in the work within the organization is to use a computerized system. By using a computerized system, each office work unit can increase work effectiveness and time efficiency.This study aims to determine how the influence of the computerized system relationship on the effectiveness of the work of employees at the Regional Population and Civil Registry Office of Medan City. In this study, the data were taken and obtained through the distribution of questionnaires, then processed through the analysis of the product moment correlation coefficient and the determinant coefficient analysis, which were then presented in the form of scientific analysis.Based on the results of the study, it was found that the effect of the Computerized System on the effectiveness of the work of employees at the Regional Population and Civil Registry Office of Medan City was in the medium category. This is proven by the calculation of the product moment correlation coefficient of 0.551. Furthermore, by calculating the determinant correlation, the result is 30%. Which means that the effect of the effectiveness of the work of employees at the Office of Population and Civil Registry Regional Medan City 30% is caused by the computerized system, the remaining 70% is influenced by other variables not included in this study.

THE EFFECT OF DISCIPLINE AND MOTIVATION ON EMPLOYEE EFFECTIVENESS AT SEBERIDA SUBDISTRICT OFFICE INDRAGIRI HULU DISTRICT

This study aims to examine and analyze the effect of discipline and motivation on the work effectiveness of employees at the Seberida Subdistrict Office, Indragiri Hulu Regency. The sample used in this study were all 35 employees of the sub-district office using the census method. data analysis using multiple linear regression. The results of the study showdiscipline variables and variablesmotivation has a significant effect on the employee's work effectiveness variable. While the discipline variable has a significant effect on the employee's work effectiveness variable and the motivation variable has no significant effect on the employee's work effectiveness variable.

Changing Skills and Attendant Stressors Appraising the Efficacy of Traditional Wellness Programmes in the 4IR

The need for pertinent skills is invaluable in every industrial evolution and will not be any different for the fourth industrial revolution. Appropriate employee wellness programmes will enable an increase in the potential of employees to develop the required skills necessary for the fourth industrial revolution. The fourth industrial revolution is having the blurring line effect between the physical, digital, and biological spheres characterised by systems, scope, and velocity. This chapter shall address the need of changing skills and its relevance to the fourth industrial revolution, employee effectiveness, and efficiency. The fourth industrial revolution requires employees to be multi skilled rather than being specialist skilled.

The Impact of Transformation Leadership on Employee’s Effectiveness (The Case of Ministry of Higher Education and Scientific Research, Kurdistan Regional Government, Iraq)

Leadership plays a critical role in the management of any organization and establishing the right style of leadership is one of the fundamental aspects that cannot be undermined. While there are different modes of leadership, the transformational style has been vastly employed and found to be highly effective. Transformational leadership encompasses the tendency to transform the values and norms of employees as the manager strives to motivate employees in a way that motivates them to deliver performances at an optimal level. It thrives on the interactions that are directed at achieving a collective purpose in a manner that motivates, enhances and transforms the actions and ethical leanings of the subordinates. In this study, the researchers examined the impact of transformational leadership on employee effectiveness at the Ministry of Higher Education and Scientific Research in the Kurdistan Regional Government. The sample size included 76 participants that were made to give their assessment through a 24-item questionnaire that was rated using a Likert scale of 1 – 5. The data obtained from this study were analyzed using SPSS 20, and tests for regression and Pearson's correlation coefficient were run. The result showed that inspirational motivation had the greatest impact on employee effectiveness in our case study.

Exit only: harms from silencing employee voice

The nationwide shortage of PPE for health care workers has been well documented. Reporting on this issue has been complicated by hospitals' imposition of gag orders on physicians and health care workers. There are harms that result from imposing these gag orders that go beyond the obvious harms to public and employee health and safety. Using Hirschman's ‘Exit, Voice, and Loyalty’ (1970) as a framework demonstrates that these orders represent a dangerous concentration of power in employer hands — health care workers are reduced to functionaries. Hirschman's argument, in part, is that organisations should seek to balance the availability of exit, voice, and loyalty for employees. Restricting employee options in morally untenable situations to exit only leads to direct and indirect harms. These gag orders are a pernicious practice, and bring with them long-term negative implications for employee morale, employee effectiveness, and public service.

