The Analysis of Quality of Work Life and Work Achievement in Department of Agriculture Simalungun Regency

In fact, the work performance of employees does not match the expectations of an agency, and they still encounter low employee performance. As a result of low employee performance, the impact on agency productivity decreases and cannot meet the targets set by the agency, so that the agency suffers losses and experiences obstacles in its development. Meanwhile, for employees who have low work performance, it will hinder the career development and income of the employee.Descriptive analysis is a research method that provides an overview regarding situations and events so that this method intends to Base data accumulation applies.From the results of the analysis with the number of respondents as many as 63 people, the following conclusions are drawn: 1) Job satisfaction has a positive and significant effect on employee performance in Simalungun Regency Agriculture Office. 2) Leaders are expected to improve the promotion appraisal system based on performance and work results. 3) Maintaining the current good condition of employees, who are able to work hard to get awards, a well-developed family atmosphere and an interesting and challenging work atmosphere has been created.

“They Care, We Share”- Perceived Fairness in Performance Appraisal Systems on Knowledge Sharing

The strategic importance of knowledge especially under dynamic business conditions makes it imperative to primarily understand the creation of the knowledge base. This paper employs mixed-method approach to understand the various triggers that motivate the knowledge sharing behavior of the IT employees working in Indian firms. Firstly, a qualitative study that comprised of thirteen in-depth interviews aimed to capture the participants’ understanding of, the context and the factors that trigger knowledge-sharing behavior. The fairness in performance appraisal, manager’s support, and career success were found to be the key triggers. Then, a quantitative study of 105 IT professionals examined the effect of the identified variables. Results suggested a positive relationship between perceived fairness in performance appraisal and knowledge-sharing behavior and the mediating role of career and hierarchical success between perceived fairness in performance appraisal system and knowledge-sharing behavior. The implications for both theory and practice have also been discussed in detail.

Employee Empowerment and Compensation as A Consequence on Employee Job Performance with the Moderating Role of Employee Accountability

Using data from 200 employees of FMCG companies in Multan, this study aims to analyze the effect of Employee Empowerment and Employee Compensation on Employee Job Performance while moderating the role of Employee Accountability. The partial least square method is used to estimate the results. The results of PLS-SEM reveal that Employee Empowerment, Employee Compensation, and Employee Accountability are all positively and significantly related to Employee Job Performance. Employee Accountability was found to partially moderate the relationship between Employee Empowerment and Employee Compensation using moderated regression. It is recommended that, in order to improve employee job performance, the organization develop and implement strategies for providing appropriate compensation. After processing and analyzing information from the labor market and internal regulations of the company, there seems a need to modify an appraisal system in line with the specified compensation structure and other benefits.

Attitudinal Meaning in COVID-19 Local Language Guidelines of Indonesia: A Systemic Functional Linguistic Study

