Employees' perception towards e-learning: an exploratory study in the information technology sector in India

Purpose: The primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India. Design/methodology/approach: A survey was undertaken among the employees from different IT companies based in Hyderabad, India, to gauge the perception towards e-learning. The participants were selected randomly. The evaluation is based on a few factors: convenience, usefulness, course content, quality, effectiveness and benefits for employees and organizations. The responses were recorded online through a structured questionnaire. In total, 237 responses have been collected for this present study, of which 227 questionnaires were used for analysis. Findings: The surveyed employees perceived that e-learning helped them enhance their workplace competency in a flexible but effective manner. The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. Research limitations/implications: Limitation of the study – by examining the pris study was confined to employees working with IT companies based in Hyderabad City, India. The data is collected online, and there may be some insufficient responses. Implications of the study – the study results show a deep insight into the critical aspects of e-learning as a tool for employee training for the benefit of employees and organizational development. The surveyed respondents from the IT sector at Hyderabad perceived that keys to successful e-learning programs should give due consideration towards availability of internet bandwidth, making the course more interactive, providing more choices to the learners and user-friendly and personalized learning experience. The study also shows that the e-learning programs primarily benefit the employees as well as the organization in a manner, namely, improved productivity, helping to achieve business objectives of the firm, growth and advancement to the employees and enhancing the job-related knowledge. The study also discovered that e-learning improves employees' opportunities for professional growth and advancement inside and outside the organization by assisting them in learning new skills and enhancing job-related information. Practical implications: The internet penetration in recent years, as well as post-Covid-19, has given rise to online learning in the education and corporate sectors. The emergence of online or e-learning has been gaining ground in the corporate world by replacing the existing face-to-face or physical training model because of the cost factor and flexible learning to the learners. E-learning improves the learner's ability to adapt to the company's constantly changing business environment, which in turn helps the company increase departmental productivity and, ultimately, achieve its overall business goals. Social implications: The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. The e-learning also empowers the learner to perform better at his workplace and at the same time moving on the social ladder as the learning makes him/her confident at the job market. Originality/value: This study provides a valuable understanding of employee perceptions on the adoption and effectiveness of e-learning, which ultimately improves the benefits of the training and development department in realizing and enhancing the quality in corporate companies. © 2023, Emerald Publishing Limited.

An Empirical Study of the Effect of Emotional Intelligence on Job Performance the Case Study of Educational Non-Governmental Organizations During the Covid-19 Outbreak

The Third-sector organizations, known as Non-Governmental Organizations (NGOs) working on had an essential role in improving education, building human capital, sustainable development, humanitarian aid, and raising entrepreneurs, especially in the areas of political conflict and increased poverty. This research aims to analyze the effect of Emotional Intelligence on Job Performance in three selected Educational and human aid NGOs in the Kurdistan Region/Iraq during the Covid-19 pandemic. This research is claimed to be novel to study the concepts in businesses on NGOs. The author used a self-administered questionnaire with included two validated measures and demographic items. The data has been collected from 83 respondents working as employees in the NGOs selected. The author used Pearson correlation, ANOVA, and linear regression to justify the hypothesis developed. The results show a strong positive relationship between EI and job performance. The EI positively and significantly affects Job Performance and there is no difference between the genders of the study in terms of Emotional Intelligence and Job performance. The study recommends educational and human aid NGOs consider EI as an important factor in increasing the performance of their employees, and this research is to be a foundation for further research to understand the application of management concepts of Businesses in the context of NGOs.

