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Abstract The aim of this study is to investigate how remote work affects job performance. It suggests that factors such as the work environment, employee productivity, and work-life balance play a role in mediating this impact. The study also explores how remote work influences employee performance through these variables. The findings of this research have practical implications for businesses looking to evaluate the effectiveness of their remote work policies, especially during the ongoing coronavirus crisis. One distinctive feature of this study is its questionnaire, which has been specifically designed to capture the effects of COVID-19. Data were collected through an online survey distributed to workers in Syria. The survey, which utilized a Likert scale, was sent via email to around 2650 employees and was also shared on social media platforms. A total of 300 respondents took part in the survey. To address the research questions, structural equation modelling was employed in this study. The results indicated that remote work resulted in increased enjoyment, satisfaction, and motivation among employees, ultimately improving job performance. It is worth noting that while this research focuses on examining these benefits within the context of Syria, there is potential for external validity among other countries affected by the COVID-19 pandemic.

The study determined the relationship that exists between conflict management and employees' productivity among business educators in Colleges of Education in Cross River State. In other to achieve this purpose, the study was guided by three specific purposes, three research questions and three null hypotheses were formulated. Correlational research design was adopted. The population of study comprised 38 respondents made up of 30 business educators from FCE Obudu and 8 from COE Akamkpa respectively. The entire population was studied hence no sampling for the study. The instrument used for data collection was a researcher made questionnaire titled: Conflict Management and Employees' Productivity Questionnaire (CMEPQ) and was validated by three experts, from the Department of Vocational Education University of Calabar. Data collected was analyzed using Pearson Product Moment Correlation (PPMC) to test null hypotheses at .05 levels of significance. Findings of the study showed collaboration, competition and compromise style of conflict management significantly relate to employees' productivity among business educators in Colleges of Education in Cross River State. It is recommended among others that employees' and authorities should learn to work together for the good of the establishment rather than insisting on personal goals. [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate how remote work affects job performance. It suggests that factors such as the work environment, employee productivity, and work-life balance play a role in mediating this impact. The study also explores how remote work influences employee performance through these variables. The findings of this research have practical implications for businesses looking to evaluate the effectiveness of their remote work policies, especially during the ongoing coronavirus crisis. One distinctive feature of this study is its questionnaire, which has been specifically designed to capture the effects of COVID-19. Data were collected through an online survey distributed to workers in Syria. The survey, which utilized a Likert scale, was sent via email to around 2650 employees and was also shared on social media platforms. A total of 300 respondents took part in the survey. To address the research questions, structural equation modelling was employed in this study. The results indicated that remote work resulted in increased enjoyment, satisfaction, and motivation among employees, ultimately improving job performance. It is worth noting that while this research focuses on examining these benefits within the context of Syria, there is potential for external validity among other countries affected by the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

In terms of satisfaction connected to health and safety, advancement in career, self-esteem and actualization, recognition, rewards, physical working environment, and management relationship, quality of work life (QWL) is a contributing aspect to increased levels of satisfaction among employees. To ascertain the current status of work-life linkage while taking into account the demographics of chosen hotels in India and the characteristics of the quality of work-life practices is the objective of this study. Additionally, the study was able to determine the differences in the demographic profile of the hotels that responded to the survey. Descriptive statistics, reliability tests, Spearman's correlation, Levene's Test of Homogeneity, and Kruskal Wallis tests were utilised by the author in order to arrive at the conclusions that were drawn. In Indian hotels, the existence of QWL procedures was found to be lacking, according to the findings of the study. The dimensions of QWL and the demographic profile of the hotels were shown to have significant relationships with one another. This study has the potential to be utilised as a practical reference for implementing quality of work life (QWL) initiatives for the hotel sector. It can also serve as a tool for doing future research on other areas of job satisfaction.

Purpose – In today’s business world, competition is no longer about resources accumulated, but the emphasis is now placed more on the actual accumulation and utilization of knowledge within the organization. Attention has shifted drastically from just acquiring wealth in the organization to an era where knowledge and learning within the organization becomes more critical and important to the organizational survival and continuous growth as put forward by this paper. This paper investigated the effect of organizational learning and effectiveness on operations, employee productivity and management performance. This paper aims to add to scholarly works and knowledge on organizational learning. Design/methodology/approach – Random and stratified sampling techniques were used. Data collection was done with the use of a questionnaire and analyzed using confirmatory factor analysis and hierarchical multiple regression. Findings – The result from the data analyzed shows that there is a positive relationship between organizational learning and effectiveness, operations, employees’ productivity and management performance suggesting that organization learning impact is encompassing because it affects and influences the effectiveness and efficiency of all the staff at every level within the organization. Practical implications – Organizations should strive and do everything possible to ensure organizational learning because this study is in an era where knowledge and learning within the organization are more critical and important to organizational survival and continuous growth. Originality/value – The study demonstrates that the only way to fast-track growth in every sphere of the organization is to ensure organizational learning as it influences the effectiveness and efficiency of all the staff at every level within the organization.

