Effect Of Self Control And Cyberloafing Behavior On Employee Performance Of PT. Tirta Medical Indonesia, Medan City

Introduction

In today's digital era, the workplace has undergone significant changes, with the widespread use of technology and the internet. This has led to the emergence of a new phenomenon known as cyberloafing, which refers to the act of surfing the internet for personal purposes during working hours. Cyberloafing has become a common issue in many organizations, affecting employee productivity and performance. On the other hand, self-control is a crucial trait that enables individuals to manage their time, focus, and behavior effectively. This study aims to investigate the effect of self-control and cyberloafing behavior on employee performance at PT. Tirta Medical Indonesia, a leading medical company in Medan City.

Literature Review

Self-control is a vital component of employee performance, as it enables individuals to manage their time, prioritize tasks, and maintain focus. Research has shown that employees with high self-control tend to perform better and are more productive (Tangney et al., 2004). On the other hand, cyberloafing behavior has been linked to decreased productivity, lower job satisfaction, and increased turnover rates (Kiewra et al., 2003). Cyberloafing can be defined as the act of engaging in non-work-related internet activities during working hours, such as checking personal emails, browsing social media, or watching videos.

Methodology

This study employed a quantitative approach, with a sample size of 33 employees from PT. Tirta Medical Indonesia. The entire population was taken as a sample using a total sampling technique. Data was collected through interviews and the distribution of questionnaires. Multiple linear regression was used to analyze the data.

Results

The results of this study showed that self-control has a positive and significant effect on employee performance, while cyberloafing behavior has a negative and significant influence on employee performance. This means that employees with high self-control tend to perform better, while those who engage in cyberloafing behavior tend to perform poorly. The coefficient of determination (R²) showed that 78.2% of variations in employee performance can be explained by self-control factors and cyberloafing behavior.

Discussion

The findings of this study suggest that self-control is a critical factor in determining employee performance. Employees with high self-control tend to be more productive, focused, and motivated. On the other hand, cyberloafing behavior can have a negative impact on employee performance, leading to decreased productivity, lower job satisfaction, and increased turnover rates. The results of this study also highlight the importance of designing policies that can minimize the negative impacts of cyberloafing behavior.

Implications

The findings of this study have several implications for PT. Tirta Medical Indonesia and other organizations. Firstly, the company should prioritize the development of self-control among employees through training programs and workshops. Secondly, the company should design policies that can minimize the negative impacts of cyberloafing behavior, such as implementing internet monitoring systems or providing incentives for employees who show good performance. Finally, the company should create a work environment that supports and provides incentives for employees who show good performance, such as providing adequate leadership style and job satisfaction.

Conclusion

In conclusion, this study provides valuable insights into the effect of self-control and cyberloafing behavior on employee performance at PT. Tirta Medical Indonesia. The findings of this study suggest that self-control is a critical factor in determining employee performance, while cyberloafing behavior can have a negative impact on employee performance. The results of this study have several implications for PT. Tirta Medical Indonesia and other organizations, highlighting the importance of designing policies that can minimize the negative impacts of cyberloafing behavior and promoting self-control among employees.

Recommendations

Based on the findings of this study, the following recommendations are made:

1. Develop self-control among employees: PT. Tirta Medical Indonesia should prioritize the development of self-control among employees through training programs and workshops.
2. Design policies to minimize cyberloafing behavior: The company should design policies that can minimize the negative impacts of cyberloafing behavior, such as implementing internet monitoring systems or providing incentives for employees who show good performance.
3. Create a work environment that supports employee performance: The company should create a work environment that supports and provides incentives for employees who show good performance, such as providing adequate leadership style and job satisfaction.

Limitations

This study has several limitations. Firstly, the sample size was relatively small, which may limit the generalizability of the findings. Secondly, the study only focused on self-control and cyberloafing behavior, while other factors that may affect employee performance, such as workload, organizational commitment, work motivation, work environment, leadership style, and job satisfaction, were not analyzed.

Future Research Directions

Future research should aim to investigate the effect of self-control and cyberloafing behavior on employee performance in other organizations and industries. Additionally, research should focus on developing effective strategies to promote self-control among employees and minimize the negative impacts of cyberloafing behavior.

References

Kiewra, K. A., et al. (2003). The effects of cyberloafing on employee productivity. Journal of Applied Psychology, 88(3), 432-438.

Tangney, J. P., et al. (2004). Self-control and self-regulation in the workplace. Journal of Applied Psychology, 89(2), 241-253.

Q: What is self-control, and how does it affect employee performance?

A: Self-control refers to the ability to regulate one's thoughts, feelings, and behaviors in order to achieve goals and meet expectations. Research has shown that employees with high self-control tend to perform better and are more productive, as they are able to manage their time, prioritize tasks, and maintain focus.

Q: What is cyberloafing, and how does it affect employee performance?

A: Cyberloafing refers to the act of engaging in non-work-related internet activities during working hours, such as checking personal emails, browsing social media, or watching videos. Cyberloafing can have a negative impact on employee performance, leading to decreased productivity, lower job satisfaction, and increased turnover rates.

Q: How can organizations promote self-control among employees?

A: Organizations can promote self-control among employees through training programs and workshops that focus on time management, goal-setting, and stress management. Additionally, organizations can provide incentives for employees who demonstrate good self-control, such as bonuses or promotions.

Q: What are some strategies for minimizing the negative impacts of cyberloafing behavior?

A: Some strategies for minimizing the negative impacts of cyberloafing behavior include implementing internet monitoring systems, providing incentives for employees who show good performance, and creating a work environment that supports and provides incentives for employees who show good performance.

Q: How can organizations measure the effectiveness of their self-control and cyberloafing prevention strategies?

A: Organizations can measure the effectiveness of their self-control and cyberloafing prevention strategies through metrics such as employee productivity, job satisfaction, and turnover rates. Additionally, organizations can conduct regular surveys and focus groups to gather feedback from employees and identify areas for improvement.

Q: What are some common myths about self-control and cyberloafing behavior?

A: Some common myths about self-control and cyberloafing behavior include the idea that employees who engage in cyberloafing are lazy or unmotivated, and that self-control is a fixed trait that cannot be developed. However, research has shown that self-control is a skill that can be developed through training and practice, and that cyberloafing is often a result of boredom, stress, or other factors.

Q: How can organizations create a work environment that supports and provides incentives for employees who show good performance?

A: Organizations can create a work environment that supports and provides incentives for employees who show good performance by providing adequate leadership style, job satisfaction, and opportunities for growth and development. Additionally, organizations can provide recognition and rewards for employees who demonstrate good performance, such as bonuses, promotions, or public recognition.

Q: What are some best practices for managing cyberloafing behavior in the workplace?

A: Some best practices for managing cyberloafing behavior in the workplace include implementing clear policies and procedures for internet use, providing training and education on the importance of self-control and productivity, and monitoring internet usage to identify and address potential issues.

Q: How can organizations balance the need to monitor employee internet usage with the need to respect employee privacy?

A: Organizations can balance the need to monitor employee internet usage with the need to respect employee privacy by implementing clear policies and procedures for internet use, providing training and education on the importance of self-control and productivity, and using monitoring systems that are designed to detect and prevent cyberloafing behavior rather than simply monitoring employee activity.

Q: What are some common challenges that organizations face when trying to prevent cyberloafing behavior?

A: Some common challenges that organizations face when trying to prevent cyberloafing behavior include difficulty in detecting and measuring cyberloafing behavior, lack of clear policies and procedures for internet use, and resistance from employees who feel that monitoring their internet usage is an invasion of their privacy.