Analisis Peran Motivasi sebagai Mediasi Pengaruh Trilogi Kepemimpinan dan Kepuasan Kerja terhadap Produktivitas Kerja Karyawan PT. Mataram Tunggal Garment

The purpose of this study is to find out the motivation to mediate the leadership trilogy and job satisfaction to employee work productivity at PT. Mataram Tunggal Garment. The method used in this study is quantitative. Primary data was obtained from questionnaires with 78 respondents with saturated sample techniques. Then the data is analyzed using descriptive analysis, multiple linear regression tests, t (partial) tests, coesifisien determination (R2) and sobel tests. The results showed that job satisfaction had a significant influence on motivation, leadership trilogy and job satisfaction had a significant influence on employee work productivity, leadership trilogy and motivation had no significant effect on employee work productivity, motivation mediated leadership trilogy and job satisfaction had no insignificant effect on employee work productivity. Keywords: Leadership Trilogy, Motivation, Job Satisfaction and Employee Productivity.

PENGARUH KOMPENSASI, DISIPLIN KERJA, DAN MOTIVASI TERHADAP PRODUKTIVITAS KARYAWAN

Abstrak Tujuan dalam penelitian ini adalah untuk mengetahui pengaruh kompensasi, disiplin kerja, dan motivasi terhadap produktivitas karyawan di Kantor Jasa Penilai Publik (KJPP) Firmansyah & Rekan. Adapun isu – isu pokok yang akan di diungkap dalam penelitian ini adalah seberapa besar produktivitas kerja dari karyawan yang bekerja di KJPP Firmansyah & Rekan. Populasi dan sampel dalam penelitian ini adalah karyawan di Kantor Jasa Penilai Publik (KJPP) Firmansyah & Rekan. Pendekatan penelitian adalah pendekatan kuantitatif. Pengambilan sampel menggunakan teknik non-random sampling, yaitu dengan Teknik Purposive sampling. Sampel yang digunakan berjumlah 35 responden., dengan membagikan angket/ kuesioner dan teknik skala pengukuran menggunakan skala likert. Pengolahan data menggunakan SMARTPLS. Berdasarkan hasil uji hipotesis dari penelitian ini, yaitu adanya pengaruh antara kompensasi, disiplin kerja, dan motivasi terhadap produktivitas karyawan. Abstract The purpose of this study was to determine the effect of compensation, work discipline, and motivation on employee productivity in the Office of Public Appraisal Services (KJPP) Firmansyah & Partners. The main issues revealed in this research are how much work productivity of employees who work at KJPP Firmansyah & Partners. The population and sample in this study were employees at the Office of Public Appraisal Services (KJPP) Firmansyah & Partners. A research approach is a quantitative approach. Sampling used a non-random sampling technique, namely the purposive sampling technique. The sample used is 35 respondents, by distributing questionnaires/questionnaires and measuring scale techniques using a Likert scale. Data processing using SMARTPLS. Based on the results of hypothesis testing from this study, namely the influence of compensation, work discipline, and motivation on employee productivity.

Pengaruh Disiplin Kerja Terhadap Produktivitas Kerja Karyawan Pada CV. Padurenan Jaya Kontruksi

