Affect Job Performance Research Articles

The Effect of Workplace Romance on Job Performance Mediated by Job Engagement Among Employees: Case Study From PKU Muhammadiyah Hospital Surabaya, Indonesia

This study investigates how the workplace affects job performance through employees' job engagement at PKU Muhammadiyah Hospital Surabaya. Using a quantitative explanatory methodology, the research utilized Structural Equation Modeling with Partial Least Squares (SEM-PLS), used in this work via SmartPLS software. A structured survey was used to gather information from 141 workers. The findings reveal a positive relationship between workplace romance and job performance, with a path coefficient of 0.132. A positive relationship between workplace romance and job engagement, with a path coefficient of 0.650. There is a positive relationship between job engagement and job performance, with a path coefficient of 0.780. A positive relationship between workplace romance and job performance through job engagement of employees at PKU Muhammadiyah Hospital Surabaya, with a path coefficient of 0.507.

The Moderating Effect of Education Level and Income on Job Performance of Supervising Engineers

The proper implementation of the monitoring process in construction projects helps strengthen sustainable development indicators. The aim of this study is to investigate the moderating effects of education and income on the relationship between job performance and effective factors on supervising engineers. Data gathering was performed by questionnaire, and analysis was performed with the PLS-SEM approach. According to the results of the moderator analysis, demographic variables of education and income levels, on the relationship between feedback and competence, as well as the relationship between job identity and job performance, had a significant moderating role. In addition, the moderating effect of demographic variables on the relationship between autonomy and competence, as well as the relationship between affective commitment and job performance, was confirmed. The moderating effect of income demographic variables on the relationship between independence and affective commitment and the relationship between competence and job performance was meaningful. To achieve a better understanding of the effects of variables on job performance, the mediation role of competence and affective commitment was studied in the research model. By using the results of this research, officials and managers of construction organizations can adopt appropriate payment and training policies, to better management of the performance of the supervising engineers.

Visions by WIMIN: Imposter Phenomenon.

The imposter phenomenon (IP) is a destructive set of beliefs, traits, and experiences in which high-achieving individuals fail to internalize their accomplishments and falsely perceive themselves as frauds. IP is a function of underrepresentation and contributes to and perpetuates a cycle of low self-worth, perfectionism, and anxiety, all of which negatively affect job performance and reinforce the IP cycle. Mitigating the deleterious effects of IP requires first naming this phenomenon and recognizing the patterns of IP. In this article, we summarize pertinent social science literature on this topic and share experiences of IP as told by the authors and anonymous contributors. We highlight the potential destructive effects of IP, as well as strategies that mentors and trainees can utilize to counter this phenomenon.

WORK-STRESS CREATORS AND WORK-STRESS INHIBITORS ON THE JOB PERFORMANCE OF WORK-FROM-HOME MILLENNIALS IN BPO FIRMS

This study determined the impact of work-stress creators and inhibitors on the job performance of work-from-home millennials in BPO firms. It focuses on the identifying work-stress creators such as workload, time pressure, interpersonal relationships, job security, work-life balance, and role clarity, as well as work-stress inhibitors such as a supportive work environment, clear communication, job control and autonomy, training and development opportunities, and recognition and reward system. The study also gathered demographic information from each participant, including age, sex, monthly income, tenure, and type of BPO firm. Moreover, it also identifies the perceived effect of work-stress creators and work-stress inhibitors on job performance of the participants. A face- to-face survey questionnaire and descriptivecorrelational research methods were employed to gather and analyze various aspects of workstress creators and work- stress inhibitors. The study utilized purposive, quota, and convenience sampling techniques to gather data from 100 work-from-home millennials in BPO firms. The data was evaluated using statistical tools, including frequency, percentage, and weighted mean. The findings revealed that the key work-stress creators, such as workload, time pressure, and unclear work-life boundaries affected job performance by reducing job satisfaction, work efficiency, and overall quality. On the other hand, work-stress inhibitors, such as supportive work environment, clear communication, and recognition and reward system positively impacted performance by increasing efficiency and reducing stress. Most participants reported high levels of stress due to work demands, which in turn negatively affected job satisfaction and work quality. However, stress inhibitors contributed to improved performance by increasing efficiency and reducing burnout. Overall, the study concludes that managing work stress effectively in remote work settings can enhance job performance and employee wellbeing. Recommendations include the implementation of better work-life balance policies, stress management programs, and supportive work environments to promote higher productivity and job satisfaction to the work-from-home millennial employees.

