scholarly journals Predictors Employee Performance In Indonesian Manufacturing Company Using Path Anlysis

2019 ◽  
Vol 15 (2) ◽  
pp. 166-180
Author(s):  
Agustina Ekasari ◽  
Jasanta Peranginangin
Keyword(s):  
Social Sciences ◽  
Job Satisfaction ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Finding ◽  
Employee Performance ◽  
The Body ◽  
Body Of Knowledge ◽  
The Social ◽  
Manufacturing Company

This research aims to find path analysis that influencing emloyee performance in Indonesia manufacturing company. Design of this research is quantitative methode, There is 150 questionaires spreaded to manufacturing company. This research using multivariate anlysis with Statistical Package for the Social Sciences (SPSS). The result of this paper will described the important factors to build employee performance in manufacturing company. This study will strengtened the previous research about employee performance in manufacturing company. This research finding provides conceptual framework job satisfaction and employee performance. there are six hypotheses developed in this study, there are Four accepted hypotheses and two rejected hypotheses. This research will contributed to the body of knowledge, particularly in human resource management science.

scholarly journals How Cultural Divergence Influences Expatriate’s Performance in Malaysia

2019 ◽  
Author(s):  
Umme Salma Sultana ◽  
Tarnima Warda Andalib ◽  
Mohd Ridzuan Darun
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Employee Performance ◽  
The Body ◽  
Cultural Management ◽  
Body Of Knowledge ◽  
Human Resource Management Practices ◽  
Cross Cultural Management

Malaysia is one of the countries which welcome expatriates from all over the world to fill the need for skilled employees. This paper provides an overview of how cultural divergence influence expatriates performance in Malaysia. The main purpose of this study is to identify the important issues which directly or indirectly, positively or negatively influence expatriate’s performance in day to day work. This study reviewed 55 papers related to cultural divergence, employee performance, cultural intelligence, and human resource management practices in Malaysia. The finding highlights that expatriates experience cultural clashes between foreign and local values, which pose direct influences on expatriates’ performance. This study contributes to the body of knowledge in the cross-cultural management field as well as practical implications to expatriating firms. Finally, this research is beneficial and informative, especially for Malaysian researchers and managers in International Human Resource Management (IHRM) field.

scholarly journals Pengaruh Kompetensi, Motivasi Budaya Organisasional Kinerja Dosen Dimediasi Kepuasan Kerja Pada “ MMTC” Yogyakarta

2021 ◽  
Vol 3 (3) ◽  
pp. 807-813
Author(s):  
Supardi Supardi
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Policy Development ◽  
Employee Performance ◽  
Competence Motivation ◽  
Or Organization

This research is about the influence of competence, motivation and organizational culture on lecturer performance mediated by job satisfaction at "MMTC" Yogyakarta High School. This research needs to be done because performance is a picture of organizational success, not merely the results achieved, also the processes that a person or organization undertakes to achieve its goals. So it is necessary to know how much influence and the direction of the relationship of several factors on the influence of employee performance in an organization, namely competence, motivation, and organizational culture factors that affect lecturer performance through job satisfaction at the "MMTC" Yogyakarta High School, so that it can be input, suggestion and alternative. in human resource management and policy development in improving existing human resource management, especially lecturer performance so that they are ready to compete and excel in their field of study. The subjects of this research are permanent lecturers at the "MMTC" Yogyakarta High School. The results showed that the hypothesis proposed was appropriate to explain that competence, motivation, and organizational culture had a positive and significant effect on the performance of lecturers at "MMTC" Yogyakarta High School. Other results show that competence, motivation, and organizational culture through job satisfaction have a positive and significant effect on the performance of lecturers at "MMTC" Yogyakarta High School.

scholarly journals The Impact of Human Resource Management Practices and Job Satisfaction on Employee Performance in the Ministry of Foreign Affairs of Kuwait

2021 ◽  
Vol 23 (3) ◽  
Author(s):  
Bader Ali Almutairi ◽  
◽  
Khuzama Mohammad Arabiat ◽  
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Direct Effect ◽  
Management Practices ◽  
Employee Performance ◽  
Foreign Affairs ◽  
Human Resource Management Practices ◽  
Positive Direct

