Abstract:Every organization is competing to survive in this ever increasingly challenging market environment. In order to survive, they need pools of excellent, talented and productive human capital to work in organization. With that, organizations need to provide public servants with suitable benefits such as a good salary, appreciations, good remuneration and other form of benefits. However, there is still a numbers of complaints received the public regarding poor service delivery especially from the counter services… Show more
“…Open communication will make employees loyal to the organization and make them feel respected. In this way, the level of employee motivation will increase (Mahazril et al, 2012). The responses to the first question: What makes you feel worthwhile, valuable, and that they matter?…”
Organizations that hope to achieve a competitive advantage through employee engagement will be most successful by incorporating and including employee engagement in the performance management process. Therefore, essence of the performance management must to be convergence to employees and establish communication with each one. The aim of this study was to determine the relationship between employee engagement (assessment of employee competencies and preferences of the engagement mechanisms), and performance management process in rural destinations. In this paper, the assumption is that the employee are more engaged if they feels belonging to the organization and see the value of their work and that this can be achieved through rewards and recognition system and effective communication channels. The research was conducted on 79 employeed in the Fruška Gora National Park, Serbia.
“…Open communication will make employees loyal to the organization and make them feel respected. In this way, the level of employee motivation will increase (Mahazril et al, 2012). The responses to the first question: What makes you feel worthwhile, valuable, and that they matter?…”
Organizations that hope to achieve a competitive advantage through employee engagement will be most successful by incorporating and including employee engagement in the performance management process. Therefore, essence of the performance management must to be convergence to employees and establish communication with each one. The aim of this study was to determine the relationship between employee engagement (assessment of employee competencies and preferences of the engagement mechanisms), and performance management process in rural destinations. In this paper, the assumption is that the employee are more engaged if they feels belonging to the organization and see the value of their work and that this can be achieved through rewards and recognition system and effective communication channels. The research was conducted on 79 employeed in the Fruška Gora National Park, Serbia.
“…However, administrators should pay attention to employees' behavioral fairness and life-work balance because they got the lowest self-assessment report of below 4.0. In terms of manager or supervisor evaluation, Mahazril et al (2012) emphasized the importance of recognizing employees from time to time and offering other benefits, such as a payment to help them motivated. Apart from supervision, rewards, recognition, empowering employees, and building bonds between leaders and employees are essential.…”
Section: Resultsmentioning
confidence: 99%
“…According to Mahazril et al (2012), rewards, recognition, and communication can motivate the employees to work efficiently and effectively. Recognition is one of the motivations that increase the level of productivity and the job performance of employees.…”
Section: Manager/ Supervisor Evaluationmentioning
confidence: 99%
“…Recognition is one of the motivations that increase the level of productivity and the job performance of employees. Furthermore, Mahazril et al (2012) emphasized that employees' performance must appreciate by the organization from time to time and offer other benefits, such as payment, which motivate the employees to work.…”
This study used a descriptive-quantitative research method. The objectives were to assess administrators' level of work engagement, work performance, and to determine the correlation between work engagement and work performance. The respondents of this study were 22 principals/deputy principals, 22 directors/deputy directors, and one hundred seventy-six (176) department heads and deputy department heads of the public secondary schools of Nakhon Nayok, Thailand. All data were based on a self-report. The findings showed that the administrators' engagement level (mean =4.07) and performance level (4.21) was high at a 0.5 level of significance. There is also a strong correlation (r = 0.96) between engagement and performance. The implication of this study is to help administrators maintain or enhance engagement and performance for continuous improvement in the indicators mentioned in this study for the success of school management.
“…The relationship of many factors towards job performance quality has been studies worldwide including stress and psychological well-being (Jasmani & Abdul, 2011), performance appraisal and commitment (Munir et. al., 2012), workplace environment (Nur & Narehan, 2015) and work motivation (Mahazril et. al., 2012).…”
This study is directed to answer the utilization of positive organization behaviour (POB) theory to encourage the actual state-like psychological resource capacities such as self-efficacy, hope, optimism, and resilience to ascertain workforce capabilities and issues of job performance quality aspects of in-role behaviour and extra-role behaviour, which the researcher believes it can contribute to the development of the workforce. The questions and relationship of many factors towards job performance quality has been widely debated in human resources field, with scholars discusses various facets such as psychological well-being, performance appraisal, and workplace environment, however the application and implementation of POB are still less discussed in the Asia country as a whole and Malaysia context as compared to the Western region.
This study will also examine the moderating effects of work engagement on the relationship of POB and job performance capabilities among public sector staff in Wilayah Persekutuan Putrajaya, which focuses to the “Pegawai Tadbir dan Diplomatik” (PTD) officer with the current service year maximum of 5 years. Data will be collected via questionnaires and the study will be using SPSS and AMOS to analyse the data. A quantitative study will be conducted towards the process of gaining data and a result regarding POB, work engagement and job performance quality to uncover the philosophy of organizational behaviour with the psychology adding concept and directly it hopes to reveal its antecedents and consequences.
Therefore, the findings will be expected to show the effects of POB and work engagement in job performance capabilities which substantial for the public sector staff in order to improve their service quality and higher performance.
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