The Relationship between Mental Workload and Job Satisfaction of Faculty Members with their Educational Performance

Introduction: Workload and job satisfaction are among the most influential factors affecting job performance. Therefore, this study aims to assess the cognitive workload and job satisfaction and their impact on the quality of education faculty members provide. Method: This study was conducted among 34 faculty members through a census. The NASA-TLX tool was used to assess cognitive workload, and a job satisfaction scale was employed to evaluate job satisfaction. Moreover, the training quality score was considered a criterion for assessing the educational performance of the participants. To determine the role of explanatory variables on the level of mental workload, multiple linear regression was used at a 95% confidence level. Result: The mean cognitive workload of faculty members was 52.94 ± 24.48. Efficiency and time demand scored the highest and lowest among the subscales of workload, respectively. Job satisfaction was 56.85 ± 27.61, with satisfaction with the department head and colleagues ranking highest and satisfaction with salary being the lowest in job satisfaction. The cognitive workload had a non-significant relationship with job satisfaction (P = 0.08, r = 0.56). However, the relationship between teaching quality and both cognitive workload and job satisfaction was not statistically significant. Conclusion: No significant relationship was observed between cognitive workload, job satisfaction, and teaching quality scores. However, it is recommended that measures be taken to improve the quality of work life for faculty members to enhance the quality of education they provide.

Job Performance and Burnout in the Sustainable Planning of Education Projects

This research aims to understand the influence of burnout on the relationship between job performance and sustainable planning in higher education. Through a survey of administrative personnel in Dominican institutions, variables were measured using validated questionnaires and analyzed with PLS-SEM. The findings indicate a significant correlation between performance and sustainable planning. Contrary to expectations, burnout did not significantly impact planning, although it did negatively affect job performance. These results highlighted the importance of integrating sustainability into project planning by addressing both theoretical and practical dimensions. The study highlights how burnout affects project success, emphasizing the need for comprehensive strategies to mitigate it. Furthermore, it suggests that sustainable project planning improves traditional management theories by adding ethical, social, and environmental considerations.

Exploring the Effect of Transformational Leadership on Job Performance in the Service Industry: The Moderating Role of Organizational Citizenship Behaviour

This study aims to research how transformational leadership affects job performance and subsequently the moderating role of Organizational Citizenship Behaviour (OCB). A total of 190 employees working in the Malaysia service industry, specifically the professional service sector, as respondents have participated in the research questionnaire. Convergent validity, discriminant validity, reliability and hypothesis testing were analysed by using SmartPLS3 software. This study revealed that only two dimensions of transformational leadership: idealised influence (behaviour) and intellectual stimulation were positively related to job performance. OCB only partially moderates the relationship between transformational leadership and job performance such as inspirational motivation, individualized consideration, and job performance. This study provides a framework for the management field to incorporate and recognize further need to study the importance of OCB on transformational leadership and job performance in Malaysia.

How glass ceiling perceptions affect job performance: finding the missing link through career satisfaction and work–life balance support

PurposeDrawing from gendered organization theory (GOT) and career construction theory (CCT), this study seeks to explore the relationship between the glass ceiling (GS), career satisfaction (CS) and job performance among female employees in Saudi Arabia’s aviation sector. Additionally, we aim to investigate CS as the explanatory variable and organizational support for work–life balance (WLB) as the boundary condition.Design/methodology/approachData from 178 females working in the aviation industry in the Kingdom of Saudi Arabia were used to analyze the proposed model. Structure equation modeling (SEM) and PROCESS Macro were used as the analysis technique.FindingsResults reveal significant negative direct and indirect impacts of GC perceptions on job performance. This relationship is significantly mediated by CS and is moderated by work–life balance support (WLBS) from the organization.Practical implicationsThe present study highlights the importance of organizational support for work–life balance in alleviating the adverse effects of the GC on the CS and job performance of women. Given Saudi Arabia’s emphasis on women’s empowerment through its “Vision 2030” companies operating in the country should prioritize the development of robust WLBS mechanisms. Additionally, it is recommended that career support be extended to women to enhance their CS.Originality/valueThis study contributes significantly to the existing literature by exploring the link between GC perception in females and their job performance in the context of an important emerging market, Saudi Arabia, that strongly focuses on women’s empowerment in its “Vision 2030”. Using GOT and CCT, CS is proposed as a mediating factor that explains how the perception of the GC’s negative impact can be translated into affecting the job performance of females and the role of WLBS from the organization in mitigating this negative impact.