The Effect of Employee Engagement on Employee Performance in Ghana's MSMEs Sector During Covid-19

Micro, small and medium enterprises (MSMEs) across the globe have been the major victims of the COVID-19 pandemic, which has plunged the business world into a serious crisis. However, Employee Engagement (EE) has been labeled as an essential nutrient that organizations need in order to survive in these turbulent times. This study was to examine the effect of EE on Employee Performance during the COVID-19 pandemic and how this relationship is moderated by job demands. The study used a sample size of 395 respondents who were chosen from a variety of MSMEs via a convenience sampling method. The study used a survey questionnaire approach as the main method for collecting primary data. The result of the correlation analysis showed that there was a significant relationship between EE and employee performance. It was revealed that job resources moderated the relationship between EE and employee performance. Finally, the result showed that job resources had a significant effect on EE. Thus, it can be concluded that, in the face of COVID-19, EE is a significant predictor of the performance of employees in the MSMEs sector. [ FROM AUTHOR] Copyright of Journal of Social Science (2720-9938) is the property of Ridwan Institute 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 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 . (Copyright applies to all s.)

Emotional intelligence on job performance: A study on Malaysian employees.

BACKGROUND: The COVID-19 pandemic has affected the emotional intelligence of employees through the negative effects on their mental health, and led to poor workplace performance. OBJECTIVE: The purpose of this research is to examine the level of EI of Malaysian employees in various sectors affecting their job performance through the mediating influence of psychological capital by using the Schutte Self-Report Emotional Test (SSEIT), 24-item Psychological Capital Questionnaire (PCQ-24) and Role-Based Performance Scale (RBPS) theories. METHOD: A quantitative study was conducted. 350 sets of questionnaires were given out to Malaysian employees, of which 311 were returned. Data were analysed through regression analysis. RESULTS: The results showed that all emotional intelligence subscales, except for utilising emotions, have a significant relationship with job performance through the effect of psychological capital. CONCLUSION: This study offers valuable and insightful implications by combining the SSEIT, PCQ-24, and RBPS models to investigate the effect of emotional intelligence on job performance in Malaysia, which is an unusual combination model to analyse employees' job performance. It helps Malaysian companies, managers, employers, and other related parties to recognise the processes and elements that influence employees' work performance. This research also successfully developed an extended SSEIT model together with PCQ-24 and RBPS and verified their applicability on workplace performance.

Comparison of work efficiency in factory workers: pre & post covid lockdown - a cross sectional study.

BACKGROUND: The COVID-19 pandemic's impact on economies worldwide has caused changes in work patterns, reduced productivity, and job losses, particularly affecting factory workers. Lockdown measures have also led to reduced physical activity levels, which is a significant risk factor for chronic diseases. This study aims to investigate efficiency of factory workers pre and post lockdown periods. The findings will contribute to identifying evidence-based strategies to minimize the negative impact of lockdown measures on factory workers' productivity and health. MATERIALS AND METHODS: A cross-sectional study was conducted to assess the work performance of employees in a medicine manufacturing unit. Data was collected from factory workers online and study period was January 2021 to April 2022. Survey includes close ended questions regarding work performance of employees before lockdown period (Before 20/03/2020) and performance after lockdown period (After August 2020). The sample size of 196 employees selected through simple random sampling. A questionnaire consisting of demographic factors, work details, and work performance was prepared using pretested standard tools, including the Individual Work Performance Questionnaire (IWPQ), the World Health Organization Health and Work Performance Questionnaire (HPQ), and the Stanford Presenteeism Scale (SPS-6). The collected data was analysed using descriptive statistics and a paired t-test. RESULTS: The study found that prior to lockdown, 99% of employees consistently had higher performance, with 71.4% ranking in the top 10. However, after lockdown, the percentage of employees with high performance decreased to 91.8%, with only 63.3% ranking in the top 10. These differences were statistically significant, indicating a decrease in work efficiency of 8.1%. Before lockdown, employees worked longer hours, including on off days, while after lockdown, a small proportion missed work due to various reasons, resulting in better quality work. CONCLUSION: In conclusion, the study highlights the significant impact of the COVID-19 pandemic on the work efficiency of factory workers. The findings indicate a decrease in work efficiency after the lockdown, coupled with an increase in employee stress. This suggests that the pandemic has brought about unique challenges for factory workers that need to be addressed to maintain their well-being and productivity. This study emphasizes the importance of creating a supportive work environment that prioritizes the mental and physical health of employees, especially during times of crisis.

How does organizational culture affect employees' mental health during COVID-19? The mediating role of transparent communication.

