The Effect Of Good Corporate Governance, Work Life Balance, Talent Management And Person Organization Fit On Employee Performance At The Planning, Research And Development Agency Of Bukittinggi City

The purpose of this research journal is to find out how much "The Influence of Good Corporate Governance, Work Life Balance, Talent Management and Person Organization Fit on Employee Performance at the Planning, Research and Development Agency (Bapelitbang) of Bukittinggi City. Methods of collecting data through surveys, interviews, and questionnaires with a sample of 34 respondents.The analytical method used is Multiple Linear Regression Analysis.The results of data analysis concluded, partially there is a positive and significant effect of Good Corporate Governance on Employee Performance. Partially there is a positive and significant effect of work life balance on employee performance. Partially there is a positive and significant influence of Talent Management on Employee Performance. Partially there is a positive and significant effect of Personorganization Fit on Employee Performance. Simultaneously there is a positive and significant influence of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit on Employee Performance. The contribution of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit variables is 0.641 or 64.1% while the remaining 35.9% is influenced by other variables

Learning from work-from-home issues during the COVID-19 pandemic: Balance speaks louder than words

During the 2019 novel coronavirus disease (COVID-19) pandemic, many employees have switched to working from home. Despite the findings of previous research that working from home can improve productivity, the scale, nature, and purpose of those studies are not the same as in the current situation with the COVID-19 pandemic. We studied the effects that three stress relievers of the work-from-home environment–company support, supervisor’s trust in the subordinate, and work-life balance–had on employees’ psychological well-being (stress and happiness), which in turn influenced productivity and engagement in non-work-related activities during working hours. In order to collect honest responses on sensitive questions or negative forms of behavior including stress and non-work-related activities, we adopted the randomized response technique in the survey design to minimize response bias. We collected a total of 500 valid responses and analyzed the results with structural equation modelling. We found that among the three stress relievers, work-life balance was the only significant construct that affected psychological well-being. Stress when working from home promoted non-work-related activities during working hours, whereas happiness improved productivity. Interestingly, non-work-related activities had no significant effect on productivity. The research findings provide evidence that management’s maintenance of a healthy work-life balance for colleagues when they are working from home is important for supporting their psychosocial well-being and in turn upholding their work productivity.

The Influence of Organizational Factors on Registered Nurses’ Work Attitudes in Nigeria

This study examined the influence of competence development, work-life balance, perceived organizational support and organization’s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria’s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson’s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses’ job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention. This study identified the importance of organizational factors in promoting nurses’ job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses' job satisfaction, affective commitment and turnover intention. 

Recommended Approaches

This chapter looks at several approaches to improving teleworking through increased trustworthiness and performance. Any combination of these methods should be beneficial. Some of the methods deal with analyzing LMX and improving its use. One of the ways to do that is to mitigate “distance” in LMX. “Distance” is a disconnect in the work relationship at times that are important. It concerns accomplishments that are crucial to recognition and promotion. Organizations need collective agreements that guide teams and foster shared understanding, collaboration, and innovation. Another valuable approach is an asynchronous one with work characterized by flexibility. Asynchronized working creates a situation where employees work a schedule without fixed hours. This is said to promote constant feedback and deep-thinking by freeing employees to manage necessary contacts with managers and other employees while self-managing their work-life balance in the process. The need for meetings is minimized and, when meetings are necessary, they may be more effective if they allow participant flexibility.

Productivity

As we continue to examine and work to achieve trustworthiness and improved performance, our focus must remain on analyzing telework benefits gained and risks involved. The success factors involved in helping organizations are productivity, employee risk, achievement, and accountability. Combining productivity and improved performance in an analytical undertaking can lead to a complete picture of success or failure. Success relies on achieving the best possible outcome with a minimum of input, and productivity is related in that it is a concentration on the output, or what is produced. Productivity is often activity based to understand the value of inputs, outputs, and return on investments. The authors also examine factors that reduce the stress of performing every day: social distancing, flexibility, enhanced work-life balance, and worker independence. These factors can continue to be employed to lessen the impact of COVID-19-related challenges (or the next crisis) so people can focus on health and safety. Managing these stressors reduces the physical and mental input required to perform.

Varying importance of the work-life balance dimension of career success for Korean accountants: The effects of gender and generation

In this study, we examine the effects of gender, generation, and the interaction between gender and generation on Korean accountants’ perception of career success. With the large survey data collected from 1,000 accountants working in South Korea, we found that Korean female accountants have higher perceived importance of work-life balance dimension of career success than male accountants; and younger generations (Millennials or younger) have higher perceived importance for this dimension than older generations (Generation X or older). No interaction effects between gender and generation were found in relation to the perceived importance of work-life balance dimension of career success. Specifically, female accountants had higher perceived importance of work-life balance than their male counterparts regardless of generation; and while the mean was higher for younger generations the gap between the female accountants’ means and the male accountants’ means of work-life balance dimension has not been reduced. The insignificant interaction effects between gender and generation regarding the perceived level of the work-life balance dimension of career success suggest that, despite the national and organizational efforts in changing the gender discriminating practices, Korean accounting field may still be making a very slow progress in breaking its glass ceiling.

Leisure and Wellness Perceptions of Tourism Workers in Work-Life Balance

In this study, the concepts related to leisure and wellness perceptions will be discussed in order to provide the work-life balance of tourism workers. With a descriptive analysis, it will be discussed how leisure time evaluation and wellness perception contribute to the work-life balance of tourism employees as strategies to cope with work and non-work problems. The fact that the work-life balance of tourism employees is at an optimum level is of great importance for the tourism industry where business factor and service quality are critical. Factors such as uncertainty environment, low labor morale, and high turnover rate constitute the general business life characteristics of tourism employees. As a result, the effect of leisure and wellness perceptions of tourism employees on coping with these factors and establishing work-life balance will be discussed in the light of related literature.

Work-Life Balance Challenges

Within an ever-changing, digitalized world, the working methods have vastly changed over the last few decades. If the effects of a contemporary event such as COVID-19—the global pandemic started in the Hubei region of China at the end of December 2019—are considered, the changes have reached beyond just the practical logistics of working and crossed otherwise untouched social and emotional barriers. As a result of the pandemic, new working ways on an international level have become considerably more prominent. With the post-modern paradigm, organizations have focused on their employees and see them as stakeholders and developed a set of policies and standards under the guise of “an employee-friendly organization.” This chapter sheds light on strategies on how to maintain work-life balance in a virtual environment of remote work, new regulations, and the gaining importance of employee satisfaction, ensuring remote employees feel cared for, valued, and included.