Determinants of Job Perception and Job Performance among Assistant Technology Managers (ATMs): A Study in North Karnataka under ATMA

Developing a structural equation model from Grandey's emotional regulation model to measure nurses' emotional labor, job satisfaction, and job performance

In spite of consistent increase of world ship-repair demand, ship-repair business of our country is mostly operated by small enterprises. Recently, the importance of manpower resources management and personal competence has been highlighted in ship-repair business.BR This study hypotheses are presented as follows. First, identify how job satisfaction, job involvement, and job performance are affected by individual competency of ship-repair workers. Second, identify how job performance is affected by job satisfaction and job involvement of ship-repair workers.BR As a result of hypothesis test through regression analysis, a hypotheses between Individual competency and job satisfaction was adopted as a whole in terms of knowledge competence, skill competence and attitude competence. A hypothesis between Individual competency and job involvement was adopted in terms of knowledge competency, skill competency and attitude competency. In a hypothesis between individual competency and job performance, knowledge competency and skill competency were adopted but attitude competency was dismissed. A hypothesis between job satisfaction and performance and that between job involvement and performance were adopted.

PurposeThe purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement.Design/methodology/approachThis cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway.FindingsThe findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement play mediating roles. Higher levels of change-oriented leadership decrease learning demands and increase job involvement, work performance and job satisfaction. Learning demands have a negative influence on work performance and job satisfaction. Job involvement has a positive influence on work performance and job satisfaction. The strongest relationship in the structural modelling is between change-oriented leadership and job involvement.Research limitations/implicationsThis study is based on cross-sectional data. Future studies should therefore explore this further using a longitudinal design.Practical implicationsThe practical implication of the study is to show how leaders by change-oriented behaviour can influence work performance and job satisfaction by reducing learning demands and increasing job involvement.Social implicationsThis study illustrates different paths towards influencing job performance and job satisfaction from change-oriented leadership. It is important to use the potential of reducing learning demands and increasing job involvement, to improve job performance and job satisfaction.Originality/valueThe authors have developed and validated a new theoretical mediational model explaining variance in job performance and job satisfaction, and how this is related to change-oriented leadership, job involvement and learning demands. This knowledge can be used to increase the probability of successful change initiatives.

The competition in higher education has increased, while lecturers are involved in multiple assignments that include teaching, research and publication, consultancy, and community services. The demanding nature of academia leads to excessive work load and stress among academicians in higher education. Notably, offering the right motivational mix could lead to job satisfaction and performance. The current study aims to demonstrate the effects of extrinsic and intrinsic motivational factors influencing job satisfaction and job performance among academicians working in Malaysian private higher educational institutions (PHEIs). Cross-sectional data were collected from the Malaysian PHEIs and the randomly selected 343 samples. The data analysis was performed with the dual analysis of partial least square structural equation modeling (PLS-SEM) and artificial neural network (ANN) analysis. As a result, it was found that financial rewards, promotion, performance appraisal, classroom environment, and code of conduct significantly predicted job satisfaction. The code of conduct, autonomy, and self-efficacy strongly influenced job performance. The relationship between job satisfaction and job performance was highly moderated by self-efficacy. It was suggested from the ANN analysis that the three prominent factors influencing job satisfaction are financial rewards, performance appraisal, and code of conduct. The analysis supported three significant factors influencing job performance: self-efficacy, performance appraisal, and code of conduct. The management of PHEIs should build the correct policies to transform job satisfaction into job performance. Self-efficacy plays an essential role in activating job performance. Other significant motivating factors that promote job satisfaction and performance, such as emotional intelligence, mindfulness, and other personal traits, should be included in future studies. In addition, future research could use a mixed-method or multi-respondent approach to investigate the important variables and their impact on lecturers’ job satisfaction and performance.

