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Artículos de revistas sobre el tema "Employees"

Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 25 de julio de 2025

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1

Ganesha Ade Kusumawardhani and Teguh Purwanto. "PENGARUH PENERAPAM SISTEM INFORMASI AKUNTANSI TERHADAP KINERJA KARYAWAN DENGAN INTEGRITAS KARYAWAN SEBAGAI VARIABEL PEMODERASI PADA CV PRAKARSA BUANA SENTOSA." Journal of Sustainability Bussiness Research (JSBR) 1, no. 1 (2020): 275–80. http://dx.doi.org/10.36456/jsbr.v1i1.2996.

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This observation has the intention to test and unserstand the evidence of wheather the employee’s performance is influenced by the accounting information system, the accounting information system is influenced by employee integrity, whether the employee’s performance on CV Prakarsa Buana Sentosa is influenced by employee integrity so that it can strengthen the effects of accounting information systems simultaneously. In this study used 41 employee specimens utilizing slovin theory. The measurement scale uses a likert scale. The translation method in this observation uses validity, reliability,
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2

Lutsenko, O. Ye. "Legal regulation of employee privacy in the United States of America." Analytical and Comparative Jurisprudence, no. 1 (May 29, 2023): 254–58. http://dx.doi.org/10.24144/2788-6018.2023.01.40.

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Current labour legislation does not contain prescriptions that would guarantee employees the right to privacy, but such legal regulation has long existed abroad, which can be valuable for Ukraine in order to accumulate the best global experience in ensuring the protection of employee privacy.
 In the US, employee privacy encompasses two aspects: first, the employee's right not to disclose personal information to his employer, and second, the employee's right to personal autonomy, or so to speak, sovereignty in certain life decisions. In many important aspects, these two forms of privacy a
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3

Hamid, Mahmud, and Asma Ul Hosna. "Employee’s Sustainable Performance Process: Developing a Model for Sustaining Employees performance by Managing Age Diversity." International Journal of Entrepreneurial Research 4, no. 2 (2021): 42–47. http://dx.doi.org/10.31580/ijer.v4i2.2071.

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Sustaining employees performance is a critical process. Employee sustainability is crucial for achieving organizational sustainability. For an organization, it's important to understand the individual employees perspective based on their age differences. Needs and resources are different for young employees and old employees. This paper proposes a model of sustaining employees performance of diverse age groups of employees by considering individual employee’s based on Herzberg two factor theory, the motivational theory of lifespan development, and transformational leadership theory. This is a
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Nazia Malik, Niaz Ahmad, and Samavia Tariq. "Impact of Monetary Rewards and Non-Monetary Rewards on Employee Motivation: A Research Study on Directorate General of Immigration & Passports." Journal for Social Science Archives 3, no. 1 (2025): 1067–75. https://doi.org/10.59075/jssa.v3i1.188.

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The research aims to check the impact of monetary and non-monetary rewards on employees’ motivation with special reference to the Directorate General of Immigration & Passports. Rewards motivate the employees to perform better for the organization's success and increase motivation. This research is aimed at investigating through questionnaires whether the presence or the absence of rewards can contribute to employees’ motivation. It was a quantitative study because data was collected through questionnaires from the Directorate General of Immigration & Passports employees. Convenience s
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Breskienė, Ineta. "Employee Surveillance Using Algorithmic Management Based on Artificial Intelligence Systems." Teisė 133 (January 9, 2025): 103–17. https://doi.org/10.15388/teise.2024.133.7.

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The article analyses the legal regulation of employee surveillance managed by employers carried on algorithmic management based on artificial intelligence systems. Employers observe employees and their work so that to smoothly organize work processes at workplaces, ensure efficient use of resources, and manage risks. Through the process of surveillance, personal data of employees are collected, which are later analysed; hence, employees may experience direct legal consequences (for example, termination of employment, violations of work duties, adjusted wages, etc.). Algorithmic management base
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6

BIN FAUZAN, MUHAMAD FIKRI. "A STUDY ON EFFECT OF LEADERSHIP STYLES ON EMPLOYEES PERFORMANCE IN LOCAL COURIER COMPANY: THE CASE OF “POS LAJU” IN Malaysia." Journal of Public Value and Administration Insights 1, no. 1 (2018): 14–20. http://dx.doi.org/10.31580/jpvai.v1i1.138.

