• The Journal of Asian Finance, Economics and Business
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• v.9 no.7
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• pp.145-152
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• 2022

The purpose of this study is to assess the impact of the principal's democratic leadership style, teacher competency, work discipline, and work environment on teacher performance during the pandemic. Using the proportional random sampling strategy, a sample of 468 respondents consisted of kindergarten teachers, elementary school teachers, junior high school teachers, junior high school teachers, and high school/vocational school teachers. The study revealed that the principal's democratic leadership style, teacher competence, work discipline, and work environment substantially impact teacher performance. However, the principal's democratic leadership style does not affect teacher performance, whereas teacher competence, work discipline, and work environment have a minor impact on teacher performance. Furthermore, during the COVID-19 pandemic, work discipline is the most critical variable influencing teacher performance. The findings of this study suggest that the principal's democratic leadership style, teacher competence, work discipline, and work environment have a positive impact on teacher performance during the pandemic. During the COVID-19 pandemic, work discipline is the most important variable influencing teacher performance. Considering that democratic leadership has no effect on teacher performance and that this leadership style is widely used by school principals in the world of education, it is assumed that there is no effect on teacher performance.

• Korean Journal of Human Ecology
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• v.13 no.6
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• pp.917-926
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• 2004

This study examines the effects of consumer counseling education on the work performance and work satisfaction of consumer counselors, controlling the effects of other variables. The results of this study is as below: First, approximately 70% of consumer counselors have not had any education pertinent to their work. The level of work performance was highest in listening to customers' complaints, and then consistence of counseling work and explanation for counseling were next. Professionality was the last in order. Second, consumer counseling education did not affect the work performance. Instead, the number of counselors and work experience, along with whether the counselor majored in consumer studies, were more likely to increase the performance. Finally, educating counseling skills did not affect the level of work satisfaction. Instead, the work performance affected the level of work satisfaction. The number of workers and income were positively related with the level of work satisfaction.

• Human Ecology Research
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• v.53 no.4
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• pp.351-362
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• 2015

This study examined differences in counseling work and work performance in a firm by the individual characteristics of counselors. This study also investigated the effects of consumer counselor's reaction and stress from counseling work on counselor satisfaction in regards to counseling work and work performance. The results of this study are as follows. First, consumer counselor's work satisfaction was high for female counselors, university-educated, with middle or high status occupations, had short work years, had a higher tendency towards consumerism, worked in a counseling department with an active reaction policy towards consumer complaints, and had a lower level. Second, the work performance of a counselor was high for those who were older, university-educated, had short work years, worked in large-size counseling departments in a firm, had a higher tendency of consumerism, and worked in counseling departments with active reaction policies toward consumer and consumer's complaints. Third, consumer counselor's work stress effected work satisfaction but did not influence work performance. The counselor's reaction towards consumer's complaints influenced the work performance but did not influence the work satisfaction of a counselor.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1065-1077
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• 2021

Directorate of Traffic of the Regional Police D.I. Yogyakarta as part of the Indonesian Republic Police (Polri) institution also experiences problems related to the performance of police members as well as the Polri institution in general. The problems which relate to the police performance are influenced by various factors such as low compensation and as a result low motivation in the work environment of Directorate of Traffic of the Regional Police D.I. Yogyakarta. Therefore, the objective of this study is to empirically test and prove the effect of the work environment and compensation on work motivation and police performance of Directorate of Traffic of the Regional Police D.I. Yogyakarta, Indonesia. This study used a survey method for collecting data. By using proportional stratified random sampling, 143 members of Directorate of Traffic of the Regional Police D.I. Yogyakarta were selected as the respondents. The results of this study indicate that work environment has a positive effect on work motivation, police performance as well as compensation on work motivation and police performance. In addition, work motivation has a positive effect on police performance. Thus, this study concludes that work motivation mediates the effect of work environment and compensation on police performance.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.515-527
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• 2003

Purpose: The purpose of this study was to examine the work stress and nursing performance of clinical nurses' and to identify relationship between work stress and nursing performance. Method: This descriptive study queried 316 clinical nurses, selected by convenient sampling from four hospitals. Demographic characteristics, work stress and Nursing performance were measured. Descriptive statistics, t-test, ANOVA were performed to identify relationship between work stress and nursing performance on SPSS WIN 10.0. Result: The study subjects reported that the younger they were, the higher work stress they experienced and the lower nursing performance they behaviored. Also, the longer they worked as a nurse, the lower work stress they experienced and the higher nursing performance they hehaviored. The nurses working at ICU experienced more work stress. The nurses working at pediatric ward reported higher nursing performance. The married nurses' nursing performance was higher than unmarried nurses'. There was significant negative correlation between work stress and nursing performance among nurses. Conclusion: These results suggest that the nurse who experience higher work stress couldn't perform optimistic leveled nursing performance. Strategic planning for nursing administer and avoidance of work stress were discussed.