The current study aims to examine the human resource management practices and job satisfaction on employee performance and examine the mediating role of job satisfaction in the ministry of foreign affairs of Kuwait. The survey included 212 employees are working in the ministry of foreign affairs of Kuwait. The results of this study indicated that human resource management practices have a positive direct effect on employee performance. Moreover, the results of this study indicated that human resource management practices have a positive direct effect on job satisfaction. The results of this study indicated also that job satisfaction has a positive direct effect on employee performance. Regarding the mediating role, the results indicated that job satisfaction mediated the impact between human resource management practices and employee performance. Organizations should implement human resource management practices to strengthen and boost their future performance. As organizations should increase the level of job satisfaction in order to improve the performance of employees. This study recommended replicated the context of this study in other sectors in Kuwait such as the health care sector, education sector, and private sector.

scholarly journals Effect of Religiosity, Job Stress, And Job Attitude on Performance

2019 ◽  
Vol 15 (1) ◽  
pp. 82-97
Author(s):  
Jasanta Peranginangin ◽  
Rizkia Nevi
Keyword(s):  
Job Stress ◽  
Employee Performance ◽  
Job Attitudes ◽  
The Body ◽  
Performance Theory ◽  
Primary Data ◽  
Strategic Actions ◽  
Body Of Knowledge ◽  
Manufacturing Company ◽  
Job Attitude

This study purposed to find antecedent variables that enhance performance. The object of this research was the manufacturing company in Indonesia. This research employed quantitative method in which there were 115 questionaires spreaded to manufacturing company. Meanwhile, the method used to test the primary data was path analysis. The results of this study indicate that religiosity, job stress, and job attitudes can enhance performance. This research contributes to the development of employee performance theory through the developed model. The results of this study also have implications for managers in taking strategic actions in improving employee performance.This research is very important in developing the business especially in manufacturing company in Indonesia. The most important thing is that this research will contribute to the body of knowledge, especially in human resource management science.

Effect Of Religiosity, Job Stress, And Job Attitude On Performance

2019 ◽  
Vol 15 (1) ◽  
pp. 82
Author(s):  
Jasanta Peranginangin ◽  
Rizkia Nevi
Keyword(s):  
Job Stress ◽  
Employee Performance ◽  
Job Attitudes ◽  
The Body ◽  
Performance Theory ◽  
Primary Data ◽  
Strategic Actions ◽  
Body Of Knowledge ◽  
Manufacturing Company ◽  
Job Attitude

This study purposed to find antecedent variables that enhance performance. The object of this research was the manufacturing company in Indonesia. This research employed quantitative method in which there were 115 questionaires spreaded to manufacturing company. Meanwhile, the method used to test the primary data was path analysis. The results of this study indicate that religiosity, job stress, and job attitudes can enhance performance. This research contributes to the development of employee performance theory through the developed model. The results of this study also have implications for managers in taking strategic actions in improving employee performance.This research is very important in developing the business especially in manufacturing company in Indonesia. The most important thing is that this research will contribute to the body of knowledge, especially in human resource management science.

scholarly journals LEARNING THROUGH TRAINING AND ITS IMPACT ON EMPLOYEE PERFORMANCE; MODERATING ROLE OF JOB SATISFACTION AMONG BANKING SECTOR EMPLOYEES OF PAKISTAN

2014 ◽  
Vol 02 (02) ◽  
pp. 60-70
Author(s):  
Samina Karim ◽  
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Course Design ◽  
Employee Performance ◽  
Learning Experience ◽  
The Body ◽  
Body Of Knowledge ◽  
Effectiveness Of Training ◽  
And Performance

Performance has been largely studied by scholars in the past. Due to ever changing market standards, training sessions have become more important, and now, are more emphasized by the bank’s management. This study identifies the training sessions, conducted by different banks in Pakistan, their impact on job satisfaction, and employee performance. Sample size consists of 119 employees, working at different levels in 6 banks, and data was collected through structured questionnaire. Findings suggest that effectiveness of training is largely dependent on trainer’s quality, course design and learning experience. The results of the study will be helpful for the managers to increase the job satisfaction & performance of employees through training programs. This study, has added its humble contribution, in the body of knowledge, along with other studies conducted by other researchers in the banking sector of Pakistan. There is further need, to explore this area of study, to address job satisfaction and performance in this industry.