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Leadership ability have a great impact in organization where it need an effective approach in managing the employee. In courier service company, the excellent of a company is based on the act of a leader where the interactions between employers and employees will determine the direction whether the company will achieve the organization goal or otherwise. This study presents a capable visionary leader influence on employee’s performance where the analysis for the employee’s performance was conducted to measure the affection on visionary styles. To perform this task Statistical Package for S
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7

Lakshmi, J., and G. R. Archana. "To Study on “Assessing the Impact of Hybrid Work Versus On-site Work Mode” with Respect to Employees." Shanlax International Journal of Arts, Science and Humanities 12, S2-July (2024): 32–41. http://dx.doi.org/10.34293/sijash.v12is2-july.7981.

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During the covid and after the covid, the emerge of remote work and hybrid model, changed most of the employee’s interest. Now, recent years the employers want their employees back to office, the switching towards hybrid work and traditional office-based work seriously impacted employees in different ways. This study to assess the impact of hybrid work versus On-site work, within a single IT company employee. By focusing on the company employees, this study tries to find in-depth comprehension, of how well these models of work affect the productivity of employees, work-life balance, Job Satisf
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8

Hanani, Fara Sofia, Galuh Juniarto, and Suparmi Suparmi. "The Role of Knowledge Sharing, Employee Competency, and Employee Empowerment to Improve Employee Performance." Untag Business and Accounting Review 3, no. 1 (2024): 31. http://dx.doi.org/10.56444/ubar.v3i1.4935.

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<p>The public still complains about the performance of employees in Demak District, Demak Regency. Based on the research gap in previous research, this study aims to empirically test the role of knowledge sharing, employee competency, and employee empowerment to improve the employee's performance. The sample used in this research was 52 employees of Demak District, Central Java, taken using the census. The data was collected through questionnaires and data analysis using SPSS 25, including validity, reliability, classical assumption tests, multiple linear regression, t-test, F-test, and
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9

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19
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10

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1
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11

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19
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12

Gusarov, S. M., and K. Yu Melnyk. "Protection of personal data of the employee." Law and Safety 89, no. 2 (2023): 133–44. http://dx.doi.org/10.32631/pb.2023.2.12.

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The article draws attention to the fact that today, in the conditions of a developed information environment, the wide spread and use of various information technologies and systems, the maintenance of automated databases, on the one hand, significantly simplifies the provision and use of information, on the other hand, the risk of illegal interference in personal data increases and family life of a person and misuse of his personal data.
 The entry into employment is preceded by the work of the employer’s personnel service on personnel selection, within which personal information is rece
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13

Gardner, Timothy M., Jason Stansbury, and David Hart. "The Ethics of Lateral Hiring." Business Ethics Quarterly 20, no. 3 (2010): 341–69. http://dx.doi.org/10.5840/beq201020326.

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ABSTRACT:Lateral hiring is the intentional action of one employer to identify, solicit, and hire an individual or group of employees currently employed by another firm, a practice often pejoratively labeled “poaching.” We use the method of critical genealogy to demonstrate that the norms that discourage lateral hiring are constructions used by powerful employers to control the turnover of their employees, making them subjects of their employer’s power rather than free and autonomous people in their own right. We suggest instead that ethical responsibility for entertaining or rejecting lateral
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14

Köklü, Fahrettin. "Eğitim Yönetiminde İşten Ayrılma Niyetine Etki Eden Faktörlerin İncelenmesi." International Journal of Social Sciences 7, no. 30 (2023): 15–26. http://dx.doi.org/10.52096/usbd.7.30.02.

