Management
Ahmad Azmy; Agung Priyono; Agustin Widyaningsih; Agam Sulistyo; Riri Anggraheni; Slamet Riyadi
Abstract
This study analyzes the influence of spiritual leadership and assignment complexity on employee performance through job satisfaction. Spiritual leadership variables and assignment complexity are used as predictors of employee performance. Job satisfaction as an intervening variable in the research model. ...
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This study analyzes the influence of spiritual leadership and assignment complexity on employee performance through job satisfaction. Spiritual leadership variables and assignment complexity are used as predictors of employee performance. Job satisfaction as an intervening variable in the research model. The purpose of this study is to analyze the direct and indirect effects generated by spiritual leadership and assignment complexity on employee performance through job satisfaction at Paramadina University. This study uses the Partial Least Square (PLS) method. The total respondents in this study amounted to 61 people. The sampling technique used a purposive sampling approach adapted to the needs of the study. Based on the analysis test of the Smart PLS program used, there is a direct influence of spiritual leadership on employee performance and assignment complexity on job satisfaction, both of which have a positive but not significant effect, while job satisfaction on employee performance has a negative and insignificant effect. This study only limits the variables of spiritual leadership and the complexity of the assignment which are linked through job satisfaction to employee performance. The data is limited only for lecturers and employees who work at Paramadina University as the object of research. This research develops knowledge in the field of human resource management. Both variables indicate that leadership and assignment complexity can affect employee performance at paramadina university. Job satisfaction as a control variable is able to show variables that affect employee performance.
Management
Ahmad Azmy; Fidyananta Malanov
Abstract
Mastery of technology is needed in the E-Commerce industry. Productivity and performance will be benchmarks in business development. The digital-based E-Commerce industry requires employees who have the competence to use new technologies. The conceptual framework explains that the E-Commerce industry ...
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Mastery of technology is needed in the E-Commerce industry. Productivity and performance will be benchmarks in business development. The digital-based E-Commerce industry requires employees who have the competence to use new technologies. The conceptual framework explains that the E-Commerce industry must always improve the technological competence of employees. New technologies are geared towards digitizing businesses and transactions efficiently. Employees must respond quickly to rapidly changing technology changes. The process of solving business problems that are fast, responsive to change, and innovative ideas depend on mastery of technology. Business competition that has high complexity requires accurate data and information. The research process takes a literature study approach to see the implications of mastering technology on employee performance. This approach is carried out comprehensively and strategic recommendations are the results of technology to be part of employee performance. All data requirements depend on the use of technology carried out by employees. Some literature states that mastery of technology plays a role in the quality of employee performance.This study shows the direction of technology mastery on employee performance. Technology optimization will increase the probability of success in achieving business targets.
Gursharan Kaur Sidhu; Ismail Nizam
Volume 7, Issue 1 , January 2020, , Pages 41-72
Abstract
The purpose of this study is to examine the impact of workplace coaching on employees’ performance in Malaysia mediated by rewards and recognition. Many studies in the past examined the influence of coaching on employee performance, the relationship between coaching and rewards and recognition, ...
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The purpose of this study is to examine the impact of workplace coaching on employees’ performance in Malaysia mediated by rewards and recognition. Many studies in the past examined the influence of coaching on employee performance, the relationship between coaching and rewards and recognition, as well as the impact of rewards and recognition on employee performance. However, there is limited research on the influence of coaching and employee performance mediated by rewards and recognition appears to have been conducted or examined. There is also inadequate literature on the impact of rewards and recognition on coaching. Based on the critical review of research literature, the questionnaire for this research was developed and divided into three sections based on dependent, independent and mediating variables. In this research, the dependent variable is employee performance, independent variable is coaching, and the mediating variable is rewards and recognition. The conceptual framework is developed using the assumptions of Motivation Theories, Social Exchange Theory, Reinforcement Theory and Psychodynamic Theory. The research used survey approach with a Likert Scale-based survey questionnaire (with 1 to 5 scale – from strongly disagree to strongly agree). The sampling technique adopted for respondent’s selection is convenient sampling. Total of 200 questionnaires are distributed to employees in Malaysia who have had experience in being either a coach or a coachee at a workplace. SPSS Amos Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM) and Regression Analysis are used to analyze the data collected. Based on the finding from this research it is found that coaching has a 31.8% positive impact on employee performance, 63.5% positive impact on Rewards, while rewards have a 39.2% impact on employee performance and impact of coaching on employee performance is mediated by rewards has an effect size of 24.9% . Future research should consider looking into other possible mediating factors; consider larger samples looking into different sectors and a different approach in the moderation effect such as demographic profiles of coaches and coachees. The foreseen limitation of this research is the sample size which may not represent the entire workforce population and work sectors in Malaysia. On the other hand, this research has only considered the mediating factors of rewards and recognition while there could be other mediating factors that could influence employee performance. There is also an opportunity in the future to examine different types of coaching and relationship between coach and coachee that may add value to the practical usefulness of the findings.
Kaleem Ahmed; Farrukh Shahzad; Zeeshan Fareed; Bushra Zulfiqar; Tahir Naveed
Volume 1, Issue 2 , September 2014, , Pages 101-112
Abstract
Conflict related to interpersonal issues, personal taste, values, and lack of clarity towards their work. This study & its results examined that; how teachers/Professors respond to above mentioned conflicts. Because Interpersonal conflict among the organizations is a latest research area that increasingly ...
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Conflict related to interpersonal issues, personal taste, values, and lack of clarity towards their work. This study & its results examined that; how teachers/Professors respond to above mentioned conflicts. Because Interpersonal conflict among the organizations is a latest research area that increasingly getting importance in today’s competitive business environment. Questionnaires were used for the feedback purpose which elaborates about role conflict and employee’s performance. 158 valid responses gathered in two weeks. Data was processed and analyzed via statistic software i.e. SPSS. The results revealed that relationship conflict, task conflict and role conflict has significant impact on employees performance. High correlations among relationship conflict, task conflict, and role conflict on teacher’s performance were found from this study. And there exits inverse relationship between relationship & role conflict with employee’s performance and positive with task conflict. Special techniques and strategies should be applied for minimizing the relationship and role conflicts amongst the employees in an organization in order to obtain maximum out of them.