Abstract
AbstractJob performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. The professionals in the Nigerian construction companies are not exception to the perceived low job performance rate within the industry. Extant literature points to the fact that job characteristics of employees can account for variance in their job performance rate.This study compares the job performance rate and job characteristics of construction professionals in indigenous and expatriate construction companies with a view to establish a relationship between job performance and job characteristics of construction professionals. A total of 762 questionnaires were collected and used for the study. Eighty one (81) construction companies, 50 (62%) indigenous and 31 (38%) expatriate were selected using stratified random sampling technique. Data collected were analysed using mean item score, spearman rank correlation, linear regression analysis where appropriate. Findings of the study revealed that the relationship between job characteristics and job performance of construction professionals in construction companies in Nigeria is positive but low and the correlation coefficient is higher in expatriate construction companies. Based on the above finding, the study recommends that construction companies in Nigeria should endeavour and improve on their current core job dimensions (task significance, skill variety, task identity, autonomy and feedback) inherent in various jobs designed within their respective organizations as this will constitute as one of the variants that will improve the job performance rate of construction professionals.
Highlights
Job performance is an extremely important criterion that relates to organizational outcomes and success
As regards the working experience of the respondents in the construction industry, 45% and 47% of the study samples in indigenous and expatriate construction companies have less than 10years working experience in the industry, 30% and 31% 0f the respondents were in the age range of 1019years, 19% and 15% were between 20 and 29 years, 4% and 4%were in the age range of 3039years, while 2% and 3% respectively have more than 40years working experience in the construction industry
The results on age distribution of respondents indicates that expatriate construction companies had in their employment older construction professionals than indigenous construction companies, this difference may explain why the rate of turnover is more pronounced in indigenous construction companies than expatriate construction companies
Summary
Job performance is an extremely important criterion that relates to organizational outcomes and success. The success of work design hinges on positively influencing employees behaviour and attitudes such as job performance. Task performance refers to behaviours that are role prescribed, distinguish one job from another, and contribute to the technical core of the organization (Borman & Motowidlo, 1993; Campbell, McCloy, Oppler, & Sager, 1993). Task performance involves patterns of behaviours that are directly involved in producing goods or services. The relationship between job performance and job characteristics has fascinated researchers for decades and several theoretical explanations have been posited to explain this relationship (Watt & Greguras, 2004).Despite the intuitive and theoretical appeal of the hypothesized relationship between job characteristics and job performance, the empirical support for this relationship has been mixed. Previous empirical studies found that job characteristics has an effect on job performance (Morgeson et al, 2006, 2008; Humphrey, 2007; Hollman, 2009; Indartono et al, 2010)
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