Browsing by Subject "Reward"
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    Covid-19: factors that impact on employee performance when working from home
    ( 2022) Thitaporn Kunamart ; Mai, Le Thi Anh
    In the time of Covid-19 pandemic period, working from home (WFH) has proven an effective countermeasure overcome the spread of disease, while enable the business continuation. The purpose of this study was to identify the motivation factors that impact the performance of employees while working at home during the pandemic.Method/Approach: The in-depth interview was conducted with 10 respondents from three countries (Thailand, Japan and Vietnam) of different age, educational level, geography, and occupation, who have more than a year of experience switching between working from home and working in an office Findings: Environment, time management, and reward are the major factors that have a significant influence on working performance; additionally, labor intensity and job security are the variables that have the weakest relationship with employee performance when working from home respectively. The researchers also gave several implications to enhance employee performance for both organizations and workers based on the study results.
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    INFLUENCE OF CONTEXTUAL WORK FACTORS ON BURNOUT AND JOB SATISFACTION AMONG MENTAL HEALTH SOCIAL WORKERS IN MYANMAR
    (Digital Production Press, Assumption University, 2017) Mon, Su Zar ; Weinstein, Benjamin
    The purpose of this study was to examine the direct and indirect influence of six contextual work factors (workload, control, reward, community, fairness and value) on job satisfaction, mediated by three dimensions of burnout (emotional exhaustion, depersonalization, and negative personal accomplishment) among Myanmar mental health social workers. A national sample of 205 mental health social workers various local and international organizations across Myanmar participated. The results showed that for mental health social workers in Myanmar, the factors of workload, control over their work environment, and perceived fairness in how they are treated in their job have direct influences on their level of job satisfaction. Workload exerted both direct and indirect influences on job satisfaction, being mediated by depersonalization and negative personal accomplishment. Fairness indirectly influenced job satisfaction, being mediated by depersonalization. The results also revealed that workload was positively associated with emotional exhaustion. Emotional exhaustion, however, was not significantly associated with the participants’ level of job satisfaction. The results of the current study highlight the importance of workload and fairness in creating and maintaining healthy work environments that can prevent burnout and increase job satisfaction among mental health social workers in Myanmar.
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    Motivational factors influencing telework during the COVID-19 pandemic
    ( 2022) Chittipa Ngamkroeckjoti ; Worasak Klongthong ; Jakkrit Thavorn
    During the COVID-19 pandemic, teleworking has proven to be an effective countermeasure to overcome the spread of this disease while enabling businesses to continue. However, little is known about the extent of their adjustment to daily life routine, interaction among self-control, assignments, family life matters, and coordination with colleagues. This study explores the impact of motivational factors on the performance of teleworkers. An exploratory study was conducted using an in-depth interview with 27 interviewees who work in Thailand and have more than a year of experience switching between being a teleworker and working on-site. The NVivo and SPSS software were performed to reveal deeper data insights and apply non-parametric tests in order to compare findings with various demographic profiles. The findings revealed that environment, time management, and reward are the strongest motivational factors, whereas labour intensity and job security present the weakest relationships with teleworkers’ performance. Numerous implications and strategies to enhance their performance for both organizations and workers are provided. Firms can support a well-prepared environment and manage the flexibility of working time to increase employees’ effectiveness. Moreover, the result-oriented approach can be one of the tools in evaluating their performance rather than attending to their full working time at home.