Query: performance measures of employees who work from home

title: ANALYSIS OF IMPLEMENTATION WORK FROM HOME ON EMPLOYEES MENTAL WORKLOAD IN CUSTOMS AND EXCISE MAJOR SERVICING OFFICE TYPE A TANJUNG PRIOK
abstract: The purpose of this research is to analyze the implementation of Work From Home (WFH) on the mental workload of employees. The mental workload values were analyzed using the NASA TLX method. This method measures 6 aspects that affect on mental workload, namely Mental Demand, Physical Demand, Temporal Demand, Performance, Effort and Frustration Level. Researchers conducted different tests on two working conditions, namely normal working/Work From Office (WFO) and Work From Home (WFH) Based on the test results with the Wilcoxon Signed Rank Test, the p value is 0.00 which is smaller than the alpha of 5% This shows that there is a difference in the mental workload of employees after the implementation of WFH. In addition, the mental workload condition at the Customs and Excise Major Service Office Type A of Tanjung Priok after the implementation of WFH shows a decrease in the average mental workload value of employees by 9.49%  Mental Workload, Work From Office, Work From Home, NASA TLX, Difference Test.  Penelitian ini bertujuan untuk menganalisis pemberlakuan Work From Home (WFH) terhadap beban kerja mental pegawai. Nilai beban kerja mental dianalisis menggunakan metode NASA TLX. Metode ini mengukur 6 aspek yang mempengaruhi beban kerja mental yaitu Mental Demand, Physical Demand, Temporal Demand, Performance, Effort, dan Frustration Level. Peneliti melakukan uji beda terhadap dua kondisi kerja yaitu kerja normal/Work From Office (WFO) dan Work From Home (WFH) Berdasarkan hasil pengujian dengan Wilcoxon Signed Rank Test, diperoleh nilai p value sebesar 0.00 lebih kecil dibandingkan alfa sebesar 5% Hal ini menunjukkan bahwa ada perbedaan beban kerja mental pegawai setelah pemberlakuan WFH. Selain itu, kondisi beban kerja mental pada Kantor Pelayanan Utama Bea dan Cukai Tipe A Tanjung Priok setelah pemberlakuan WFH menunjukkan penurunan nilai rata rata beban kerja mental pegawai sebesar 9,49% Kata Kunci: Beban Kerja Mental, Work From Office, Work From Home, NASA TLX, Uji Beda.

title: ANALYSIS OF IMPLEMENTATION WORK FROM HOME ON EMPLOYEES MENTAL WORKLOAD IN CUSTOMS AND EXCISE OFFICE OF TANJUNG PRIOK
abstract: The purpose of this research is to analyze the implementation of Work From Home (WFH) on the mental workload of employees. An analysis was carried out to determine whether the implementation of WFH could be countinued based on the changes in mental workload. The mental workload values were analyzed using the NASA TLX method. This method measures 6 aspects that effect on mental workload, namely Mental Demand, Physical Demand, Temporal Demand, Performance, Effort and Frustration Level. Researchers conducted different tests on two working conditions, namely normal working/Work From Office (WFO) and Work From Home (WFH) Based on the test results with the Wilcoxon Signed Rank Test, the p value is 0.00 which is smaller than the alpha of 5% This shows that there is a difference in the mental workload of employees after the implementation of WFH. In addition, the mental workload condition at the Customs and Excise Major Service Office Type A of Tanjung Priok after the implementation of WFH shows a decrease in the average mental workload value of employees by 9.49% After being grouped by unit, age, position, and gender, the value of mental workload also decreased, except for the age group of 50 years and over. So that the WFH policy can still be continued.

title: Impact of Employee Performance of IT Employees in Chennai During COVID 19 Lockdowns
abstract: The current COVID 19 outbreak has had great economic consequences across the world Millions of employees and workers have lost their jobs Many organisations and companies are now facing issues on the operation of the company, employees are requested to work from home due to this COVID 19 outbreaks The office environment and home environment are totally different To make home office environment effective, it is necessary that employees and the management should take proper steps and measures The study aims to bring out the impact of IT employee performance in Chennai during COVID 19 Lockdowns Both primary and secondary data used for the present study The questionnaire has two sections, the first section consists of demographic information and the second section consists of five point Likert scale questions on Work performance of employees during COVID 19 Management should ensure that their teams have necessary tools to stay connected and work effectively

title: "AN ANALYSIS OF EMPLOYEES WELFARE SAFETY MEASURES IN MAHARATHNA' COMPANY"
abstract: Employee welfare defines as "efforts to make life worth living for workmen" These Efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employer's own initiative. The present study entitled "employees Welfare Safety measures" undertaken with a view to analyze the gap between promise and performance of the NTPC as far as welfare measures are concern. Staff spends at least half their time at work or getting to it, or leaving it. They know that they contribute to the organization when they are reasonably free from worry and they feel that when they are in trouble/ problems, they are due to get something back from the organization. People are entitled to be treated as full human beings with personal needs, hopes and anxieties. They are employed as people and bring themselves to work but cannot readily leave their troubles at home without solution to them in sight.

title: The Impact of Working at Home on Career Outcomes of Professional Employees
abstract: Working at home is often claimed to adversely affect employees' career progress, presumably because supervisors are inclined to negatively evaluate the performance of employees whose activities are not available to frequent observation. However, such claims are usually based on studies of supervisors' attitudes, not on direct evidence of the achievements of employees who work at home. This research examines the impact of working at home on career outcomes, by comparing a variety of measures of achievement by professional employees who work at home with those of similar employees who do not. The findings contradict the common argument that working at home is associated with career costs. The implications for further research and practice are discussed.