An Evaluation of the Adoption of the Integrated Human Resource Information System in Trinidad and Tobago

2016 ◽  
Vol 3 (3) ◽  
pp. 1-17 ◽  
Author(s):  
Charlene M. L. Roach ◽  
Gloria Davis-Cooper
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Trinidad And Tobago ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
The Body ◽  
Policy Makers ◽  
Resource Information ◽  
Body Of Knowledge ◽  
Management Approaches

The study explores factors that contributed to policy adoption of an HRIS in Trinidad and Tobago using the TOE TRIAD Model. It is significant as it contributes to the body of knowledge on innovation adoption in e-government and strategic human resource management approaches. The study is based in the Caribbean and provides insights into initiatives that developing countries are implementing within e-government in public organizations. Major findings indicated that there was a complex interaction of technological, organizational and environmental (TOE) factors which interacted. The confluence of factors produced impacts that were variable, dynamic and unpredictable. This approach in the TT public service brought about significant changes in processes and functions within human resource management. Future trends may continue and this study serves to guide policy makers in evaluating and monitoring how adoption policies are framed and future implications that may be learned as a result of this formative HRIS initiative.

An Evaluation of the Adoption of the Integrated Human Resource Information System in Trinidad and Tobago

2020 ◽  
pp. 515-533
Author(s):  
Charlene M. L. Roach ◽  
Gloria Davis-Cooper
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Trinidad And Tobago ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
The Body ◽  
Policy Makers ◽  
Resource Information ◽  
Body Of Knowledge ◽  
Management Approaches

The study explores factors that contributed to policy adoption of an HRIS in Trinidad and Tobago using the TOE TRIAD Model. It is significant as it contributes to the body of knowledge on innovation adoption in e-government and strategic human resource management approaches. The study is based in the Caribbean and provides insights into initiatives that developing countries are implementing within e-government in public organizations. Major findings indicated that there was a complex interaction of technological, organizational and environmental (TOE) factors which interacted. The confluence of factors produced impacts that were variable, dynamic and unpredictable. This approach in the TT public service brought about significant changes in processes and functions within human resource management. Future trends may continue and this study serves to guide policy makers in evaluating and monitoring how adoption policies are framed and future implications that may be learned as a result of this formative HRIS initiative.

Employee architect’s perception of human resource practices and their job satisfaction

2015 ◽  
Vol 5 (1) ◽  
pp. 89-102 ◽  
Author(s):  
Adedapo Adewunmi Oluwatayo
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Principal Component ◽  
The Body ◽  
Content Type ◽  
Multi Scale ◽  
Hrm Practices ◽  
Body Of Knowledge ◽  
Privately Owned ◽  
Practical Implications

Purpose – There has been little empirical study on employees’ perceptions of Human Resource Management (HRM) practices in the architectural industry, where the employee architects have been described as the assets of the firm, and how these influence their job satisfaction. The purpose of this paper is to investigate the factors that define the perceptions of these employees of the HRM practices and how these perceptions influence their job satisfaction. Design/methodology/approach – A questionnaire survey of employee architects in Lagos, Nigeria was carried out. The respondents were asked to rate their perceptions of HRM practices in their firms. Data were analyzed using mean ranking, principal component analysis, and regression analyses. Findings – The results show that contrary to popular beliefs, most of the respondents were satisfied with their jobs overall, although they were least satisfied with their pay. The factors that predict the satisfaction of the employee architects with various aspects of the job were identified. Research limitations/implications – A major limitation to this study lies in the fact that samples were only taken from employees of privately owned architectural firms in Lagos, Nigeria. Practical implications – The results indicate areas of HRM practices that principals of architecture firms may explore to enhance employee architects’ satisfaction. Originality/value – The study adds to the body of knowledge on employee perception of HRM practices and satisfaction by providing evidence from the architectural industry. This study further contributes to literature satisfaction as a multi-scale item in relation with the employee architects’ demographic and HRM practices.

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