The Employee Performance Analysis in Changes Work Method to Remote Work Patterns in The New Normal Era

Nugroho, Antonius Sony Eko

doi:10.35899/biej.v3i3.315

Cited by 4 publications

(3 citation statements)

References 4 publications

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“…Karunarathne (2021) believes, for example, that the supervisor's perceived trust in remote work increases employee job satis-faction, or Bulińska-Stangrecka & Bagieńska (2021) provide empirical evidence that the relationship between employees is one of the factors influencing job satisfaction in remote work. In addition, there are studies in the literature that examine the productivity (e.g., Baker et al, 2007 andVan Der Voordt, 2004), employee perfor-mance (e.g., Nugroho, 2021), and employee well-being (e.g., Franken et al, 2021;Rožman et al, 2019) in the remote work, however, there is no study that investigates antecedents of employee satisfaction with remote work (not job satisfaction or satis-faction from the job). Therefore, the present study intends to answer the following research question:…”

Section: Research Backgroundmentioning

confidence: 99%

Drivers and Constraints of Employee Satisfaction with Remote Work: An Empirical Analysis

Atobishi

Nosratabadi

2023

Organizacija

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Background/Purpose The Covid 19 epidemic has forced many organizations to move to remote work (RW), and this trend is expected to continue even later in the post-epidemic period. Employees of the organization are at the heart of this transi-tion to RW, so identifying the factors that affect employee satisfaction with RW is very important for organizations to increase employee commitment and motivation. Therefore, the main objective of this study was to identify and prioritize the factors affecting employee satisfaction with RW using an innovative method. Method In the first phase of this study, a conceptual research model was designed inspired by literature. In the next phase, the proposed conceptual model of this re-search was tested using structural equation modeling (SEM). Then, using the artifi-cial neural network model, the importance of each of the model variables in pre-dicting employee satisfaction with RW was identified. Results The findings of this article ultimately disclosed that work-life balance, in-stitutional and technological support, job satisfaction, and perceived limited com-munication are, respectively, are elements that affect employee satisfaction with RW. The first three factors are drivers of employee satisfaction and the last factor (i.e., perceived limited communication) is the constraint of employee satisfaction with RW because it had a statistically significant negative effect on employee satis-faction with RW. Conclusion This study revealed that organizations should focus on the processes and strategies to improve employees’ work-life balance, provide institutional and technological support during remote work, and increase job satisfaction in order to increase the satisfaction level of their employees in the remote work. On the other hand, it was found that perceived limited communication is an effective factor that causes a decrease in the level of satisfaction of employees in remote work.

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Section: Research Backgroundmentioning

confidence: 99%

Drivers and Constraints of Employee Satisfaction with Remote Work: An Empirical Analysis

Atobishi

Nosratabadi

2023

Organizacija

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“…This was reinforced by Sandoval-Reyes et al (2021) who stated that remote workers have considerable autonomy in a virtual organization. Remote workers with wider perceptions of autonomy displayed contentment on their respective fields (Nugroho, 2021).…”

Section: Remote Workingmentioning

confidence: 99%

Investigating the Impact of Remote Working on Employee Productivity and Work-life Balance: A Study on the Business Consultancy Industry in Dubai, UAE

Rañeses¹,

Nisa²,

Bacason³

et al. 2022

Int. j. bus. adm. stud

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The advancements in digitalization have sparked the way traditional work takes place. COVID-19 pandemic has also prompted a drastic change for modification of the usual work setting. These give rise to remote working, also known as telework, hot desking, work from home, hoteling, and a flexible work plan through which a worker achieves his/her tasks in a place remote from the customary office. Studies have found that remote working brings several challenges and benefits to workers. People who practiced remote working have shown an increase in their job performance and job satisfaction. However, other workers have expressed concerns on other aspects such as pressures in time management, loneliness due to less or absence of interaction among workers, and the feeling of being left out. This study aims to examine remote working and its impact on the productivity and work-life balance of the employees in the business consultancy industry in Dubai, UAE. This is quantitative research wherein descriptive and correlation research designs employing regression analysis were utilized. 96 employees working in the administration and office from different organizations in the business setup division were sampled using purposive sampling. Analysis of the responses demonstrated that remote working has a strong positive relation to employees' productivity. However, results also showed that remote working has no significant impact on the employees' work-life balance. On these bases, employers should take responsibility for the health and safety of the workers under their care whether or not the work is being done remotely. Similarly, employees should also take responsibility for themselves by carefully following the guidelines and procedures enforced by their employers. Further research is needed to identify other factors or variables that could bring fresh perspectives to elucidate the impact of remote working further.

