The Work Performance of Married Female Employees during Covid-19 Pandemic

The research aims to determine the effect of learning organizations on married female permanent employees' performance at restaurants in Jakarta and Bali by mediating job satisfaction and organizational commitment. The phenomenon that occurs is that married female employees at restaurants tend to work less optimally and are reluctant to participate in development training programs since the Covid-19 pandemic in early 2020. This quantitative research was conducted with purposive random sampling on 73 married female employee respondents. The measuring instrument is a questionnaire with five-Likert scales—data processing using CB-SEM with Smart PLS program. The results showed a significant influence of learning organizations on female staff performance through the mediation of job satisfaction and organizational commitment. The research contribution is expected to provide input to the management at restaurants in managing the performance of married female employees.

Usefulness of Internal Business Process (IBP) Perspective in Performance Appraisal using Balanced Scorecard of Objective (BSCO) As An Alternative To Staff Performance Appraisal and Development (SPADEV) Reporting System in the Civil Service of Lagos State, Nigeria

Appraising employee performance from the perspective of Internal Business Process (IBP) perspective is a dimension of performance appraisal exercise that is not only misunderstood but neglected or given little or no attention. Evaluating performance based on IBP benchmarks and established milestones using the Staff Performance Appraisal and Development (SPADEV) reporting system in the Civil Service of Lagos State, Nigeria is counter-productive. Lack of unambiguous rules and unwritten codes of conduct in basic organizational operating environments give rise to vague performance appraisal mechanisms, processes and outcomes. These reasons contributed to the inadequacies of the Annual Performance Evaluation and Reporting (APER) system previously used in the Civil Service of Lagos State, Nigeria and also constitutes a threat to the effectiveness of the Staff Performance Appraisal and Development (SPADEV) Reporting System. This comparative study examined the Effect of Internal Business Process (IBP) perspective on Performance Appraisal using The Balanced Scorecard of Objective (BSCO) Method or The Staff Performance Appraisal and Development (SPADEV) Reporting Method in the Civil Service of Lagos State, Nigeria. Descriptive survey design was adopted for this study with Key Informant Interviews (KII). The population comprised fourteen Ministries, the Civil Service Commission (CSC), and the Office of Transformation, Creativity and Innovation (OTCI) with total staff strength of 7,555 in the Lagos State Civil Service. Utilizing Taro Yamane’s sampling technique, a sample size of 380 participants was arrived at, with a thirty percent (30%) addition (to enhance the confidence level and response rate). A self-developed structured questionnaire was used to collect information about variables that formed the basis for assessing the appraisal instruments, BSCO and SPADEV; from the perspective of the level of appropriateness (App). The questionnaire was validated, yielding a Cronbach’s alpha coefficient of 0.830. A total of 494 copies of the questionnaire documents were distributed, with a response rate of about 75%. In addition, two Commissioners and a Director General were interviewed, using interview-guide. Data from the questionnaire were analyzed using descriptive and inferential analyses (p=0.05) while data from the interview were content- analyzed. Findings revealed that there was significant difference (p<0.003) between BSCO (IBP: = 7.20) and SPADEV (IBP: = 2.84) for criterion variables assessing the appraisal instruments. Furthermore, analysis of KII revealed BSCO appraisal method to be superior to SPADEV method of appraisal. The study concluded that evaluating employee performance from the Internal Business Process perspective (IBP) using the BSCO is more viable than SPADEV with consistently significant difference for all variables used in assessing the appraisal instruments. It is therefore clear from the study that there is a significantly positive effect of the Internal Business Process (IBP) perspective in BSCO as an alternative to SPADEV. It therefore recommended that the IBPP should be used in BSCO as an alternative performance appraisal instrument in the Lagos State Civil Service.

The Contribution of Staff Discipline and Promotion on the Development of Giwa Local Government Area

The study assessed the Effects of Discipline on Staff Performance in Local Government. The study was conducted in Giwa Local Government Area, Kaduna State. The study is a qualitative research method. Four research objectives were stated with four correspondent research questions and three assumptions. The instrument used for collecting data for the study was focus group discussion. Data were collected from respondents drawn from Giwa Local Government Area. Data collected were analyzed qualitatively. The study revealed that lack of discipline in the Local Government is sine qua non to the failures in the achievement of the desire, designed goals and objectives of Local Government and as such noted that Giwa Local Government should see discipline as an integral part of staff performance. The first finding showed that, Kaduna State Government through the adaptation of APER (Annual Performance and Evaluation Reports) has conditioned and discipline the staff as those discipline are partially promoted. The study also revealed that discipline has contributed to the development of Giwa Local Government as such recommends that certain incentives should be provided to energize the commitment of the disciplined staff so as to satisfactorily perform their assigned jobs in the Local Government Area.

Evaluasi kinerja staf UPT perpustakaan UNJA menggunakan analisis diskriminan

UPT Library UNJA is a Service Unit whose duties and functions are closely related to science, education, and development, especially in managing and providing various literacy, references, information, and documentation. The performance of its management staff strongly influences the management system of the UNJA Library UPT. Ideally, the performance measurement of UPT Library staff can refer to the applicable ISO standards. However, a more comprehensive performance evaluation based on the specifics and factors that affect the performance of UPT UNJA staff and the classification of staff performance evaluation is critical. UPT Library Staff Performance Evaluation based on ISO 11620: 2014 Document concludes that staff performance is good. On the other hand, the application of discriminant analysis of the performance of the Jambi University Library UPT staff analyzed 15 variables with Performance Quality as a variable consisting of two categories, namely Good and Very Good. The Stepwise Method in Discriminant Analysis reduces several independent variables so that the most significant variables in this analysis are the ability to make decisions (X6), Honesty (X8), Initiative in the line of Tasks (X9), and Skill Problem Solver (X11).

