This document discusses a study that examined the effect of work environment, communication, and adversity quotient on employee performance for employees of PT. Wahana Senjaya Jakarta working from home. It describes the study's methodology, which included surveys of 48 employees. The results showed that the work environment had no significant effect on performance, while communication and adversity quotient did have a positive and significant influence on performance. The document provides background on the variables studied and outlines the hypotheses, data collection, and analysis methods used in the research.
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The purpose of this study is to determine and analyze the influence of organizational climate, work
stress on turnover intention by using job satisfaction as an intervening variable for employees at PT
GrahaMegaria Surabaya. The population in this study was all employees of PT GrahaMegaria Surabaya,
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
Topic- Contemporary business issueName of the Student .docxjuliennehar
Topic- Contemporary business issue
Name of the Student:
Lecturer Name: Dess Pearson
Submission Date: 09/11/2019
Jeske, D., & Santuzzi, A. M. (2015). Monitoring what and how: psychological implications of electronic performance monitoring. New Technology, Work and Employment, 30(1), 62-78.
Debora Jeske and Alecia M. Santuzzi have written the article named “Monitoring what and how: psychological implications of electronic performance monitoring.” This article aims to assess the application of electronic performance checking and analyse whether this monitoring system can improve the employee’s performance and efficiency or not. An employee has an adverse reaction to staff performance monitoring. Data from one hundred ninety student workers are used to complete a survey, which helped to conclude the decision. According to the survey result, close monitoring of employee performance creates an adverse impact on the employee. These initiatives of the authority curtail the employee engagement and job satisfaction and efficiency of the staff. This survey suggests that though there is a benefit of close monitoring of employees, yet the benefits are overshadowed by the adverse reaction of the employee (Jeske & Santuzzi, 2015).
Decramer, A., Smolders, C., & Vanderstraeten, A. (2013). Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction. The International Journal of Human Resource Management, 24(2), 352-371.
This article, which discusses the effect of staff performance management, is written by Adelien Decramer, Carine Smolders and Alex Vanderstraeten. This article evaluates satisfaction related to staff performance management in higher education institutions. Five hundred eighty-nine staff of a Flemish University participated in a survey, which was conducted to complete the analysis. This analysis suggests that an internal staff performance management procedure on a regular basis through communication and enhanced control can increase employee satisfaction. The staff performance management procedure can increase the employee’s job satisfaction, which rests on the tenure type. In the higher education centre, the authority has to take a diverse staff performance management procedure to maximise the job satisfaction of the employee (Decramer, Smolders & Vanderstraeten, 2013).
Audenaert, M., Decramer, A., George, B., Verschuere, B., & Van Waeyenberg, T. (2019). When employee performance management affects individual innovation in public organisations: The role of consistency and LMX. The International Journal of Human Resource Management, 30(5), 815-834.
This article, which is written by Mike Audenaert, Adelien Decramer, Bert George, Bram Verschuere and Thomas Van Waeyenberg, discusses the impact of staff performance management on the innovation ability of the employee. Individual innovation is needed to survive in the public sector job. Leader-Member Exchan ...
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The purpose of this study is to determine and analyze the influence of organizational climate, work
stress on turnover intention by using job satisfaction as an intervening variable for employees at PT
GrahaMegaria Surabaya. The population in this study was all employees of PT GrahaMegaria Surabaya,
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
Topic- Contemporary business issueName of the Student .docxjuliennehar
Topic- Contemporary business issue
Name of the Student:
Lecturer Name: Dess Pearson
Submission Date: 09/11/2019
Jeske, D., & Santuzzi, A. M. (2015). Monitoring what and how: psychological implications of electronic performance monitoring. New Technology, Work and Employment, 30(1), 62-78.
Debora Jeske and Alecia M. Santuzzi have written the article named “Monitoring what and how: psychological implications of electronic performance monitoring.” This article aims to assess the application of electronic performance checking and analyse whether this monitoring system can improve the employee’s performance and efficiency or not. An employee has an adverse reaction to staff performance monitoring. Data from one hundred ninety student workers are used to complete a survey, which helped to conclude the decision. According to the survey result, close monitoring of employee performance creates an adverse impact on the employee. These initiatives of the authority curtail the employee engagement and job satisfaction and efficiency of the staff. This survey suggests that though there is a benefit of close monitoring of employees, yet the benefits are overshadowed by the adverse reaction of the employee (Jeske & Santuzzi, 2015).
Decramer, A., Smolders, C., & Vanderstraeten, A. (2013). Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction. The International Journal of Human Resource Management, 24(2), 352-371.
This article, which discusses the effect of staff performance management, is written by Adelien Decramer, Carine Smolders and Alex Vanderstraeten. This article evaluates satisfaction related to staff performance management in higher education institutions. Five hundred eighty-nine staff of a Flemish University participated in a survey, which was conducted to complete the analysis. This analysis suggests that an internal staff performance management procedure on a regular basis through communication and enhanced control can increase employee satisfaction. The staff performance management procedure can increase the employee’s job satisfaction, which rests on the tenure type. In the higher education centre, the authority has to take a diverse staff performance management procedure to maximise the job satisfaction of the employee (Decramer, Smolders & Vanderstraeten, 2013).
Audenaert, M., Decramer, A., George, B., Verschuere, B., & Van Waeyenberg, T. (2019). When employee performance management affects individual innovation in public organisations: The role of consistency and LMX. The International Journal of Human Resource Management, 30(5), 815-834.
This article, which is written by Mike Audenaert, Adelien Decramer, Bert George, Bram Verschuere and Thomas Van Waeyenberg, discusses the impact of staff performance management on the innovation ability of the employee. Individual innovation is needed to survive in the public sector job. Leader-Member Exchan ...