The role of mindfulness and emotional intelligence in mediating the effects of job burnout on job performance

Healthcare delivery relies on human resource management to ensure quality. However, employee performance dropped from 2019 to 2022, highlighting the need to address job fatigue, which lowers performance. This study examines how mindfulness and emotional intelligence mediate the effects of occupational fatigue on medical and paramedic performance. This integrated study intends to understand healthcare job performance and improve medical professionals' competency and well-being in Indonesia. A 5% margin of error was used to choose 213 medical staff and paramedics from the Mojokerto City Government Health Agency in Indonesia using the Slovin algorithm. The Sobel Test and SEM with AMOS were used to analyse data. Mindfulness and emotional intelligence decreased considerably with job burnout, affecting job performance. Mindfulness and emotional intelligence also improved job performance. The results also showed that emotional intelligence and mindfulness moderate the job burnout-performance link. These findings show that emotional and psychological aspects are crucial to understanding how job fatigue affects employee performance.

Mitigating work alienation: what can we learn from employee ownership?

Work alienation, driven by powerlessness, meaninglessness, social isolation, and self-estrangement, negatively affects job performance and wellbeing. Yet it remains under-researched. This paper elaborates on alienation theory by exploring it in a novel context – employee-owned firms – and contributes to employee ownership, psychosocial work environment, and employee relations literature. Based on interviews with 33 employees, we reveal structural, psychological, and cultural characteristics that suppress alienation. Psychological and structural empowerment create perceptions of powerfulness. Psychological ownership, effort-reward balance, and prosocial values provide meaningfulness. Community, equality, and inclusive discourse lead to belonging, while personal development, ethic of care, and authenticity drive self-realization. Since these characteristics need not be exclusive to co-ownership, the study provides insights to conventional firms on how to foster organisational belonging. A further contribution to theory and practice is our identification of tensions inherent in co-ownership, arising from information sharing, decision-making, distributive justice, and organi­zational citizenship behaviour, that inadvertently drive alienation.

Analyzing the impact of employee job satisfaction on their job behavior in the industrial setting: An analysis from the perspective of job performance

The level of job satisfaction has a significant impact on an individual's job behaviors. In any organization, job satisfaction affects performance as part of job behavior significantly. Its importance in developing nations like Bangladesh is clear. The present study investigated the relationship of Bangladesh industrial workers' job satisfaction level and job behavior as workplace behaviors that affect job performance. This quantitative study collected data from respondents using a standardized questionnaire. A sample of 300 Bangladeshi industrial workers was chosen. An 8-item self-report (JPI) measurement scale was utilized for the evaluation of job performance. The measurement of job satisfaction was conducted through the utilization of the job satisfaction index (JSI). Statistical Package for Social Science (SPSS) 24.0 version was used for data and regression analysis in this study for hypotheses testing. The analysis found a disproportionate amount of people satisfied with their jobs. The study revealed that job satisfaction is a critical job behavior that affects job performance. The study also indicated that job-related factors affected job performance more than personal traits. Also found, employees who reported high levels of job satisfaction also reported higher levels of job performance. Bangladeshi industrial regulators and mill authorities can use the results to design regulations that boost employee performance and work happiness. It can also be used to evaluate employee treatment and how job satisfaction affects other job behaviors to guide organizational decisions and initiatives.