Studying the role of religion and its relationship to work outcomes is not new in cross-culture management, especially in globalization with the increase of interaction in cross-cultural settings. Islamic work ethics (IWE) have attracted the attention of academics studying the attitudes and behaviors of workers in Muslim societies. This study investigates the role of IWE as a mediator in the relationship between job satisfaction and performance. A stratified sampling technique was used to select 11 emergency departments from hospitals in Jordan. In total, 475 questionnaires were distributed to healthcare providers. Only 299 questionnaires were completed and returned to the research team. Data were analyzed using IBM SPSS version 25. Descriptive analysis, correlation, Cronbach alpha, and regression analyses were performed. The findings indicated that job satisfaction has a significant positive impact on IWE and job performance (B = 0.66, p < 0.001), (B = 0.58, p < 0.001), respectively. The findings also indicated that IWE directly and positively affects job performance (B = 0.70, p < 0.001). Overall, the results supported that IWE partially mediates the relationship between job satisfaction and performance. Similarly, job satisfaction was also found to be an essential predictor of IWE. In addition, job satisfaction indirectly affects job performance through IWE. Therefore, IWE plays an essential role in job satisfaction and performance relationship. This study is an attempt to create a conceptual framework that incorporated IWE into the relationship between job satisfaction and performance in the Arab working culture and tried to broaden the cross-cultural management study of religion by investigating the mediation role of IWE in the relationship between job satisfaction and performance. The current study contributes to expand our understanding of the importance of IWE to the relationship between job satisfaction and performance in the Arab cultural context, which has received less attention in management research.

This study is determined the relationships of job satisfaction, performance level, and supervisory practices of Management in Adventist Medical Center Manila to come up with the policy that was proposed which may be used to improve the job, performance level and supervisory practices of the employees. This study utilized descriptive research design, which, according to Fain (2013) “describe(s) and explain(s) the nature and magnitude of existing relationships without necessarily clarifying the underlying causal factors in the relationship.” This study is both descriptive and correlational. The subjects of this research study were the one hundred fifty (150) employees who were currently employed as regular and fifty-eight (58) managers in Adventist Medical Center Manila, consisting resident doctors and managers of different divisions/department. The total population of managers is fifty-eight (58). All the 58 managers agreed to became respondents. The following findings were obtained: All of the employees’ job satisfaction indicators have the interpretation Satisfied. The overall weighted mean is 3.923 and and interpreted as Satisfied with the standard deviation equivalent to 0.1994; the employees’ job performance overall weighted mean is 3.692 and interpreted as Moderately Agree. This implies that the employees believed that they perform well based from the assigned task with less supervision and close monitoring; he overall weighted mean is 4.862 and interpreted as Strongly Agree with a standard deviation of 0.064. This implies that the middle managers believed that they consistently follow certain supervisory practices to ensure the success of their organization; It was found out that there is no significant relationship between the level of job performance and level of job satisfaction. Thus, the null hypothesis which states that there is no significant relationship between the level of Job Satisfaction and Job Performance of the respondents is accepted; The middle managers’ supervisory practices affects the employees’ job satisfaction; hence, the null hypothesis - there is no significant relationship between job satisfaction and supervisory practices is rejected. This is supported by the findings of the study of Hamzah, et al. (2013) which revealed that supervision practices have a positive and strong relationship with job satisfaction. In other words, if the level of supervision practices decreases, so will employees satisfaction; and the job performance and supervisory practices are significantly related, therefore the null hypothesis - there is no significant relationship between job performance and supervisory practices is rejected. The middle managers’ supervisory practices play an important role and have an effect on the employees’ job performance.

This study explores the effect of demographic variables, such as age, education, length of service, marital status and salary, on job involvement and examines the relationship between job involvement and job performance in a sample of 300 white-collar Kuwaiti civil service employees. Results suggest that the demographic variables have no effect on job involvement. However, the group exhibiting high job involvement did score higher in job performance, a relationship that accounted for 39% of the total variance in job performance.