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The aim of this study is to examine the factors affecting the intention to quit work in education management. Job satisfaction refers to how satisfied employees are with their jobs. Job satisfaction is a factor that has a direct impact on employees' motivation, performance, loyalty and attitudes at work. Therefore, job satisfaction is important for both employees and employers. Workplaces that provide job satisfaction retain employees and provide loyalty to the job. Job satisfaction is related to employees' thoughts, feelings and expectations about their jobs. The level of job satisfaction dep
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15

Smith, Kaye, Lynne Webber, Joe Graffam, and Carlene Wilson. "Employer satisfaction with employees with a disability: Comparisons with other employees." Journal of Vocational Rehabilitation 21, no. 2 (2004): 61–69. http://dx.doi.org/10.3233/jvr-2004-00253.

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This paper is based on survey responses from 656 employers who had employed someone with a disability using support from disability employment agencies. Differences in employers' ratings of employees with and without a disability in relation to employer satisfaction and work performance are outlined. Employers were found to be less satisfied with their employee with a disability than with other employees; determinants of employer satisfaction differed between the two employee groups; and employers were predisposed to be more satisfied with employees with a disability than with other employees
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16

Ng, Xin Le, Sang Long Choi, and Khairiah Soehod. "The Effects of Servant Leadership on Employee’s Job Withdrawal Intention." Asian Social Science 12, no. 2 (2016): 99. http://dx.doi.org/10.5539/ass.v12n2p99.

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<p>This study employed survey research to investigate the effects of servant leadership on employee job withdrawal intention. Employees are valuable assets to organization. Leaders are important to decrease employee's job withdrawal intention. Servant leadership style is important to build a good relationship with their employees. Respondents consist of employees that work at small medium enterprises in Johor Bahru, Malaysia. Using questionnaires to collect data and AMOS to analyze data. The results reveal a negative relationship between servant leadership and employee’s job withdrawal i
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17

Beadle, Carson E. "Taxing Employee Benefits: The Impact on Employers and Employees." Compensation Review 17, no. 2 (1985): 12–19. http://dx.doi.org/10.1177/088636878501700202.

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18

Eissenstat, SunHee Jang, and Yunsoo Lee. "Understanding organizational citizenship behavior: the counselor’s role." International Journal of Workplace Health Management 10, no. 6 (2017): 491–507. http://dx.doi.org/10.1108/ijwhm-05-2017-0030.

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Purpose The purpose of this paper is to study organizational citizenship behavior (OCB) as a variable to bridge employer’s and employee’s needs from employee counseling. This study examined the relationship between meaningful work, job satisfaction, and OCB and how their positive associations can be enhanced. The role of counselors was discussed, too. Design/methodology/approach A moderated mediation model was suggested with the mediation model of meaningful work, job satisfaction, and OCB and the moderator, work time flexibility. Intervention was implemented with the goal of increasing employ
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19

Balakrishnan, Ramji, Geoffrey B. Sprinkle, and Michael G. Williamson. "Contracting Benefits of Corporate Giving: An Experimental Investigation." Accounting Review 86, no. 6 (2011): 1887–907. http://dx.doi.org/10.2308/accr-10127.

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ABSTRACT We use a laboratory experiment to examine whether corporate giving to charity motivates employees. We find a strong altruism effect. Even when employees cannot be remunerated for their actions, employee contributions to employers significantly increase as the level of corporate giving increases. We also find a signaling effect. When employees can be remunerated for their actions, employee contributions initially increase as the level of corporate giving increases. Thus, even though corporate giving to charity decreases the amount that can be shared between employees and employers, emp
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20

A, ESTHER ZIONIA, and SATHYAPRIYA J. "Organizational Climate As Bedrock For Talent Retention." Restaurant Business 118, no. 5 (2019): 132–42. http://dx.doi.org/10.26643/rb.v118i5.7998.