BACKGROUND: Over the years, the workplace landscape has significantly evolved, demanding an optimal psychological approach to establish an environment that values individual work and health. A firm's culture inspires it to adopt business practices that enable its employees to live healthier lives. OBJECTIVE: The study aims to measure the mediating relationship of transparent communication between organizational culture and mental health in the Pakistani healthcare industry. The study also explores the relationship between organizational culture and mental health. METHODS: The study collected primary data via purposive sampling from the healthcare employees of Pakistan between March and May 2022. The study's sample size consists of 509 respondents from the healthcare industry sector, and the research used Smart PLS software to measure the relationship through bootstrapping and algorithms. RESULTS: Organizational culture has a positive effect on the employee's mental health. The study has found significant positive mediation of transparent communication and moderation of organizational trust between organizational culture and mental health. CONCLUSION: The COVID-19 pandemic has deteriorated workers' mental health, causing considerable changes in the healthcare sector. Positive mental health at work is a critical factor that improves the working environment. As such, this study highlights the importance of mental health in the workplace setting. It extends the literature in the context of the healthcare industry, thus supporting employees' well-being. The findings suggest a significant relationship between an organization's culture and mental health. This study suggests the theoretical and practical implications for policymakers' and researchers' perspectives concerning employees and organization culture.

IMPLICATIONS OF COMPASSION AND COMMUNICATION FOR EMPLOYEES AFTER THE COVID-19 PANDEMIC IS OVER

The COVID-19 pandemic has brought about many changes within the organization, including the aspects of compassion and employee communication which also affect employee performance. After this pandemic is over and transitioning into an endemic state, it is very important to do this research. The purpose of this study was to investigate how affection and communication between employees are elements that influence job satisfaction, employee commitment, and employee performance. The method of purposive sampling was utilized, and the sample consisted of 200 people totaling corporate employees in Jakarta. The sample was taken from the city of Jakarta. Quantitative and associative techniques are used in data processing, along with survey techniques and structural equation modeling. According to the findings of this study, compassion has no bearing on the performance of employees. On the other side, compassion is a factor in how satisfied one is in their employment and how committed they are to their profession. In a similar vein, communication among employees influences job happiness, devotion to one's work, and performance on the job. In addition, there is a correlation between job happiness and employee performance, as is the case with work dedication, which also influences employee performance. The findings of this study provide an academic and practical overview that may be used to aid businesses in developing employee work commitment, employee job happiness, and employee performance during the period when the COVID-19 outbreak was occurring. © 2023 The Authors.

Examining Employee Performance During Covid-19 Pandemic: A Study of Aerospace Manufacturing Industry in Malaysia

During Covid-19 pandemic situation, a lot of company facing problem in sustaining their businesses. Most organization has response to the current situation in maintaining the business sustainability. Unfortunately, the changes have been made by management has given significant impact on employee performance. This quantitative study is to examine the relationship between motivation, work environment and work from home towards employee performance. The target respondents of this study are among employee in an aerospace manufacturing company in Malaysia during Covid-19 pandemic situation. Statistical Product and Service Solutions (SPSS) and Analysis of a Moment Structures AMOS will be used in analyzing the data that has been collected to get the accuracy of result. The finding shows that motivation, work environment and WFH have a significant relationship with employee performance. The finding of this study is to provide insights to manufacturing company in managing strategic change management during Covid-19 pandemic as well as for future studies in revealing the factors that influence employee performance. © 2023, The Author(s), under exclusive license to Springer Nature Switzerland AG.

