A Analysis of the relationship between the working environment and employee performance in selected construction firms in Karachi city

Lakhiara, Muhammad Tarique Lakhiara; Abdullah, Abd Halid; Lakhiar, Muhammad Tahir

doi:10.29138/neutron.v21i1.86

Cited by 4 publications

(3 citation statements)

References 6 publications

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“…collaborative, which promotes teamwork, and toxic, which harms employees' well-being and Research has shown that a number of factors that influence the work environment also affect how well employees perform, with senior management support being the most significant factor (Lakhiara, 2021;Saidi et al, 2019;Taheri et al, 2020). López-Cabarcos et al (2022a) classify work environment into two main parameters: (1) Task Significance, which measures how much a task affects people both within and outside the company; and (2) Perceived Supervisor (and Co-Worker) Support, which measures an employee's perception of supportive relationships with their superiors and coworkers.…”

Section: Work Environmentmentioning

confidence: 99%

The Role of Generation on Intention to Stay Drivers With Employee Engagement as Mediator

Adhanissa,

Saragih

2024

J. Professional Business Review

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Purpose: The aim of this study is to examine the moderation role of generation in the effect of recognition, work environment, employee engagement on intention to stay. This study also examines the mediating effect of engagement between variables. Methodology: Data were collected from survey using existing variable measurements and gathered 200 responses from Indonesian workers. Partial least squares structural equation modeling (PLS-SEM) was employed to examine the study model using SmartPLS 4. Findings: Recognition and employee engagement significantly impact intention to stay, while work environment doesn't. Work environment influences intention through engagement, while recognition directly influences it without mediation. Generation only moderates the effects of engagement on intention to stay. Originality/Value: The study highlights the complex interaction between recognition, work environment, employee engagement, and generation in influencing intention to stay. It contributes to the understanding of how different generations respond to these factors and the mediating effect of engagement.

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Section: Work Environmentmentioning

confidence: 99%

The Role of Generation on Intention to Stay Drivers With Employee Engagement as Mediator

Adhanissa,

Saragih

2024

J. Professional Business Review

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“…The level of consistency and comfort in communication, as well as the worker's perception of job satisfaction, are some of the factors that influence a leader's style in relation to the work team. Employee performance is the backbone of an organization because it contributes to its success [25]. A healthy working environment is critical for employee performance because it keeps employees from being overburdened, which reduces job productivity.…”

Section: Literature Review 21 Employee Performancementioning

confidence: 99%

Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan

et al. 2023

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Organizations focus on human resources to improve performance as a result of high global competition and a dynamic business environment. In today’s competitive environment, employee performance and job satisfaction are critical to the achievement of a company’s goals. Job satisfaction is an organization’s unnoticed success. Employee performance and job satisfaction are powerful tools that help in continuously developing and improving organizational performance to achieve strategic objectives. Job satisfaction is critical to the overall productivity of any given industry. Job satisfaction is important for both the employer and the employee. According to studies, employers greatly benefit from satisfied employees because they are more productive. One of the most important goals of a company is to maximize employee performance to achieve those goals. As a result, the focus of this study was on identifying the factors of job satisfaction and employee performance. It also evaluated the relationship between job satisfaction and employee performance in Pakistani construction projects. A detailed literature review was used to identify various factors, which were then shortlisted based on their relevance to the Pakistani construction industry by interviewing ten experienced practitioners. Totals of 11 job satisfaction and eight employee performance parameters were discovered. In total, 85 samples were collected as part of the data collection process via a questionnaire survey and statistically analyzed using multiple regression analysis. According to the results, all of the models have a high ability to compute the increase in employee performance criteria via the predicting variables. The overall models are significant because a value less than 0.05 indicates that they are. The study’s findings will assist practitioners in understanding the critical criteria that will increase employer satisfaction and improve performance.

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“…También destacan la importancia de identificar rápida y adecuadamente los factores que podrían influir en el desempeño durante la fase de contratación y la ejecución del proyecto. No comprender estos elementos puede afectar negativamente el rendimiento general y provocar retrasos (Lakhiar et al, 2021).…”

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Rendimiento de mano de obra en cielo raso. Caso de estudio: ciudad de Cuenca

Zhicay Arbito,

Calle Castro,

Mendoza Enríquez

2024

CCD

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Introducción. La colocación de cielo raso es una tarea esencial en la construcción, cuyos rendimientos son clave para la planificación y ejecución eficientes de proyectos. Sin embargo, los enfoques actuales de predicción del rendimiento en esta actividad a menudo son simplistas al asumir una linealidad en los resultados, sin considerar la variabilidad inherente en el desempeño de los obreros. Objetivo. El objetivo primordial de este estudio es la creación de un modelo matemático eficiente para proyectar el rendimiento de la mano de obra en proyectos de instalación de cielo raso en la ciudad de Cuenca, particularmente en la parroquia San Sebastián. Metodología. Se implementó una metodología de enfoque relacional-descriptivo con un enfoque cuantitativo. Se inició con una exhaustiva revisión de la literatura para identificar los posibles factores que podrían influir en el rendimiento de la mano de obra. Con esta información, se diseñó una ficha de observación que se aplicó a 45 trabajadores en seis diferentes sitios de construcción dentro de la zona de estudio. Los datos recopilados fueron analizados mediante un software estadístico para establecer un modelo matemático que permitiera predecir el rendimiento de los obreros en función de los factores identificados. Posteriormente, se compararon estos valores con el rendimiento real y teórico obtenido. Resultados. Uno de los hallazgos más destacados fue la notable diferencia entre el rendimiento real de los obreros y el rendimiento teórico, indicando que el rendimiento no sigue una tendencia lineal en el tiempo y varía en función de diversos factores como las condiciones climáticas, el equipo utilizado, la supervisión y las características individuales del trabajador. Conclusión. El modelo matemático desarrollado en esta investigación demostró ser eficaz para prever el rendimiento de los obreros en base a los factores analizados. Área de estudio general: Ingeniería, Industria y Construcción. Área de estudio específica: Administración de la Construcción

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A Analysis of the relationship between the working environment and employee performance in selected construction firms in Karachi city

Cited by 4 publications

References 6 publications

The Role of Generation on Intention to Stay Drivers With Employee Engagement as Mediator

The Role of Generation on Intention to Stay Drivers With Employee Engagement as Mediator

Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan

Rendimiento de mano de obra en cielo raso. Caso de estudio: ciudad de Cuenca

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