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While the compressed workweek (CWW) has gained traction in recent years, its impact on firms' financial performance is not well understood. This study addresses this gap in the literature by examining the effect of the CWW on shareholder value. Drawing on social exchange theory and its norm of reciprocity, we introduce a conceptual model on the main effect of the CWW on shareholder value, and the moderating roles of the anticipated type and degree of employee reciprocation. To test the model's predictions, we exploit the announcement of Belgium's mandatory adoption of a CWW in February 2022 as the setting for a policy event study analysis. We find positive average stock price reactions of Belgian listed firms to the CWW's announcement, consistent with investors expecting the CWW to result in favorable employee reciprocation. Stock price reactions are more positive for firms with a lower ex ante employee productivity, suggesting employees are predicted to reciprocate with higher efforts. Stock price reactions are also more positive for firms with a higher reliance on knowledge workers, consistent with these employees deriving a greater utility from flexible working arrangements. Robustness tests, including a placebo analysis and an event study of international firms with Belgian subsidiaries, corroborate our results. Our study offers several theoretical contributions and has practical implications for HR managers and policymakers. [ABSTRACT FROM AUTHOR]

With a harmonious pattern between the workforce and the company, job satisfaction will result. East Kalimantan is very popular for its abundant natural resources, including mining. Referring to the terminology above, this paper focuses on the causality between training and rewards on employee productivity by involving job satisfaction as a mediator. The focus of this paper is one of the largest companies operating in the mining sector located in the Balikapan area. The assessment was carried out by distributing an open questionnaire to 346 employees who worked at the company. The quantitative approach is implemented in Smart-PLS, where the output is two schemes (outer model and inner model). In general, the statistic analysis finds that training and rewards have direct implications for employee job satisfaction and productivity. At the same time, job satisfaction does not have direct implications for employee productivity. Unfortunately, job satisfaction is unable to mediate the relationship between training and rewards on employee productivity. In essence, although training and rewards function in stimulating job satisfaction and employee productivity, they have not been proven optimal in encouraging employee productivity which is mediated by job satisfaction. Therefore, companies need to prioritize job satisfaction with more comprehensive proportions. [ABSTRACT FROM AUTHOR]

Purpose: Drawing from the combined theoretical approaches of the conservation of resources theory, broaden-and-build theory of positive emotions and social cognitive theory, the current study examined the relationships between employee financial well-being and employee productivity via employee happiness while exploring the moderating role of gender in this mediated relationship. Design/methodology/approach: Using partial least squares approach for structural equation modeling, the hypothesized model was tested employing primary data collected from banking employees. Findings: The results showed that employee financial well-being has a significant positive effect on employee productivity and this effect was mediated by employee happiness. In addition, the results showed that this indirect effect was moderated by gender such that the relationship was more pronounced in males (versus females). Originality/value: This study contributes to the nescient research on the consequences of financial well-being especially at an organizational level, with several implications for individuals, employees and organizations, while at the same time offering new insights for future investigation. Peer review: The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2023-0676 [ABSTRACT FROM AUTHOR]

The aim of this study is to see how competence and organizational commitment affect employee productivity. We used the inferential verification technique, which is a strategy employed by researchers to assess the validity of presented hypotheses by gathering actual data from the field of Indonesia's industries. A total of 300 personnel from Indonesia's cable and electrical industries were purposefully chosen as responders. We used Structural Equation Modelling (SEM) analysis, aided by the LISREL 8.80 software, to test the hypotheses. The study's findings are as follows: (1) there is a positive and significant influence of competence (= 0.30) on the work productivity of employees; (2) there is a positive and insignificant influence of organizational commitment (= 0.09) on the work productivity of employees; and (3) there is a positive and significant influence of organizational commitment (= 0.50) on the work productivity of employees Indonesia's industries, (4) Organizational commitment has a mediating function in the effect of competence (t = 4.15) on job productivity of employees in Indonesia's industries. A limitation of this study is that the survey only focused on Indonesia's cable and electricity industry plants and the tactical level management of an organization. The study's findings contribute to boosting organizational commitment and job competence that can boost employee productivity in Indonesia's industries. Due to its relatively rapid economic development, Indonesia is extremely appealing to international investors, particularly in the industrial sector. However, Indonesia must boost its manufacturing sector in order to attract more foreign investors. Also, this study is an empirical investigation, and its results can be generalized to similar industrial establishments.