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India’s growth rate has been increasing in this global economy. Organization plays a major role in it. Every organization has some unique climate to satisfy the employees and to retain them. Organizational climate is considered a molar concept. In this highly competitive world, Employees are expecting management support and a friendly atmosphere in order to continue their career in their respective organization. Back in the year of 1930’s organization climate is a synonym for the corporate environment. Whenever employees feel they are not satisfied with the job and the climate of an organizati
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21

MacAlister, E. "Does an employee assistance programme benefit employers and employees alike?" Occupational Medicine 49, no. 7 (1999): 465–66. http://dx.doi.org/10.1093/occmed/49.7.465.

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22

Chaturvedi, Neha, and Pawan Kumar Chand. "Worrywarts of Employees in the Information Technology Sector of India." ECS Transactions 107, no. 1 (2022): 9543–44. http://dx.doi.org/10.1149/10701.9543ecst.

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The health of employees in the organization has been a researchable topic for a long time, and there is strong evidence that the workplace environment can have a significant impact on employee health. As a result, employee worrywart has become a major concern of IT organizations. The present study focuses on worrywarts of employees in Information Technology sector of India. India's IT companies, which have been backbone of the economy, are going to lose business due to worrywarts of employees. The study concludes the reason behind the worrywarts in employees of IT sector. The study has been fo
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23

Maimela, Charles. "The Reasonable Accommodation of Employees with Cancer and their Right to Privacy in the Workplace." Potchefstroom Electronic Law Journal 21 (August 30, 2018): 1–31. http://dx.doi.org/10.17159/1727-3781/2018/v21i0a1703.

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The duty of employers to reasonably accommodate employees living with disabilities is fundamental and is invoked on a daily basis in response to various health conditions which employees experience, such as cancer. While executing this fundamental duty, employers must be mindful of other rights which employees have, such as the right to privacy. Employers run the risk of violating the employees' right to privacy in the process of accommodating them if the employer discloses confidential medical information which must be used only for the purpose of making accommodations for the employee concer
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24

Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion
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Dr., Sangita Gorde. "Role of Psychological Contract in Organizational Development." International Journal of Engineering and Management Research 9, no. 5 (2019): 60–64. https://doi.org/10.31033/ijemr.9.5.10.

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This study deals with Psychological Contract between employers and employees. Employers are always interested organizational in growth, whereas employees are interested in their own welfare and job satisfaction. Satisfied and motivated employees always contribute more to the organization. This study highlighted some areas, which gives satisfaction to the employees, like; fair payment, welfare facilities, recognition, promotion and attention. Work environment in the organization is also very important to create positive attitude of the employees. Equal treatment to all employee present humaniti
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26

Zhao, Jie, Dongyang Wang, and XiaoFai Gao. "The curvilinear relation between coworker knowledge hiding and employee job crafting." Social Behavior and Personality: an international journal 51, no. 11 (2023): 1–12. http://dx.doi.org/10.2224/sbp.12718.

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Drawing on relative deprivation theory, we explored the mechanism for the influence of coworker knowledge hiding on employee job crafting and the moderating role of supervisor developmental feedback from the perspective of status competition. Thus, we tested the tripartite interpersonal interactions among knowledge-hiding individuals, knowledge-seeking employees, and supervisors. We conducted a two-wave time-lagged study on 354 employees who worked for Chinese owned and operated companies in China. We found that there was an inverted U-shaped relationship between coworker knowledge hiding and
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27

Tahir, Muhammad. "ANALYSIS OF REWARD PRACTICES AND THEIR INFLUENCE ON EMPLOYEE ENGAGEMENT AMONG SOFTWARE DEVELOPMENT FIRMS IN PAKISTAN." International Journal of Management & Entrepreneurship Research 1, no. 3 (2020): 140–50. http://dx.doi.org/10.51594/ijmer.v1i3.19.

