The Effects of Future Salary Information on Employee Behavior

2022 ◽  
Author(s):  
Takeshi Murooka
Keyword(s):  
Employee Behavior ◽  
Salary Information

PENGARUH KEPEMIMPINAN, KEPUASAN KERJA, QUALITY OF WORK LIFE TERHADAP KINERJA KARYAWAN MELALUI PERILAKU DI HOTEL DINASTI KOTA MAKASSAR

2020 ◽  
Vol 2 (1) ◽  
pp. 35-40
Author(s):  
Hastati Hastati ◽  
Hasanuddin Remmang ◽  
Cahyono Cahyono
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Analysis Data ◽  
Work Life ◽  
Quality Of Work Life ◽  
Employee Behavior ◽  
Quality Of Work

Penelitian ini bertujuan untuk mengkaji, menganalisis menginterprestasi kepemimpinan, kepuasan kerja, Quality of Work Life Terhadap Kinerja Karyawan Melalui Perilaku Pada Hotel Dinasti Kota Makassar. Penelitian ini bersifat deskriftip analisis dengan menggunakan pendekatan kuantitatif dan pendekatan kualitatif. dan metode analisis yang digunakan Analisis Path/ Path Analysis. Data diperoleh dari Hotel Dinasti Kota Makassar dan Responden adalah karyawan. Hasil penelitian ini dapat menemukan bebe-rapa faktor yang mempengaruhi kinerja karyawan di Hotel Dinasti Kota Makassar, antara lain Kepemimpinan, Kepuasan Kerja, Quality of Work Life dan Perilaku. Kepemimpinan berpengaruh positif dan signifikan terhadap perilaku karyawan. Kepuasan kerja berpengaruh positif dan signifikan terhadap perilaku karyawan. Quality of Work Life berpengaruh positif dan signifikan ter-hadap perilaku karyawan. Kepemimpinan berpengaruh positif dan signifikan terhadap kinerja karyawan melalui perilaku karya-wan. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan melalui perilaku karyawan. Quality of Work Life berpengaruh positif dan signifikan terhadap kinerja karyawan melalui perilaku karyawan.  This study aims to examine, analyze leadership interpretation, job satisfaction, Quality of Work Life Against Employee Performance Through Behavior at the Hotel Dynasty Makassar City. This research is a descriptive analysis using a quantitative approach and a qualitative approach. And the analytical method used is Path Analysis. Data obtained from the Hotel Dynasty Makassar City and respondents were employees. The results of this study can find several factors that affect employee performance in the Makassar City Dynasty Hotel. These include leadership, job satisfaction, quality of work life and behavior. Leadership has a positive and significant effect on employee behavior. Job satisfaction has a positive and significant effect on employee behavior. Quality of Work Life has a positive and significant effect on employee behavior. Leadership has a positive and significant effect on employee performance through employee behavior. Job satisfaction has a positive and significant effect on employee performance through employee behavior. Quality of Work Life has a positive and significant effect on employee performance through employee behavior.

Consent

2018 ◽  
Author(s):  
Martin Krzywdzinski
Keyword(s):  
Production Systems ◽  
Employee Behavior ◽  
Labor Disputes ◽  
Performance Expectations ◽  
The Third ◽  
The Core ◽  
Core Requirements ◽  
High Level

This chapter deals with the dependent variable of the study: consent. It analyses workplace consent in Russia and China using three indicators that refer to the core requirements of the production systems in automotive companies regarding employee behavior: first, standardized work; and second, compliance with expectations in terms of flexibility, cooperation, and a commitment to improving processes. The third indicator of consent (or the lack of it) is the absence or presence of open criticism, resistance, and labor disputes. The chapter reveals significant and unexpected differences between the Chinese and Russian sites on all three indicators. While the Chinese factories exhibit (with some variance between the companies), a relatively high level of consent, the Russian plants have problems with standardized work, the acceptance of performance expectations, and to some extent with labor disputes.

scholarly journals Determinants of voluntary turnover: A data-driven analysis for blue and white collar workers

Work ◽  
2021 ◽  
pp. 1-19
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Turnover Intentions ◽  
Voluntary Turnover ◽  
White Collar ◽  
Interview Data ◽  
Data Driven ◽  
Employee Behavior ◽  
Number Of Children ◽  
White Collar Workers ◽  
Specific Factors ◽  
Actual Turnover

BACKGROUND: There is a growing interest in HR-analytics because of its ability to analyze employee behavior based on HR data. Predicting voluntary turnover of employees is an important topic of study, both in academia and industry. OBJECTIVE: The current study analyzes determinants for turnover, distinguishing between blue and white collar workers. The turnover analyses are based on a dataset from a payroll company, in contrary to previous turnover studies that used survey and interview data. METHODS: The studied dataset contains demographic and work specific factors for more than 380000 employees in 15692 Belgian corporations. Logistic regression is used to estimate individual turnover probabilities, the goodness of the model is tested with the AUC method. RESULTS: The study confirms turnover determinants and differences between blue and white collar workers that were described in previous work based on survey and interview data. Additionally, the study exposes so far unstudied turnover determinants and differences between blue and white collar workers. Confirmed determinants are among others age, seniority, pay and work distance. New determinants are company car, meal vouchers, night work and sickness. Different relationships to turnover are revealed for blue and white collar workers based on gender, number of children, nationality and pay. CONCLUSIONS: The presented dataset-based approach has its merit in analyzing turnover: it enables to study actual turnover instead of turnover intentions, and reveals new turnover determinants and differences between blue and white collar workers.

scholarly journals The Trending Academic Library Job Market: An Analysis of Library Position Announcements from 2011 with Comparisons to 1996 and 1988

2015 ◽  
Vol 76 (6) ◽  
pp. 716-739 ◽  
Author(s):  
Therese F. Triumph ◽  
Penny M. Beile
Keyword(s):  
Work Experience ◽  
Academic Library ◽  
The United States ◽  
Primary Objective ◽  
Job Market ◽  
Current State ◽  
Emerging Trends ◽  
Job Advertisements ◽  
Salary Information ◽  
Over Time

The primary objective of the study was to describe the number, types and titles, requested qualifications and skills, salary information, and locations of positions advertised in 2011 on the ALA JobLIST and ARL Job Announcements websites and in the print version of the Chronicle of Higher Education for purposes of determining the current state of the academic library job market in the United States. To investigate changes in the academic library job market and identify emerging trends over a 23-year period, results also were compared to studies that analyzed position announcements from 1996 and 1988. Content analysis of 957 unique academic library job advertisements revealed relative stasis in the market regarding the number of positions advertised, presence of administrative duties, geographic distribution of positions, and, to some extent, educational requirements. However, other comparisons were more dynamic. Specifically, there has been a decline in foreign language skills and prior work experience requirements over time while computer skills are increasingly sought. Perhaps most striking is the proliferation of new position titles that have emerged over time, which serves as an indication that library positions are becoming increasingly specialized.

scholarly journals Principles and Principals: Do Customer Stewardship and Agency Control Compete or Complement When Shaping Frontline Employee Behavior?

2012 ◽  
Vol 76 (6) ◽  
pp. 1-20 ◽  
Author(s):  
Jeroen Schepers ◽  
Tomas Falk ◽  
Ko de Ruyter ◽  
Ad de Jong ◽  
Maik Hammerschmidt
Keyword(s):  
Employee Behavior ◽  
Frontline Employee
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