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

Beny, Beny; Meilani, Yohana F. Cahya Palupi; Asmaniati, Fetty; Nurbaeti, Nurbaeti; Rahmanita, Myrza

doi:10.31098/ijmesh.v4i2.483

Cited by 3 publications

(4 citation statements)

References 8 publications

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“…The commitment of employees to the company plays a crucial role in fulfilling organizational goals (Adula et al, 2023). Organizational commitment relates to the feelings held by employees towards their organization (Suryawan et al, 2021). It pertains to the bond between the employee and the employing organization (Mowday et al, 1982).…”

Section: Organizational Commitmentmentioning

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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Section: Organizational Commitmentmentioning

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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“…NWW enables organizations to sustain the business through distance collaboration even though the environment is disruptive such as the pandemic of COVID-19. Previous studies have examined the positive effect of working remotely as part of NWW on job performance and productivity during the pandemic of COVID-19 (Meilani et al, 2021;Ng et al, 2022;Parilla et al, 2022;Sirait & Murdianingrum, 2021). Specifically, based on their study, Meilani et al (2021) recommend organizational learning with the online platform to increase performance even though the employee cannot gather in an office or other permanent place.…”

Section: Literature Review Nww Conceptmentioning

confidence: 99%

“…Previous studies have examined the positive effect of working remotely as part of NWW on job performance and productivity during the pandemic of COVID-19 (Meilani et al, 2021;Ng et al, 2022;Parilla et al, 2022;Sirait & Murdianingrum, 2021). Specifically, based on their study, Meilani et al (2021) recommend organizational learning with the online platform to increase performance even though the employee cannot gather in an office or other permanent place. Therefore, NWW is essential to manufacturing as the prominent sector providing large quantities of human needs to prevent any disruptive situation.…”

Section: Literature Review Nww Conceptmentioning

confidence: 99%

New Ways of Working in the Manufacturing Sector as COVID-19 Pandemic Learning and Its Relevance to Workforce Agility

Cornelis,

Febriansyah

2023

Int. J. Manage. Entrep. Soc. Sci. Hum.

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The performance of manufacturing as the prominent sector decreased because of the COVID-19 pandemic. Nevertheless, it could bounce back its performance quickly right after. The question remains whether new ways of working take part in this agile behavior of manufacturing employees in adapting to such a situation. Even so, what kind of new ways of working could be implemented in manufacturing since this sector has a specific processing system from input to output? Implementing new ways of working practices in manufacturing varies since manufacturing has primary and support activities. First, this paper elaborates on the definition of new ways of working and the feasible practices that could be implemented in manufacturing. They are ICT, flexible work time, flexible workplace, and professional autonomy. Second, this paper uses the triadic reciprocal of social cognitive theory to find the relevance of new ways of working and workforce agility. Furthermore, psychological empowerment plays an important part in implementing new ways of working regarding employee sustainability as a human being who needs intrinsic motivation. The authors conclude with the proposed model that depicts the relevance between new ways of working practices, psychological empowerment, and workforce agility. This study also provides managerial implications in implementing new ways of working in the manufacturing sector.

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“…An actor (individual) improving skills and competencies and feeling the impact of achieving targets and learning will increasingly believe in the importance and benefits of exchange and being of service to each other (Lusch & Vargo, 2014). It is related to Meilani et al (2021) study regarding the individual level of organizational learning that can be achieved if there is a social transfer of knowledge between individuals to various other individuals due to a shared interpretation.…”

Section: Learning Agility With Perception Alignmentmentioning

confidence: 99%

Strengthening Collaboration through Perception Alignment: Hybrid Workplace Leadership Impact on Member Awareness, Understanding, and Learning Agility

Nugroho

Hermawan

2022

Int. J. Manage. Entrep. Soc. Sci. Hum.

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The recent development of cross-functional project initiatives and implementation of remote technology applications is changing the leader and team member working environment that influences their interaction and collaboration with other teams/customers/stakeholders/ providers/any related parties to compete in the rising digitalization and VUCA (volatility, uncertainty, complexity, and ambiguity) situation. This research wants to dissect how the influence of hybrid workplace leadership capabilities on the awareness, understanding, and learning agility of cross-functional project team members to foster team perception alignment and achieve strengthened collaboration. Researcher dissects individual team members' mental processes (awareness of the intended purpose, understanding of self-others, and learning agility) that connect leadership capability and team perception alignment to enhance collaboration during hybrid workplace implementation. This study is a quantitative research methodology, collecting data through a questionnaire survey and then analyzing data from 99 respondents using Partial Least Squares Structural Equations Model (PLS-SEM). Based on the result of this study, hybrid workplace leadership impacts the awareness of purpose. Then awareness affects the understanding of self and others, and both affect the learning agility of each team member, which influences the alignment of perceptions in the work team. This alignment of perceptions contributes to the collaboration process with other teams/organizations.

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

Cited by 3 publications

References 8 publications

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

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

New Ways of Working in the Manufacturing Sector as COVID-19 Pandemic Learning and Its Relevance to Workforce Agility

Strengthening Collaboration through Perception Alignment: Hybrid Workplace Leadership Impact on Member Awareness, Understanding, and Learning Agility

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