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The current study is based on investigation of current reward practices of the software development firms in Pakistan, employee’s preference for different type of reward offered, and influence of reward practices on employee’s work engagement. The design of the study is cross-sectional and explanatory, and it is based on quantitative approach and survey method. Primary data is collected from staff of 10 selected software development firms located in the city of Islamabad (n=160). Our results indicate that in monetary reward category, employees prefer reward such as enough payments, overtime pa
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Phungula, Simphiwe P. "Notes: Breathalyser and Laboratory Blood Samples as Evidence for Dismissal: A Critical Analysis of Samancor Chrome Ltd (Western Chrome Mines) v Willemse & others (2023) 44 ILJ 2013 (LC)." Industrial Law Journal 44, no. 4 (2023): 2151–61. http://dx.doi.org/10.47348/ilj/v44/i4a4.

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To discourage the existence of alcohol in the workplace, employers develop policies that provide for the dismissal of employees found with alcohol in their bloodstream. Some employers set the bar higher by adopting an approach that allows the employer to dismiss the employee for the mere presence of alcohol in an employee’s bloodstream. This raises several issues, focused on in this note, including, inter alia, the extent to which breathalyser results may be legally challenged; the reasonableness of policies determining the level of accepted alcohol limits in an employee’s bloodstream; as well
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Aramide Arinola, Kuforiji, and Oikhala Gabriel Izokpu. "The Effects of Employees’ Assistance Programme on Good Governance in Nigeria." Journal of Governance and Public Affairs 2, no. 1 (2025): 62–80. https://doi.org/10.22437/x5kjwb33.

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Employers and employees have goals for their working relationship; most times monetary reward is insufficient to earn employee’s affective commitment. This study therefore examines the utilisation, effectiveness, and impact of Employee Assistance Programs (EAPs) on compensation, employee wellness and job satisfaction within selected organisations using Lagos State, Nigeria as case study. Using a cross-sectional survey design, data from 150 employees across various sectors were analysed. Findings revealed that there is limited awareness and utilisation of EAPs with significant variations across
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Pimentel, Duarte, and Raquel Rodrigues. "Employee Silence and Entrepreneurial Orientation in Small and Medium-Sized Family Firms." European Journal of Family Business 12, no. 1 (2022): 39–50. http://dx.doi.org/10.24310/ejfbejfb.vi.13536.

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This paper aims to assess differences between employees of family and non-family firms regarding their levels of employee silence and their perceptions of the company’s entrepreneurial orientation. Moreover, focusing on family firms, we assess the relationship between the levels of employees’ silence and their perceptions of the firm’s entrepreneurial orientation. The empirical evidence is provided by a sample of 245 Portuguese employees, 117 employees of family firms, and 128 of non-family firms, who responded to a questionnaire that included employee silence and entrepreneurial orientation m
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31

Urdarević, Bojan, and Aleksandar Antić. "The possibility of electronic delivery of acts related to exercising empoyees' rights and undertaking work-related obligations." Zbornik radova Pravnog fakulteta Nis 60, no. 91 (2021): 177–90. http://dx.doi.org/10.5937/zrpfn0-32485.

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In this paper, the authors tackle the issues related to the electronic delivery of acts related to exercising employees' rights and undertaking work-related obligations. The consideration is accompanied by an appropriate comparative law analysis. Emanating from mutual relations between the employer and the employee, the acts related to employees' rights and obligations are most often rescripts by which the employer decides on the employee's rights and obligations, but they also include written submissions that constitute official communication between the employee and the employer (such as req
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Grublienė, Violeta, and Audronė Urbonaitė. "Organizational culture strengthening and employee motivation improvement." Management Theory and Studies for Rural Business and Infrastructure Development 36, no. 3 (2014): 507–15. http://dx.doi.org/10.15544/mts.2014.047.

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Increasing competition as well as drastic and rapid changes within the market encourage the organizations to shift their focus to efficient operation at minimal expense. Organizations willing to become successful need to inspire their employees to work responsibility, demonstrate initiative and actively participate. The objective of this research is to identify the correlating factors of organizational culture and employee‘s motivation and anticipate the actions aimed at organizational culture strengthening and employee motivation improvement. To achieve this objective sources of scientific li
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Alam, Mohammad Jahangir. "An Analysis of Demographic Factors that determine Employee Engagement in the Workplace: A Case Study of the RMG Industry of Bangladesh." American Journal of Multidisciplinary Research and Innovation 2, no. 2 (2023): 64–71. http://dx.doi.org/10.54536/ajmri.v2i2.1356.