A Study of The Impacts of Leadership Styles, Organizational Innovation, Organizational Commit, Job Satisfaction on Job Performance－A Case Study of Chailease Finance Co., Ltd. Te-Lung Sheng Huei-Ting Tsai Executive Master of Business Administration SUMMARY Recently, leasing industry has triggered a vigorous growth with the development of economy. Although it have be subjected to the economic shock for the past few years, leasing industry has a slightly increment, so we can find that leasing industry has become an important role in financial circle. Comparing with foreign and internal market, we can find that the internal leasing industry still has its space of development. In leasing industry, the employees have become a major indicator. With the keen competition of internal leasing industry, whether leadership styles, organizational innovation, organization commit, job satisfaction can promote the leasing employees to create more profit and performance for company? This is what the issue we want to discuss. This research discuss the leasing industry employees, and take the employees in Chailease Finance Co., Ltd. as the objects of a questionnaire survey. The results are as follows: 1. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees are partially related to employees’ personal characters. 2. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees have a partial relationship. 3. The leadership styles, organizational innovation, organizational commit and job satisfaction of leasing industry employees have a partial impact on job performance. Keywords: Leadership styles, Organizational Innovation, Organizational Commit, Job Satisfaction, Job Performance. INTRODUCTION Background Leasing industry that has rising in 1950 is a new type of financing method, and has the dual functions of leasing-assets and financing, and provides a greatest help to small and medium enterprises development. So leasing industry can give financial assistance flexibly and make proper products carefully to small and medium enterprises. A lot of large enterprises in Taiwan had been support by leasing industry in developing process, and then promotes to the international famous position presently. Leasing industry wishes to provide more diversified financing services with continuously organizational integration. In the organizational integrating process, whether the influence of leadership style to leasing industry employees has react with job performance is the first purpose of this study. Leasing industry makes continuously progress on organizational planning and personal training, and promotes increasingly on quality and efficiency, and grows up obviously in economical scope. Whether the influence of organizational innovation to leasing industry employees has react with job performance is the second purpose to this study. In order to accommodate to the development of the world, leasing industry is going along internationally. Whether the influence of organizational commit to leasing industry employees has react with job performance is the third purpose to this study. Whether the influence of job satisfaction to leasing industry employees has react with job performance is the fourth purpose to this study. In leasing industry, whether the difference of personal characteristics has react with job performance is the fifth purpose to this study. Integrating literature reviews of this study, leadership style has positive relation with different aspects in different industries and environment. This study adopts the view of Bass（1985）, and discusses the relationship of leadership style and job performance in leasing industry. Organizational commit has positive relationship with job performance in different enterprises, this study integrates literature views to discuss the relationship of organizational commit and job performance. In many different researches, we can find that organizational innovation has positive relationship with different aspects, so this study wishes to discuss the relationship of organization innovation and job performance. In many literature reviews, job satisfaction plays an important role between individual and organization, this study wishes to discuss the relationship with job satisfaction and job performance. MATERIALS AND METHODS This study mainly discuss the relationship between leadership style, organizational innovation, organizational commit, job satisfaction and job performance. By analyzing relative literature reviews and questionnaire survey, we can comprehend the relationship between each aspects and study subject. According to relative studies and literature reviews, this study brings up following hypotheses. Whether different personal characteristics have significant relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. Whether the relationship is significant between leadership style, organizational innovation, organizational commit, job ratification, and job performance. Whether the sub aspect of leadership style, organizational innovation, organizational commit, job satisfaction, and job performance is significant relative with job performance. This study mainly discuss the relationship between leadership, organizational innovation, organizational commit, job satisfaction, and job performance, and takes the employees in Chailease Finance Co., Ltd. As sampling objects. SPSS is implemented as a statistical analysis software in this study, and is used to proceed to analyze with descriptive statistics, analysis of reliability, factor analysis, correlation analysis, and multiple regression analysis. RESULTS AND DISCUSSION The main purpose of this study is to measure the relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. We induce the results as follows: 1.Different characteristics are partially relative to leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. 2. Leadership style, organizational innovation, organizational commit, job satisfaction, and job performance are partially relative to each other. 3. Leadership style, organizational innovation, organizational commit, and job satisfaction have the partially effect on job performance. We can find that leadership style plays an important role in leasing industry and has a great effect on trust relationship between employees and superintendents. The identification of employees to superintendents can promote substantially on job performance, and hasten employees identify himself to enterprise culture to heave performance. Form this study, organizational planning innovation and human resource innovation are significant relative to job performance. It places importance on personal training in leasing industry, personal training takes an important part in organization. The company will appoint lecturers to give lessons, and even invites external lectures to teach professional courses to increase membership specialty. The identification to organization members is very important. The more organizational commit means organizational members identify themselves highly to organizational goal. The capability of leasing industry employees is affected by job satisfaction. In order to encourage organizational members, it is raised in compensation system and promotion system every year, and excites members to achieve the goal and pursue remarkable. This study mainly takes employees in Chailease Finance Co., Ltd as objects, it can be extended to other leasing companies or abroad employees. In questionnaire design, it can take different parts like superintendent and non-superintendent. It can added other aspects to discuss the relationship between different variances.

