The purpose of the study was to identify the effect of commitment, work engagement on research performance of the lecturers in Private Universities. The research method used was an explanatory survey. Data processing was performed statistically using Structural Equation Modeling. The respondents of this study are lecturers of Private Universities in West Java and Banten Province, Indonesia. The total sample chosen at random was 388 lecturers. The results of the study show that the implementation of the Human Resources (HR) function to improve research performance of the lecturers is based on JDR (job demand resources). The good performance of research, community service and teaching are based on the work paradigm. The orientation of private universities HR function to optimize performance has not touched the commitment aspect as much as an effort to encourage work engagement and improve lecturer performance. Performance is influenced by work engagement based on commitment based on ethical awareness of the function of lecturers in higher education. Efforts to meet job demand and job resources are physical, psychologically, and ethically in the work function to improve the performance that is managed as a sustainable system.
Very drastic environmental changes require the development of an adaptive performance management framework that supports the strengths of the company’s structure. The position of internal CSR as a resource that can solve performance problems needs to be proved. The purpose of the study was to analyze the effect of internal corporate social responsibility on job performance through employee well-being. To this end, this causal study surveyed 282 non-managerial employees at four strategic industrial state-owned enterprises in Indonesia. The respondents were recruited using the proportional random sampling technique. The collected data were analyzed using SEM with SPSS 26. The results showed that changes in job performance can be predicted by the adequacy of work resources and personal resources. Both resources can be realized by the existence of corporate social responsibility intended for employees. Internal corporate social responsibility was found to encourage increased work engagement and decrease burnout, which ultimately improves job performance. Internal CSR is an important personal and work resource for employees. Internal CSR is the company’s main orientation in an effort to strengthen the company’s performance structure while ensuring the implementation of the company’s ethical responsibility in its environment. From the theoretical perspective, this study implied the need for exploring the concept of internal corporate social responsibility to expand our understanding of the relationship between corporate social responsibility and personal and work resources and employee performance. Meanwhile, the practical implications of this study highlight the importance of microlevel corporate social responsibility programs to meet personal and work resource needs so that companies benefit from high employee engagement and low burnout in order to improve adaptive performance and the structure of the company’s performance.
The study aims to investigates and explore the quality of work life (QWL) and also to find out which QWL factors are considered as primary factors among employees of PT. Duta Transformasi Insani, a consulting service management in Indonesia. The factors of QWL in this study consist of nine components, which are: work environment, organizational culture and climate, relation and cooperation, training and development, reward and compensation, facilities, job satisfaction and job security, work autonomy, and resource adequacy. This study conducted a survey of every employee who works for PT. Duta Insani, which consists of various sample characteristics, such as gender, education level, and length of employment. The descriptive analysis also analyzes how the QWL condition in this company. The method in this research using quantitative descriptive and factor analysis, together with validity and reliability tests, to fulfill the study objectives. The results showed that most dimensions of employees' QWL are within a valid category, with an 80 percent average of this variable. Furthermore, the results also indicate there are two major factors constituting the quality of work life of the employees of PT. Duta Transformasi, which are supportive organizational culture, accounting for 47.75 percent, and organizational facilities, accounting for 13.03 percent.
Latar belakang penelitian ini yaitu ada konflik yang dihadapi PT Rajasaland Bandung terkait kompensasi, lingkungan kerja fisik serta kinerja pegawai. Maka dari itu, penelitian ini berfungsi sebagai analisis juga menguji pengaruh antar variabel antara lain kompensasi, lingkungan kerja fisik, serta kinerja pegawai pada PT Rajasaland Bandung. Pada penelitian ini, menggunakan metode penelitian kuantitatif yang menggunakan teknik analisis deskriptif dan analisis regresi linier berganda. Teknik sampling yang digunakan yaitu sampling jenuh. Populasi yang digunakan pada penelitian ini yaitu semua pegawai PT Rajasaland Bandung serta mengambil sampel yang menggunakan cara sampling jenuh dengan total perespon dalam meneliti ialah terdapat responden yang berjumlah 50. Hasil yang diperoleh yaitu kompensasi masuk kedalam kategori cukup baik, lingkungan kerja fisik berada pada kategori cukup baik, dan kinerja pegawai pada kategori sangat baik. Dari penelitian ini membuktikan kompensasi tidak mempengaruhi kinerja pegawai secara parsial, lingkungan kerja fisik berpengaruh terhadap kinerja pegawai secara parsial. Dan terdapat pengaruh yang signifikan kompensasi dan lingkungan kerja fisik terhadap kinerja pegawai secara simultan. Kata Kunci: Kompensasi, Lingkungan Kerja Fisik, Kinerja Karyawan, Bisnis Properti
This research aims to determine the effect of Training and Reward System on the performance of employees of PT. Bio Farma (Persero). This goal is motivated by the phenomenon of the problem being faced by the company PT. Bio Farma (Persero), which is the achievement of employee performance in 2016 to 2018, has not yet reached the expected target. Among the many factors that can affect employee performance, there are two main factors that will be reviewed in this study. The two factors are training and reward system. Taking these two factors is based on the results of interviews with the company and is supported by data that has been collected. This research uses quantitative methods with data analysis techniques used are descriptive analysis and regression. The number of samples in this study were 30 employees of PT. Bio Farma (Persero) Division of Human Resources is determined by the saturation sampling method. Based on the results of research that has been done it can be concluded that the training and reward system has a significant and positive effect on employee performance with a score of 76.4%. These results support the implementation of training and reward systems at PT. Bio Farma (Persero) so that it can have an impact on improving the performance of its employees.
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