On The Employee Performance In The Bekasi Region

Nursiti, Nursiti; Yulandari, Sofa; Desnirita, Desnirita; Noviherni, Noviherni; Hidayat, Malik

doi:10.31098/orcadev.v1i1.867

Cited by 5 publications

(5 citation statements)

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“…Productivity encompasses work effectiveness and quality (meeting technical and customer specifications). In addition to the former, managers' inability to attend to workers' needs and expectations has a detrimental impact on both the quality of work produced and the overall morale of the workforce (Nursiti et al, 2022). Productivity measurement includes work output and resource utilization (Brynjolfsson et al, 2020;Harris, 1994;Ruch & Hershauer, 1974).…”

Section: Productivity and Its Variablesmentioning

confidence: 99%

Micro Entrepreneurs’ Leadership Skills and Employee Productivity: A Structural Equation Model Approach

Campos

2024

ORCADEV

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The study of significant differences, relationships, and structural equation models evaluates the correlations between leadership skills and employee productivity of those in the food industry under the microenterprise category in Bulacan, Philippines. The research utilized the Mann-Whitney U test and Kruskal-Wallis test to determine the significant difference in leadership skills and employee productivity when grouped according to the profile of respondents. Spearman's rank correlation coefficient was utilized to analyze the relationship between leadership skills and employee productivity. Moreover, the research utilized structural equation modeling techniques to analyze the correlations among the indicators of leadership skis and employee productivity. Research instrument with rating scales and a random sampling method was applied. The model fit, reliability, and validity were analyzed using confirmatory factor analysis. The result showed that there is a strong level of correlation between leadership skills and employee productivity. Finally, Technical Skills, Work Unit Effectiveness, and Work Quality are among the indicators of technical skills and employee productivity that are correlated as analyzed structural model and path analysis. Future research should be qualitative or mixed method to delve deeper into for a richer qualitative interpretation, and cohort or longitudinal research should be done in order to study this relationship in the long run.

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Section: Productivity and Its Variablesmentioning

confidence: 99%

Micro Entrepreneurs’ Leadership Skills and Employee Productivity: A Structural Equation Model Approach

Campos

2024

ORCADEV

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“…Employee performance is well researched in the field of human resources because it plays an integral role in developing and achieving the goals of an organization (Nursiti et al, 2022). It refers to how employees fulfil their duties, accomplish assigned tasks, and behave as a member of the organization.…”

Section: Research Papermentioning

confidence: 99%

Organizational Commitment and Employee Performance during the COVID-19 Pandemic: Evidence from a BPO Company

Estebal,

Lopez,

Dean

2024

Peop, Beh, Vior

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The pandemic necessitated remote workplace setup, and as employees’ homes doubled as their workplaces, it became difficult to distinguish between the two. With this reality came the challenge of enhancing employee performance and organizational commitment. This study investigated the correlation between organizational commitment and employee performance during the COVID-19 pandemic. This study involved 158 employees of a BPO (Business Process Outsourcing) company situated in Quezon City, Philippines. Non-parametric statistical testing such as Mann–Whitney U and Kruskal-Wallis tests were employed to examine the significant differences in the respondent's ratings when their demographic profiles were considered. Spearman’s rank correlation was used to measure the strength of the relationship between the constructs of organizational commitment and dimensions of employee performance. Results of the study revealed a high positive relationship between continuance commitment and employee performance. Furthermore, this study also explored organizational commitment along four demographic variables, resulting in the detection of significant differences in the perception of continuance commitment on account of gender, age, civil status, and length of service. A significant difference was also detected in affective commitment considering the length of service. Single, married, and widowed respondents also differed in their opinions on normative commitment. While research on organizational commitment exist, few studies have explored the role of demographic factors in shaping employee responses to pandemics. This study demonstrates value by examining the influence of demographic variables on organizational commitment and employee performance during the pandemic, adopting an intersectional perspective, and offering practical implications for organizational management, theoretical advancement, and future research directions.

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“…Nursiti et al investigated the influence of punishment and reward in a statistical study. Their statistical results suggested that punishment would affect the performance of guilty employees similarly to the way that rewards affected it [61].…”

Section: Examination Of Mechanism Characteristicsmentioning

confidence: 99%

Implementing Mechanism Design Framework on Recruitment with a Wage Function based on Value Engineering

2023

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The present study introduces a mechanism design theory framework to address the recruitment problem. Moreover, the study examines the features of the mechanism for the payment function based on value engineering. A two-stage model is also proposed for the mechanism based on the investigation of the initial documentation of the workers at the time of recruitment and their performance over the probationary period. The mechanism takes advantage of the concept of value engineering to account for the critical factors in selecting a firm for collaboration from a worker's perspective, such as wage and subjective preferences. Various features of the mechanism, such as incentive compatibility (honesty) of the worker and the firm, the individual rationality of the worker and the firm, and the ex-post efficiency of the mechanism were investigated based on the proposed wage by introducing the utility function of each agent. Implementing recruitment in the form of a mechanism revealed that value engineering based pricing is a weighted VCG mechanism, and one of the factors in value engineering success would thus be the practical implementation of an optimized model. Examining recruitment in the simple framework of the mechanism alongside the introduction of the proper structure to study the influence of various features of the worker and the firm indicated that it is possible to implement more complex models such as payment function change, message exchange, and release of some assumptions regarding the workers and the firm.INDEX TERMS Mechanism design theory, recruitment, value engineering.

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On The Employee Performance In The Bekasi Region

Cited by 5 publications

References 0 publications

Micro Entrepreneurs’ Leadership Skills and Employee Productivity: A Structural Equation Model Approach

Micro Entrepreneurs’ Leadership Skills and Employee Productivity: A Structural Equation Model Approach

Organizational Commitment and Employee Performance during the COVID-19 Pandemic: Evidence from a BPO Company

Implementing Mechanism Design Framework on Recruitment with a Wage Function based on Value Engineering

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