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
Thesis organizational work environment, teamwork and organization performanceAli Raza
IMPACT OF ORGANIZATIONAL WORK ENVIRONMENT AND TEAMWORK ON ITS PERFORMANCE WITH EFFECTIVE ROLE OF EMPLOYEE AS MODERATOR
-A CASE STUDY of Oil and Gas organization
MSc Engineering Management thesis.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Job Satisfactions of Quantity Surveyors in Building Construction Firms in Dar...Dr. Amarjeet Singh
Human resource is the key component for any
organization’s success. It is crucial for organization to manage
their human resources effectively and to their satisfaction, so
that they stay longer without leaving the organization. Job
satisfaction is identified as one of the factor that causes
turnover intention of human resources in any organization.
The study evaluates the job satisfaction of quantity surveyors
in building construction firms of Dar-Es-salaam, Tanzania;
with objectives being; to identify factors influencing job
satisfaction; to determine level of job satisfaction; and to
recommend interventions that can be applied to improve job
satisfaction of quantity surveyors in building construction
firms. The study considered a descriptive design where
quantity surveyors employed by Class I to IV building
construction firms were used, as a unit of analysis. In
collecting data, a total of 55 questionnaires were distributed,
whereby 42 were returned. Quantitative data were analyzed
using Statistical Package for Social Sciences (SPSS), while
qualitative data were analyzed thematically. The study
revealed the major factors influencing job satisfaction of
quantity surveyors, in order of importance, which includes;
the working condition; organization commitment; pay; selfsatisfaction of work done; job recognition; appreciation;
relationship with co-workers; training and development
opportunities; job security; job feedback; and job involvement
in decision making and responsibilities. Furthermore, findings
indicated that; the overall level of job satisfaction of quantity
surveyors in building construction firms, is an average level of
satisfaction with the mean score value of 3.02 and mode of
4.00. Moreover, it revealed that; quantity surveyors in
building construction firm, have low level satisfaction in terms
of job involvement in decision making and responsibilities;
feedback and communication; job security; level of
supervision; training and development opportunities; and the
company’s promotion policies. Various interventions
recommended to improve job satisfaction of quantity
surveyors in building construction firms includes; adequate
recognition of the work by the quantity surveyors in the
construction firms should be fully appreciated, and
encroachment by other professionals should be highly
discouraged. Advancement opportunity in career progression
and professional development should be encouraged to
improve quality service delivery. The work to be done by
quantity surveyors should have clear goals, while objectives
and interference by other professionals should be checked.
This study aims to determine the effect of Work From Home, competence and psychological capital
on employee performance. This research was conducted on the research object of a freight forwarder company
in Semarang, Indonesia. This study uses a quantitative approach. Data was collected using a questionnaire with
a purposive sampling method. The data analysis technique uses multiple linear analysis. The results of this
study indicate that competence and psychological capital have a positive effect on employee performance, while
work from home has no effect on employee performance. Psychological capital has a dominant influence
compared to other variable relationships.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
Work Environment and Performance of Deposit Money Banks in Rivers StateAJHSSR Journal
ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
Impact of Organizational Culture and Conflict on Employees Performance at Pt ...inventionjournals
: The purpose of this study is to analyze the Impact of Organizational Culture And Conflict on Employee Performance while Satisfaction as intervening variable. The studytake place at PT Pembangunan Jaya Ancol using research methods. The sample is using purposive random sampling with 100 respondents. Analysis tool using SPSS with path analysis besides that using classic assumption test, normality, heterodekistas, autocorrelation and multicolleration. The results of the research shows that organizational culture variable affect on satisfaction variable, conflict variable affect on satisfaction, organizational culture variable does not affect performance, conflict variable affect on satisfaction andsatisfaction variable does not affect on performance. Test result of coefficient determination shows that satisfactionscore R2 = 39.3%. Coefficients for other variables outside the research affects 0.77, whereas the performance score R2 = 0.922 and the influence of other variables score to 0.279. The best way to solve problem is PT Pembangunan Jaya Ancol Tbk should develop openness to public
Healthy economic development requires properly managing the banking industry of any country. Along with state-owned banks, private banks play a critical role in the country's economy. Managers in all types of banks now confront the same challenge: how to get the utmost output from their employees. Therefore, Performance appraisal appears to be inevitable since it set the standard for comparing actual performance to established objectives and recommending practical solutions that help the organization achieve sustainable growth. Therefore, the purpose of this research is to determine the effect of performance appraisal on employee motivation and retention. Major findings of the study indicate that performance appraisal is critical for employee motivation and employees perceived performance appraisal as a fair procedure, which increased their motivation and retention. Compensation and reward, and feedback are also perceived positively by the employees, which motivate them to stay in the banks.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...indexPub
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddaloreijtsrd
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
Thesis organizational work environment, teamwork and organization performanceAli Raza
IMPACT OF ORGANIZATIONAL WORK ENVIRONMENT AND TEAMWORK ON ITS PERFORMANCE WITH EFFECTIVE ROLE OF EMPLOYEE AS MODERATOR
-A CASE STUDY of Oil and Gas organization
MSc Engineering Management thesis.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Job Satisfactions of Quantity Surveyors in Building Construction Firms in Dar...Dr. Amarjeet Singh
Human resource is the key component for any
organization’s success. It is crucial for organization to manage
their human resources effectively and to their satisfaction, so
that they stay longer without leaving the organization. Job
satisfaction is identified as one of the factor that causes
turnover intention of human resources in any organization.