This study provides a nuanced understanding of AI's impact on productivity and employment using machine learning models and Bayesian Network Analysis. Data from 233 employees across various industries were analyzed using logistic regression, Random Forest, and XGBoost, with 5-fold cross-validation. The findings reveal that high levels of AI tool usage and integration within organizational workflows significantly enhance productivity, particularly among younger employees. A significant interaction between AI tools usage and integration (β = 0.4319, p < 0.001) further emphasizes the importance of comprehensive AI adoption. Bayesian Network Analysis highlights complex interdependencies between AI usage, innovation, and employee characteristics. This study confirms that strategic AI integration, along with targeted training programs and ethical frameworks, is essential for maximizing AI's economic potential. [ABSTRACT FROM AUTHOR]

This study aims to analyze the effect of work stress, workload, and work environment on employee performance. The data for this study were obtained from 84 employees of PT Rajawali Dwi Putra Indonesia through a quantitative approach. The sampling technique used was non-probability sampling with saturated sampling category. Data were collected using a questionnaire and analyzed using multiple linear regression with the help of SPSS software as an analytical tool. The T test results showed that: (1) Work stress does not have a significant effect on employee performance, (2) Workload also does not have a significant effect on employee performance, (3) Work environment has a significant effect on employee performance, and (4) Work stress, workload, and work environment simultaneously affect employee performance at PT Rajawali Dwi Putra Indonesia. This research is expected to be a reference, suggestion, and alternative solution for companies or organizations in dealing with problems related to work stress, workload, and work environment, which in turn is expected to improve employee performance and support the achievement of organizational goals. [ABSTRACT FROM AUTHOR]

The actions of a company constantly connect and bind the connection between different organizations via communication. If the firm does not have excellent communication, it can lead to conflict and impair employee productivity, which might hinder the establishment of the company's own objectives. For instance, at PT Bina Bestari Semarang-a company that specializes in coordinating labor services-a dispute develops when executives and workers fail to communicate, which in turn reduces staff productivity. This research will look at how PT. Bina Bestari's leadership has been able to boost staff performance and productivity via their communication strategies. This study employs a qualitative methodology based on a case study design, with data collected via in-depth interviews, participant observation, and written records. This study's findings suggest that leadership is doing a good job of carrying out their responsibilities and that the vertical communication model between superiors and subordinates may work as intended. All parties involved in the dispute at PT Bina Bestari division have acknowledged that things started to look better when it came to communication between workers and management, which in turn led to a rise in output. [ABSTRACT FROM AUTHOR]

The aim of this study is to see how competence and organizational commitment affect employee productivity. We used the inferential verification technique, which is a strategy employed by researchers to assess the validity of presented hypotheses by gathering actual data from the field of Indonesia's industries. A total of 300 personnel from Indonesia's cable and electrical industries were purposefully chosen as responders. We used Structural Equation Modelling (SEM) analysis, aided by the LISREL 8.80 software, to test the hypotheses. The study's findings are as follows: (1) there is a positive and significant influence of competence (ß = 0.30) on the work productivity of employees; (2) there is a positive and insignificant influence of organizational commitment (ß = 0.09) on the work productivity of employees; and (3) there is a positive and significant influence of organizational commitment (ß = 0.50) on the work productivity of employees Indonesia's industries, (4) Organizational commitment has a mediating function in the effect of competence (t = 4.15) on job productivity of employees in Indonesia's industries. A limitation of this study is that the survey only focused on Indonesia's cable and electricity industry plants and the tactical level management of an organization. The study's findings contribute to boosting organizational commitment and job competence that can boost employee productivity in Indonesia's industries. Due to its relatively rapid economic development, Indonesia is extremely appealing to international investors, particularly in the industrial sector. However, Indonesia must boost its manufacturing sector in order to attract more foreign investors. Also, this study is an empirical investigation, and its results can be generalized to similar industrial establishments. [ABSTRACT FROM AUTHOR]