BackgroundExisting research indicates that job satisfaction has effects on job performance, but little evidence exists about the mechanism through which the satisfaction-performance association operates. This study aims to examine the effect of job satisfaction on job performance in a district-level health care system of China and to explore the effect mechanism mediated by organizational commitment and burnout.MethodsCluster sampling was used in this study. All healthcare professionals in the Nanshan Medical Group, who were at work in the last 3 months and able to complete online questionnaire independently were invited to participate the anonymous online survey. Job satisfaction, organizational commitment, burnout and job performance were measured by tools, which have been validated in China. Descriptive statistics were used for the socio-demographic variables and the four job psychological variables. Pearson correlation coefficients was used to determine associations among each of the psychological variables. Linear regression was used to examine association between job performance and other three psychological variables. PROCESS macro was used to examine the mediation effects of organizational commitment and burnout on the association between job satisfaction and performance.ResultsIn total, 1,200 healthcare professionals completed the anonymous online survey. Job satisfaction, organizational commitment, and job performance were positively correlated with one another, with burnout negatively correlated with them. Linear regression revealed that demographic characteristics, job satisfaction, organizational commitment, and burnout explained 5, 6, 2, and 9% of the variance in job performance. Path analysis showed that the coefficient of the direct effect of job satisfaction on job performance was 0.18, the coefficients of the indirect effects of job satisfaction on job performance through organizational commitment and burnout were 0.17 and 0.37, respectively. The coefficients of the indirect effects of organizational commitment on job performance through burnout was −0.04, but it was not significant.ConclusionIt is promising to improve job performance of providers in Chinese healthcare systems by improving job satisfaction and reducing burnout. Tailored support policies for female healthcare professionals, appropriate incentive mechanisms and improving multidisciplinary healthcare delivery are potential to improve job performance of healthcare professionals in integrated healthcare systems.

When businesses go into the competitive environment of globalization, they will face the keen competition in the industrial structure. More rivals will also use their resources and capabilities advantage to improve service quality, research and design ability, production efficiency, cost controlling and managerial ability etc. At the same time, they create their sustained competition advantage in efficiency, quality, innovation and customer etc. Therefore, the competition situation in the industrial structure is a kind of degree relative to rival. If businesses can overcome or surmount these threats, then they can create the sustained competition advantage in the industrial structure and even they have industry become a few business oligopolies or monopolization market. But, success or failure of business management is dense correlated to organization’s members. The execution of any task must all be reached through the organization’s member. Therefore, the execution of success or failure is job performance of organization’s members. But, Organization’s members themselves are different traits in personality, work motivation, emotion ability, achievement motivation, core competence, job involvement, self learning and values etc so that they cause them display differences in job performance. Therefore, in human resource management businesses must be able to excite the motive and the capability of each organization’s member that lead to members to improve the job performance and then to help businesses create the excellent management performance so that it could bring out the best of business vision for the labor and the management. The case study uses industrial phenomenon and question to do ascription and quantitative discussion and then to analyze main influence factor, causality and the improving effect. And use personality traits, organization culture, job satisfaction and job performance to design research formal. After, use the reference to investigate the relationship among each research parts and integrate academic and theoretical knowledge to select the operation and knowledge in research needs so that we can infer the feasibility of the research structure. After, we can use knowledge and idea, which is suitable for this research field, to carry out the designing questionnaires and testing them. Through retrieving 224 effective questionnaires, stepping forward to gather statistics and analyze them. The research results state as follows: 1.The personality traits, organization culture, job satisfaction and job performance have obvious relationship. 2.The organization culture and job satisfaction have obvious relationship of intermediate between personality traits and job performance. 3.The personality traits on organization culture, job satisfaction and job performance have some obvious positive-influence. 4.The organization culture on job satisfaction and job performance has some obvious positive-influence. 5.The job satisfaction on job performance has some obvious positive-influence. 6.The variations of samples among personality traits, organization culture, job satisfaction and job performance have some obvious difference.

