International Journal of Asian Social Science

The interplay of organizational factors, incentive systems, and employee performance

2024-11-02T08:04:08-05:00

This systematic review aims to explore the relationships between organizational factors, incentive systems, and employee performance in modern workplaces, addressing the need for a comprehensive understanding of these interconnected elements. A rigorous three-stage methodology was employed, including a comprehensive database search of international databases such as Google Scholar and Scopus, screening based on predefined inclusion/exclusion criteria, and quality assessment using the Mixed-methods Appraisal Tool. This was followed by qualitative synthesis and framework analysis to identify patterns and trends across the selected literature. The review reveals that well-designed incentive systems can significantly enhance the impact of positive organizational factors on employee performance, while emphasizing the importance of considering both intrinsic and extrinsic motivational factors. Several moderating variables, including organizational culture, leadership styles, and individual employee characteristics, were identified as influencing incentive system effectiveness. The study also highlights the need for organizations to adapt their incentive strategies to evolving work paradigms, such as remote work and the gig economy. These findings provide valuable insights for managers and policymakers seeking to optimize their organizations' performance management strategies, emphasizing the importance of aligning incentive structures with organizational goals and employee needs. The review suggests that a holistic approach, considering multiple interconnected factors, is crucial for sustaining organizational performance and employee productivity. Future research directions include cross-cultural studies and longitudinal approaches to further understand the dynamic interplay between incentives, organizational factors, and employee productivity in changing work environments.

Psychosocial factors of work-life balance and resilience among Malaysian working women: A qualitative approach

2024-11-06T06:47:27-06:00

Regardless of cultural or geographical contexts, women worldwide often bear the primary responsibility for childcare and household management. For women pursuing careers, these responsibilities are amplified, creating a challenging dynamic as they strive to balance professional duties with domestic obligations. The onset of COVID-19 profoundly disrupted lives, with working women being particularly impacted. The pandemic necessitated a rapid transition to a "new normal," where remote work became the standard. This shift required women to juggle childcare, household chores, and professional tasks within the confines of the same physical space. Work-life balance refers to the equilibrium between personal, family, and professional responsibilities, while resilience is defined as an individual's capacity to cope with and recover from adversity. This paper examines the psychosocial factors contributing to work-life balance and resilience, which are vital for achieving a balanced and fulfilling life among working women in Malaysia. Data was collected through a qualitative approach using focus group discussions with eleven working women from diverse professional backgrounds, and the data was analyzed using thematic analysis. The findings reveal that the psychosocial factors affecting work-life balance and resilience are deeply interconnected. Three major themes emerged from the analysis: social support, individual factors, and spirituality. These factors enable working women to adapt, persevere, and thrive despite challenges, especially with the support of their families, including spouses and parents. This study underscores the critical role of psychosocial factors in enhancing work-life balance and resilience among working women, highlighting their importance in navigating the complexities of modern life.