The workplace environment plays an important role in employees' desire for work and outcome. Work and workplace have significant relation, when workers have emotion towards their job, their productivity increases and employees should have a definite environment to work in so that absenteeism will subsidize flexibility in the workplace. An organisation's productivity and success depend on employees' efficiency and commitment to an organization. Employee coherence will increase contribution and productivity to achieve the organization's objective. Technology has made mankind connect people through the internet from any part of the world. Likewise, employees can work from remote areas and communicate with their colleagues. [ABSTRACT FROM AUTHOR]

Regarding the crucial role of human resources in any organization, addressing issues that lead to reducing occupational injuries and increasing their productivity in the workplace is of great significance. However, primary studies show that little research has been done in this area. In this regard, investigating the effect of employing workplace ergonomic principles on occupational productivity of experts through the mediating role of occupational stress and burnout in Kerman Agricultural Jihad Organization was determined as the aim of present study. Present research is an applied and causal-correlational study that was carried out using a cross-sectional survey and structural equation modeling. The statistical population of the study was the experts of Kerman Agricultural Jihad Organization (N=1418). The sample size was estimated to be 306 cases using Krejcie and Morgan sampling table. The samples were selected by stratified random sampling approach. The data gathering instrument was a questionnaire whose face and content validities were confirmed by a panel of experts. The reliability of instrument was achieved using Cronbach's alpha coefficients and composite reliability indices. Structural equation modeling findings demonstrated that the direct effect of ergonomic principles on productivity was positive and significant. The direct effects of ergonomic principles on occupational stress and burnout were negative and significant. Furthermore, the direct effects of occupational stress and burnout on productivity were negative and significant. The direct effect of occupational stress on burnout was positive and significant and the indirect effect of ergonomic principles on productivity was significant, as well. Finally, the findings revealed that three independent variables (ergonomic principles in the workplace, occupational stress, and burnout) could account for 61% of the variance in productivity of experts in Kerman Agricultural Jihad Organization. [ABSTRACT FROM AUTHOR]

This study aims to find out whether there is an influence between human capital practices and productivity on company performance. The theoretical approach raised in this study is about human capital, productivity, and company performance. The research method approach carried out in this study is quantitative, namely by regression testing, and previously testing the quality of the instrument through validity and reliability tests. The results obtained are that the practice of human capital and productivity does affect the performance of the company. So it is recommended that companies that are the samples of this study can consider policies that can support company performance through the practice of human capital and support for employee productivity, although there are still many other factors that affect company performance.

To achieve organizational goals, quality human resources are needed to produce high productivity. This research serves the purpose of knowing the level of competency, work discipline, and employees’ productivity as well as the effect of competency and work discipline, whether partially or simultaneously, towards the employees’ productivity in Dinas Kependudukan dan Pencatatan Sipil Kota Bandung. The method applied in this research is a quantitative method with the purpose of descriptive research. The researcher prepared a questioner that later shared with as many as 105 respondents. This research makes use of validity and reliability tests. The analysis methods used in this research are descriptive analysis, the classical assumption test, and multiple linear regression. Based on the result of data processed in Disdukcapil Kota Bandung, employees value competency as much as 82.54%, work discipline 81.17%, and employees’ productivity 85.32%. This means competency and productivity place in the highest category, meanwhile, work discipline in the high category. The result of the research shows that, partially and simultaneously, competency and work discipline has a significant effect on employees’ productivity for Dinas Kependudukan dan Pencatatan Sipil Kota Bandung.

The study examined the adopted motivational policies to the employees’ needs and the productivity level in Osun State Civil Service, OSCS Nigeria. Few studies ascertained the relationship between motivation policies and productivity. However, the study utilised social exchange for needs in examining the effect of motivation on employees’ productivity in OSCS, Nigeria. Triangulation of sampling method and sources of data collected were used. Though, the result showed six motivational policies with three most used: recommendation letter, ceremonial handshake, and State honour, however, the policies were inappropriate to employees’ needs, hence, little productivity is achieved. The study concludes that majority of the respondents were in the lower cadres and low education status with poor salary and working condition, who have preferred material incentives. There was no significant relationship between motivation policies adopted and job performance and productivity. There is a need to embark on welfare policy that is suitable for the employees’ needs.