The impact of human resource management on employee's performance and life satisfaction during crisis situations

Purpose: The purpose of this study is to analyze how Human Resource Management Practices (HRM), namely Employee Engagement (ENG), Enablement (ENB) and Empowerment (EMP) can contribute to employee's Performance (PERF) and Life Satisfaction (LSF), considering the moderator role of Crisis Management (CRM). In doing so, it provides new insights that can help to better understand the importance of involving HRM systems in the companies' strategy to deal with uncertainty and face turbulent times, which is a topic that gained relevance in light of the on-going Covid-19 pandemic. Methodology: This study uses a structured questionnaire to gather data from a cross-sectional sample of 532 companies from several industries in Portugal. Structural equation modelling is used to test the proposed hypotheses, and a multi-group analysis is conducted to analyze the role of CRM in the suggested relationships. Findings: The findings suggest that HRM have a positive impact in ENG, ENB and EMP. Furthermore, ENB and EMP were found to consequently have a positive impact in PERF, but only ENG appeared to have a statistically significant relationship with LSF. The results lead to the conclusion that CRM moderated the suggested relationships.Implications/Originality: This study provides empirical evidence and a better understanding of the role of HRM in companies' strategies during situations of uncertainty, considering the role of CRM as a moderating variable. The overall results provide support to the belief that sustainable HRM practices help companies be sustainable in demanding contexts, contributing to the employee's PERF and LSF. Limitations: The research focused on companies from several industries and does not have a specific focus. Since the considered crisis is still going, this study might not have enough distancing to understand all the problem's dimensions and elements. Longitudinal investigations could improve the potential for making generalizations and establish clear causalities. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

INFLUENCE OF COVID-19 AND EMPLOYEES' RESPONSE TO DEVIATIONS ON EMPLOYEE ENACTMENT

Developing countries' economies are in shambles as a result of the coronavirus. Developing countries like Bangladesh began opening its business sector in May 2020 in order to preserve the economy. To mitigate the effect of coronavirus, the government has implemented "new normal” guidelines for businesses. The primary goals of this research are to determine how the COVID-19 pandemic has influenced employee performance and to determine the workers' perspectives regarding the changes that have been made to their everyday lives. To complete this research, employee performance was assessed using the employee response to change (ERC) method. Employees from many sectors have been studied. For this research, 300 people from various sectors were surveyed online at random. The study was quantitative as well as exploratory. It was based solely on original data. The research used a non-probability sampling approach to collect data. The survey questionnaire was sent to those who replied via Google Forms. Results and visual representations are found using SPSS software and Microsoft Excel. COVID-19 and the reaction to employee changes have a considerable detrimental influence on employee performance, according to all of the study's findings. The employee's focus, communication, and attention to work are all adversely affected by these "new normal” alterations. © 2023 The Authors.

Impact of Job Crafting on Employee Performance While Working-From-Home

The current study is focused on Job crafting is a phenomenon that is spread widely all across the globe in different occupations including childcare educators, special education teachers and political advocacy employees. The job crafting process provides the employees with a major role of redesigning their jobs in such a way within certain limits that they can work satisfactorily while happily getting engaged in their jobsx. Job crafting is always done by the employees to feel comfortable in the environment and pays more attention to their job. Job crafting within certain limits can be done in three different ways. The Covid-19 epidemic has affected countries throughout the world, exposing hundreds of millions of people and claiming many lives. Governments in several nations have implemented lockdown measures, one of which is a Working from Home (WFH) policy, in which employees are not required to report to work every day. © 2023, The Author(s), under exclusive license to Springer Nature Switzerland AG.

Employee engagement and performance of MSMEs during COVID-19: the moderating effect of job demands and job resources

Purpose: This study explores how employee engagement (EE) influences employee performance and how this relationship is moderated by job demands and job resources among micro, small and medium enterprises (MSMEs) in an emerging economy context during the COVID-19 pandemic. Design/methodology/approach: The study adopts the survey and quantitative approach to gathering data from 395 MSMEs operating in an emerging economy in sub-Saharan Africa. Data were analyzed using Partial Least Squares, version 3.0. Findings: The results reveal that EE significantly influences employee performance among MSMEs during the pandemic. Also, job resources were found to be significant predictors of EE in the MSME sector. In contrast, job demands did not have a significant effect on EE during the pandemic. Finally, job resources but not job demand moderate the relationship between EE and employee performance. Originality/value: This study is one of the earliest to explore the effects of EE on employee performance and how this relationship is moderated by job resources and job demands in sub-Saharan Africa's MSME sector since the influx of COVID-19. © 2023, Emerald Publishing Limited.