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As a labor-intensive and man-machine integrated manufacturing industry, the level of employee engagement in the industry is a big concern that has created a long-term adverse effect on both employers and employees to a large extent. Hence, this study has examined how the demographic factors of employees in this industry affect the engagement level of employees in the context of Bangladesh. Following the multistage sampling method, data was collected from 280 employees working in this industry and analyzed accordingly with the application statistical tool ANOVA and independent t-test. The resul
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Alam, Mohammad Jahangir. "An Analysis of Demographic Factors that determine Employee Engagement in the Workplace: A Case Study of the RMG Industry of Bangladesh." American Journal of Multidisciplinary Research and Innovation 2, no. 2 (2023): 64–71. https://doi.org/10.54536/ajmri.v2i2.1356.

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As a labor-intensive and man-machine integrated manufacturing industry, the level of employee engagement in the industry is a big concern that has created a long-term adverse effect on both employers and employees to a large extent. Hence, this study has examined how the demographic factors of employees in this industry affect the engagement level of employees in the context of Bangladesh. Following the multistage sampling method, data was collected from 280 employees working in this industry and analyzed accordingly with the application statistical tool ANOVA and independent t-test. The resul
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35

Del Punta, Riccardo. "Social Media and Workers’ Rights: What Is at Stake?" International Journal of Comparative Labour Law and Industrial Relations 35, Issue 1 (2019): 79–100. http://dx.doi.org/10.54648/ijcl2019004.

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This article addresses the way in which the growing use of social media is changing the employment relationship. Technology has given rise to a huge increase in the amount of information about employees available to employers, while allowing them to engage in invasive monitoring of employee access to the internet and social media. This highlights the importance of regulatory techniques, as employees have become more exposed to monitoring by the employer and potentially to discrimination. In certain cases, the employee’s freedom of expression is at risk. To counteract these tendencies, privacy
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Indrawati, Ida Ayu Agung Ngurah. "PENGARUH MOTIVASI DAN KEPUASAN KERJA KARYAWAN TERHADAP KINERJA KARYAWAN HOTEL DI KAWASAN LOVINA, KABUPATEN BULELENG." Jurnal Ilmiah Hospitality Management 7, no. 1 (2018): 59–64. http://dx.doi.org/10.22334/jihm.v7i1.36.

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Employee satisfaction totally cannot be separated from the fact that employee satisfaction can be achieved when all goals can be fulfilled in performing the duties. Motivation of employees in an organization can be considered either simple or complex problem since humans are basically easy to get motivated by giving what to be desire. The purpose of this study was to identify the effect of work motivation upon employee performance in star-hotels in the area of Lovina, Buleleng and identify the effect of job satisfaction on employee performance in star hotels in the area of Lovina, Buleleng.Thi
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Cholil, Saifur Rohman. "SISTEM PENDUKUNG KEPUTUSAN PERPANJANGAN KONTRAK KERJA KARYAWAN PADA PT. TELKOM AKSES REG IV MENGGUNAKAN METODE ORESTE." JATISI (Jurnal Teknik Informatika dan Sistem Informasi) 8, no. 2 (2021): 970–79. http://dx.doi.org/10.35957/jatisi.v8i2.340.

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PT Telkom Akses has fairly many employees, some of these employees still have status as contract employees, The employee's employment contract lasts for one year and then at the end of each period of the employee's contract there will be a performance evaluation which includes several criteria to determine whether the employee gets a contract extension or not. The number of employees of PT Telkom Akses with the status of contract employees is not small and the assessment process that is still manual becomes an obstacle in the assessment process because it is difficult and requires a lot of tim
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Rahim, Ramita Abdul, Noor Azrin Mohammad Nasir, Marlita Mat Yusof, and Nor Lela Ahmad. "Reward and Employee's Creativity: Case of Manufacturing Organization." Global Journal of Business and Social Science Review (GJBSSR) Vol. 1(4) 2013 1, no. 4 (2013): 10–17. http://dx.doi.org/10.35609/gjbssr.2013.1.4(2).