تطوير الادء الحكومي باستخدام نظم المعلومات الادارية واثرها على الاداء الوظيفي دراسة حالة الاداء الحكومي الفلسطيني

The transition to using management information systems (MIS) is one of the milestones of modern management transformation. several MIS uses emerged in light of crises, especially during the COVID-19 outbreak. This transition had a great impact on job performance. The current problem statement was the need to clarify the impact of MIS on staff performance and role in enhancing and developing governmental performance in the Palestinian territories. The study aims to show the impact of MIS on the Palestinian government's performance and work development. A descriptive approach was followed to explore published articles relevant to the historical development of governmental performance and the use of MIS. The study showed a significant impact of MIS on performance in general and staff performance in particular. Additionally, the study revealed an early governmental tendency to adopt MIS. Furthermore, the study described the stages of MIS development, which were preliminary and limited followed by a stage of expansion. Also, the study showed a positive MIS impact on job performance, especially during the COVID-19 outbreak. The study recommends continuous work on developing and integrating MIS among various ministries and upgrading databases and applications that enhance performance and facilitate people's lives.

Penghargaan dan sanksi terhadap kinerja karyawan PT. Agung Toyota Cabang Pangkalan Kerinci

Human resources play a critical part in accomplishing a company's aims and goals. Efforts to recruit professional individuals are inextricably linked to how leaders manage their human resources to meet organizational objectives as a company engaged in selling various series cars, PT. Agung Toyota Pangkalan Kerinci Branch has been committed to delivering incentives and punishments to its personnel in its activities. In actuality, the company's product sales target has been decreasing year after year. As a result, this research aimed to see if coupling Reward and Punishment had a substantial impact on staff performance at the PT. Agung Toyota Pangkalan Kerinci Branch. The study followed a quantitative approach, utilizing multiple linear regression analysis to determine the effect. Questionnaires and interviews were undertaken to acquire primary data, and some extra data was used as preliminary data. According to the findings, rewards have a considerable impact on employee performance, and punishment has a significant effect on employee performance.

Gamification as a tool for increasing the learning efficiency of future librarians

The article deals with gamification mechanisms to increase staff performance and diversify the mechanisms of professional learning to improve the training of future librarians. In this the article we conducted a survey among students-interns of the university library on their attitude to gamification in the learning process. The results revealed that respondents mostly positively evaluate gamification as a tool in the process of acquiring professional knowledge. The gamification tool is used to increase the effectiveness of learning and to facilitate the adaptation of students to the professional activities of librarians. The results of the research can be used to identify the effects of the gamification tool on improving the efficiency of training processes and the professional growth of staff in various fields.

Pola Pendekatan Manajemen Berbasis Madrasah (Mbm) Di Madrasah Ibtidaiyyah

In the era of madrasa independence, especially in MI and the era of Madrasah-Based Management (MBM), the first and foremost task and responsibility of madrasah leaders is to make the madrasas they lead more effective, in the sense of becoming more useful for the madrasa itself and for the community. the wider community of users. In order for the duties and responsibilities of the madrasah leaders to become real, it would be necessary for them to understand, explore, and apply some of the concepts of management science that have been developed by thinkers in the business world. When seriously deepened, the concepts of management science may have value (in terms of values) that will not plunge our world of education into a business that can harm or disappoint the wider community of its users. MBM is one form of education reform, which offers schools to provide better and adequate education for students. Autonomy in management has the potential for schools to improve staff performance, offer direct participation to relevant groups and increase public understanding of education. In line with the spirit and spirit of decentralization and autonomy in the field of education, school authority also plays a role in accommodating the general consensus that believes that wherever possible decisions should be made by those who have the best access to local information, who are responsible for implementing policies and who are affected by policies. the policy. So that MI which uses madrasah-based management has the authority to regulate its own madrasa in order to achieve its goals. In other words, the MI has the right to empower its potential, both the potential of madrasa residents and the potential of the community. Thus, the leadership and governance that is owned must support the success of the goals that have been set.

The Relationship between Workload and Performance of Research University Academics in Malaysia: The Mediating Effects of Career Commitment and Job Satisfaction

The purpose of this study is to test the relationship between job workload and academic performance among university academic staff in Malaysia. The paper also attempts to discuss and then seek empirical evidence to the two mediational paths (namely, career commitment and job satisfaction) that explain the focal relationship between job workload and academic performance. To test the three proposed hypotheses, the study used cross-sectional data collected from academic staff serving in Malaysian Research Universities (MRUs). The final sample of 191 valid and complete responses was analysed using SmartPLS 3.3.3 to test the hypotheses. Results showed that workload is negatively related to academic staff performance. In addition, job satisfaction mediates workload and academic staff performance linkage. These findings reinforce the importance of job satisfaction as an influencing factor against the deleterious effect of job workload and academic staff performance. The study has shown that, contrary to our expectations, career commitment does not mediate the relation between job workload and academic staff performance. Going forward, this study provides new insights about the effect of job workload on the performance of university academic staff through intervening variables. Keywords: Career commitment, Job satisfaction, Job workload, Academic staff performance, Malaysian Research University