scholarly journals Implementing Remote Working Policy in Corporate Offices in Thailand: Strategic Facility Management Perspective

2021 ◽  
Vol 13 (3) ◽  
pp. 1284
Author(s):  
Waynika Tanpipat ◽  
Huey Wen Lim ◽  
Xiaomei Deng
Keyword(s):  
Organizational Commitment ◽  
Work Performance ◽  
Work Productivity ◽  
Facility Management ◽  
Remote Work ◽  
Online Questionnaire ◽  
Work Demand ◽  
Job Motivation ◽  
Organizational Norms ◽  
Corporate Offices

There was a sudden shift in the way people work during the COVID-19 pandemic. To keep business continuity, many organizations have implemented a remote working policy for employees to work from home. Strategic facility management (FM) acted to support remote working policies by developing organizational norms in an organization. Meanwhile, the human resource (HR) department chose to achieve business performance while remote working by gaining job motivation among employees. However, there is limited understanding of how well organizations adapted to the remote working policy, and what are the critical factors affecting their remote work performance. The present study aimed to explore the effect of organizational norms on remote working, on remote work productivity, and organizational commitment among Thai employees. The study conducted an online questionnaire survey to a total of 414 Thai employees from various corporate offices. Hierarchical component modeling was applied and achieved a good model fit on the measurement and structural models. Results indicated that organizational norm has a significant effect on perceived productivity and organizational commitment, while sustaining work demand. Moreover, employees’ job motivation can sustain employees’ commitment to the organization in a remote working context. These findings proposed the strategic FM guide, through which a remote working policy can further enhance FM practice.

scholarly journals Overall Job Performance, Remote Work Engagement, Living With Children, and Remote Work Productivity During the COVID-19 Pandemic

2021 ◽  
Vol 80 (3) ◽  
pp. 133-142
Author(s):  
Ferdinando Toscano ◽  
Salvatore Zappalà
Keyword(s):  
Job Performance ◽  
Rapid Change ◽  
Work Productivity ◽  
Cross Sectional Study ◽  
Remote Work ◽  
Online Questionnaire ◽  
Public Servants ◽  
Cross Sectional ◽  
The Relationship

Abstract. The COVID-19 pandemic caused a significant and rapid shift from work in presence to remote work (RW). This rapid change represented a challenge for employees, who had to deal with new work procedures in houses often crowded with their children. This study investigated whether the engagement toward this work arrangement mediates the relationship between perceived overall job performance and employees’ remote work productivity. Furthermore, it tested whether the relationships between perceived overall job performance and RW productivity as well as between RW engagement and RW productivity are moderated by living with children under 18. This quantitative, cross-sectional, study was conducted in an Italian municipality and involved a sample of employees who started to work remotely after the spread of the pandemic. A total of 171 public servants answered an online questionnaire. Regression analysis showed a significant relationship between perceived overall job performance and RW productivity and the mediation of this relationship by RW engagement. The moderation role of living with minor children was confirmed, although this modulation mechanism had two opposite effects on the tested relationships. On the whole, the results suggest that HR professionals and organizations need to develop support policies that take into account employees’ specific characteristics.

scholarly journals Women’s Role in Organizational Commitment and Job Satisfaction in the Travel Industry—An Evidence from the Urban Setting

2021 ◽  
Vol 13 (15) ◽  
pp. 8395
Author(s):  
Tamara Gajić ◽  
Marko D. Petrović ◽  
Milan M. Radovanović ◽  
Darko Vuković ◽  
Darko Dimitrovski ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Performance ◽  
Urban Setting ◽  
Moral Obligations ◽  
Tourism Sector ◽  
Travel Industry ◽  
Women's Role ◽  
Novi Sad ◽  
Satisfaction Factors

Employee satisfaction is the main factor achieving high work performance, providing quality services in the tourism sector, which directly affects the increase in productivity and commitment to the organization. The research is focused on determining the factors of job satisfaction and commitment to the institution by the female workforce. The authors conducted a survey in tourism companies in Novi Sad (the second-largest city in Serbia), based on a sample of 610 women in total, using a standardized MSQ questionnaire for job satisfaction, and Meyer and Allen’s organizational commitment scale. Three multiple regression analyses were used to determine the relationship between job satisfaction factors and organizational commitment factors. The results confirm the existence and strength of correlation between satisfaction factors and types of organizational commitment, and the fact that the position of women in the tourism sector is not at an enviable level, and that they remain in the same organization because of the small number of alternatives and moral obligations.

scholarly journals CHANGES IN HUMAN RESOURCES MANAGEMENT IN A PANDEMIC (FOR THE RESULTS OF NARRATIVE EXPERT INTERVIEWS)

2020 ◽  
Keyword(s):  
Labor Market ◽  
Work Performance ◽  
Management Practices ◽  
Human Resources Management ◽  
Remote Work ◽  
Managerial Decision ◽  
Hr Management ◽  
Expert Interview ◽  
Market Situation ◽  
Education Science