Background: The competition in the business world is so tight, but the development of manufacturing companies that are increasingly showing that the positive trend is related to the role of leaders who are figures who regulate the company's operational system. HR work productivity will increase through the implementation of the impact program of leadership style, appropriate compensation. Purpose: The research examines the impact of situational leadership style, motivation, compensation on employee productivity in the Kudus Wood Manufacturing Industry. Design/methodology/approach: Using quantitative methods. Data were collected using online questionnaires to production employees. Sampling with Accidental Sampling, obtained 86 respondents using the Slovin method. Data analysis was assisted by IBM SPSS and the analysis was carried out with tests: validity, reliability, classical assumptions, linear regression, coefficient of determination. Findings/Result: The results show that situational leadership style, motivation, compensation have a significant effect on employee work productivity in the Kudus Wood Manufacturing Industry. Conclusion: These findings can be a reference in making policies for companies to increase compensation so that work productivity increases. Originality/value (State of the art): This study helps organizations understand the importance of adapting leadership styles to suit employee needs in order to increase productivity. In addition, it provides insight into how effective motivational strategies, such as recognition, responsibility, and career development opportunities, can increase productivity. Furthermore, the study shows that not only financial compensation, but also non-financial forms of compensation (such as benefits, time off, and work flexibility) have a significant impact. [ABSTRACT FROM AUTHOR]

In Bangladesh, improving the productivity of ready-made garment (RMG) factory workers has always been an uphill task, and this has assumed greater proportions after the COVID-19 pandemic. The present study explores the effect of welfare facilities and human resource management practices on the motivation and productivity of RMG workers during the pandemic. On the basis of an advanced statistical analysis, the study accepted all hypotheses proposed to highlight the significant impact of human resource management practices and welfare facilities on the motivation and productivity of workers. Both of these factors showed an association with employee productivity through employee motivation, which proved to be a partial mediator. Moreover, the authenticity of the study was supported by the confirmatory factor analysis (CFA) and the structural equation model (SEM), which were represented based on model fit exponents, composite reliability, convergent validity and discriminant validity. The study helps develop an understanding of theoretical and managerial implications, which can assist RMG factory owners, managers, stakeholders and policymakers to motivate workers and improve their productivity. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine whether work-life balance, psychological well-being and work environment have an influence on employee productivity at PT Bank BJB Cibadak Branch. The type of research conducted is quantitative research with a descriptive approach and associative analysis. The population and sample in this study were 30 respondents who were all employees at PT Bank BJB Cibadak Branch who used the saturated sampling technique method as sampling. The results of the research on the farsial significant test (t-test) show that work-life balance (X1) has a positive and significant effect on employee productivity (Y) seen from Thitung greater than Ttabel, namely 1.969 1.699 then H0 is rejected and H1 is accepted. psychological well-being (X2) has a positive and significant effect on employee productivity (Y) seen from Thitung greater than Ttabel, namely 191 1.699 then H0 is rejected and H1 is accepted. and the work environment shows that Thitung is greater than Ttabel, namely -1.757 1.699, so H0 is accepted and H1 is rejected, which means it can be concluded that the Work Environment (X3) has no significant effect on Employee Productivity (Y) at PT Bank BJB Cibadak Branch. [ABSTRACT FROM AUTHOR]

Corporate scandals, environmental damages, and employment conditions have highlighted the importance of corporate social responsibility (CSR). However, little is known about (1) the simultaneous effects of board and top management team (TMT) gender diversity on CSR, (2) the mediating role of CSR between leadership (board/TM) gender diversity and organizational outcomes, and (3) the above-noted effects vary between large versus small organizations. Drawn from social role theory, we test our hypotheses using multisource time-lagged data from 248 organizations. The results indicate that both board and TMT gender diversity are positively associated with CSR. Moreover, CSR had a positive effect on both perceived organizational performance and employee productivity, with CSR also mediating the relationship between board gender diversity and perceived organizational performance. The findings also show the moderating effect of organization size on the CSR–organizational outcomes relationship. Our results refine (differential effects of gender diversity on CSR depending on the role), extend (some unprecedented effects were found for perceived organizational performance and employee productivity), and qualify (effects were significant for large organizations) social role theory. Our research addresses the above-noted knowledge gaps and informs the contextual leadership gender diversity practice for improved CSR and organizational outcomes. JEL Classification: M12, M14 [ABSTRACT FROM AUTHOR]

