Identifying Psychosocial Risks and Protective Measures for Workers’ Mental Wellbeing at the Time of COVID-19: A Narrative Review

The spread of the Sars-COV-2 virus has caused crucial changes in the workplace. Almost two years after the start of the COVID-19 era, new and old psychosocial risks in the workplace threaten workers’ mental wellbeing and represent an occupational health challenge. The aim of this review is to identify the most relevant psychosocial factors, negative or protective, contributing to occupational stress during the current pandemic. A literature search was conducted in PubMed, EMBASE, Cochrane Library, Web of Science, Google Scholar and PsycINFO and a total of 51 articles were deemed suitable for inclusion in the review. Analysis of the retrieved articles revealed five main topics related to psychosocial wellbeing in the workplace: (1) Support from colleagues and organizations; (2) Home–work interface and balance; (3) Changes in workload and work demand; (4) Job competence and appropriate training; (5) Job insecurity and financial stress. All five themes were associated with occupational stress and poor mental outcomes, like anxiety, depression, and burnout symptoms. Peer and organizational support seem to have a major impact on workers’ mental wellbeing. Recognizing these factors and projecting interventions that mitigate their effects or boost their efficacy is a fundamental step towards dealing with COVID-19 in the workplace, or any such future emergencies.

Job Satisfaction among the Faculty Members of Nursing Colleges in Saudi Arabia

BACKGROUND Job satisfaction has a significant impact on the work behaviour of faculty members and their attitudes to their work. However, to the best of our knowledge, there are no recent studies on job satisfaction among the faculty members of nursing colleges in Saudi Arabia. The purpose of the current study was to explore the factors influencing job satisfaction among nursing department faculty members of nursing colleges in Saudi universities. METHODS This online survey was approved by Taif University under code (42 - 0085). A 35 - item (6 dimensions) five option Likert - type draft questionnaire on job satisfaction was distributed for online anonymous self-reporting by the faculty members of nursing colleges in Saudi universities (N = 116). RESULTS The general level of overall job satisfaction (OJS) of the faculty members of nursing colleges in Saudi universities on all dimensions of job satisfaction is observed to be low (OJS mean 1,28), while work itself and interpersonal relationships were high. The dimensions of job satisfaction were analysed by path coefficient and the significance test. First, for faculty member’s job satisfaction as a higher order factor consists of 6 first order factors: the influence of salary and welfare on job satisfaction is the greatest, with a path coefficient reaching .580. Next comes job competence, leader behaviour, interpersonal relationships, and the work itself. CONCLUSIONS A seven-factor job satisfaction model is advanced, including one high order factor (job satisfaction) and six first-order factors (salary and welfare, the work itself, leader behaviour, personal growth, interpersonal relationships and job competence) demonstrated good overall psychometric properties in terms of construct validity and internal consistency reliability in both the overall sample and its separately analysed subgroups. KEY WORDS Faculty Members, Job Satisfaction, Nursing Colleges, Quality of Higher Education, Saudi Arabia

Maqasid Sharī‘ah -Based Multidimensional Criticism toward the Implementation of Indonesian Pre-Employment Card (Kartu Prakerja) Program Amidst The Covid-19 Pandemic

Indonesia recognizes the magnitude of the economic impact of Covid-19 outbreak for the low, middle, and high levels. As a solution, the Government has issued the Pre-Employment Card (Kartu Prakerja) Program that provided for households or individuals affected by Covid-19. However, since its launch on April 11, 2020, the Pre-Employment Program has been controversial and criticized by users, public and public figures. Therefore, this research aims to sharpen the criticism of the Pre-Employment Program from the perspective of Maqasid Sharī‘ah which represents the main objectives of Islamic law, which is multidimensional, because it includes aspects of religion (hifz al-dīn), biopsychology (al-nafs), education (al-‘aql), social (al-nasl) and economic (al-mal). This research applied qualitative research methods of library research and presented in the form of descriptive-analytic. There are five findings of this research. First, from a religious perspective, the implementation of the Pre-Employment Program in the midst of the Covid-19 pandemic brought more harm (mudarāt) than benefit (maslahat). Second, from the perspective of biopsychology, the Pre-Employment Program risks creating doubtful income (shubhat even haram), psychological pressure and nutritional needs neglect. Third, from an education perspective, online training which is part of the Pre-Employment Program, is considered ineffective, both in terms of training materials that do not produce job competence, or training participation which is at risk of fictitious. Fourth, from a social perspective, the Pre-Employment Program creates discriminatory policies, conflicts of interest and human rights violations. Fifth, from an economic perspective, the Pre-Employment Program creates waste, monopoly and the potential for corruption.

The Effect Of Work Discipline, Competency, And Integrity, On Employee Performance In Regional Secretariat Environment In Pariaman City