This study aims to determine and analyze the effect of work discipline on the productivity of employees at CV. Padurenan Jaya Kontruksi. The research in this thesis uses quantitative methods and the sample used 48 respondents with saturated sampling calculations. The work discipline variable (X) and the work productivity variable (Y). Sources of data used consisted of primary data, namely data obtained directly from research respondents through questionnaires, interviews, observations, population, and samples in this study were employees of CV. Padurenan Jaya Kontruksi Bekasi. The tests were using SPSS 20. The results obtained from the study showed that there was a positive effect of work discipline on the work productivity of the employees at CV. Padurenan Jaya Kontruksi Bekasi. The results of the t-test have a significant effect on work discipline on employee productivity, this is evidenced by the variable (X) Work Discipline and variable (Y) Employee productivity has a significant value less than 0.05, namely (0.000 <0.05). This is evidenced by the significant value of the t-test, it is obtained a significant value of 0.000 smaller than 0.05, so it can be concluded that the hypothesis is received with a strong significanceAbstrak Penelitian ini bertujuan untuk mengetahui dan menganalisis Pengaruh Disiplin Kerja Terhadap Produktivitas Kerja Karyawan CV. Padurenan Jaya Kontruksi. Penelitian pada skripsi ini mengguakan metode kuantitatif dan sampel yang digunakan adaalah sebanyak 48 respoden dengan menggunakan perhitungan sampling jenuh. Adapun variabel Disiplin Kerja (X), dan Variabel Produktivitas Kerja (Y). Sumber data yang diguakan terdiri dari data primer yaitu data yang diperole langsung dari responden penelitian melalui kuesioner, wawancara, observasi, populasi dan sampel pada penelitian ini adalah karyawan CV. Padurenan Jaya Kontruksi Bekasi. Pengujian dilakukan dengan menggunakan bantuan SPSS 20. Hasil yang didapat dari penelitian bahwa ada pengaruh positif dari disiplin kerja terhadap produktivitas kerja karyawan CV. Padurenan Jaya Kontruksi Bekasi. Hasil Uji t terdapat pengaruh yang signifikan disiplin kerja terhadap produktivitas kerja karyawan, hal ini dibuktikan bahwa variabel (X) Disiplin Kerja dan variabel (Y) Produktivitas kerja karyawan memiliki nilai signifikan lebih kecil dari 0,05 yaitu (0,000 < 0,05). Hal ini dibuktikan dengan nilai signifikan Uji t diperoleh nilai signifikan sebesar 0,000 lebih kecil dari 0,05 sehingga disimpulkan bahwa hipotesis diterima dengan signifikan kuat.

Social Dimension of Shopping Centers Operation: Managerial Perspectives

Shopping centers do not operate in a vacuum but in a society of diverse stakeholders who influence their profit and growth. Therefore, shopping centers management addresses the problem of incorporating social dimensions in their management. The paper aims to identify and evaluate managerial approaches and marketing strategies of shopping centers in the Czech Republic in the context of social dimensions leading to sustainable operation. The research builds methodologically on an online questionnaire survey with top management of shopping centers. It took place at the turn of the years 2019/2020. Out of 88 Czech existing shopping centers, 30 completed responses were received (response rate 34%). The managerial approaches and marketing activities of shopping centers aimed at customers, internal employees, and tenants of the shopping centers were assessed. In addition to profit, the main social aspect on which the management of shopping centers places an emphasis is also loyalty. A properly set working environment and working conditions are essential to achieve higher employee productivity and consequently higher profits. The shopping centers should increase their social roles to preserve the well-being of their employees and enhance customer satisfaction.

Impact of Restructuring on Employee Productivity Amidst COVID-19 in Pakistan

The chapter examines the manner in which COVID-19 is affecting employee productivity given to the global organizational restructuring. This chapter focuses on the general impact it has had on organizations, particularly SMEs in Karachi, Pakistan. A review of the current literature indicates organizations have been constrained into projects of quick and revolutionary change. In basically all cases, there will be further significant changes ahead for those organizations that endure the impact of COVID-19. This study quantitatively tests the link between organizational restructuring and the impact it holds on employee productivity. This is done through questionnaires being distributed amongst the sample of employees working at different FMCG companies going through organizational restructuring. The expected findings suggest that employee output has decreased as there has been a drastic work environment shift; they are not as motivated and focused working from home as compared to the formal work setup they've been working in for years.

Welfare Programs as a Strategy of Promoting Employees' Economic Growth and Work Productivity

Many organizations apply the notion of employee welfare programs as a strategy of improving employee productivity, since work-related exertions could lead to deprived quality of work life for employees and a decline in performance. Welfare schemes promote economic development by increasing the efficiency and productivity with the underlying principle being making workers bestow their loyal services ungrudgingly in genuine spirit of cooperation. The welfare schemes improve the organizational relations and also enhance the productivity of the employees. The main aim of implementing the welfare measures in any organization is to secure the labor force by providing proper working conditions and minimizing its hazardous effect on the life of the employees and their family members. The chapter articulates the various employee welfare programs put into practice by the industrial and service organizations and its influence on the employees' economic growth and productivity, in both public and private sectors.