This research paper aims to examine the impact of performance appraisal systems on employee productivity in contemporary organizational settings. As companies strive for sustainable growth and competitiveness, the role of performance appraisal in shaping and enhancing employee performance becomes increasingly important. The study uses a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather comprehensive insights from both employees and management personnel. The quantitative phase involves the distribution of structured questionnaires among a diverse sample of employees across the industry, aiming to gauge their perceptions of the performance appraisal process and its impact on their productivity. Additionally, relevant performance metrics were analysed, with an assessment of observable correlations between the outcomes of appraisals and subsequent employee productivity. In the qualitative phase, in-depth interviews were conducted with a subset of employees and managers to learn more about their experiences with performance appraisal. The qualitative data indicated perspectives on the strengths and weaknesses of existing appraisal systems. Secondary data includes research papers, publications, magazines, books, journals, and websites. The core objectives of this research were to evaluate the performance appraisal system of the company and its effectiveness and to gather feedback from the workforce on the same. Also, to study the association between performance appraisal systems and employee productivity. Research data was analysed with the aid of the SPSS standard tool. The research framework incorporates relevant theoretical perspectives on performance appraisal, employee motivation, and organizational behaviour, aiming to provide practical insights for organizational leaders, HR practitioners, and policymakers. Findings suggest the refinement or implementation of performance appraisal strategies that better align with the dynamic needs of modern workplaces, fostering a culture of continuous improvement with training programs and increased employee engagement through a better pay structure. [ABSTRACT FROM AUTHOR]

Job satisfaction, dedication, and employee motivation play an important role in the steady growth of an organization which becomes very evident especially after the pandemic. The present study aims to know the efficacy of the talent acquisition (TA) team is to understand how elements like motivation, job satisfaction and employee productivity, interact to enhance organizational performance, by identifying the factors that drive motivation among employees, the team aims to design strategies that foster job satisfaction, which in turn can lead to higher productivity levels. Here, exploratory research is used along with a statistical analysis intervention. Structured questionnaire data sourced from Durgapur Steel Plant (DSP) helped to meet the analytical conclusion. The results show that organizations need to follow a clear TA and management policy by which motivational factors and the working environment have a positive impact on the productivity of the employees. In today's time the working environment of the organizations is global, complex, highly competitive, agile, and fast result-oriented. Expectantly, this integrative framework may guide or value further academic research on parameters of functions of TA team and might also inform the work of talent management professionals for enhancing productivity and growth of the talent pool. [ABSTRACT FROM AUTHOR]

This paper examines the influence of cultural contexts on work‐life flexibility practices and employee productivity. Using extant theory from the work‐life literature and gender egalitarianism, it examines whether flexible work practices are experienced differentially by men versus women in two varied cultural contexts (Australia and India). Results show that the use of flextime reduces the productivity of men more than women in a high‐income individualistic cultural context (Australia); whereas the use of telecommute or vacation time enhances the productivity of men more than women in a relatively paternalistic cultural context (India). Using uniquely comparable samples of 177 and 166 respondents respectively, the study provides new evidence on the effects of cultural contexts on work‐life flexibility practices, with important implications for work‐life flexibility theory and practice. For work‐life flexibility practices to be effective, managers need to implement practices that align with the gendered cultural norms within which they operate. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to provide a comprehensive and detailed insight into the role of competence, motivation, and technology in determining employee productivity, as well as how organizations can effectively manage these three factors to achieve greater success and competitiveness. The research method used in this scientific article is a structured literature review. Relevant scientific articles are selected, identified, and evaluated during the literature review process. The determination of the study scope was carried out using the PICO framework (population, problem, intervention, comparison), which provides a score to establish the study limitations. A collection of relevant scientific articles is selected, excavated, and reviewed during a literature review. Using the PICO framework (population/problem, intervention, comparison), the scope of the study is determined by the score. The results of the paper provide valuable insights for human resource management practitioners and other stakeholders in managing and improving employee productivity in various types of organizations. Recommendations for practitioners include developing strategies to increase employee engagement, encouraging more flexible work practices such as teleworking, as well as strengthening motivational practices such as training and development, performance-based rewards, and knowledge sharing [ABSTRACT FROM AUTHOR]

The purpose of this study is to determine the effect of leadership style, workload and work discipline on the productivity of Employees at the Building Store of Ahmad Yani Branch, both partially and simultaneously. The population in this study was all employees at the Ahmad Yani branch of RKM building store, with a total of 40 employees. SampWork Environmental Engineering used in this study is a non-probability Work Environmental technique. The method used in this study is Quantitative Method with data collection techniques used is interview and distribute questionnaires to respondents. The data analysis technique used is double linear regression with SPSS program. The results of the study concluded that: (1) the dreaming style has a significant positive effect on productivity. (2) the workload has a significant effect on productivity. (3) the work discipline has a positive and significant effect on productivity. (4) In simultaneous testing of leadership styles, workloads and work discipline have a positive and significant influence on employee productivity in the building store of Ahmad Yani branch. The magnitude of leadership style, workload and Work Discipline is shown by the Adjustable R Field value of 79.9% and the remaining 21.1% are affected by other variables not examined in the study. [ABSTRACT FROM AUTHOR]