Impact of Training and Motivation during Pandemic on Employee Performance

The concept of Training, Motivation, and Performance are the variables examined under the study to evaluate the employee performance. Productivity is one of the most significant elements that influence the organization's general performance, which compromises with different elements like training, attitude, motivation, and work environment for creativity contribute to the overall success of the employees. The current examination explores the impact of worker proficiency and efficiency of training and motivation. A questionnaire was administered during pandemic to employees to identify the perceived level of training and motivation that emphasizes the overall performance. The three variables were estimated on a five-point Likert scale choice. Five were the most important (strongly agree), and one being the least important (strongly disagree). The sample of the questionnaire schedule was self-prepared. The study result shows that training and motivation positively impact the effectiveness and efficiency of the employees. Also, the study features the training and development procedure of the financial area that should utilize to proper workers and increment their performance and analyzes the needs of training and motivation in the workplace.Copyright © 2022 Novyi Russkii Universitet. All rights reserved.

The Impact of Work-from-Home on Employee Performance and Productivity: A Systematic Review

During the COVID-19 pandemic, working from home has unquestionably become one of the most extensively employed techniques to minimize unemployment, keep society operating, and shield the public from the virus. However, the impacts of work-from-home (WFH) on employee productivity and performance is not fully known;studies on the subject are fragmented and in different contexts. The purpose of this study is therefore to provide systematic review on the impact of WFH on employee productivity and performance. A sample of 26 studies out of 112 potential studies (from various databases, including Scopus, Google Scholar, and the Web of Science database from 2020 to 2022) were used after a comprehensive literature search and thorough assessment based on PRISMA-P guidelines. Findings reveal that the impact of the WFH model on employee productivity and performance depend on a host of factors, such as the nature of the work, employer and industry characteristics, and home settings, with a majority reporting a positive impact and few documenting no difference or a negative impact. This study recommends that an improvement in technology and information technology (IT) training and capacity-building would yield more significant results to those who are willing to adopt the WFH model even after the pandemic. © 2023 by the authors.

Task Challenge and Employee Performance: A Moderated Mediation Model of Resilience and Digitalization.

Lately, organizations are giving attention to enhancing employee resilience due to turbulent economic times caused by lockdowns in the last couple of years. This explanatory research proposes and tests the mediating role of employee resilience to link task challenge and employee performance during the COVID-19 pandemic in government schools of Oman using the broaden-and-build theory. An explanatory research design was used for this empirical study. An Arabic-translated questionnaire version was designed to collect primary data online during the lockdown using simple random sampling. We used the Preacher and Hayes macro to analyze moderated mediation using cross-sectional data and analyzed 441 responses. The findings confirm the mediation roles of employee resilience and moderating roles of digitalization during unusual circumstances. The study has implications for the school administrators, Omani policymakers and schooling staff of the Middle Eastern educational industry.

Mediating role of wellbeing among organizational virtuousness, emotional intelligence and job performance in post-pandemic COVID-19.

It is devastating to people's mental and emotional health to be exposed to the COVID-19 pandemic and the multifaceted response strategies are required to curb it. As a result of social distancing and self-isolation, people have faced many challenges in their lives. The suffering is even greater at the workplace where the employees are working with the fear of getting exposed to the virus and its new variants which is adversely affecting their wellbeing. This study explores and tests a model that extends the wellbeing research across organizational settings and targets the crucial factors that lead to job performance improvement even in the post pandemic COVID-19 situation. To improve both in-role performance and extra-role performance behaviors in the Pakistan banking sector, organizational virtue (also known as organizational virtuousness) and internal virtue (also known as emotional intelligence) are examined. Data were collected from the 416 bank employees using disproportionate stratified sampling technique. In the bank sector of Pakistan, wellbeing was identified as the key psychological factor that relates the in-role performance and extra-role performance to internal and organizational factors. Research findings also determined that conceptualizing subjective wellbeing in the context of work is more meaningful in understanding its relationship with the workplace variables than the general or global subjective wellbeing.

