The Effect of Work Motivation and Leadership Styles on Employee Performance (Case Study at the Class III Port Administration Unit Office - Serui, Yapen Regency, Papua)

Karim, Rifai

doi:10.33258/birci.v4i2.1995

Cited by 3 publications

(3 citation statements)

References 30 publications

(20 reference statements)

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“…Likewise, in line with H3, it has been proven that remote working skills are positively related to affective commitment and thus make remote working successful. This result supports previous studies in the literature [ 113 – 116 ].…”

Section: Discussionsupporting

confidence: 93%

“…According to Meyer and Allen [ 112 ], commitment is a psychological state that has 3 components, which represent a desire (affective commitment), a need (continuance commitment), and the obligation (normative commitment) felt for maintaining employment at an organization. Affective commitment has a positive relationship with performance [ 113 – 116 ]. However, this is not the case for other dimensions.…”

Section: Introductionmentioning

confidence: 99%

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Measuring remote working skills: Scale development and validation study

Benligiray,

Güngör,

Akbaş

2024

PLoS ONE

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Remote work, one of the most significant working arrangements of today, requires certain employee skills. Although there are some hints, there is not much information in the literature on this subject. This study aims to identify the skills required for productive remote working activities and to develop a scale for measuring these skills. For this purpose, a thorough review of the literature, consultation with experts, and analysis of data obtained from four samples with remote working experience were all conducted. Within this context, item generation and content validation, initial factor structure analysis, and factor structure confirmation and construct validity examination were performed. Consequently, the Remote Working Skills Scale was developed, which has 36 items and five dimensions (cybersecurity, problem-solving, time management, verbal communication, and written communication).

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Section: Discussionsupporting

confidence: 93%

Section: Introductionmentioning

confidence: 99%

Measuring remote working skills: Scale development and validation study

Benligiray,

Güngör,

Akbaş

2024

PLoS ONE

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“…Discipline needs to be improved related to employee personal improvement, which will lead to company income. This research is also in line with the research of Saleh & Mardiana (2021), Bandiyono, Hamzah & Hidaya (2021), and Kasmawati, Sudarya & Zakaria (2021).…”

Section: Figure 1 Path Analysissupporting

confidence: 91%

Employee Work Discipline: The Effect of Reward and Punishment

Septiana,

Adinata

2022

jebe

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This study investigates the effect of reward and punishment on employee work discipline. The employees at an auto dealer company in Bandung were asked questions as part of the research method. The number of respondents who participated in this study was 97 employees. The results of the study show that there is an effect of reward and punishment on work discipline. However, the effect of the reward variable on work discipline has a more minor effect than the punishment variable. The punishment variable is the dominant variable influencing work discipline; in other words, the effect of punishment on work discipline is greater than the effect of rewards on work discipline. Companies should be able to increase the punishment of employees based on such things as paying attention to clarity after making mistakes, demotions, and verbal reprimands. The hope is that optimal punishment will increase, impacting optimal discipline.

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Guidelines on the Prevention of Offenses under Thailand’s Computer-Related Crime Act for Industrial Business

Subanjui

Wattanakomol

Silpcharu

2023

Wseas Transactions on Business and Economics

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The objective of this research was to develop guidelines on the prevention of offenses under Thailand’s computer-related crime act for industrial business. This research was conducted both qualitatively and quantitatively. Quantitative data were obtained from a questionnaire survey with 500 IT executives in the industrial sector. The data analysis employed descriptive, inferential, and descriptive statistics. The results found that guidelines on the prevention of offenses under Thailand's computer-related crime act for industrial business can be prioritized in all four components as follows: 1) morality (X̅ = 4.21), 2) workforce (X̅ = 4.18), 3) internal control (X̅ = 4.16), and 4) punishment (X̅ = 4.14). The hypothesis testing revealed that large, small, and medium-sized industrial businesses gave a significant difference to guidelines for the prevention of offenses under Thailand's computer-related crime act at a statistically significant level of 0.05. The results of the developed structural equation modeling showed that all values were above the evaluation criteria and consistent with the empirical data. The chi-square probability level value was 0.092. The relative chi-square was 1.134. The conformity index was 0.960. The root index of the squared mean of the error estimation was 0.016.

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The Effect of Work Motivation and Leadership Styles on Employee Performance (Case Study at the Class III Port Administration Unit Office - Serui, Yapen Regency, Papua)

Cited by 3 publications

References 30 publications

Measuring remote working skills: Scale development and validation study

Measuring remote working skills: Scale development and validation study

Employee Work Discipline: The Effect of Reward and Punishment

Guidelines on the Prevention of Offenses under Thailand’s Computer-Related Crime Act for Industrial Business

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