Copyright of Itobiad: Journal of the Human & Social Science Researches / İnsan ve Toplum Bilimleri Araştırmaları Dergisi is the property of Itobiad: Journal of the Human & Social Science Researches and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

With rapid technological advancements, developing a digitally literate workforce is imperative for public sector organizations to enhance performance. However, research linking digital literacy and employee outcomes in developing country contexts has been limited. This study investigated the relationship between digital literacy and productivity among local government employees in Nigeria. A survey was conducted with 113 employees in Ilorin West Local Government in Nigeria. PLS-SEM was used for the analysis. Digital literacy demonstrated significant positive effects on productivity. Access to ICT positively moderated the digital literacy-productivity relationship. The study makes important theoretical contributions by extending ICT adoption research to public sector contexts and revealing the performance benefits of digital literacy in the workplace. Practically, it capacitates public organizations to increase investments in structured digital skills development programs to motivate employees and unlock productivity improvements.

In the new global economy, employee productivity has become a central issue of study. The financial services sector in Ghana has garnered significant attention in recent years. Given the growing inefficiencies in the Ghanaian banking industry, which has resulted in the revocation of operational licenses for some banks, this study aims to examine the impact of compensation, informal organization, and commitment on employee retention and productivity. Additionally, the study seeks to explore the moderating role of job satisfaction in selected private and public banks in the Ashanti region. The study utilized a quantitative research approach, sampling 270 respondents from the selected public and private banks in the Ashanti Region using a simple random sampling technique. For data analysis, the study employed multiple linear regression and utilized the PROCESS MACRO for SPSS version 25. The findings indicate that compensation, commitment, and informal organization exert a positive influence on employee retention, thereby affecting productivity. Furthermore, the study revealed that job satisfaction significantly moderates the relationship between compensation and employee retention, but it does not significantly moderate the relationship between informal organization and employee retention. Similarly, job satisfaction does not significantly moderate the relationship between commitment and employee retention.

This study aims to analyze the effects of job burnout and cyberloafing on educator performance and the role of job burnout on cyberloafing, moderated by organizational commitment. This research employs a quantitative approach to validate hypotheses involving educators from the State University with Legal Entity Status in West Java, using a sample of 377 respondents and a questionnaire instrument adapted from various previous studies. Data was collected through questionnaires and analyzed using the Partial Least Square Equation Modeling (PLS-SEM) technique with SmartPLS software. The results indicate that job burnout has a significant positive effect on cyberloafing, suggesting that higher levels of job burnout correspond to an increased tendency for cyberloafing. Meanwhile, organizational commitment is an effective moderator in reducing the negative impact of job burnout on cyberloafing, which in turn helps improve employee performance. Thus, the study demonstrates that job burnout increases cyberloafing behaviour and decreases employee performance, yet organizational commitment can act as an effective moderator to mitigate these negative impacts. The implications of this research suggest that educational organizations can reduce the negative impact of burnout and cyberloafing on educator performance by promoting organizational commitment. This can contribute to creating a healthier and more productive work environment.

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Intellectual capital is a significant determinant of firm performance heterogeneity. However, research into the direct relationship between this knowledge base asset and a firm's performance has produced contradictory results. This paper uses contingency theory to argue that a firm's age and debt are moderators in this relationship. The study sought to investigate the moderating effects of age and debt on the relationship between intellectual capital and firm performance measures from the perspective of a developing country. The study used data from the financial statements of companies listed on the Nigerian stock exchange between 2014 and 2018. According to the regression results, age and debt are significant moderators of this relationship. The findings show that older companies outperform younger companies in using intellectual capital as a performance driver. Companies with higher financial capabilities outperform companies with fewer capabilities. The study concluded with a discussion of the study's implications, contribution, and future research directions. [ABSTRACT FROM AUTHOR]

This research work examines the association between work-from-home (WFH) and employee productivity (EP), with consideration of mediating roles of work motivation (WM) and employee engagement (EE). A survey has been conducted by procuring primary data from respondents (n = 265) working in IT industryin various industries. Quantitative research design is basis for the research methodology where exploratory factor analysis has been conducted initially followed by mediation and moderation analysis. The predictor variable is WFH and dependent variable is employee productivity with mediators as work motivation and employee engagement. The findings of this study conveyed that while WFH positively impacts employee productivity directly, its effects are influenced by mediating mechanisms of work motivation and employee engagement. Precisely, work motivation was found as complementary mediator, augmenting the positive effect of WFH on productivity, while employee engagement was identified competitive mediator, potentially reducing its impact. These findings propose valuable insights for organizations looking improving employee productivity in remote work settings thus highlighting the importance of nurturing both intrinsic motivation and engagement among remote employees. [ABSTRACT FROM AUTHOR]