Home sweet home: Working from home and employee performance during the COVID-19 pandemic in the UK.

In 2020, many governments responded to the COVID-19 pandemic by encouraging employees to work from home (WFH). Analyzing representative data from the UK, we find that the pandemic-led increases in WFH frequency are associated with a higher self-perceived hourly productivity among employed respondents. Interestingly, changes in WFH frequency are unrelated to the respondents' weekly working hours and weekly wages during the same period. While the WFH-productivity association is more substantial in non-lockdown months, it is inexistent during the months with strict lockdowns, indicating that lockdown measures inhibited the baseline association. The WFH-productivity association is weaker among parents with increased homeschooling needs due to school closures implemented during lockdowns. In addition, the effect heterogeneity analysis identifies the role of crucial job-related characteristics in the baseline association. Finally, looking at the future of WFH, we show that employees' recent WFH experiences and subsequent changes in hourly productivity are intimately associated with their desires to WFH in the future.

Effects of Covid-19 Cultural Change on Employee Performance: A Cross-Sectional Study in Jakarta, Indonesia

This study aims to determine changes in employee performance after Covid 19 slowly began to change from a pandemic to an endemic regarding compassion, employee involvement, job satisfaction, and commitment. The sample used in this study was 200 employees working in the Jakarta area. The research data was collected through a questionnaire distributed in a Google Form. The sampling technique used the Non-Probability Sampling Analysis Model with the Purposive Sampling technique. The data processing method is quantitative and associative with survey and SEM methods. This study shows that employee engagement has an effect on employee job satisfaction and work commitment. Compassion influences employee job satisfaction. Job satisfaction affects employee performance. However, on the other hand, compassion has no effect on employee performance and work commitment. Employee engagement has no effect on performance. Work commitment has no effect on employee performance. © 2022 by author(s). This is an Open Access article distributed under the terms of the Creative Commons Attribution License 4.0 International License.

Employee Communication and Employee Engagement after Covid-19 Pandemic

This study aims to determine changes in employee performance after the Covid-19 curve began to decline regarding com-munication factors, employee involvement, job satisfaction and work commitment. The research sample is two hundred em-ployees in Jakarta. The sampling technique uses the Non-Probability Sampling Analysis Model with the Purposive Sampling technique. The quantitative associative survey method and Structural Equation Modeling (SEM) concerning the basic theory to get accurate results. This study shows that communication directly affects employee performance and job satisfaction. Meanwhile, employee involvement affects work commitment and job satisfaction, employee performance. Both job satisfac-tion and work commitment do not directly affect employee performance. The implication of this research is that organizations should improve employee communication and engagement so that employees understand the relationship between their job contributions and overall business goals.

Fatigue Management: Machine Learning Application for Predicting Mining Worker Fatigue

Mining workers can experience various kinds of physical and psychological impacts that will affect the emergence of fatigue. A lot of working hours and shift work mechanisms will drain many employees' energy. Research related to fatigue gives results that this affects employee performance, and even worse. This may have an impact on the emergence of an incident at work. Even greater impact will affect the company's business activities. Many mining companies have used fatigue monitoring mechanisms, but most of them provide results that are less fast and are less able to follow the pattern produced by each individual employee. This study shows the creation of a fatigue prediction model for employees using machine learning. Machine learning can identify potential whether employees are experiencing fatigue or not, so that it can assist management in making decisions. The collected data has 2 categories, namely fit and unfit. This research also uses the smote technique to balance the model so it doesn't lean towards one classes. Based on this study, it was found that the Random Forest algorithm was able to provide the best results which gives 95.4% accuracy compared to Decision Tree and Logistic Regression. According to the findings, it was found that there were variables that will have a major impact on the prediction results, namely sleep patterns and drug consumption since this data was taken during the Covid-19 pandemic. This research can also be used as a reference for establishing a model for determining fatigue both during Covid-19 and after Covid-19. © 2022 IEEE.