The article is dedicated to the analysis of the changes in HR management practices in Ukrainian enterprises during the pandemic. Introduction of the anti-epidemic restrictions has a large impact on market situation, and labor market in particular, creating a critical situation for enterprises. In such situation new challenges in HR management emerge, which, have being solved successfully, will allow mitigating the consequences of the pandemic for enterprises and workers. Since such conditions are completely novel, there is a lack of the systemic research of the factors that influence managerial decision-making. The article is aimed at the identification and analysis of the most significant challenges emerging in the area of HR management due to the epidemic hazard spread and the introduction of the anti-epidemic restrictions. The research is based on the results of the expert interview with different level managers of the private and state enterprises operating in the areas of education, science, IT, finance and service. Data reveal that the most problematic challenge was the transition to remote work leading to the technical, psychological, and methodical difficulties in the work performance. Moreover, the different level of availability of the remote work in different enterprises and areas conditions unequal influence made by the crisis on workers and the intensification of socioeconomic inequalities. Another important aspect is the informal relationships management and the integration of workers, since consolidated work groups appear more resistant toward the stress of the abrupt changes in working conditions. The situation of uncertainty regarding the future development of the pandemic and the introduction of anti-epidemic measures shortens the strategic planning perspective and bears high conflict potential, which will complicate labor market recession. It is suggested to use the presented results for the further detailed and systemic research of the influence made by the pandemic on the changes in HR management practices in the context of the global transformations of labor relationships.

scholarly journals The Effect of Perceived Organizational Support on Employee’s Organizational Commitment and Employee Behavior. The case of a Construction Company in Erbil City, Kurdistan Region

2019 ◽  
Vol 8 (9S3) ◽  
pp. 1270-1275
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Linear Regression Analysis ◽  
Strong Relationship ◽  
Employee Behavior ◽  
Online Questionnaire ◽  
Construction Company ◽  
The Relationship ◽  
Pearson Correlations

Lately, Perceived Organizational Support, Organizational Commitment and Employee behavior have given much concentration. The aim of this paper is to analyze the effect of Perceived Organizational Support on Organizational Commitment, and Employee Behavior. According to the prior research, there are contradicting findings regarding the relationship and significant effect between the three variables mentioned. The strategy of this research is quantitative by using an online questionnaire consisted of three validated scales. The online questionnaire has been sent to employees’ emails of a constructioncompany in Erbil city. There are 64 properly filled online questionnaires have been received. The author has used Reliability test to determine the Cronbach Alpha of the scales, the Pearson correlations to measure the relationship and Linear Regression analysis to measure the effect of independent variable on the dependent variables. The results indicate that Perceived Organizational Support has a significant effecton Employee Behavior and Organizational Commitment. Moreover, the findings also indicate a strong relationship exists between Perceived Organizational Support and Organizational Commitment.

scholarly journals Analisis Tentang Pengaruh Budaya Kerja, Komitmen Organisasi, Dan Standar Prosedur Operasional Terhadap Produktivitas Kerja Karyawan (Studi Kasus di PT Kimia Farma Apotek Tbk (Persero) Wilayah Bandung Timur)

2019 ◽  
Vol 1 (2) ◽  
pp. 95-106
Author(s):  
Kosasih
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Research Method ◽  
Linear Regression Analysis ◽  
Work Productivity ◽  
Multiple Linear Regression Analysis ◽  
Work Culture ◽  
Analysis Technique ◽  
Positive Effect

The purpose of this research is to obtain empirical evidence through data analysis of the influence of work culture, organizational commitment, and strandar operational procedures on employee work productivity at PT Kimia Farma Apotek Tbk (Persero) East Bandung Region. The research method used in this research is descriptive and verifikatif method with quantitative approach and using multiple linear regression analysis. Technique of collecting data that is used is by observation at 6 pharmacy chemical pharmacy of East Bandung area through questionnaires completed by interview. the esult of this study indicate that both partially and simultaneously between work culture, organizational commitment and standart operational process have a positive effect on employee work productivity. It means that the more work culture organizational commitment, and ordinary operational procedures, will make the work productivity of employees more and more tense. As well as the most dominant most affecting work productivity is comitment organization, meaning with high organizational commitment, automatically employees will work hard for the company, proud of the company and have good emission ties the company.

scholarly journals The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

2011 ◽  
Vol 25 (6) ◽  
Author(s):  
Raduan Che Rose ◽  
Naresh Kumar ◽  
Ong Gua Pak
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Literature Review ◽  
Public Service ◽  
Work Performance ◽  
Future Research ◽  
Font Size ◽  
The Relationship ◽  
Service Managers