This study was set to examine the relationship between performance management practices and employee productivity in selected public health facilities in Hoima City. The study was guided by three objectives namely; to examine the relationship between goal setting and employee productivity in selected public health facilities in Hoima City, to assess the relationship between monitoring and employee productivity in selected public health facilities in Hoima City and to establish the relationship between employee feedback and employee productivity in selected public health facilities in Hoima City. A mixedmethods approach involving both qualitative and quantitative techniques was employed. A population size of 140 people was used and a sample of 103 respondents was drawn from selected public health facilities in the Hoima City. There was a moderate positive correlation (r=0.481) between employee feedback and employee productivity in selected public health facilities in Hoima City. This finding implies that when employees are provided with opportunities to provide feedback, suggestions, and input on their work experiences, it can positively impact their productivity levels. There was a positive correlation between monitoring and employee productivity (r=0.564). This indicates a moderate positive linear relationship between monitoring practices and employee productivity in public health facilities. There was a positive relationship between goal setting and employee productivity (r=0.648). Therefore, employees should ensure that their goals align with the objectives of the public health facility, Senior managers of the health facilities should strengthen supervision on resource utilization, conduct formal performance reviews regularly and ensure that feedback is discussed with employees, health facilities should invest in training and development and the management of health facilities should strengthen collaboration and teamwork by promoting collaboration among team members to align individual goals to foster employee productivity. Further research should delve into exploring different strategies to enhance employee engagement in goal setting, monitoring processes, and feedback mechanisms. Investigating how varying levels of employee engagement influence productivity outcomes could provide valuable insights for organizational practices. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Nusantara Aplikasi Manajemen Bisnis is the property of Universitas Nusantara PGRI Kediri and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We examine the effect of unexpected defined benefit (DB) pension contributions on employee productivity. The Tax Cuts & Jobs Act (TCJA), implemented in the U.S. in 2017, decreased the corporate tax rate from 35 percent in 2017 to 21 percent in 2018. This change incentivized firms to increase DB pension contributions in 2017. The TCJA provides an opportunity to study the motivation effect of unexpected employee benefits. We empirically find that resulting increases in DB pension contributions motivate employees to produce, and that labor intensity and length of operating cycle can enhance this association. We also find that general unexpected pension contributions have no pronounced effect on employee productivity. We further show that such a change in pension contributions does not significantly increase overproduction costs. [ABSTRACT FROM AUTHOR]

Copyright of Education & Law Review / Revista de Educación y Derecho is the property of Revista de Educacion y Derecho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The e-commerce sector in Pakistan has experienced significant growth over the past decade, with major platforms like Daraz OLX and others driving economic development and job creation. This growth, however, brings challenges in human resource management, particularly concerning employee compensation. This study investigates the perception of pay satisfaction on employee work attitude and behavior in Pakistani e-commerce organizations. A quantitative cross-sectional survey was employed, targeting 240 employees in Pakistan. Data were collected and analyzed using descriptive statistics and Structural Equation Modeling (SEM), the results reveal that pay satisfaction significantly and positively influences job satisfaction, organizational commitment, and employee productivity, respectively. Satisfied employees are more likely to be committed, satisfied, and productive. Enhancing pay satisfaction can foster a more effective workforce, making a strong case for integrating pay satisfaction strategies into organizational policies to improve performance and employee well-being. This underscores the importance of regularly evaluating and adjusting pay strategies to align with employee expectations and market standards, thereby enhancing overall organizational effectiveness.

This research investigates the relationship between compensation and job satisfaction, as well as the influence of the latter on employee performance and productivity at PT Bank XYZ (Persero) Tbk, South Jakarta. By using SmartPLS 4.1.0.1 partial least square in analyzing the data from 135 respondents, it was found that compensation has a positive effect on employee performance but no influence on productivity, while job satisfaction has a positive effect on productivity but no influence on performance. The results showed that employee productivity has a significant influence on performance. Moreover, this study indicated that employee productivity mediates the relationship between job satisfaction and performance but fails to mediate the relationship between compensation and performance.