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Objective - The main objective of this study is to investigatestrategic reward systems that are intrinsic and extrinsic reward for employees. The rewards address four areas that consist of compensation, benefits, recognition and appreciation. This study discussed whether the reward system gives more benefit to the organization and employees such as improving the employee level of creativity or vice versa. Methodology/Technique - This study is a correlational study where the researchers examined the relationship between reward system and employee's creativity among administrative support person
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39

Ford, Janet, and Marilyn Wilson. "Employers, Employees and Debt." Employee Relations 15, no. 6 (1993): 21–36. http://dx.doi.org/10.1108/01425459310047348.

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40

Arwab, Mohd, Jamal Abdul Nasir Ansari, Mohd Azhar, and Mohd Ashraf Ali. "Exploring the influence of training and development on employee’s performance: Empirical evidence from the Indian tourism industry." Management Science Letters 12, no. 2 (2022): 89–100. http://dx.doi.org/10.5267/j.msl.2021.10.004.

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The aim of this paper is to explore the influence of training and development on employee’s performance through different dimensions. Moreover, this study proposes a model in the area of human resource development to be used for testing and improving the performance of employees in the Indian travel and tourism sector. An integrated model was developed highlighting the relationship between the training and development and employee performance. Using the sample of 146 employees, structural equation modelling (SEM) was employed to validate the hypothesized relationship by evaluating the response
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41

Gunawan, Hari, and Yetty Dwi Lestari. "Tracing Success Path: How Individual Agility Influences In-Role Performance and Employability Levels." RSF Conference Series: Business, Management and Social Sciences 4, no. 1 (2024): 194–200. http://dx.doi.org/10.31098/bmss.v4i1.880.

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This study examines the influence of individual agility on in-role performance and employability and examines how employability affects in-role performance. Individual agility, which includes employees’ ability to adapt quickly, learn new things, and respond effectively to change, is considered a key factor in improving job performance and employee attractiveness in the job market. Data were collected through a survey conducted directly with village employees in Gayungan District, Surabaya. A total of 64 employees participated in this study. The collected data were then analyzed using SEM-PLS
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42

Logahan, Jerry, Synthia Atas Sari, and Dian Marisa. "Analisis Pengaruh Kemampuan, Usaha dan Dukungan Perusahaan terhadap Kinerja Karyawan pada CV Sandang Gloria Konveksindo." Binus Business Review 3, no. 1 (2012): 311. http://dx.doi.org/10.21512/bbr.v3i1.1320.

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Clothing Konveksindo CV Gloria is a trading company engaged in the sale of products and clothing items. Therefore, the performance of employees is very important in achieving that goal. The purpose of this study was to analyze the influence of ability, effort, and support the company towards the employee's performance CV Gloria Konveksindo Clothing. The method of analysis used in this study is descriptive, Pearson Regression, and Multiple Regression. Data obtained from the appraisal of employee performance by filling in the questionnaire that has been provided by using a Likert scale that is u
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43

Abraham, Steven. "Benefits of providing Weingarten rights for nonunion employees." Strategic HR Review 15, no. 6 (2016): 267–70. http://dx.doi.org/10.1108/shr-07-2016-0063.

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Purpose Unionized employees have the legal right to bring a union representative with them into an investigatory interview if they request it (“Weingarten rights”). This study aims to demonstrate that employers should allow nonunion employees the right to have a co-employee accompany them in a similar type of interview, if the employees make that request. Design/methodology/approach Not applicable. Findings There will be two benefits to allowing nonunion employees the right to bring a co-employee into an investigatory interview with them. First, this will be a form of organizational justice, a
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44

Macovei, Tatiana. "Dismissal of employees due to reduction of the number or state of staff." Studia Universitatis Moldaviae. Seria Stiinte Sociale, no. 3 (June 2023): 76–81. http://dx.doi.org/10.59295/sum3(163)2023_09.

