Abstract
This study investigates the evolution of job performance from socio-cognitive and knowledge-based perspectives, focusing on key perceived environmental factors. The research model proposed posits that perceived diversity and procedural justice positively affect job performance through the mediation of job self-efficacy and work engagement. Additionally, knowledge-oriented leadership is examined as a moderator influencing the formation of job self-efficacy and work engagement. Empirical testing of these hypotheses was conducted using field survey data collected from working professionals in a prominent computer and communication firm within the high-tech industry. The findings not only have theoretical and practical implications but also acknowledge certain limitations inherent in the research. Specifically, a limitation of this study is that it surveyed professionals in technology companies, so caution is advised when extending its implications to employees in non-tech sectors.
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