The study evaluates the job satisfaction of quantity surveyors
in building construction firms of Dar-Es-salaam, Tanzania;
with objectives being; to identify factors influencing job
satisfaction; to determine level of job satisfaction; and to
recommend interventions that can be applied to improve job
satisfaction of quantity surveyors in building construction
firms. The study considered a descriptive design where
quantity surveyors employed by Class I to IV building
construction firms were used, as a unit of analysis. In
collecting data, a total of 55 questionnaires were distributed,
whereby 42 were returned. Quantitative data were analyzed
using Statistical Package for Social Sciences (SPSS), while
qualitative data were analyzed thematically. The study
revealed the major factors influencing job satisfaction of
quantity surveyors, in order of importance, which includes;
the working condition; organization commitment; pay; selfsatisfaction of work done; job recognition; appreciation;
relationship with co-workers; training and development
opportunities; job security; job feedback; and job involvement
in decision making and responsibilities. Furthermore, findings
indicated that; the overall level of job satisfaction of quantity
surveyors in building construction firms, is an average level of
satisfaction with the mean score value of 3.02 and mode of
4.00. Moreover, it revealed that; quantity surveyors in
building construction firm, have low level satisfaction in terms
of job involvement in decision making and responsibilities;
feedback and communication; job security; level of
supervision; training and development opportunities; and the
company’s promotion policies. Various interventions
recommended to improve job satisfaction of quantity
surveyors in building construction firms includes; adequate
recognition of the work by the quantity surveyors in the
construction firms should be fully appreciated, and
encroachment by other professionals should be highly
discouraged. Advancement opportunity in career progression
and professional development should be encouraged to
improve quality service delivery. The work to be done by
quantity surveyors should have clear goals, while objectives
and interference by other professionals should be checked.
This study aims to determine the effect of Work From Home, competence and psychological capital
on employee performance. This research was conducted on the research object of a freight forwarder company
in Semarang, Indonesia. This study uses a quantitative approach. Data was collected using a questionnaire with
a purposive sampling method. The data analysis technique uses multiple linear analysis. The results of this
study indicate that competence and psychological capital have a positive effect on employee performance, while
work from home has no effect on employee performance. Psychological capital has a dominant influence
compared to other variable relationships.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
An Empirical Study on relationship among Quality of work life and its factorsIOSR Journals
QWL is a very important concept of favorable situation in a working environment. QWL helps the management and employees by facilitating training opportunities, job satisfaction and working condition. A satisfied employee is one who has a career growth along with the organization growth. Sample of 826 respondents were collected from IT industry. The factor analysis was applied to find out the underlying variance among the variables. the results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. This study used empirical research methods to explore the correlation between QWL factors. That provided a new way of thinking and measures how to improve the QWL of IT professionals and the organization Performance. Conclusion of this study is elaborated.
Work Environment and Performance of Deposit Money Banks in Rivers StateAJHSSR Journal
ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
Impact of Organizational Culture and Conflict on Employees Performance at Pt ...inventionjournals
: The purpose of this study is to analyze the Impact of Organizational Culture And Conflict on Employee Performance while Satisfaction as intervening variable. The studytake place at PT Pembangunan Jaya Ancol using research methods. The sample is using purposive random sampling with 100 respondents. Analysis tool using SPSS with path analysis besides that using classic assumption test, normality, heterodekistas, autocorrelation and multicolleration. The results of the research shows that organizational culture variable affect on satisfaction variable, conflict variable affect on satisfaction, organizational culture variable does not affect performance, conflict variable affect on satisfaction andsatisfaction variable does not affect on performance. Test result of coefficient determination shows that satisfactionscore R2 = 39.3%. Coefficients for other variables outside the research affects 0.77, whereas the performance score R2 = 0.922 and the influence of other variables score to 0.279. The best way to solve problem is PT Pembangunan Jaya Ancol Tbk should develop openness to public
Healthy economic development requires properly managing the banking industry of any country. Along with state-owned banks, private banks play a critical role in the country's economy. Managers in all types of banks now confront the same challenge: how to get the utmost output from their employees. Therefore, Performance appraisal appears to be inevitable since it set the standard for comparing actual performance to established objectives and recommending practical solutions that help the organization achieve sustainable growth. Therefore, the purpose of this research is to determine the effect of performance appraisal on employee motivation and retention. Major findings of the study indicate that performance appraisal is critical for employee motivation and employees perceived performance appraisal as a fair procedure, which increased their motivation and retention. Compensation and reward, and feedback are also perceived positively by the employees, which motivate them to stay in the banks.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
1. American International Journal of Business Management (AIJBM)
ISSN- 2379-106X, www.aijbm.com Volume 4, Issue 09 (September-2021), PP 01-11
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 1 | Page
The Effect of The Work Environment, Communication, and
Adversity Quotient on Employee Performance on the Work From
Home Work System at PT. Wahana Senjaya Jakarta
Dian Puspitasari1
,Nia Kusuma Wardhani2
1
(Magisterof Management, Universitas Mercubuana, Jakarta, Indonesia)
2
(Magister of Management, Universitas Mercubuana, Jakarta, Indonesia)
ABSTRACT:Human resources are valuable assets to achieve success in a company. Knowing and being able
to analyze the influence of the work environment, communication, and adversity quotient on performance with
the Work From Home work system was the goal of this study. This study uses quantitative methods and uses
sampling techniques using saturated samples to all employees of PT. Wahana Senjaya Jakarta who did Work
From Home amounted to 48 people. Collection technique by distributing questionnaires. Data analysis methods
use multiple linear regression, classical assumption tests, model accuracy tests, and hypothesis tests and
process data using excel and SPSS version 25. The results of the study showed that variable work environments
had no effect on performance, communication and Adversity Quotient had a positive and significant influence
on performance.