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The dismissal of employees reprezents the termination of individual employment contracts at the initiative of the employers. Dismisssal of employees is allowed only in the cases strictly provided by lae, the eployer not havind the roght to establish additional cases of dismissal of employees through normatice acts at unit level. The economics crisis iften causes employers ti lay off employees duet o a reduction in the number or staffing levels. In these cases of employee dismissal, the employer is obligated ti comply with a series of legal conditions, mbeing the mostcomplex procedure for emplo
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45

Zakaria, Noorul Huda, Muhazita Alias, and Norhamimah Rani. "EMPLOYEE’S PRODUCTIVITY: THE MOST DOMINANT FACTORS." International Journal of Entrepreneurship and Management Practices 3, no. 9 (2020): 01–13. http://dx.doi.org/10.35631/ijemp.39001.

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An employee is the most important element in the success of a company. In order to achieve the optimum productivity of goods or services, the underlying factors of employee performance are very crucial to be identified. Employers should provide a conducive working environment to ensure that the employees can perform well and satisfactorily towards the success of the company. This paper, therefore, was conducted to determine the most influencing factor of employee’s productivity. The aim is also to investigate the relationship between employee’s productivity and three identified factors which a
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Annuar, Sarina, Halimah Mohd Yusof, and Nerisha Sarah Nur Malek. "The Relationship Between Leadership Style and Employee Psychological Well-Being at a Palm Oil Estate in Tawau, Sabah." Sains Humanika 15, no. 3 (2023): 1–9. http://dx.doi.org/10.11113/sh.v15n3.1961.

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Strong leadership is the true cornerstone of an organisation and the backbone of a business. It has been suggested that the key role in ensuring success in the organisation and maintaining good psychological well-being is shared among employers and employees. Provision visualized that for maintaining a good psychological well-being among employees were shared between employers and employees the key in ensuring the success of maintaining good psychological well-being in the organisation. Hence, this study aims to explore the relationship between leadership style and employee psychological well-
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Jazid, Jazid. "TINJAUAN PENERAPAN AKUNTANSI MANFAAT KARYAWAN." EKUITAS (Jurnal Ekonomi dan Keuangan) 9, no. 2 (2007): 265. http://dx.doi.org/10.24034/j25485024.y2005.v9.i2.2381.

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Accountancy of employees benefit arranges confession; measurement and reporting of obligation (or assets) of post employee benefit. Next, burden of employees benefit was allocated to during year of service employees. To reach best estimate in measurement of employees benefit obligation (at the time of terminating year of service employees) and converting to present value was needed an assumption actuarial. The practice of this accountancy is visible at existence of confession and reporting of obligation (or assets) of employee’s benefit in financial position report, and burden of employee’s be
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Jazid, Jazid. "TINJAUAN PENERAPAN AKUNTANSI MANFAAT KARYAWAN." EKUITAS (Jurnal Ekonomi dan Keuangan) 9, no. 2 (2018): 265–87. http://dx.doi.org/10.24034/j25485024.y2005.v9.i2.330.

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Accountancy of employees benefit arranges confession; measurement and reporting of obligation (or assets) of post employee benefit. Next, burden of employees benefit was allocated to during year of service employees. To reach best estimate in measurement of employees benefit obligation (at the time of terminating year of service employees) and converting to present value was needed an assumption actuarial. The practice of this accountancy is visible at existence of confession and reporting of obligation (or assets) of employee’s benefit in financial position report, and burden of employee’s be
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49

Combs, Gwendolyn, and Andrew Davis. "Employee Resource Groups (ERGs) at the Interface of Employees and Employers." Academy of Management Proceedings 2017, no. 1 (2017): 13966. http://dx.doi.org/10.5465/ambpp.2017.13966symposium.

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50

Bordinat, Lisa. "New Types of Employee Assessments Offer Opportunities for Employers and Employees." Employment Relations Today 41, no. 2 (2014): 11–16. http://dx.doi.org/10.1002/ert.21448.

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