PurposeThe purpose of the study is to establish the relationship between age, job involvement, job satisfaction and job performance of sub-county chiefs in the Ugandan local government.Design/methodology/approachA cross-sectional survey design was used to obtain a total sample of 320 sub-county chiefs who were selected to participate in the study using multi-stage stratified random sampling. A self-administered questionnaire was used to collect data that were entered into the computer using Statistical Package for the Social Sciences, version 23 (IBM SPSS-AMOS). Path analysis results were used to test the hypotheses.FindingsThe results indicated significant positive relationships between: age and job involvement, job involvement and job satisfaction, and job involvement and job performance. Non-significant relationships were between age and job satisfaction, age and job performance, and job satisfaction and job performance. A reconstructed model was presented.Practical implicationsEmployees’ participation in decisions that affect their work brings positive behavioral outcomes. Job involvement makes workers feel as part of the organization and contributes significantly to organizational effectiveness and morale of workers. Managers are encouraged to pay much attention to the requirements of their staff so as to increase their job involvement, which can ultimately lead to high levels of job satisfaction and improved job performance.Originality/valueThis study proposes that older employees who highly participate in organizational activities are likely to be satisfied and outstanding performers. Strategic recruitment agencies are very important in ensuring “quality at the gate” because they focus on the work attitudes and can attract and retain a satisfied and competent workforce.

Emotional intelligence has a substantial impact on job performance, decision-making, leadership, motivation, and effective management. This study investigates the correlation between emotional intelligence, job satisfaction, and job performance among senior high school teachers in the Bia West District of Ghana. The study's primary purpose is to investigate the impact of emotional intelligence on teachers' job satisfaction and, consequently, their job performance. A quantitative descriptive survey design was employed to examine these relationships. The study's participants comprised 102 teachers selected through a multi-stage sampling method, utilising census and quota sampling techniques. Data was collected using three main instruments: the Emotional Intelligence Scale, Job Satisfaction Questionnaire, and Job Performance Questionnaire, which were subjected to validity checks through pilot testing. The reliability coefficients for the instruments were found to be acceptable, with Cronbach's alpha values of 0.79 for emotional intelligence and 0.80 and 0.79 for job satisfaction and performance, respectively. The data collected were analysed using SPSS to determine the relationships among the variables. The findings revealed significant positive correlations between emotional intelligence and job satisfaction (r = 0.349, n = 102, p < 0.0001) and between emotional intelligence and job performance (r = 0.368, n = 102, p < 0.05). This suggests that teachers with higher emotional intelligence tend to experience greater job satisfaction and perform more effectively. The study concludes that emotional intelligence is a vital predictor of teacher job satisfaction and job performance. A teacher with high-level emotional intelligence is less likely to be severely impacted by stressors than those with low emotional intelligence. Emotional intelligence enhances teachers’ ability to work in teams and ensure organisational effectiveness. The study recommends that the Ministry of Education should integrate emotional intelligence assessments into teacher recruitment and training to improve classroom effectiveness. By prioritising emotional intelligence in teacher professional development programs, educational authorities can foster a more committed and effective teaching workforce, ultimately benefiting students' academic outcomes.