KEYWORDS -Work Environment, Communication, Adversity Quotient, Employee Performance, Work From
Home
I. INTRODUCTION
The world is currently experiencing a global crisis that is the spread of the Covid-19 Virus, in
suppressing and surviving the spread of Covid-19 and the economic crisis in the future, most companies require
employees to work from home. One of the companies that do the program works from home is PT. Wahana
SenjayaJakarta.According to data taken related to the performance of employees in spare parts division of PT.
Wahana Senjaya Jakarta following the target data on the achievement of spare parts sales decreased during work
from home..
Figure 1. 1. Profit achievement graph January - September 2020
According to the results of interviews with employees it is known that working from home has a
different work system by working from the office, as well as the work environment changes in the work
environment of different facilities and rooms with the office environment, changing work times, communication
that changes if working from the office then all employees can directly discuss and ask about tasks, Discussions
in completing work and problems, in terms of supervision from the office also become more difficult because of
work locations that are far between employees, as well as the durability and ability of employees to work with
difficult conditions become challenges for employees in solving problems in work therefore the Work
Environment, Communication, and Adversity Quotient become variables that need to be examined by
researchers when Working From Home.
60% 60%
53% 49%
71%
65% 63% 68%
60%
0%
20%
40%
60%
80%
1 2 3 4 5 6 7 8 9
2. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 2 | Page
Figure 1.2. Pra-Survey Results
Based on a pra-survey of 15 respondents at PT. Wahana Senjaya Jakarta is known that the variables
that most affect employee performance are the work environment by 87%, communication by 73%, and
Adversity Quotient by 67%. Employee performance decreased at work from home by 87% because employees
felt less than optimal at work and tasks could not be completed properly when working from home.
The purpose of this study was that researchers were able to explore and analyze the value of the
influence of variables of the work environment, communication, and Adversity Quotient on employee
performance during work from home at PT. Wahana Senjaya Jakarta.
Researchers will provide input from the results of inni research to improve the work environment,
communication, and Adversity Quotient related to employee performance for management as a consideration
for the management of PT. Wahana Senjaya Jakarta and can make this research as a reference material to
conduct scientific development in the field of HR management for the entire academic community.
II. LITERATURE STUDIES AND HYPOTHESIS DEVELOPMENT
Performance is a behavior that is depicted by a person in the form of achievements in work that
employees create based on their role in the organization. Performance is important to achieve the goals of the
company. Cashmere (2016) argues that performance is a result of work and a worker's work behavior at a
certain period of time, generally one year. The results of work that can be done by an individual or group of
people in a company quantitatively and qualitatively, in accordance with its authority and responsibilities, with
the aim of obtaining from the objectives of the company concerned, legally or ethically or morally. Indicators to
measure Cashmere Performance (2016) consist of Quality, Quantity, Time, Cost Savings, Supervision and
Relationships between colleagues.
Sedarmayanti (2017) argues that a set of tools and materials encountered, the environment in which a
person works, how to work, and all ways of working individually, individually, or group is an understanding of
the Work Environment. Good working conditions support employee productivity, which will affect employee
efficiency levels. In the development of work environment variables there are several indicators according to
(Sedarmayanti, 2017) namely lighting, air circulation, noise, facilities, and colors. In accordance with previous
research if there is an influence of the work environment on performance (Judge Fachrezi, Hazmanan Khair;
2020). Then a hypothesis was made:
H1: There is a positive influence on the work environment on performance during work from home at PT.
Wahana senjaya Jakarta.
Hamali (2016) argues that work communication is a process of conveying ideas and providing
information in the form of orders and providing work instructions from the leadership to employees or
subordinates in order to carry out work tasks as well as possible. Indicators of communication variables
according to Afianti et al. (2016) are openness, empathy, support, positive feelings, and similarities. In
accordance with previous research communication has a positive effect on employee performance (Purwanto S.
Katidjan, SuharnoPawirosumarto, and Albertus Isnaryadi; 2017). Then a hypothesis was made:
H2: There is a positive influence of communication on employee performance during work from home at PT.
Wahana senjaya Jakarta.
Stoltz (2010) in Rosita (2015) argues that adversity quotient as an intelligence in a person in the face of
obstacles or difficulties. Adversity quotient can see how far a person can go when facing difficulties and a
person's ability to 'overcome those difficulties'. Indicators from Adversity Quotentmeilputi Control, Origin and
ownership, Reach, and endurance. In accordance with previous research that there is an influence of Adversity
Quotient on performance (Nicco Nurman, 2017). Then a hypothesis was made:
H3: There is a positive influence of Adversity Quotient on employee performance during work from
home at PT. Wahana Senjaya Jakarta
53
33
87 73
40
67
87
47
67
13 27
60
33
13
0
20
40
60
80
100
Pra Survey
Agree Disagree
3. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 3 | Page
III. RESEARCH METHODS
The research design that the authors apply is a causal study is a research plan designed to investigate
the existence of a causal relationship between variables. This survey approach is a quantitative approach based
on data collection using surveys or questionnaires and knowing the relationship / impact of work environment
indicators, communication and adversity quotient at PT. Wahana Senjaya Jakarta.
Bound variables are performance and free variables are the result of work environment,
communication and adversity quotient. The population of this study is all employees of PT. Wahana Senjaya
Jakarta works from home. Since the population is less than 100 respondents, the authors used a saturated sample
that took 100% of the population in PT. Wahana Senjaya Jakarta is 48 employees.