Teachers spend the majority of their days inside school buildings, either teaching in their classrooms or working in their offices. Their satisfaction with and comfort in the physical environment of the school plays a critical role in the advancement of the learning process. Through a review of the literature, it was found that a school's physical environment affects teachers' comfort levels, which in turn affects their job satisfaction and productivity. This study aims to identify research that focuses on the effect of a school's physical environment on teachers' comfort and performance. The Habitability Pyramid, a model of workplace environmental comfort as defined by Vischer was applied to this critical review as a conceptual framework to define studies investigating the effects of a school's physical, functional, and psychological comfort on teachers. These aspects are related to teachers' privacy and the amount of control they have over their physical environment, and thereby their effectiveness as educators. Furthermore, the interrelationship between physical environment and teachers' comfort is not only affected by their classroom's physical environment but also by the physical environment where they work outside of teaching time. This critical review provides an understanding of the design issues and physical environment attributes that have the biggest effects on teachers' comfort in the workplace and the importance of the teachers' voices in the future design and construction of school in the twenty-first century. [ABSTRACT FROM AUTHOR]

Anna Rosiek,1,2 Aleksandra Rosiek-Kryszewska,3 Łukasz Leksowski,4 Tomasz Kornatowski,2 Krzysztof Leksowski2,5 1Ross-Medica, 2Faculty of Health Sciences, Public Health Department, Nicolaus Copernicus University, 3Faculty of Pharmacy, Department of Inorganic and Analytical Chemistry, Nicolaus Copernicus University, 4Faculty of Health Sciences, Department of Rehabilitation, Nicolaus Copernicus University, 5Department of General Thoracic and Vascular Surgery, Military Clinical Hospital in Bydgoszcz, Bydgoszcz, Poland Background: Increasing the engagement of employees in the treatment process of patients may benefit a hospital and employee productivity and may result in better patient care and satisfaction with medical services. Given this, the first step in improving the quality of patient care is better availability of doctors for patients in a hospital ward.Methods: The research for this paper was conducted in six health care units in the Kuyavian-Pomeranian province in Poland. The research assessed how the elements relating to employees’ behavior and things characteristic to medical service influence patients’ willingness to recommend a hospital.Results: Patients’ perception of services is linked with the behavior of medical employees and their engagement in the treatment process.Conclusion: Our research indicates that individual employee recognition and collective recognition of hospital employees as a whole were identified as the most important factors in employee engagement in the treatment process (employee productivity) and patients’ satisfaction with medical service. Keywords: employee’s productivity, workplace interventions to enhance health, hospitals, organizational health, medical staff, public health

The aim of the study is an assessment of the Amoeba Management System (AMS) introduction advancements in some European companies. The study takes the practically focused research approach. The approaches, achievements and phases whilst introducing the AMS principles by companies are observed and critically assessed. First insight into the challenges of AMS introduction is taken basing on critical study of the literature output. The scientific studies and managerial publications are taken into consideration. The empirical part of the study is based on the qualitative approach. A multiple case study methodology is employed. The research objects are three companies, one of them operates in Sweden, the next two in Poland. Each of them have different experiences in AMS implementation, they also manifest different management styles and habits. The study demonstrates that AMS is a very prospective management methodology which can support companies in employees commitment during their journey towards operational excellence. The analysis results show different motivations for AMS introduction as well as different development paths, these are harmonized with different management styles in companies and culture occurring in countries. The study is particularly valuable because this is one of the first empirical investigations of AMS implementation in European companies. In the field of theory the study proposes the four level scale for amoebas system maturity. This scale allows to classify companies following AMS principles and, at the same time, this scale is also the kind of path of AMS implementation. The study points out basic tools for companies which support AMS implementation. These tools are already known in management literature, but experience of investigated companies shows that they are fundamental for successful AMS implementation. [ABSTRACT FROM AUTHOR]