This paper aims to explore the mediating role of employee’s organizational commitment in the links between organizational politics to employee job involvement and performance. Hypotheses were tested using questionnaire data obtained from the employees in public sector organizations in Pakistan. Using random sampling method 200 questionnaires was distributed and 150 were returned (75% response rate). The results of this study analysis show that organizational politics negatively effeted organizational commitment, job involvement and job performance and organizational commitment was played partially mediation between organizational politics and employee job involvement and performance as well as also job involvement was also played partial mediation role between organizational politics and job performance. The paper’s findings suggest that it is important for managers to focus exclusively on to reduce the organizational politics. That will increase the creativity, job satisfaction; employee’s in-role performance. Research on the effect of relative factors, such as national culture on the motives, in and reactions to, organizational politics, is desired. The contribution of this study lies in its pointing to some new directions for better explaining the relationship among organizational politics, employee job performance and employee job commitment in the public arena.

This study examined the effects of motivation on job satisfaction and performance of librarians in University of Ilorin Library. It was observed that many employers have attempted several programs to motivate their employees, yet they have not worked for every category of staff in the library. Descriptive survey design was adopted for the study. The population of the study was made up of professional and paraprofessional librarians, which totaled 46 librarians. Relevant data for the study was collected using questionnaire and a total of 41 out of 46 copies of the questionnaire distributed were returned and found usable for the analysis, which was done by simple percentages and frequency tables. The finding revealed that librarians in job performance can be judged based on time taken to complete task, as well as the accuracy and quality of the work done. The finding confirmed that motivational factors such as opportunity for promotion, good working condition, involvement at work, promotion and financial reward affects the job performance and satisfaction of library staff. The finding revealed that job satisfaction has great influence on job performance. the findings also revealed that general job satisfaction exist among the librarians studied. The study concluded that staff performance and job satisfaction of library staff is dependent on motivation. The study recommended that, the existing constituents of job performance and satisfaction should be sustained/improved by ensuring well-set library goals, increment in salary, existence of training opportunity, sincere and annual appraisal, concrete job description and opportunity to participate in decision-making.

This study investigates the mediating role of job satisfaction in the relationship between quality of work life, organizational commitment and job performance among nurses - a population often overlooked in mediation-based research models. By simultaneously examining two critical outcomes (organizational commitment and job performance), this study proposes a novel framework that integrates quality of work life and job satisfaction into a unified model of occupational well-being and performance. A cross-sectional survey was conducted with 401 nurses employed at a large healthcare campus. Data were analysed using a two-stage mediation model to evaluate both direct and indirect relationships. In the first stage, the direct effects of quality of work life on organizational commitment and job performance were assessed. In the second stage, the mediating role of job satisfaction was tested using bootstrapped confidence intervals. Findings revealed that job satisfaction fully mediates the relationship between quality of work life and organizational commitment, and partially mediates the relationship between quality of work life and job performance. These results suggest that improvements in nurses' quality of work life enhance organizational commitment and job performance primarily through increased job satisfaction. This study highlights the importance of healthcare administrators and policymakers prioritizing initiatives aimed at improving workplace conditions such as fair compensation, professional support and a positive work environment. Enhancing these factors can promote greater job satisfaction, organizational commitment and performance among nurses, thereby contributing to the overall sustainability and effectiveness of healthcare systems. While previous studies have typically examined the relationships among quality of work life, job satisfaction, organizational commitment and job performance independently or in isolated pairs, this study makes a novel contribution by positioning job satisfaction as a central mediating mechanism within a comprehensive model. Uniquely, the model simultaneously tests two critical outcomes-organizational commitment and job performance - within a single analytical framework. Moreover, by focusing on nurses - an occupational group often underrepresented in mediation-based occupational research - the study enhances its relevance and addresses a significant gap in the literature. By empirically demonstrating how improvements in quality of work life, via job satisfaction, lead to tangible organizational outcomes, the study offers new insights with direct implications for healthcare management and policy development.