Data analysis method using IBM SPSS version 25 for research data processing. Data processed from
questionnaires is calculated by likert scale calculations and then descriptive analysis includes respondents'
descripts and variable descriptions. Instrument testing tests the effectiveness of the instruments used and uses
factor analysis to test the effectiveness of the contents. Therefore, reliability tests should only be conducted on
statements that pass the validity test. Multiple linear regression analysis tests were used in this study. Ghozali
(2016:8) argues that multiple linear regression analysis is used to test the influence of many free variables on
bound variables. Data is processed with microsoft excel and solutions for products and services statistics (SPSS)
version 25. Linear regression models are:
Y = a+b1X1+b2X2+b3X3+e
Information:
Y=Employee Performance
X1=Work Environment
X2=Communication
X3= Adversity Quotient
a=Constant
b=Regression Coefficient
E = Standard Eror
Classic assumption tests include normality tests that investigate whether the sample used can be
distributed normally or not, multicollinearity testing aims to investigate whether regression models have
correlations between independent variables, and heteroskedasticity tests function to investigate and see
inequalities in variants or residuals or other observations.
Model accuracy test with determination analysis in multiple linear regression is used to see the
magnitude of the value of several variables X (X1, X2, X3) that occur in the rise and fall (variation of changes)
variable Y and test F. Further hypothesis test that is test t in this study can see the many influences of variable x
on variable y. It can be drawn a conclusion i.e. Ho rejected / H1 received from the hypothesis and create a
correlation matrix between dimensions, R2 is a score for strong see and not in linear relationships between
variables.
IV. RESULT AND DISCUSSION
4.1. Deskriptive Statistics
4.1.1. RespondenDeskription
Figure3.1. RespondenDeskription
4. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 4 | Page
Source: Primary Data processed SPSSvers 25, 2021
The results of the questionnaire on gender, the percentage of male by 87.5% with a frequency of 42
people and the percentage of female by 12.5% with a frequency of 6 people. Respondents who work at PT.
Wahana Senjaya Jakarta is dominated by employees with the age of 26-35 years by 50% as many as 24
employees, the age of < 25 years as many as 12 people by 25%, the age of 36-45 years as many as 12 people by
25%.
The last education of respondents with the last educated high school as many as 17 people amounted to
35.4%, D3 which is 12 people by 25% and the rest is 19 people by 39.6% educated S1. In the working period of
respondents with a time of 1-5 years, namely 12 people by 25%, 6-10 years as many as 20 people by 41.7%, 11-
15 years as many as 14 people by 29.2% and the remaining 2 people by 4.2% with a time of 16-20 years.
Respondents' status as contract employees as many as 12 people by 25%, and the status of respondents as
permanent employees as many as 36 people by 75%.
4.1.2. Variabel Description
Table 4.1. Variabel Description
N Mean Skor
Work Environment 48 2,37 low
Communication 48 3,69 high
AdversityQuotient 48 3,47 high
Performance 48 3,05 medium
Valid N (listwise) 48
Source: SPSS 2021 data processor
Table above the average value on each dimension, it is concluded that employees feel the work
environment when work from home is still low, employees feel communication when work from home is high,
Adversity Quotient when work from home is high and employees feel performance when work from home is
still low at moderate assessment.
4.2. Instrumen Test
4.2.1. Validity Test
The results of the validity test found that 40 questionnaire instrument questions were tested with the Pearson
Correlation test technique. The basis for the assessment taken in this validity test is:
If the rhitung score> 0.284, then the question is called valid
If the rhitung score< 0.284, invalid
4.2.1. 1. Work Environment Validity Test
Table4.2. Results of Testing the Validity of Working Environment Instruments
Dimension No r hit r table Result
Lighting 1 0,642 0,284 Valid
2 0,613 0,284 Valid
Air Circulation 3 0,672 0,284 Valid
4 0,580 0,284 Valid
Noise 5 0,508 0,284 Valid
6 0,693 0,284 Valid
Facilities 7 0,449 0,284 Valid
8 0,604 0,284 Valid
Color 9 0,595 0,284 Valid
10 0,615 0,284 Valid
Source: SPSS data processor 2021
After performing calculations through the way of correlate the value of each statement with the number
of values, then the result is valid to measure the variable Work environment because rhitung> of rtabel 0.284.
4.2.1. 2. Communication Validity Test
Tabel 4.3.Results of Testing the Validity of Communication Instruments
Dimension No r hit r table Result
Openness 11 0,612 0,284 Valid
12 0,643 0,284 Valid
Empathy 13 0,763 0,284 Valid
14 0,655 0,284 Valid
Support 15 0,709 0,284 Valid
16 0,616 0,284 Valid
Positiveness 17 0,515 0,284 Valid
5. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 5 | Page
18 0,566 0,284 Valid
Equality 19 0,645 0,284 Valid
20 0,597 0,284 Valid
Source: SPSS data processor 2021
In the Table, the correlation score of each questionnaire instrument statement > from rtabel which is
0.284 so that it is known that the statement on the questionnaire is considered valid to be able to measure on
communication variables.
4.2.1. 3. Adversity QuotientValidity Test
Tabel 4.4.Results of Testing the Validity of Adversity Quotient Instruments
Dimension No r hit r table Result
Control 21 0,747 0,284 Valid
22 0,629 0,284 Valid
Origin &
Ownership
23 0,653 0,284 Valid
24 0,781 0,284 Valid
Reach 25 0,550 0,284 Valid
26 0,825 0,284 Valid
Endurance 27 0,771 0,284 Valid
28 0,578 0,284 Valid
Source: SPSS data processor 2021
For the correlation value of each statement instrument questionnaire > from rtabel which is 0.284 so
that it is known that the statement on the questionnaire is considered valid to be able to measure on the Variable
Adversity Quotient.