A study is based on the performance of NADRA and its employees, comprises on several factors that show an impact on employees' productivity. It was assumed that office design (like Furniture, Noise, Lighting, Temperature and Spatial Arrangement) put an impact on the productivity of employees of NADRA. A research has been conducted in several areas of Pakistan and gathered data through questionnaire and survey. Work environment and office design were kept in mind while survey and 185 respondents were included in research. After successfully collection of data, categorical regression has been used in analyzing result and OLS-Model had been deployed. Result was not found in the favor of hypotheses and it was revealed that there is no impact of office design on employees' productivity. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to establish the influences of the colours red and blue on perceived well being, social cohesion and productivity in complex real life work conditions during regular meetings. Design/methodology/approach – In total, seven regular government teams held seven regular meetings in red, blue and reference meeting rooms. In literature it is often mentioned that red is a warm and blue a cool colour. To be able to test the warmth and coldness effects the authors have amplified the warm and cold qualities with light colour and colour of the table top desk. The employees were asked to complete questionnaires concerning perceived well being, social cohesion and productivity. In total, 52 subjects completed three questionnaires, at the start, the end and two or three days after the meeting. Data were analysed with SPSS 16. Findings – The findings did not show any effects of the red and blue environment on perceived well being, social cohesion and productivity. The authors assume the processes in real life work situations are too complex to measure influences. Research limitations/implications – The research focuses on individual perceptions and did not measure actual well being, social cohesion and productivity. Practical implications – Practical implications are that statements frequently mentioned in literature concerning influences of red and blue might be not valid in real life meeting settings. New ways of testing the impact of colours should be reconsidered. Because lab situations are too simplified and artificial, the authors suggest testing influences of colour in an isolated setting in relation to art. Originality/value – The originality of this research concerns testing colour influences in complex real life work settings, such as meetings. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine employers' perceptions of changes in the labour cost-productivity gap due to the ageing of the workforce, the effects of tenure wages and employment protection on the perceived gap, and whether a perceived labour cost-productivity gap affects employers' recruitment and retention behaviour towards older workers. Design/methodology/approach – The authors analyse surveys administered to employers in Denmark, France, Germany, Italy, the Netherlands, Poland and Sweden. Findings – Approximately half of employers associate the ageing of the personnel with a growing gap between labour costs and productivity. Both the presence of tenure wages and employment protection rules increase the probability of employers perceiving a widening labour cost-productivity gap due to the ageing of their workforce. A counterfactual shows that even when employment protection and tenure wage systems are abolished, 40 percent of employers expect a net cost increase. The expected labour cost-productivity gap negatively affects both recruitment and retention of older workers. Originality/value – In this paper, the wage-productivity gap is examined through the perceptions of employers using an international comparative survey. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to determine the influence of emotional and social competence (ESC) on job performance by considering self-ratings and the ratings of others (supervisor, peer and subordinate) using a multisource feedback assessment of ESC. Design/methodology/approach – The authors utilized the 2004-2006 performance evaluations of 36 staff members of the Ilo Copper Refinery, owned by the Southern Peru Corporation. To assess ESC, the Emotional Competence Inventory (ECI 2.0) was administered to the Ilo staff. Findings – The study reinforces the importance of ESC to workplace performance and provides evidence of ESC's positive influence. The results reveal that 70 percent of the variance of working performance is explained linearly by the total average of ESC, with four significant competencies – self-confidence, achievement orientation, optimism, and teamwork & collaboration – accounting for 63 percent of the variance. Research limitations/implications – As an initial study in Peru, the authors had a small sample size. There is limited independence in the performance evaluations because the evaluators of performance were repeated in several cases. Job performance ratings were based on the following computerized objective assessment: use of abilities, work organization planning, interpersonal relations, results, initiative, aptitude to the work, and creativity. Originality/value – The paper is aimed at improving understanding of the links between ESC and performance. It is the first study the authors are aware of to examine these relationships in a Peruvian organization. The approach used in this study contributes to and provides evidence of the importance of emotional competence in the workplace. [ABSTRACT FROM AUTHOR]

This paper presents a framework for understanding and analyzing the productivity of service workers. Based on findings in the multidisciplinary literature, it provides a working model for services managers that: recognizes that the definition of productivity may vary across service jobs, acknowledges that there are different levers for maximizing productivity in different contexts, and indicates that managing productivity needs to be viewed as a task for marketing, not lust the organization's internal functions. The purview and implications of each component of the framework are discussed, together with some marketing-based suggestions for productivity improvement. [ABSTRACT FROM AUTHOR]

Businesses worldwide are beginning to explore new areas of workplace change. Gone are the days of changing an element in one department and expecting results throughout the entire firm. The latest trend is the high performance work system. The implementation of such a system is not based around one department, but focuses on firm-wide change. Key elements are workplace restructuring, retraining of workers and adding new technology. It has been found that by improving the flow of information through workplace redesign, using state of the art technology and empowering employees by training them to be daily decision makers, productivity and overall quality of production increases significantly. The implementation of a high performance work system can be risky and costly but the US Government is currently developing ways to aid companies so that they can take advantage of the benefits that can result from the implementation of such a successful system. [ABSTRACT FROM AUTHOR]

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.Findings – When Rudyard Kipling said East is East and West is West and never the twain shall meet, he reckoned without the consequences of the unrelenting globalization of business. East and West meet on a daily basis as commerce – and culture – become increasingly interdependent. Business leaders and their followers the world over face similar challenges and rapid advances in communication allow us to focus on those similarities. That is not to say, however, that diversity can be sidelined or that a style of business leadership which works well in one part of the globe will necessarily work well elsewhere.Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to digest format. [ABSTRACT FROM AUTHOR]