A Systematic Literature Review on Task Allocation and Performance Management Techniques in Cloud Data Center

As cloud computing usage grows,cloud data centers play an increasingly important role.To maximize resource utilization,ensure service quality,and enhance system performance,it is crucial to allocate tasks and manage performance effectively.The purpose of this study is to provide an extensive analysis of task allocation and performance management techniques employed in cloud data centers.The aim is to systematically categorize and organize previous research by identifying the cloud computing methodologies,categories,and gaps.A literature review was conducted,which included the analysis of 463 task allocations and 480 performance management papers.The review revealed three task allocation research topics and seven performance management methods.Task allocation research areas are resource allocation,load-Balancing,and scheduling.Performance management includes monitoring and control,power and energy management,resource utilization optimization,quality of service management,fault management,virtual machine management,and network management.The study proposes new techniques to enhance cloud computing work allocation and performance management.Short-comings in each approach can guide future research.The research’s findings on cloud data center task allocation and performance management can assist academics,practitioners,and cloud service providers in optimizing their systems for dependability,cost-effectiveness,and scalability.Innovative methodologies can steer future research to fill gaps in the literature.

Factors Influencing Stress of Employees and Its Impact to Employee’s Performance in the Workplace

Sometimes it may be difficult to cope with workplace stress,but the skills of handling stress changes from person to person.The cause of your stress and your approach to handle it may be very different from that of your friend.Generally,we think that stress is related to something negative,but we do not have to look at it that way.Some stress is helpful;actually it drives people towards job completion.The purpose of the study is to provide theoretical foundation,to find the effects of work stress on employee’s performance,and to examine the causes of stress that impact employee’s performance in the workplace.The researcher decided to conduct quantitative research by using questionnaires as a tool to collect data from the samples of 86 respondents from the employees of Aeronautical Radio of Thailand Ltd.Phitsanulok.The statistic for data analyzing is descriptive statistics including percentage,frequency(number),and standard deviation.The researcher validates that there were several factors that influence stress of employees and its impact to employee’s performace in the workplace that may influence organizational goal achievement.

The Effects of the Work Environment on the Employees Optimal Performance: A Study of Ebonyi State College of Education, Ikwo

The study sought to investigate the effects of the work environment on the employees’optimal performance in Ebonyi State College of Education,Ikwo,as one of government organizations.The research design for this study was the survey research design to assess the relationship between the work environment and the employee’s performance in Ebonyi State College of Education.Thus,the population of the study comprised all employees of the college.The college which has total staff strength of 493 employees and seven management members making total of 500 was used as the study area.In an attempt to realize the objectives of the study,222 questionnaires were administered to both the management team and the employees of Ebonyi State College of Education.In order to ensure that all the strata of the population were fairly represented and all cases within each stratum had equal chance of being selected,stratified random sampling was used to select a sample of 215 employees and seven members of the management team for this research.A response rate of 78%was achieved.The data collected from both employees and managers was analyzed,using mean and standard deviation to answer the research questions and t-test statistics to test the hypotheses at alpha level of 0.05 significance.It was found that each of the components that define the work environment were statistically significant to performance of the college.However,the social work environment of employees of the college was the most conducive work environment in the institution and the psychological environment of the college was least conducive.In the end,the work environment of the Ebonyi State College of Education,Ikwo,was statistically significant to the performance of employees of the college.It was among other things recommended that for the performance of staff of the college to be enhanced,the college managers must improve its psychological environment so as to improve the psychological health of its employees.

Recognition and Appreciation and the Moderating Role of Self-esteem on Job Satisfaction and Performance among IT Employees in Melaka

The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.

Effect of Employees’ Pay-performance Sensitivity on Future Firm Performance: Evidence from State-owned Listed Enterprises in China over 2007-2015

Taking a balanced panel data consisting of 4365 firm-year observations drawn from the listed state-owned enterprises in Shanghai and Shenzhen Stock Exchange over 2007-2015 as the research sample,the paper examines the effect of the employees’pay-performance sensitivity(PPS)on the future firm performance from the two competing perspectives of“incentive effect”and“risk-aversion effect”,adopting the method of multiple regression analysis based on OLS and applying the SPSS23 as the data processing tool.Theoretical analysis and empirical results demonstrate that there is a positive link between the employees’PPS and the future firm performance.To improve the employees’PPS can stimulate the engagement of the employees,improve their working quality,enrich their workplace innovative behavior,and further lead to higher future firm performance.Meanwhile,the positive effect of the employees’PPS on the future firm performance is,on average,lower than that of the top executives’PPS on the future firm performance.Implications of the findings are provided in the end.