title: The role of stress and level of burnout in job performance among nurses.
abstract: Nurses' empathy for and connection with patients demonstrates core professional values which are essential but, consequently, attract certain factors capable of inducing stress. Studies of the roles and responsibilities associated with nursing have implicated multiple and conflicting demands which might not be without some resultant effects. However, little research has been conducted on these work characteristics in developing economies to determine how these might impact the nurse employees' performance. There is need for evidence based empirical findings to facilitate improvement in healthcare services. This study examined stress and level of burnout among Nigerian nurses (n 2245) who were selected using stratified random sampling. The participants were measured using an 'abridged measures booklet' adopted from the Maslach Burnout Inventory General Survey (MBI GS) Job Autonomy Questionnaire (JAQ) Questionnaire on Organisational Stress Doetinchem (VOS D) and Job Diagnostic Survey (JDS) The roles of work home interference (WHI) and home work interference (HWI) with respect to work characteristics and burnout (paying special attention to gender) were examined. Analyses using t tests and linear regression showed no gender differences in burnout levels among Nigerian nurses, who experience medium to high levels of emotional exhaustion, medium levels of depersonalisation and high levels of personal accomplishment. WHI and HWI were found to mediate the relationship between work characteristics and burnout. The meditational relationship differs between genders. This study calls for further research into gender and burnout among the caring professions, especially in under developed and developing economies of the world.

title: Between person and within person effects of telework: a quasi field experiment
abstract: This quasi experimental study examines the impact of telework on employees' stress, work to home conflict, work engagement and job performance on a between person and a within person level. Data were collected in a Belgian company that had launched a pilot telework initiative. Employees in the intervention group (N 39) were allowed to work from home on at most two days a week whereas employees in the control group (N 39) were not. To examine changes in person level outcomes over time, we collected data before telework was introduced (T1) and at the end of the pilot (T2) To examine day level effects, we collected daily data on 13 consecutive workdays after the onset of the pilot. Multivariate repeated measures MANOVA showed no significant interaction effect between group and measurement occasion, yet univariate analyses showed that employees in the teleworking group had less stress at T2 compared to T1. No univariate differences in work to home conflict, work engagement or job performance were found over time. Daily analyses using linear mixed coefficient modelling showed that teleworkers reported lower stress, lower work to home conflict, higher work engagement and higher job performance on teleworking days compared to non teleworking days.

title: Effects of group level and individual level variation in leader behaviours on subordinate attitudes and performance.
abstract: This study compared two contrasting approaches to leadership, average leadership style and the dyadic approach, by examining the relationships between leader reward and punishment behaviours and subordinate satisfaction with supervision, role ambiguity, organizational commitment, and performance. Data collected from 369 nursing home employees from 37 different work groups were analysed using a sequential data analytic strategy. First, the appropriate level of analysis (group or individual) was assessed using within and between analysis. Second, in the appropriate situations, the relative contributions of both group and individual leader behaviour measures to explaining variance in subordinate attitudes and performance were examined using a regression procedure. Results indicated that for the majority of relationships individual ratings of leader behaviours (which represented the dyadic approach to leadership) played a larger role than group ratings (which represented the average leadership style approach) in explaining subordinate attitudes. This pattern was also true of performance. These findings were examined in the context of past research.

title: Revealing the Effect of Work From Home on Job Performance during the Covid 19 Crisis: Empirical Evidence from Indonesia
abstract: This study aims to determine the effect of work from home on job performance It proposes work environment, job satisfaction and work motivation as mediating variables, and answers how work from home affects employee performance through them The study has implications for business practitioner who intend to measure the effectiveness of their work from home policies This is especially pertinent during the coronavirus crisis The original contribution of this study lies within its questionnaire that has been attuned to changes caused by COVID 19 Data collection was completed by distributing an online questionnaire to workers in Indonesia The questionnaire with a Likert scale was sent to approximately 2720 employees by email and a link was also shared on social media The survey attracted 330 respondents To answer the research questions, this study used structural equation modelling The output revealed that working from home, employees experienced greater enjoyment, satisfaction and motivation thus enhancing job performance While the validity of this research is constrained in scope to how these benefits are manifested in Indonesia, there may be external validity among other countries affected by COVID 19

title: Empirical Study of the Impact of Work From Home (WFH) Policy and Top Management Support on Employee Performance
abstract: This study aims to examine and analyze the direct effect of Work from Home (WFH) and Superiors' Support on Employee Performance. This study also examines and analyzes the indirect effect of Work from Home (WFH) on Employee Performance with Superior Support as a mediating variable. The sample in this study were ASN employees of the Ministry of Public Works and Public Housing, Directorate of Highways, PJN 1 West Java, who implemented the Work Form Home policy. The number of respondents who participated in this study were 60 respondents. The method and analysis tool are the Partial Least Square (PLS) Structural Equation Model (SEM) to test the hypothesis. The results of this study indicate that work from home has a significant effect on superiors' support, work from home has a significant effect on employee performance, superiors' support has no significant effect on employee performance and superiors' support cannot mediate the relationship between work from home and employee performance. Further discussed in this study.