4.2.1. 4. Performance Validity Test
Tabel 4.5. Results of Testing the Validity of Performance Instruments
Dimension No r hit r table Result
Qualitas 29 0,676 0,284 Valid
30 0,619 0,284 Valid
Quantity 31 0,803 0,284 Valid
32 0,758 0,284 Valid
Time 33 0,754 0,284 Valid
34 0,803 0,284 Valid
Cost 35 0,774 0,284 Valid
36 0,647 0,284 Valid
Supervision 37 0,775 0,284 Valid
38 0,627 0,284 Valid
Relationships
between
coworker
39 0,740 0,284 Valid
40 0,679 0,284 Valid
Source: SPSS data processor 2021
Employee Performance Variables have six dimensions of Quality, quantity, Time, Cost, Supervision
and relationships between coworkers. This variable has six dimensions that have been developed into 12
question indicators based on indicators in accordance with the relevant theory. From the table above, the
correlation value of each statement instrument questionnaire >rtabel = 0.284 to measure the employee
performance variable of the statement is valid.
4.2.3.Instrument Reliability Test
Reliability is used to describe the number of relatively stable assessments when they are repeated more
than once. The results for this reliability test are:
a. If cronbach Alpha > 0.70, then the problem value is valid
b. When cronbach coefficient < 0.70 is invalid..
.Table4.6.Reliability Test Results
Variabel Koefisien Cronbach`s
Alpha
Reliabel limit Resullt
X1 = Work
Environment
0,975 0,70 valid
X2 = Communication 0,947 0,70 valid
6. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 6 | Page
X3= Adversity
Quotient
0,937 0,70 valid
Y = Employee
Performance
0,956 0,70 valid
Source: SPSS data processor 2021
This research variable can be declared reliable, and can be used in further analysis.
4.3. Multiple Linear Regression Test
Table4.7.Multiple Linear Regression Test
Coefficientsa
Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) -5.803 4.281 -1.355 .182
Work Environment .081 .073 .096 1.118 .269
Communication .483 .143 .372 3.372 .002
AdversityQuotient .817 .184 .510 4.448 .000
a. Dependent Variable: Performance
Source: SPSS data processor 2021
multiple linear regression equations:
Y = 0,081X1 + 0,483X2 + 0,817X3 + (-5,803)
Information:
Y = Var. Performance
X1 = Var. Work Environment
X2 = Var. Communication
X3 = Var. Adversity Quotient
The results of the regression equation above can be interpreted:
•Constant values are worth -5,803, i.e. the intersection of regression lines with the Y axis that displays
Performance when the variables are free: Work Environment (X1), Communication (X2) and Adversity
Quotient (X3) equal to zero (0).
• The value of X1 (Work environment) is worth 0.081, with significance (0.269 > 0.05), has an insignificant
meaning.
• The value of X2 (Communication) is worth 0.483, with significance (0.002 < 0.05). This means that an
increase in the Communication variable will increase Employee Performance by 0.483.
• The value X3 (Adversity Quotient) is worth 0.817 with significance (0.000 < 0.05). Each increase in the
Adversity Quotient variable can increase employee performance by 0.817.
significant regression equation is:
Employee Performance = 0.483 Communication + 0.817 Adversity Quotient..
4.3.1. Classic Assumption Test
4.3.2. Normalitaty Test
The normality test is used to find out if the data collected is normal or comes from a normal population.
If the Kolmogorov-Smirnov sig test has a significance of > 0.05 then the data is normal distribution..
Table.4.8. Normality Test Result
One-Sample Kolmogorov-Smirnov Test
Unstandardized
Residual
N 48
Normal Parametersa,b
Mean .0000000
Std. Deviation 5.92558238
Most Extreme Differences Absolute .099
Positive .065
Negative -.099
Test Statistic .099
Asymp. Sig. (2-tailed) .200c,d
a. Test distribution is Normal.
b. Calculated from data.
c. Lilliefors Significance Correction.
d. This is a lower bound of the true significance.
7. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 7 | Page
Source: SPSS data processor 2021
Normality testing results showed a normal residual spread. Known significant value > 0.05 then
residual is said to be spread normally with a significant value of 0.200 > 0.05. This means that residual values
are distributed normally.
Figure 4.1.Histogram Graph of Normality Test
Source: SPSS data processor 2021
From the histogram chart it looks to provide a pattern of data that is normal distribution.
Figure 4.2.P-Plot Graph of Normality Test
Source: SPSS data processor 2021
In the chart above, it can be seen that a straight line is formed from the bottom left position to the upper
right position along the diagonal. Which means the distribution of data extends around a straight line (not far
from the line). line), meets normal requirements.
4.3.3. Multicollinearity Test
Tabel 4.9.Multicollinearity Test Result
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
Collinearity
Statistics
B Std. Error Beta
Toleran
ce VIF
1 (Constant) -5.803 4.281 -1.355 .182
8. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 8 | Page
Work
Environment
.081 .073 .096 1.118 .269 .897 1.114
Communication .483 .143 .372 3.372 .002 .546 1.831
Adversity
Quotient
.817 .184 .510 4.448 .000 .507 1.971
a. Dependent Variable: Performances
Source: SPSS data processor 2021
The results on the multicollinearity test showed all tolerance scores > 0.10 and VIF values < 10,
meaning that there was no multicollinearity in each independent variable..
4.3.4. Heteroskedasticity Test
The heteroskedasticity test is seen in the plot graph between variable predictive values bound to their
residual values.