COVID-19 has affected the public sector significantly. However, since it is a recent event, its impact on employee productivity, especially the individual and organisational outcomes, is not well-studied. Using the 2020 data from the Australian Public Service Commission (APSC, n = 96,690), this study analyzes how the Australian Public Service (APS)'s changed working methods during COVID-19, especially the effect of five practices, has affected employee productivity. Findings suggest that team adaption, team effort, and organisational adaptation are positively associated with employee productivity, whereas managerial support and proactiveness are negatively associated with employee productivity. Interestingly, while the team effort has significantly enhanced the perceived productivity of employees, the proactiveness of the organisation to maintain new working methods led to a negative impact on productivity. This is surprising and indicative of the positive and negative impacts of the pandemic on employee productivity. A crucial implication of these findings is that intra-organisational responses to COVID-19, including at the team level and managerial level, have affected employee productivity in the public sector. [ABSTRACT FROM AUTHOR]

Remote Working work system at PT Pelindo Regional I Belawan, and measure the comparison of employee productivity. This research uses a comparative qualitative approach with a focus on individuals and research subjects. Data collection methods used include indepth interviews, observation and documentation. Data interpretation is carried out in stages, starting from data collection, data reduction, until reaching the final conclusion. Research findings show that implementing this work system has a significant impact. Employee productivity experienced a decline at the start of Covid-19 in 2020-2021 and improved again in 2022-2023 and received this category. From employee evaluation data each year including work results, time discipline, competence, attitudes, knowledge and skills required, PT Pelindo Regional I Belawan has succeeded in facilitating employees with adequate technology so that employee productivity in implementing the Remote Working system increases. [ABSTRACT FROM AUTHOR]

With rapid technological advancements, developing a digitally literate workforce is imperative for public sector organizations to enhance performance. However, research linking digital literacy and employee outcomes in developing country contexts has been limited. This study investigated the relationship between digital literacy and productivity among local government employees in Nigeria. A survey was conducted with 113 employees in Ilorin West Local Government in Nigeria. PLS-SEM was used for the analysis. Digital literacy demonstrated significant positive effects on productivity. Access to ICT positively moderated the digital literacy-productivity relationship. The study makes important theoretical contributions by extending ICT adoption research to public sector contexts and revealing the performance benefits of digital literacy in the workplace. Practically, it capacitates public organizations to increase investments in structured digital skills development programs to motivate employees and unlock productivity improvements. [ABSTRACT FROM AUTHOR]

The aim of this research is to analyze the influence of education level, age and work experience on employee work productivity at the Kayangan District Office, Lombok Utara Regency. The population in this study were all employees at the Kayangan District Office, Lombok Utara Regency, totaling 38 people. Consisting of 22 civil servant employees and 16 non civil servant employees. The data collection method used in this research uses the census method. And the data collection technique used is through questionnaires and literature study. The analysis technique used uses a Likert scale and eviews 10, using multiple linear regression analysis methods, coefficient of determination test (R2), t test and simultaneous regression coefficient significance test (f test). The results of this research show that education level, age and work experience simultaneously influence employee work productivity at the Kayangan District Office, Lombok Utara Regency, the R2 value is 0.56, which means that the three independent variables used in the model are able to explain the independent variable by 56%, while The other 44% is influenced by other variables not examined in this study. [ABSTRACT FROM AUTHOR]

Currently the world of work is dominated by a millennial workforce of around 43,617,563 people or around 42% of the total population in Indonesia of 104,913,723 people. The aim of this research is to determine the influence of Quality Work ODF Life, Work Load, Work Stress, Lifestyle and Environment on the productivity of the millennial workforce in the city of Mataram. The population in this study was millennial work force in the city of Mataram using a sample of 97 respondents. The data collection method used in this research used snowball sampling. And the data collection technique used is through questionnaires and literature study. The analysis technique used uses a Likert scale and SPSS23, using multiple linear regression analysis methods, coefficient of determination test (R2), t test and simultaneous regression coefficient significance test (f test). The results of this research show that the Quality Work of Life variable, Work Stress Workload, Lifestyle and Environment on the productivity of the millennial workforce in the city of Mataram, the R2 value is 0.28, which means the Quality Work Of Life variable Work Stress Workload, Lifestyle and Environment as a whole together they influence the work productivity variable by 20.8%. Meanwhile, the remaining 79.2% was influenced by variables outside this research. [ABSTRACT FROM AUTHOR]