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“…Tanpa SDM yang profesional, sasaran kerja tidak dapat dicapai walaupun alat kerjanya canggih. Oleh sebab itu, suatu organisasi harus memiliki strategi, kebijakan dan program kerja yang sesuai dengan kemampuan SDM untuk mengoperasikan alat kerja untuk mencapai sasaran kerja [2]- [4].…”

Section: Pendahuluanunclassified

Pengaruh Stres Kerja Terhadap Kinerja Karyawan Seksi Pembuatan Pelat Cetak & Rol (Studi Kasus Pada PT. XYZ)

Prasetyo

Hersona

Supriyadi

2022

BIEJ

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This study aims to determine the level of work stress (X) and employee performance (Y) in the Printing Plate Making & Roll Section (Case Study at PT. XYZ), and to see the effect of work stress on employee performance in the Printing Plate Making and Roll Section Section (PPCR Section). ). The method of this research is quantitative descriptive analysis where the sampling method uses the saturated sample method, namely by directly selecting all 33 employees of the PPCR Section. Meanwhile, the data collection method used is by using a questionnaire (survey) to the employees of PPCR Section. The method used to process and analyze the data is validity test, reliability test, descriptive analysis, quantitative analysis (simple linear regression analysis, and hypothesis testing (T test). PPCR Section is categorized as high with a value of 3,459 and the level of employee performance is categorized as very high with a value of 4,222. Meanwhile, according to the hypothesis test, it is stated that work stress has no significant effect on employee performance in the PPCR Section with a simple linear regression equation y=27,860+(0,076)x. Penelitian ini bertujuan untuk mengetahui tingkat stres kerja (X) dan kinerja karyawan (Y) Seksi Pembuatan Pelat Cetak & Rol (Studi Kasus Pada PT. XYZ), dan melihat pengaruh stres kerja terhadap kinerja karyawan Seksi Pembuatan Pelat Cetak & Rol (PPCR). Metode Penelitian ini adalah Analisis Deskriptif Kuantitatif dimana Penarikan sampel menggunakan metode sampel jenuh yaitu dengan memilih langsung semua karyawan Seksi Pembuatan Pelat Cetak dan Rol sebanyak 33 orang. Sedangkan metode pengumpulan data yang digunakan ialah dengan menggunakan Kuisioner (Survei) kepada karyawan produksi Seksi Pembuatan Pelat & Rol. Metode yang digunakan untuk mengolah dan menganalisis data adalah uji validitas, uji reliabilitas, analisis deskriptif, analisis kuantitatif (analisis regresi linier sederhana, dan pengujian hipotesis (Uji t). Berdasarkan hasil penelitian menunjukkan tingkat stres kerja karyawan Seksi PPCR dikategorikan tinggi dengan nilai 3,459 dan tingkat kinerja karyawannya mendapat kategori sangat tinggi dengan nilai 4,222. Sedangkan sesuai uji hipotesis dinyatakan bahwa stres kerja tidak berpengaruh significant terhadap kinerja karyawan Seksi PPCR dengan persamaan regresi linear sederhananya y=27,860+(0,076)x.

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The Employee Performance Analysis in Changes Work Method to Remote Work Patterns in The New Normal Era

Cited by 4 publications

References 4 publications

Drivers and Constraints of Employee Satisfaction with Remote Work: An Empirical Analysis

Drivers and Constraints of Employee Satisfaction with Remote Work: An Empirical Analysis

Investigating the Impact of Remote Working on Employee Productivity and Work-life Balance: A Study on the Business Consultancy Industry in Dubai, UAE

Pengaruh Stres Kerja Terhadap Kinerja Karyawan Seksi Pembuatan Pelat Cetak & Rol (Studi Kasus Pada PT. XYZ)

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