Figure 4.3.Scatterplot Graph of Heteroskedasticity Test
Source: SPSS data processor 2021
Heteroskedastity testing results there are points that appear to spread or are in a position around the
number 0.The spread of the point does not make a special pattern, so it can be said if the data is homogeneous or
does not experience symptoms of heteroskedastity.
4.4. Model Accuracy Test
4.4.1. F - Test
F-test test to find out the joint influence between independent variables to dependent variables. The
results of the F test are seen in the table below, if the probability score < 0.05 then H1 is accepted and rejects
H0, whereas if the probability score >0.05 H0 is accepted.
Table4.10.F Test Result
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 3979.628 3 1326.543 35.368 .000b
Residual 1650.289 44 37.507
Total 5629.917 47
a. Dependent Variable: Kinerja
b. Predictors: (Constant), AdversityQuotient, LingkunganKerja, Komunikasi
Source: SPSS data processor 2021
F-count 35,368 > F-table 2,816, concluded Ho was rejected and H1 accepted, it was found that the
variables of the Work Environment (X1), Communication (X2), and Adversity Quotient (X3) together had a
significant and positive influence on Employee Performance (Y).
4.4.2. Coefficient of Determination
Table.4.11.Coefficient of Determination Result
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of the
Estimate
1 .841a
.707 .687 6.124
a. Predictors: (Constant), AdversityQuotient, Work Environment,
Communication
Source: SPSS data processor 2021
9. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 9 | Page
Table above coefficient of determination (R2), it can be said that the Adj R Square score is worth
0.687, that means 68.7% of performance variables can be explained by variables Work environment,
communication, and Adversity Quotient; and the rest with a value of 31.3% can be explained with other
variables.
4.5. Test hypothesis test t
The t test on multiple linear regressions can measure the partial effect of each free variable with the t
test calculation.
Tabel4.12.t Test Result
Coefficientsa
Model t Sig.
B Std. Error Beta
1 (Constant) -5.803 4.281 -1.355 .182
Work Environment .081 .073 .096 1.118 .269
Communication .483 .143 .372 3.372 .002
AdversityQuotient .817 .184 .510 4.448 .000
a. Dependent Variable: Performance
Source: Primary Data processed spssvers 25, 2021
1. Test the impact of the work environment on Employee Performance
That from the variable working environment thitung value of 1,118 <ttabel 2.017 and significant
value (sig) 0.269 > 0.05. the results Ho received and H1 rejected, Partially the work environment has
no significant effect on employee performance of PT. Wahana Senjaya Jakarta.
2. Test the influence of Communication on Employee Performance
From Table 4.20. It can be seen that from the communication variable the value of thitung 3.371
>ttabel 2.017 and the significant value (sig) of 0.002 < 0.05. The result is that Ho was rejected and H1
was accepted, so it can be stated that partially Communication has a significant effect on employee
performance of PT.WahanaSenjaya Jakarta.
3. Test t influence of Adversity Quotient on Employee Performance.
From Table 4.20. It can be seen that from the variable Adversity Quotient value thitung 4,448
>ttabel 2,017 and significant value (sig) 0,000 < 0.05. the result Ho was rejected and H1 received, i.e.
partially affected the Performance of Employees pt. Wahana SenjayaJakarta..
4.6. Inter-Dimensional Correlation Matrix
Tabel 4.13.Inter-Dimensional Correlation Matrix Result
Variabel Dimention Performance (Y) Pearson Correlations
Qualitas
(Y1.1)
Quantity
(Y1.2)
Time
(Y1.3)
Cost
(Y1.4)
Supervision
(Y1.5)
Relationships
between
coworker
(Y1.6)
Work
Environment
(X1)
Lighting
(X1.1)
.277**
. 285 **
.302**
.249**
.233**
.136**
Air
Circulation
(X1.2)
.266 **
. 298**
.362**
.239**
.194**
.107**
Noise
(X1.3)
.303**
.310 **
.362**
.272**
.212**
. 101**
Facilities
(X1.4)
. 343**
.348**
. 509**
.332**
. 121**
.062**
Color
(X1.5)
.289**
.274 **
.431 **
.297**
.164 **
.098 **
Communications
(X2)
Openness
(X2.1)
.304**
. 662**
.630**
.547**
. 662**
.655 **
Empathy .443**
. 711**
. 593**
. 560**
.638**
.658 **
10. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 10 | Page
(X2.2)
Support
(X2.3)
.442**
. 628**
. 593**
.560**
.638**
.658**
Positiveness
(X2.4)
.252**
. 571**
. 271**
.399**
.567 **
.475**
Equality
(X2.5)
.355**
.543**
.434**
.459**
.649**
. 628**
Adversity
Quotient (X3)
Control
(X3.1)
.466**
.698**
.653**
.623**
.689**
.667**
Origin &
Ownership
(X3.2)
.680**
. 580**
.523**
.608**
.726**
.721 **
Reach
(X3.3)
.576**
.542**
.449**
.475**
.623**
.614**
Endurance
(X3.4)
.630**
.516 **
.428**
.428**
.741**
.794**
Source: SPSS data processor 2021
4.7. Discussion
4.7.1. The work environment (X1) has no effect on Employee Performance (Y) on the Work From Home
work system.
The hypothesis test result of the calculation obtained by thitung for the Work Environment is
worth 1.118 with a significance of 0.269 > 0.05 where the value level of significance > then H1 is
rejected. Based on the results of data calculations obtained that the Variable Work Environment (X1)
has no influence and is not significant on Employee Performance (Y) on the Work From Home work
system. The work environment on the dimension of facilities that employees do not get office facilities
and equipment when working from home so employees are not maximal in doing work.