Impact of flexible work arrangements on employees’ perceived productivity, organisational commitment and perceived work quality: a United Arab Emirates case-study

Purpose This study aims to examine the impact of flexible work arrangements (FWAs) on employees’ perceived productivity, quality of work and organisational commitment (OC) with a special focus on the United Arab Emirates. It also analyses the mediating effect of employee happiness on the relationship between FWA and employees’ perceived productivity, OC and perceived work quality. Design/methodology/approach A quantitative, non-experimental correlational study was used for this research project. The study yielded numerical data, which were analysed using a deductive approach. The analysis aimed at exploring the relationships between the constructs, which were viewed as variables; these relationships were considered correlations, mediation and moderation. The sample comprises employees currently working at different public and private sector organisations, representing all major service industries in the UAE. Nine questions were used to assess the flexibility at work and six out of the nine questions were used to measure the level of FWAs using the Likert scale. Findings FWA has a significant and positive association with the employees’ perceived productivity, quality of work and OC. It was confirmed that happiness plays a mediating role in the relationship between FWA and employee outcomes. The facility allows employees to manage their personal and professional lives with ease using their preferred work method. This ability promotes employee satisfaction. In conclusion, managers and employees around the world should view FWAs as a positive tool to enhance employee productivity and OC, particularly in an emergency like the Covid-19 pandemic. Research limitations/implications The participants’ honesty was a limitation, which could raise questions on the validity of this study. This limitation arises when the self-report method is used for data collection. Use of multiple instruments could be another limitation. Practical implications Organisational leaders can use FWAs to improve employee outcomes. When an organisation grants flexible work options to employees, it implies that the organisation trusts its employees to complete the task. This factor motivates all employees to work with dedication, which is particularly true if the employees are creative people and wish to work on their preferred time and place. Originality/value This study is significant because the findings will allow managers to assess the benefits of using FWAs to improve employee productivity, particularly in the service sector. It combines the aspects of perceived productivity, OC and perceived work quality, as well as employee happiness to assess the role of FWAs in organisations. The study also investigates the influence of FWAs in improving these employee outcomes. Based on the literature review, this study on FWAs is the first of its kind in the UAE, the country using a truly multinational workforce coming from more than 100 countries and cultures.

AN IMPACT ON QUALITY RELATED TO WORK LIFE AND ITS EFFECT ON EMPLOYEE PRODUCTIVITY DURING COVID-19

In highly globalized and competitive society, the work culture of the organization is much stressful due to the requirement of the highest level of performance for the sustenance in the market. The stack- holders (employees, employers, client’s customers, and consumers) increase productivity in organization when there is an excessive expectation which takes into the count of professional’s physical and mental well-being. Clear-cut of an equitable balance is better in work and life. Productive HR and Operations activities help the employees to work in addition which help them to not abandon their personal life. When there is an optimum productivity, minimum staff turnover, depletion in absenteeism and talent optimization then the organization would be in beneficial. In the Month of December 2019 due to Covid-19 virus attack there was a stressful time on the earth and it paralysed the social and economic development of the Earth. The professionals today are in the Covid-19 ERA. Latterly, Before COVID-19 ERA professionals were extremely well recognized and were in high demand. As there is rapidly new-fangled pandemic situation, Demand and supply chain and Job opportunity has totally collapsed. Individual started living their lives in the big threats. Purpose: To examine employee productivity during Covid 19 associated with the quality related to work life. Design/Methodology – In a context, a survey method was to analyse the efficacy and the quality related to work life in the COVID-19 which was used to furnish an outline of concept about the work life and its quality to efficacy during the COVID-19 period in India. Employee answered the question related to the productivity of employee and quality of work life and questions pertaining to culture, and different associated dimensions of quality of services. Finding – The Endowment of work-life program was neither properly implement nor discussed in firms. As far as the employee job satisfaction was concerned, the work-life increases the level of job satisfaction. The endowment of work-life brings the very positivechanges in the productivity of the firm. A model for QWL dimensions was proposed in this paper. Research Limitations/ implementation – The finding is based on the fact provided by the respondent at a specific time window of the study with limited respondent and sample is also convenient in my study and it has been not interpreted as observable .Practical implications - Now days the industry is becoming more competitive more ICT managed and technologically -driven and grater employee competence and quality of work culture will be required for many industries to survive.

Human Resource Management in an Organization

Human resource management is organizing, implementing, and controlling human resources within the organization to achieve goals effectively and efficiently. Human resources, as one of the funds in the organization, play an essential role in the success of achieving organizational goals. Success depends on the ability of human resources to carry out their duties and functions. Employee performance is the result of the quality and quantity of work achieved by an employee in carrying out tasks following the responsibilities given to him. Productivity is servicing union input resources used in the production process. Motivation is a collection of behaviors that provide a foundation for someone to act in a way that directed to a specific goal. Seven crucial factors that are used to employee performance Work spirit is a condition of how an employee does the work every day. The higher the mind, the work will improve employee productivity.