The Ministry of Education and Culture has published 3M's health protocol behavior change guidelines regarding the campaign to prevent COVID-19 transmission in 77 local languages of Indonesia. However, this research only focused on guidelines that used Sundanese as a local language in West Java. This research aimed to identify the types of attitudes and analyze the meanings that appear in these guidelines. The author used the theory of Martin and White (2005), namely the attitude subsystem as part of the appraisal system with Systemic Functional Linguistic approach which showed the author's evaluative attitude towards various things written to lead the readers. The result of this research showed that some information contained judgement both positive and negative side such as the authors found 15 clauses included in the affective indicator of the attitude subsystem in security meaning and four clauses satisfaction meaning. In addition, the authors found 16 clauses included in the attitude subsystem of judgment indicator referring to social esteem and three clauses referring to social sanction. The author also found 12 clauses included in the attitude subsystem of appreciation indicator referring to composition, five clauses referring to valuation, and two clauses referring to reaction. Based on the results of the analysis of each clause listed in the 3M health protocol behavioral change guidelines then the authors conclude that the message conveyed is positive attitude for the society. AbstrakKementerian Pendidikan dan Kebudayaan telah menerbitkan pedoman perubahan perilaku protokol kesehatan 3M terkait kampanye pencegahan penularan COVID-19 dalam 77 bahasa daerah di Indonesia. Namun, penelitian ini hanya berfokus pada pedoman yang menggunakan Bahasa Sunda sebagai bahasa daerah di Jawa Barat. Penelitian ini bertujuan untuk mengidentifikasi jenis-jenis sikap dan menganalisis makna yang muncul dalam pedoman tersebut. Penulis menggunakan teori Martin and White (2005) yaitu subsistem sikap sebagai bagian dari sistem penilaian dengan pendekatan Linguistik Sistemik Fungsional yang menunjukkan sikap evaluatif penulis terhadap berbagai hal yang ditulis untuk mengarahkan pembaca. Hasil penelitian menunjukkan bahwa beberapa informasi mengandung penilaian baik sisi positif maupun negatif seperti, penulis menemukan 15 klausa yang termasuk dalam indikator afektif subsistem sikap bermakna keamanan dan 4 klausa bermakna kepuasan. Selain itu, penulis menemukan 16 klausa yang termasuk dalam subsistem sikap indikator penilaian yang mengacu pada penghargaan sosial dan 3 klausa yang mengacu pada sanksi sosial. Penulis juga menemukan 12 klausa yang termasuk dalam subsistem sikap indikator apresiasi mengacu pada komposisi, 5 klausa mengacu pada penilaian, dan 2 klausa mengacu pada reaksi. Berdasarkan hasil analisis dari setiap klausa yang tercantum dalam pedoman perubahan perilaku protokol kesehatan 3M maka penulis menyimpulkan bahwa pesan yang disampaikan bermakna sikap positif bagi masyarakat.

Use of the Key Performance Index Evaluation Model for a Comparative Analysis of the Professional Teaching Quality of Economic Management

The key performance index (KPI) evaluation provides a guarantee for discipline construction, talent training, and research development and planning in colleges. Based on KPI evaluation model, this paper compares the professional teaching quality of economic management of different types of colleges, different teaching models, and different disciplines, through KPI appraisal. The results show that: teaching quality can be evaluated by several important indices, namely, teaching attitude, teaching content, teaching method, and teaching effect; the most important indices are teaching attitude and teaching content, followed by teaching effect and teaching method. The index scores of professional education mode were much higher than those of general education mode. Teaching effect is the highest rated index among students of accounting, and teaching attitude is the highest rated index among students of business administration. The research results lay the theoretical basis for colleges to improve KPI appraisal system and appraisal supervision system.

The Effectiveness of Employee Performance Appraisal System in Health Sector: Evidence from Iranian organizations

Introduction: Performance appraisal is a formal process to review and improve the organizational performance of employees regularly. Despite the appropriate organizational frameworks for performance appraisal, they are not apparently addressing the operational realities of health care organizations. This study thus aimed to examine the effectiveness of the current performance appraisal system of employees at Tehran University of Medical Sciences (TUMS) from the perspective of employees. Methods: The data were collected from 504 TUMS employees using researcher-developed questionnaire following the validation. It consisted of 46 questions covering such various dimensions as performance expectations, communication of performance objectives to employees, self-assessment, performance metrics, surveyors, and performance appraisal results. ANOVA, t-test, Post hoc and Tukey statistical tests were used during analysis process by SPSS 22. Results: The performance appraisal system was not found as effective as expected from the employees’ perspective and the scores for all its dimensions dropped below the average. The overall performance appraisal score was 2.71 (out of 5). There was also a significant correlation between the employees’ education and organizational job group and the score of performance appraisal (p<0.0001). Conclusion: The current appraisal system according to the results is not well functioning. Therefore, it seems necessary to make urgent changes. The lack of active participation from employees and managers in performance appraisal development process, and the subsequent low motivation to improve their performance seems to be a persistent challenge. A fairly desirable solution might be to decentralize the appraisal processes rendering more authority to managers and supervisors along with empowering managers.