KNOWLEDGE MANAGEMENT AND EMPLOYEE EFFECTIVENESS OF NIGERIAN DEPOSIT MONEY BANKS

This study investigates the relationship between knowledge management and employee effectiveness of deposit money banks in Nigeria using cross-sectional survey. Sixty branch managers from ten deposit money banks operating in Abakaliki, Ebonyi State were surveyed using convenience sampling technique. Forty four copies of questionnaire were filled Statistical tool used to analyse the hypotheses is Pearson Product Moment Correlation Coefficient (rs). Respondents’ profiles were analysed using descriptive statistics. The study found that knowledge management has positive significant association with employee effectiveness in deposit money banks in Abakaliki. It concluded that knowledge management measured in terms of knowledge acquisition, knowledge dissemination, knowledge conservation and knowledge retrieval enhances employee effectiveness when resources are provided for the employees quite apart from setting goals on how jobs should be carried out. Based on the conclusion above, one of the recommendations is that managers of deposit money banks should encourage their subordinates to make contributions in decision-making to enhance employee effectiveness.

Motivation and Employee Effectiveness in Online Learning Environments: Leadership Strategies of New Generation and Emotional Intellect

The article aims at analyzing the impact of leadership technologies and emotional intellect within the motivation systems in educational organizations in the EU and CIS countries on employee effectiveness in online learning environments. During research implementation, it has been also identified the direct relationship be-tween these technologies and profitability of these organizations. The research has shown that the issue of effective motivation and incentive system which would ensure a real professional development for the employees of educational organizations and makes the organization a leading one is of rather in-depth conceptual character and needs development of an adequate employee strategy by using more contemporary methods of influencing them. The achieved results are unique and can be used within the study of the issues related to online learning and motivation as of employees of educational organizations, so as employees in overall in their professional activity.

Profil Hamba Tuhan Sejati & Hubungannya Dengan Efektivitas Para Pelayan Tuhan di GSJPDI ‘Adityawarman’ Surabaya

The organization is a complex unit that seeks to allocate resources fully for the achievement of objectives. Both the resources relating to facilities and infrastructure as well as human resources. If an organization is able to achieve its stated goals, it can be said that the organization is effective. One of the goals of the organization is to achieve employee effectiveness and efficiency. Every organization needs to pay attention to the issue of work effectiveness where work effectiveness is the ability of employees to carry out work to bring the results that have been determined previously. For the Director, effectiveness is the key to organizational success. Effectiveness is not just doing the job right but how to focus resources and efforts for it. Efficiency is the use of minimum resources to achieve optimum results. Efficiency assumes that the correct goals have been determined and tries to find the best ways to achieve these goals. Efficiency can only be evaluated by relative judgments, comparing input and output received. An organization, both government and private organizations formed to achieve goals, needs factors that can be in the form of human resources, materials and tools to support activities. Of these three factors, human factors are the most dominant factors. In the effort to achieve organizational goals, humans are very important factors. Because humans are the main actors of the organization, it needs special attention compared to others. As the most important factor, people with the ability to carry out their duties will influence the success or failure of the organization in achieving its objectives. Abstrak Indonesia Setiap organisasi perlu memperhatikan masalah efektivitas kerja di mana efektifitas kerja merupakan kemampuan dari para karyawan dalam melaksanakan pekerjaan untuk mendatangkan hasil yang telah ditetapkan sebelumnya. Bagi Direktur, efektifitas adalah kuncikeberhasilan organisasi. Efektifitas tidak hanya melakukan pekerjaan dengan benar tetapi bagaimana melakukan memusatkan sumber daya dan upaya untuk itu. Efisiensi adalah penggunaan sumber daya secara minimum guna pencapaian hasil yang optimum. Efesiensi menganggap bahwa tujuan-tujuan yang benar telah ditentukan dan berusaha untuk mencari cara-cara yang paling baik untuk mencapai tujuan-tujuan tersebut. Efisiensi hanya dapat dievaluasi dengan penilaian-penilaian relatif, membandingkan antara masukan dan keluaran yang diterima. Suatu organisasi baik organisasi pemerintah maupun swasta yang dibentukuntuk mencapai tujuan, perlu faktor-faktor yang dapat berupa sumber daya manusia, material dan alat-alat penunjang kegiatan. Dari ketiga faktor tersebut, faktor manusia merupakan faktor yang paling dominan.Dalam usaha mencapai tujuan organisasi, manusia merupakan faktor yang sangat penting. Karena manusia menjadi pelaku utama organisasi maka perlu mendapat perhatian khusus dibanding yang lainnya. Sebagai faktor yangpaling penting, manusia dengan kemampuan yang dimiliki dalam menjalankantugasnya akan mempengaruhi berhasil tidaknya organisasi dalam mencapai tujuan.