The impact of task characteristics on the performance of nursing teams

Purpose:This study sought to examine the relationship between team task features and team task performance.Team task performance revolved around the team's technical knowledge and the technical core activities of the organization.On the other hand,team task characteristics include task identity,task significance,and task interdependence.Methods:This study involved a total of 300 nursing teams(1436 individual nurses)from seven state hospitals in Peninsular Malaysia.Data were collected using two sets of questionnaires which were initially distributed to 320 teams.One set was given to the team members and another set was given to the team leaders.Of the 320 sets sent out,300 sets were returned.Responses were then combined and aggregated to the team level to get the team's final score.Analyses of the hypotheses were done using Partial Least Squares(PLS)through assessment of the measurement and structural model.Results:Results from the path analysis revealed that of the three dimensions of team task attributes,only task significance was positively and significantly related to team task performance(β=0.076,P>0.05),while task identity(β=0.076,P>0.05)and task interdependence(β=-0.037,P>0.05)were found unrelated to team task performance.Conclusions:This study demonstrated that task significance is important to predict team task performance.Task significance reflects meaningfulness and nobility of tasks,thus elevate the desire to perform better in each assigned task.

The Relationship Between Job Satisfaction and Employee Performance of Teacher in N University, China

At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)and 268 adult institutions of higher learning.At present,the development of colleges and universities is also facing serious problems.With the development and progress of the times,many colleges and universities are getting better and better,which is closely related to the teachers’strength and teachers’job satisfaction.It is very important to improve the job satisfaction of university staff.The introduction of teachers is crucial,and many schools are weak in teaching staff,which hinders the long-term development of schools.The turnover of teachers in colleges and universities is closely related to job satisfaction.At present,the overall turnover of teachers in colleges and universities is too frequent.The rapid development of China’s colleges and universities is still expanding the scale of development,which requires more teachers.In the ensuing enterprise competition,university positions are not dominant,mainly in the current life,salary is very important,family expenses,parents,and children’s expenses are getting higher and higher,but the salary of university teachers cannot keep up with the development of the times.At present,one of the problems in colleges and universities is that salary promotion is not friendly to teachers with old qualifications,high academic qualifications,and high professional titles.Therefore,to improve the job satisfaction of college teachers is the only way for the long-term development of colleges and universities.This study investigated the relationship between job satisfaction and employee performance among 341 teachers from N University in Nanning,Guangxi province,China.The independent variable is six factors of job satisfaction,including working environment,salary and promotion,job security,relationship with colleagues,relationship with supervisor,and fairness level.The dependent variable is three factors of employee performance,including enthusiasm,availability,and job engagement.Finally,through data analysis,it was concluded that there was a positive correlation between teachers’job satisfaction and staff performance in N University.

Analysis of Uncontrollable Variables to the Performance of Predefined Tasks

The aim of this research was to investigate the impacts of changing environmental factors on pilots by implementing the effective flight procedure that we found from the previous research. During the experiments, camcorders were used to monitor and analyze the tasks and physical exhaustion of the pilot. NASA-TLX was also used to collect the data of the workload. Through this experiment, we were able to approach the experiment from a different angle regarding the optimal assigned work of the pilot, unlike the previous studies. Also, we were able to find out the impacts of environmental factors on the pilot’s workload.

A Fuzzy Approach for an IoT-Based Automated Employee Performance Appraisal

The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almost every industry, employeeperformance appraisal is done manually which may lead to favoritisms. This paperproposes a framework to perform automatic employee performance appraisal based ondata sensed from IoT. The framework classifies raw IoT data into three activities (Positive,Negative, Neutral), co-locates employee and activity in order to calculate employeeimplication and then performs cognitive decision making using fuzzy logic. From theexperiments carried out it is observed that automatic system has improved performance ofemployees. Also, the impact of the proposed system leads to motivation among employees.The simulation results show how fuzzy approach can be exploited to reward or penalizeemployees based on their performance.

Exploring the Relationship between Corporate Social Responsibility, Employee Engagement, and Organizational Performance: The Case of Jordanian Mobile Telecommunication Companies

The aim of this research is to explore the relationship between corporate social responsibility, employee engagement, and organizational performance in Jordanian mobile telecommunication companies. A total of 350 questionnaires containing 37 items were used to collect information from the respondents. Multiple and simple regression analyses were conducted to test the research hypotheses. Results of the current study revealed that corporate social responsibility (both internal and external) and employee engagement (vigor, absorption, and dedication) have a significant positive relationship with organizational performance. Also, the results revealed that there is a significant positive relationship between corporate social responsibility (internal CSR and external CSR) and employee engagement. The Baron and Kenny mediation model and Sobel test were used to test whether employee engagement mediated the relationship between corporate social responsibility and organizational performance. The results showed that employee engagement fully mediated the relationship in a significant way. The results of the current study have many managerial implications for mobile telecommunication companies. In order to enhance organizational performance, decision makers must work on creating and maintaining an efficient corporate social responsibility agenda, which would increase employees’ engagement in their work which will lead to improved performance outcomes.

