<p><em>A n</em><em>egative work environment can create work pressure for workers, including health professionals in hospitals.</em><em> </em><em>A collaborative work climate in the workplace contributes to one of the work environments. As a result, good cooperation among health professionals in hospitals can help to avoid work stress. This is because sustained work pressure can often contribute to the emergence of work stress. The purpose of this study is to determine and analyze whether the teamwork climate has a significant impact on stress recognition and job satisfaction. Furthermore, the purpose of this research is to determine and analyze the impact of stress recognition on job satisfaction. The purpose of this research is to determine whether stress recognition acts as a mediator between teamwork climate and job satisfaction. This quantitative study included 48 health professionals from Indonesian hospitals. The research data was analyzed with SMART PLS 3.0 and a PLS-SEM structural model. According to the findings of this study, teamwork climate has a significant effect on job satisfaction but not on stress recognition. The mere recognition of stress has no effect on job satisfaction. This study explains that stress recognition does not mediate the impact of teamwork climate on job satisfaction. Clarity of procedures and information is an important key in a hospital work environment for health professionals to be able to ask each other for certain conditions, especially those related to patient health and safety. Furthermore, to maintain organizational learning—continuous improvement, management must support all actions of workers in taking active actions that prioritize patient safety.</em></p>
<em>The protracted COVID-19 pandemic has had an impact on many aspects of people's lives. One of the most noticeable effects is in the business world, where the adaptation of new work patterns and behavior follows government policies, where non-essential offices are encouraged to use the work from home method. This activity, in the form of community service (PKM) via an online webinar using Zoom media, aims to provide information, education, and knowledge to the larger community. Organizational management must invariably quickly and precisely adapt work methods that can be accepted and carried out by employees. On the one hand, this method of working from home has made it possible for workers to work remotely and to do more than one job, or to do multitasking jobs. On the other hand, this method of working from home is consistently proving to be unsuitable for this type of work. In practice, this activity is divided into three sessions: a theoretical presentation of the concept of work behavior by the first speaker; an explanation of adaptation trends and work patterns during a pandemic from scientific publications by the second speaker; and an explanation of how to find trends in novelty and work adaptation by the third speaker. Third-party presenters use dimensions, bibliometrics, and VOSviewer. In addition to the presenters' good mastery of the material, the participants thought the materials and activities provided had good elements of accountability, objectivity, and transparency. Furthermore, the participants thought the material presented to them was of high quality</em>
<p><em>The unclear end of the current Covid-19 pandemic signals concern not only for workers but also for organizations. This condition makes company income non-existent so that inevitably the company makes efficiency, one of which is reducing workers. One of the methods for carrying out this action for the company can be determined by the aspect of the work skills of the workers so that they can still make the maximum contribution to the company. On the one hand, workers feel a signal of insecurity in working for the future. In a broader context, this feeling safety also refers to the availability of safety aspect equipment provided by the organization for workers. This study aims to measure the role of feeling safety as a moderator of worker skills on worker performance. This research is a quantitative study using the Partial Least Square - Structural Equation Modeling (PLS-SEM) model. By using SMART PLS 3.0 and 99 respondents who are workers from various fields of work and types of companies in Indonesia, this study explains that feeling safety at work can not be a moderating effect between skills and work performance. In addition, this study succeeded in explaining that feeling safety actually affects work performance in the company. The next result explains that work skills affects the work performance of workers. In order to survive in the midst of difficult conditions, the work skills of workers is an important key and to be able to improve organizational performance, a series of forms of training for workers need to be held by the organization. On the other hand, to increase awareness of safety aspects in work, routine delivery of information on safety aspects needs to be carried out continuously.</em></p>
<p>This study will show the effect of incentives on job performance of tenured faculty at the Bunda Mulia University where the effect is not too large, while the motivation for job performance of tenured faculty at the Bunda Mulia University has considerable influence.</p><p> </p><p>Keywords : Incentives, Motivation, Work Achievement</p>
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