This study aims to test and analyze the effect of work from home, digital platforms and digital literacy on work productivity at PT XYZ Cirebon Regency partially or simultaneously. This research is a quantitative study with a population of 35 employees and uses non-probability sampling techniques, so that the sample size uses the entire population. The data sources used are primary data and secondary data processed with the help of SPSS 26.0 for windows. The data analysis technique used is multiple linear regression. Based on the partial test results, work from home and digital platforms have a positive and significant effect, while digital literacy has a positive but insignificant effect on the work productivity of employees of PT XYZ Cirebon Regency. In simultaneous testing work from home, digital platform and digital literacy together have a positive and significant effect on the work productivity of employees of PT. XYZ Cirebon Regency. The coefficient of determination shows that work from home, digital platform and digital literacy are able to explain the contribution of work from home, digital platform and digital literacy to the work productivity of employees of PT. XYZ Cirebon Regency, which is 98.1%, while the remaining 1.9% is influenced by other variables outside this regression equation or variables not examined. [ABSTRACT FROM AUTHOR]

In the new global economy, employee productivity has become a central issue of study. The financial services sector in Ghana has garnered significant attention in recent years. Given the growing inefficiencies in the Ghanaian banking industry, which has resulted in the revocation of operational licenses for some banks, this study aims to examine the impact of compensation, informal organization, and commitment on employee retention and productivity. Additionally, the study seeks to explore the moderating role of job satisfaction in selected private and public banks in the Ashanti region. The study utilized a quantitative research approach, sampling 270 respondents from the selected public and private banks in the Ashanti Region using a simple random sampling technique. For data analysis, the study employed multiple linear regression and utilized the PROCESS MACRO for SPSS version 25. The findings indicate that compensation, commitment, and informal organization exert a positive influence on employee retention, thereby affecting productivity. Furthermore, the study revealed that job satisfaction significantly moderates the relationship between compensation and employee retention, but it does not significantly moderate the relationship between informal organization and employee retention. Similarly, job satisfaction does not significantly moderate the relationship between commitment and employee retention. [ABSTRACT FROM AUTHOR]

The worldwide outbreak of Covid-19 has disrupted organizations, industries, and markets, resulting in exploring new methods and techniques with flexible hours and operations about the centralized workspaces. These innovative ideas and initiatives had paved the ground for the new workspaces in the “new normal,” which has almost transformed and updated into post-pandemic work life. These new practices like flexible workplaces and work hours had bought a set of questions like interpersonal relationship at workplace, worktime, communication between employees and managers, balance between personal and work life. The post-covid world was dynamic specially to the organizations with “Work from Home, Flexible work hours, partial employees available at office space” had led to increase in the project teams in the hybrid work mode. The primary aim of this research is to see impact in the employee engagement, the hurdles and challenges faced by organizations which haven’t seen such massive hybrid teams ever before leading to communication hurdles, engagement activities and ultimately leading to impact the productivity of individuals, teams, and projects they were handling. The challenges that were faced by the organizations to maintain the hybrid teams to have smooth day to day operations without any disturbances. All together about the moonlighting and the relations it shares with the hybrid work culture and its concerns to the organizations towards the productivity of the employees. [ABSTRACT FROM AUTHOR]

Background: In the literature review, it was determined that logistics performance was neglected, compared to supply chain performance within the scope of organizational performance. The main purpose of this study is to examine the effect of transformational leadership in the courier services industry on logistics performance and the moderating effect of employee productivity in this relationship. Methods: To test the hypothesis, an online survey was conducted on a sample of 347 respondents from the Turkish courier industry. Research data of this cross-sectional study was obtained from participants working as moto-couriers in a digital marketing company over a 2-week period. The data obtained was analyzed using SPSS-27 and AMOS-22 programs. In the analyses, descriptive analyses were performed first, and then the validity and reliability of the scales were tested. Correlation analysis was used to determine the relationship between variables, and PROCESS Macro, developed as an SPSS plug-in, was used to test the research hypotheses. Hypothesis testing was conducted with 5000 resamples and a 95% confidence interval. Results: The results show that transformational leadership has a positive and significant effect on logistics performance, and employee productivity has a moderating effect on this relationship. Conclusion: This is one of the few studies that considers the role of transformational leadership in the courier service industry from the perspective of logistics performance rather than supply chain performance. The findings could offer a detailed understanding of how employee productivity affects the relationship between transformational leadership and logistics performance in the courier service that shows how the transformational leader positively affects the productivity of employees and indirectly affects their performance. The results of this study have important managerial implications for business managers in the courier service industry to improve organizational performance through logistics performance. [ABSTRACT FROM AUTHOR]