The Effect of Performance Management System on Employee Productivity in Cross-Border E-Commerce Enterprises in China

The aim of the current research was to analyze how the performance management system of China’s cross-border e-commerce enterprises affects employee productivity.The study was guided by the following research objectives:to investigate the performance management system on employee productivity in cross-border e-commerce enterprises in China;to determine the relationship between the performance management system and employee productivity in cross-border e-commerce enterprises in China.The study adopted a quantitative approach to the effects of performance management practices on employee productivity.The dependent variables included performance appraisals,reward systems,and performance feedback,and the implications on employee productivity as the independent variable.The target population is comprised of 400 employees in China’s cross-border e-commerce enterprises.Descriptive statistics were utilized as a data analysis tool.The demographic profiles of the respondents were analyzed using percentages and frequencies.Inferential statistics such as correlation and regression analysis established the relationship between dependent and independent variables.The study recommends that the performance management practices should be optimized to improve employee performance.Performance reviews should be focused on the contributions of the individual employees to meet the organizational objectives.For every possible opportunity,the manager should formally recognize good employee efforts for enhanced work performance.Effective performance management practices that edify appraisal and reward should be used to achieve organization goals and enhance employee productivity.

Dysfunctional Audit Behaviour： The Effects of Employee Performance, Turnover Intentions and Locus of Control

Dy Ov sfunctional audit behaviour （DAB） and staff turnover are associated with decreased audit quality （Public ersight Board, 2000）. This study develops and tests a theoretical model that turnover intentions and locus of control as antecedents of attitudes toward DAB survey results from 225 auditors support the theoretical model identifies employee performance, Using a path analysis technique,

Effect of Professional Designation on the Level of Task Performance by Community Health Workers in Enugu State

The study aimed at assessment of level of task performance of Primary Health Care Worker （PHCWs） according to their professional designations in selected Local Government Areas （LGA） in Enugu State. Descriptive survey research was used. 291 PHCWs were randomly selected from 9 LGA using a multistage method. Questionnaire was used to collect data and the instrument was validated using test-retest method with correlation coefficient of 0.79. The findings show that Community Health Extension Workers （CHEWs） performed higher than Environmental Health Officer （EVO） and Community Health Officers （CHOs） in the area of health education concerning prevailing health problems and method of control. They scored 66.09% as against 52.8% and 60.61% for EVO and CHEW respectively. The result showed that the professional designation has no significant effect （P 〈 0.05） on the level of task performed by PHCW and their levels of task performance were low. It was recommended that public Health physicians and Nurses should be involved in the PHC in Enugu State to provide the fight supervision to the PHCW.

Characteristics of high performing employees in China

Performance, from management＇s perspective, is the desired result of organization, the effective output showed on different levels by the organization to achieve its objectives, including individual performance and organizational performance. The achievement of the organizational performance should be on the basis of individual performance, while the realization of individual performance does not necessarily ensure the organizational performance. If, according to certain logic, the organization＇s performance is decomposed to each job and each person, as long as each individual reaches the organization＇s requirements, can the organization＇s performance realized.

The Relationship Between Cross-Cultural Conflict Management Levels and Employee Organizational Performance in Cross-Border E-Commerce Corporations in China

This research focuses on the cross-cultural conflict management of cross-border e-commerce corporations in companies on employee organizational performance under conflict management such as power distance conflict,individualism,long-term orientation,indulgence and avoidance of uncertainty as the independent variables and employee organizational performance such as quality,efficiency,and profitability of organizational tasks as the dependent variable.With the advancement of China’s reform and opening up and the implementation of the“One Belt,One Road”strategy,the globalized economy has penetrated into various countries and regions.China trade exchanges with other countries have become more frequent,and have also set up branch factories and branches abroad.However,there are certain differences between the branch company and the domestic culture in the actual operation process.If the cross-border e-commerce corporations cannot handle these contradictions and differences well,the company may face difficulties such as cultural conflicts.For this reason,this paper makes a deep analysis of this,taking the cross-border e-commerce corporations in Guangxi as an example,and points out the problems existing in cross-cultural management in this region and putting forward personal opinions and solutions to related problems,and putting forward feasible solutions,enhances the understanding of involving conceptualizations of cross-cultural communication conflict and its management in the frame of cross-cultural conflicts management theory and provides references for the formulation of cultural conflict management measures for cross-border e-commerce corporations.So that enterprises can gain a firm foothold in the international market competition,enrich and enhance their soft power,and enhance their international status in the development of multinational regions.The result of this research will not only answer existing research questions,but also introduce new ideas and new questions for future research.