This study aims to determine the following: 1) The effect of work discipline on employee performance in the Regional Secretariat of Kota Pariaman. 2) The influence of competence on employee performance in the Regional Secretariat of Kota Pariaman. 3) The effect of integrity on employee performance in the Regional Secretariat of Kota Pariaman. 4) The effect of work discipline on employee integrity in the Regional Secretariat of Kota Pariaman. The data collection method is a part of the data collection instrument that determines the success or failure of a study. This type of research uses an associative quantitative approach. To get the data needed in this study, the authors used techniques in data collection. The data analysis technique used in this research is quantitative analysis. The types of data collected in this study were taken from two sources, namely primary data and secondary data. Hypothesis testing in this study was carried out by path analysis. Based on the results of analysis and discussion, it is known that 1) Work discipline has an effect on employee performance (Px1y) is 0.232 with a significance value of 0.007. 2) Job competence has a significant effect on employee performance (Px2y) is 0.462 with a significance value of 0.000. 3) Integrity has a significant effect on employee performance (Px3y) is 0.230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000. Hypothesis testing in this study was carried out by path analysis. Based on the results of analysis and discussion, it is known that 1) Work discipline has an effect on employee performance (Px1y) is 0.232 with a significance value of 0.007. 2) Job competence has a significant effect on employee performance (Px2y) is 0.462 with a significance value of 0.000. 3) Integrity has a significant effect on employee performance (Px3y) is 0.230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000. Hypothesis testing in this study was carried out by path analysis. Based on the results of analysis and discussion, it is known that 1) Work discipline has an effect on employee performance (Px1y) is 0.232 with a significance value of 0.007. 2) Job competence has a significant effect on employee performance (Px2y) is 0.462 with a significance value of 0.000. 3) Integrity has a significant effect on employee performance (Px3y) is 0.230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000. it is known that 1) Work discipline has an effect on employee performance (Px1y) is 0.232 with a significance value of 0.007. 2) Job competence has a significant effect on employee performance (Px2y) is 0.462 with a significance value of 0.000. 3) Integrity has a significant effect on employee performance (Px3y) is 0.230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000. it is known that 1) Work discipline has an effect on employee performance (Px1y) is 0.232 with a significance value of 0.007. 2) Job competence has a significant effect on employee performance (Px2y) is 0.462 with a significance value of 0.000. 3) Integrity has a significant effect on employee performance (Px3y) is 0.230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000. 230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000. 230 with a significance value of 0.009. 4) Work discipline has no significant effect on integrity (Px1x3) is 0.175 with a significance value of 0.096. 5) Competence has a significant effect on integrity (Px2x3) is 0.508 with a significance value of 0.000.

The Mediating Role of Job Competence between Safety Participation and Behavioral Compliance

The effective improvement of employee behavioral compliance and safety performance is an important subject related to the sustainable development of the construction industry. Based on data from a Chinese company (n = 290), this study used a partial least squares-structural equation model to clarify the relationship among safety participation, job competence, and behavioral compliance. Empirical analysis found that: (1) safety participation had a significant positive impact on employees’ behavioral compliance; and (2) job competence played a partial mediating role between safety participation and behavioral compliance. By selecting two new perspectives of safety participation and job competence, this study derived new factors affecting behavioral compliance, constructed a new theory about safety management, and conducted an in-depth discussion on improving behavioral compliance theoretically. Practically, the research put forward a new decision-making model, deconstructed the mechanism between safety participation and behavioral compliance, and provided new guiding strategies for improving employee behavioral compliance.

PENGARUH KOMPETENSI KERJA DAN PENGARAHAN TERHADAP TINGKAT PELAYANAN KARYAWAN CV. MEGA DUTA COMPUTINDO PAMEKASAN

This study aims to determine and analyze how true the effect simultaneously or partially on job competence anda direction on service levels and determine the more dominant influence on service levels. The model used in this research is the mothed of observation, interview, questionnaires, and literature study using a likertslale with the sample collection method used is accidental sampling of 30 samples. The analysis method used is multiple linier regression method. The result showed the job competence anda direction simultaneously or partially had a partially significant effect on service levels CV. Mega Duta ComputindoPamekasan. The value of the coefficient of determination (R square) obtained 0,866, this suggests that the levels of service can be explained by twu independent variables, namely (Job Competence and Direction) CV. Mega Duta Computindo Pamekasan amounting 86,6% and the rest of 13,4% explained by other factors not included in this study.Keyword : Job Competence; Direction; Level of Service.

Pengaruh Kompetensi Kerja Terhadap Kinerja Karyawan

This study aims to test work competence on the performance of employees of PT Sapta Prima Cargo. This research is a type of causal quantitative research. The subjects of this study were employees of PT Sapta Prima Cargo and the objects in this study were variables of work competence and employee performance. The population used in this study were all employees of PT Sapta Prima Cargo connecting 40 people. The instrument used in studying the data is a questionnaire which will be given a score based on the Likert scale. This study uses a regional linear analysis method with regression of the dependent variable and one independent variable. The results of this study indicate that job competence has a positive and significant effect on employee performance.

IMPACT OF PERSON-ORGANIZATION FIT ON JOB CRAFTING: EXAMPLE OF KONYA ORGANIZED INDUSTRIAL ZONE

The importance given to human resources in organizations is increasing day by day. It is the desired behavior in all organizations for employees to be compatible with the organization and be competent in their work. Employees are attracted and selected by organizations similar to them. In cases where employees work in harmony and exhibit similar characteristics with their organization, the effect of employees' person-organization fit on job crafting has been investigated. For this purpose, data were collected by simple random sampling method from 453 participants working in Konya Organized Industrial Zone and 416 survey data were used within the scope of the research. SPSS 24.0 package program was used in the analysis of the data obtained. For the purpose of the study, frequency analysis, reliability analysis, difference tests (t test and One Way Anova) correlation and regression analysis were applied to the data set. As a result of the study, significant differences (gender, marital status, age, working time and position) were determined in the perceptions of employees' personal-organizational harmony and job competence according to some demographic variables. With correlation analysis, a positive and significant relationship was found above the middle in the variables of person-organization fit and job crafting, and as a result of the regression analysis, a positive and significant effect of person-organization fit on job crafting was found.

Happiness

Happiness, job competence, and emotional competence, from an integrative perspective, are incorporated with the characteristics of the collaborator and the factors of the organization. They are emphasizing the classification of job skills and the opportunity to include emotional skills as a specific section. At the same time, it reflects on the components of happiness proposed by Seligman and the interest in relating it to job satisfaction based on the preceding scientific research. Finally, the usefulness of emotional competence is analyzed as a specific section within the general labor competencies, once happiness is considered as an emotion and therefore labor competency.