4.7.2. Communication (X2) affects Employee Performance (Y) on the Work From Home work system.
The hypothesis test results of the calculation results obtained thitung for Communication
amounted to 3.372 with a significance of 0.002 < 0.05 where the level of significance is smaller then
H1 is accepted. Based on the results of data calculations, it was found that the Communication variable
(X2) in this study had a positive and significant effect on employee performance variables (Y) in the
Work From Home work system. This is supported by the research kowang Owe & Maiza (2019), Judge
Fachrezi, Hazmanan (2020) in his research stated that communication has a significant influence on
employee performance. If the better communication between employees in a company then employee
performance will increase.
The results of the correlation test between dimensions showed that dimensions with a strong level
of relationships are indicated by the dimension of support, namely employees find it easy to get and
provide information in completing work and tasks when working from home so that employees can
work and complete their tasks on time..
4.7.3. Adversity Quotient (X3) affects Employee Performance (Y) on the Work From Home work system.
The hypothesis test results of the calculation results were calculated by thitung for Adversity
Quotient of 3.366 with sig 0.001 < 0.05 where the level of significance is smaller then H1 is accepted.
Based on the results of data calculations obtained that variable Adversity Quotient (X3) in this study
has a positive and significant effect on employee performance variables (Y) in the Work From Home
work system. Firza Umar (2019), Anggia sari & Wulandari (2018) in his research concluded that
Adversity Quotient has a significant effect on Employee Performance. If the better adversity quotient
owned by an employee then employee performance will increase..
V. CONCLUSIONS AND SUGGESTIONS
5.1. Conclusion
Some conclusions on the results of the study and discuss the impact of the work environment,
communication and indicators of difficulties on employee performance. That is, (1) the work environment has
no effect and is not significant to the employee's work performance. (2) Communication has a significant
positive effect on employee performance. The better communication, the more employees do a better job.
Communication with the most influential employee performance based on correlation between variable
dimensions is the empathy dimension. (3) Adversity quotient has a significant positive effect on employee
performance. Based on the correlation between the measure of the difficulty variable and the employee's
performance, the most influential factor is the measure of resistance.
11. The Effect of Work Environment, Communication, and Adversity Quotient on...
*Corresponding Author: Dian Puspitasari1
www.aijbm.com 11 | Page
5.2. Suggestion
Referring to the results of research on variables of the Work Environment, Communication, Adversity
Quotient on Employee Performance at PT. Wahana Senjaya Jakarta, researchers give suggestion:
5.2.1.For Company
Advice from researchers for PT. Wahana Senjaya Jakarta (1) Communication plays an important role
when working from home because the distance and location are far between employees make communication
between employees an important thing. The company must be able to make effective communication between
leaders and employees, so that communication continues to run well when working from home. Companies need
to maintain good communication so that employees easily get and provide work-related information so that
work productivity is still achieved properly. Companies need to increase tolerance between employees so that
employees can respect each other in giving opinions and providing input, so that discussions between colleagues
can run smoothly. (2) The Company should be able to improve employee performance at work as much as
possible and pay attention to any problems / difficulties that can hinder employees in work. Between coworkers
and superiors can discuss each other to create the best solution of each problem so that all work can run and
finish in a timely manner.
5.2.2.For Academics
To academics who have plans to conduct research related to matters that have an influence on performance, it
is recommended to be able to use work environment variables because the Work Environment variable has no
significant effect and can conduct research in the same field by using this thesis as a reference.
REFERENCE
[1] Kasmir, ManajemenSumber Daya Manusia (Teori dan Praktek). Oleh: Raja GrafindoPersada, 2016.
[2] Nuraeni, Almira Retno. Dampaklingkungankerja immaterial, job value quotient, dan
kesulitanterhadapproduktivitaskaryawan (HMCPT Marketing Employee Survey,
NusantaraSaktiKebumen). 2017
[3] Fachrezi, Hakim Fachrezi dan Khair, Hazmanan. (Pada 2020). Pengaruhkomunikasi, motivasi dan
lingkungankerjaterhadapprestasikerjapegawai PT. Ankasapura II (Persero) PengepunganKualanamu.
TinjauanIlmiah Magister AdministrasiBisnis, 3 (1), 107119.
[4] Pawirosumarto, Suharno; Purwanto Katijan Sarjana dan Rachmad Gunawan. (2016).
Dampaklingkungankerja, gayakepemimpinan, budayaorganisasi dan
kinerjakaryawanterhadapkepuasankerja di hotel dan resort di Parador, Indonesia. JurnalInternasional
Hukum dan Manajemen, 59 (6), TinjauanManajemen dan Pemasaran, 7 (3), 3
[5] Nurman, Nicco. (2018). Dampak adversity quotient, budayaorganisasi, dan pelatihanterhadapkinerja 50
pegawaikabupatenkota dan pegawai Badan Pengembangan Data (BKPSDM).
[6] Gozari, Imam. "AplikasiAnalisisMultivariat Program IBM SPSS19", Edisi 5, Edisi V, Diponegoro
University Press, Semarang. (2011)
[7] Tan, KowangOwee and Husin, Maizaitulaidawati Md. (2019). Selidikidampakkomunikasi pada
kinerjakaryawan. JurnalInternasionalRekayasa dan Teknologi (IJRTE) terbaru. 8 (3). DOI: 10.3590
/ijrte.C1213.1083S219
[8] Wulandari, Anggia Sari Lubis Sari. (2018). Pengaruh adversity quotient
terhadapkinerjakaryawankarenamotivasikerjasebagaivariabelintervensi (“Studi pada
pengemuditaksitradisional di Kota Medan”).
*Corresponding Author: Dian Puspitasari1
1
(Magister Management, Universitas Mercubuana, Jakarta, Indonesia)