• International conference on construction engineering and project management
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• 2009.05a
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• pp.738-746
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• 2009

The purpose of this study is to develop the web-based system for work performance analysis(WPAS). The need of work performance analysis system has already been suggested in many previous researches on the computerization of the performance measurement in the construction site by using the indicators such as time, cost and quality. However, they had focused on measuring or analyzing the result when the project would be over. The WPAS suggests three indicators - work reliability, work effectiveness and work efficiency - to manage the performance of the construction site. It can help the manager more easily recognize the status of on-going work in the construction site by measuring and analyzing the work reliability rate, the work effectiveness and work efficiency every day. This research includes the procedures for WPAS measurement process, database structure of WPAS which was analyzed by the IDEF0 and the data flow diagram. Finally, this research introduces the result of WAPS's case studies and validation in the Korean construction site.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.189-201
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• 2019

The purpose of this study is to identify elements of job crafting impacts on work engagement and individual work performance in Vietnamese commercial banks. The research data, collected from 226 bank officers, uses the quantitative research tools as: Cronbach's Alpha Analysis, Explanatory Factor Analysis, Confirmatory Factor Analysis as well as Structural Equation Modeling. The results of the hypothesis test show that only two hypotheses (H2, H3) are accepted: the impact of cognitive crafting on work engagement of bank officers (H2) and the impact of work engagement on individual work performance (H3). However, three remaining relationships (H1, H4, H5) are not accepted in the study: the impact of relational crafting on work engagement of bank officers (H1), the impact of relational crafting on individual work performance of bank officers (H4) and the impact of cognitive crafting on individual work performance of bank officers (H5). The study results indicate that cognition on job crafting leaves positive impacts on work engagement, leading to individual work performance enhancement. On the other hand, the relational crafting element implies contribution on neither collective nor individual working performances. Furthermore, no direct effect of cognition on job crafting to individual performance has been identified.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.387-397
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• 2020

The purpose of this study is to determine the effect of work motivation and leadership on job satisfaction and its implications on employee performance. A total of 355 samples of Bukit Asam Coal Mining Company Ltd. in Indonesia were selected proportionally with random sampling. Data were obtained through questionnaires. Data analysis technique employed structural equation modeling (SEM) with AMOS 22. The results of the study show that leadership and work motivation have a positive and significant effect on job satisfaction. Leadership has a more considerable influence (0.263) than work motivation (0.171) toward employee job satisfaction. The influence of leadership towards job performance is 0.175. The influence of work motivation towards job performance is 0.166. Job satisfaction has the most dominant influence (0.363) towards employee performance. The direct effect of leadership on employee performance is 0.175 greater than the indirect influence of leadership on employee performance through employee job satisfaction, which is only 0.096. Likewise, the direct effect of work motivation towards employee performance is 0.166 greater than the indirect effect of work motivation towards employee performance through employee job satisfaction, which is only 0.062. Thus, job satisfaction does not mediate the effects of leadership and work motivation toward employee performance.

• The Korean Journal of Franchise Management
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• v.9 no.4
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.178-188
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• 2016

Purpose: This study was performed to investigate the effect of work environment on nursing performance and the effect of job satisfaction and empowerment on nurses performance in hemodialysis units. Methods: Participants in this study were 206 nurses from 22 hemodialysis units in local clinics, general and university hospitals in two metropolitan areas. The work environment, nursing performance, job satisfaction and empowerment of the participants were measured using four self-report questionnaires. Data were analyzed using SPSS/WIN 18.0. Results: Nursing performance correlated significantly with work environment, job satisfaction, and empowerment in the participants. Predictability of work environment for nursing performance was 28%. Job satisfaction and empowerment showed complete mediating effects, but not moderating effects in the relationship of work environment and nursing performance in the participants. Conclusion: Findings indicate that work environment is an important variable affecting nursing performance in nurses in hemodialysis units and that job satisfaction and empowerment are mediating variables in the relationship of work environment and nursing performance in nurses in hemodialysis units. Improvements in the work environment are needed to induce the high job satisfaction and empowerment that can lead to improvement of nursing performance.