Effect of Employee Orientation on Employee Performance in Commercial Banks in Nigeria

This study examined the effect of employee orientation and employee performance.Survey research design was employed.A sampled of three selected commercial banks in Enugu State,Nigeria.Data for the study were collected through questionnaire administered to the respondents.Using regression analysis,the result shows that employee orientation has a positive significant effect on employee performance of commercial banks in Enugu state,Nigeria.Based on the findings,the study recommended that bank management be able to properly plan and get ready for new hire orientation training in order to satisfy their expectations and create a basis for long-term employee happiness.

A Study on the Relationship Between Corporate Social Responsibility to Employee and Corporate Operating Performance in China： Evidence From New Era Health Industry （Group） Co., Ltd.

As the development of economy, the corporate social responsibility （CSR） received more and more recognition from academic and business. The traditional economy with only goal of pursuing the wealth is changing rapidly. Chinese corporations realize that it is important and urgent to value the social responsibility, search for effective means to balance the relationship between CSR and COP （corporate operating performance）. Meanwhile, it is helpful and meaningful for the society to build up a healthy and appropriate operating value for corporations. However, there is always a debate of how many social responsibilities a corporation should take in order to satisfy the corporate development and the relationship between CSR and profit, and previous researches on corporate social responsibility mainly focused on all stakeholders of a company. As more and more corporations are aware of the importance of their employee, this study specifically selects employee, one of the most important stakeholders, as the subject investigated. Meanwhile, it chooses New Era Health Industry （Group） Co., Ltd as the target enterprise, which is the only state-owned key enterprises in health industry and the leading corporation in directselling industry in China's Mainland. In order to research the relationship between corporate operating performance and the satisfaction of employees’ material needs and psychological needs, this study plans to complete it by combining the theoretical and empirical study, qualitative analysis and quantitative analysis research methods. Based on a questionnaire of 200 employees in New Era, this study analyzes the situation of CSR to employees for New Era and comes to the conclusion of the relationship between the CSR and COP. According to the research result, this study may give some suggestions for Chinese corporations to fulfill their socialresponsibility system and to improve the situation of the lack of CSR to employees.

Enhancing Numeracy Skills of Grade 3 Students Through Authentic Performance Tasks

Numeracy is the capacity to use mathematical ideas in all facets of life.It involves activities such as adding and subtracting numbers,counting,number recognition,solving number problems involving various operations,sorting,observing,identifying,and establishing patterns.It is one of the fundamental skills that students should have mastered by the end of their primary schooling.With the notable importance of mastery of numeracy skills,low achievement and performance of the learners were observed in this aspect.This study aimed in enhancing the numeracy skills of Grade 3 learners through authentic performance tasks.The variable in numeracy skills includes the four fundamental operations and problem solving.The quasi-experimental design was utilized wherein purposive sampling or non-randomized sampling was used.In this study,33 Grade 3 learners of Rizal Elementary School were selected to participate in the tests.Pre-test and post-test crafted by the teacher were the main instrument in the study.The result revealed that in the pre-test the learners obtained a mean percentage score(MPS)of 38.20%in four fundamental operations,which implied a non-numerate level.While in terms of problem solving,the learners obtained a MPS of 20.60%which is also in the non-numerate level.It has a grand mean of 29.40%with an interpretation of non-numerate level.In the post-test,it was observed that four fundamental operations have a MPS of 81.10%which is in average numerate level,while problem solving has a MPS of 76.30%with a grand mean of 78.70%with an interpretation of average numerate level.This implied that there is a significant difference between the pre-test and post-test in the four fundamental operations and problem solving.Thus,it can be concluded that the application of authentic performance tasks was effective to bridge the gap on numeracy skills.

Linking Real-Life Situations with Classroom Assessment: Development of Real-Life Performance-Based Tasks in Business Mathematics

This study aimed to develop real-life performance-based tasks in Business Mathematics (RLPBTs) following the ADDIE’s model of instructional development. Using the descriptive-developmental research design, the study developed RLPBTS with mathematics experts, mathematics department head, bank manager, mathematics teachers, and students as respondents. The RLPBTs consist of instructional plans. Each instructional plan has these components: Introduction, Learning Competency, Learning Outcome, Task Execution, Scoring Guide, and Generalization. The design and content of the instructional plans were assessed as very good. On the other hand, the design and execution of the Tasks were assessed as favorable. Grade 11 students also agreed that real-life performance-based tasks helped them understand better concepts in business mathematics. They claimed that they enjoyed the tasks because of the inclusion of real-life situations that they simulated. The use of the RLPBTs provides another innovation in the teaching and learning concepts in Business Mathematics.