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="color: black; font-size: 10pt; mso-ansi-language: EN-GB;" lang="EN-GB"><span style="font-family: Times New Roman;">The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.</span></span></p>

scholarly journals PENERAPAN STRUCTURAL EQUATION MODELLING (SEM) AMOS PADA KOMITMEN ORGANISASI DAN PRESTASI KERJA (Studi Kasus: Bidan Puskesmas di Banyumas, Jawa Tengah, Indonesia)

2019 ◽  
Vol 18 (2) ◽  
pp. 11-21
Author(s):  
Suyoto Suyoto ◽  
Ahmad Zainal Abidin ◽  
Hariyaty Hariyaty
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Work Performance ◽  
Goodness Of Fit ◽  
Affective Commitment ◽  
Health Centre ◽  
Sem Analysis ◽  
Equation Modeling ◽  
Public Health Centre ◽  
Central Java

This study aims to determine the application of Structural Equation Modeling (SEM) Analysis of Moment Structure (AMOS) to the organizational commitment and work performance of the Midwife of Public Health Centre in Banyumas Regency. Central Java, Indonesia. Data collection techniques using purposive sampling. The sample of this study were 243 midwives with the following criteria: minimum education D3 midwifery, minimum working period of one year and minimum age of 22 years. The data analysis technique uses SEM AMOS. Model fit is shown by good and significant goodness of fit results. The results showed that indicators of organizational commitment consisting of affective commitment, continuous commitment and normative commitment were able to explain the construct of organizational commitment. Work performance indicators consisting of work performance, contextual performance, adaptive performance and productive work performance can explain the construct of work performance. The construct of organizational commitment has a significant positive effect on the construct of work performance.

scholarly journals The Interface between Motivational and Emotional Facets of Organizational Commitment among Instructors at Higher Education

2016 ◽  
Vol 5 (3) ◽  
pp. 228 ◽  
Author(s):  
Nahid Royaei ◽  
Afsaneh Ghanizadeh
Keyword(s):  
Higher Education ◽  
Emotion Regulation ◽  
Organizational Commitment ◽  
Emotional Regulation ◽  
Decisive Role ◽  
Well Being ◽  
Teacher Commitment ◽  
Theory And Practice ◽  
Job Motivation ◽  
Economic Developments

Teachers in higher education domain play a decisive role in advancing economic developments as well as nurturing the well-being of the societies. Thus, the issue of university instructors’ commitment and the factors influencing its development should be a compelling priority for higher education administrations. The present study aims to extend the research on teacher organizational commitment by investigating the contribution of job motivation and emotion regulation to teacher commitment at higher education. To this purpose, 135 English as a foreign language (EFL) instructors from different higher education institutes and universities took part in this study. They were requested to complete a battery of three questionnaires: Organizational Commitment Questionnaire (OCQ), Work Tasks Motivation Scale for Teachers (WTMST), and Emotional Regulation Questionnaire (ERQ). Findings demonstrated that both emotion regulation and motivation had a positive significant correlation with teacher organizational commitment. Moreover, findings obtained via regression analysis showed that among job motivation components, identified regulation was the best contributor of teacher organizational commitment. Also, among the subscales of emotion regulation, reappraisal strategy was a better predictor of teacher organizational commitment. Findings are discussed in details with respect to the implications for both theory and practice in higher education. 

scholarly journals Pengaruh Kedisiplinan, Komitmen Organisasi Dan Motivasi Terhadap Produktivitas Kerja Karyawan Pada PT Putra Gerem Jaya - Merak

2021 ◽  
Vol 11 (2) ◽  
pp. 100-111
Author(s):  
Suryaman Suryaman ◽  
Nindia
Keyword(s):  
Organizational Commitment ◽  
Research Method ◽  
Quantitative Methods ◽  
Work Productivity ◽  
Secondary Data ◽  
Primary Data ◽  
Average Score ◽  
Employee Productivity ◽  
Standard Score ◽  
Study Population

ABSTRACT        This study aims to determine discipline, organizational commitment and motivation to work productivity of employees at PT. Putra Gerem Jaya-Merak. This research method uses descriptive and associative quantitative methods. The data sources are primary data and secondary data. The research was conducted from December 2018 to June 2019. The study population was 63 employees of KPDC, the sample was 61 people using saturated sampling. Data were collected using research instrumens and processed using SPSS statistics version 24.00 windows. Discipline process, organizational commitment and motivation have very important roles to realizae optimal company goals requiring quality human resources, but in reality based on preliminary observations at PT. Putra Gerem Jaya-Merak work productivity is currently in a low condition because the average score has only reached 30.3, the standard score of 35, due to the accuracy of employee work with a score of 19. So it can be said that employee productivity is still not good and successful in its implementation. Based on the results of the analysis, the results obtained: discipline has no positive and insignificant effect, Meanwhile, organizational commitment and motivation have a positive and significant effect on employee work productivity either partially or jointly at PT. Putra Gerem Jaya-Merak.   Keywords : Discipline, Organizational, Motivation, Employee Productivity.

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