Mediating Effect of Psychological Well-Being in The Interaction Between Social Support and Work Performance Perceptions of Textile Industry Employees

In order for businesses to survive and gain a sustainable competitive advantage, their employees must be able to create value for their organizations with high job performance. Job performance is a result of employees' unique behaviors that are shaped by their personal characteristics and social, organizational and psychological interactions. The aim of this study is to investigate the interaction between social support, psychological well-being and job performance levels of employees in industrial enterprises. The research was carried out by collecting data using face-to-face survey technique in a textile company operating in Karabuk. The relationships between variables were examined with Pearson Correlation test, and the effect analysis and mediation effect were examined with simple and multiple regression. Results revealed a positive and weak relationship between the level of social support and psychological well-being/job performance, and a positive moderate relationship between psychological well-being and job performance. Regression analysis results show that social support significantly affects job performance and psychological well-being has a full mediating effect on this interaction. According to the results, it was recommended that businesses focus on social support practices to increase the psychological well-being levels of employees and ensure the participation of employees' families in these activities.

The Effect of Work Stress and Work Environment on Job Performance in Manufacturing Industry: A PLS-SEM Approach

Employee performance is a critical determinant of growth and success within manufacturing organizations, making it essential to understand the factors influencing it. This study delves into the effects of work stress and the work environment on job performance, specifically within the electronics manufacturing sector in Penang, Malaysia. The research addresses how role ambiguity and conflict can act as stressors and also explores how intrinsic and extrinsic motivation factors related to the work environment affect job performance. The study sample comprised 116 participants from five electronics manufacturing firms located in Bayan Lepas, Penang. Data collection was conducted through a structured questionnaire, and the analysis was performed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results confirmed that the measurement model was robust, providing a solid foundation for validating the structural model. The PLS-SEM analysis demonstrated that the model had significant predictive capability, revealing that both work stress and the work environment exert substantial effects on job performance within the electronics manufacturing industry in Penang. Specifically, role stressors such as ambiguity and conflict were found to negatively impact job performance, while a supportive and motivating work environment positively influenced it. The study's results align with the theoretical frameworks of role stressors and self-determination, suggesting that effective management of stressors and the cultivation of a motivating work environment are essential for optimizing employee performance in the manufacturing sector.

Effect of Technology Towards Performance Through Work Stress in Land Agency Riau Island

Many factor believed to be affecting job performance like Technology, Organizational Support, Individual Characteristics, Individual Adaptability. But what if those factor are mediating by another factor, like work stress?. This study used the quantitative Method with Analysis Tool using AMOS version 24. The population in this study were all state civil servants in the Regional Office of the National Land Agency and the Land office in Riau Islands Province, totaling 266 people and sampling technique by using Slovin and got 160 people. The result showed that Technology negatively influence work stress, Organizational support positively influence work stress, no significant influence of individual characteristics toward work stress, Individual adaptability positively work stress, Work stress has a significant positive direct influence on employee performance, Technology shows a significant positive direct influence on performance, there is no significant direct influence between organizational support and performance, Individual characteristics have a significant negative direct influence on performance, there is no significant direct influence between individual adaptability and employee performance. For mediating testing, work stress does not mediate the influence of technology on employee performance or individual characteristics on employee performance; rather, it fully mediates the influence of organizational support on performance and individual adaptability on employee performance. Square Multiple Correlation for Work Stress = 100% and Performance = 68,3%. This research indicates that work stress at a certain level will greatly improve various aspects of employee performance and give new insight into the positive impact of work stress.

Quality improvement in hospital: How knowledge and attitude affect job performance across different professional groups

Objective: Improving the performance of healthcare organizations is a major concern within health systems. This study aims to explore the relationship between hospital staff’s knowledge and attitudes about continuous quality improvement (CQI) and their perceived job performance while determining if professional groups moderate this relationship.Methods: A total of 250 questionnaires were distributed among three main job groups at a public hospital in Iran. Statistical analysis included variance-based structural equation modeling and Pearson correlation coefficients.Results: Of the 250 distributed questionnaires, 196 were returned (response rate: 78%). The path coefficient between staff knowledge and performance was 0.390 higher in the physician group than in the non-physician group, and 0.207 higher in the administrative-financial group. The path coefficient for the non-physician group was 0.120 higher than that of the administrativefinancial group. For staff attitudes and performance, the path coefficient was 0.160 higher in the physician group than in the non-physician group, and 0.090 higher than in the administrative-financial group. The administrative-financial group had a 0.070 higher path coefficient than the non-physician group.Conclusions: The study indicates positive relationships between hospital employees’ knowledge and attitudes about quality improvement and their job performance. These relationships were not significantly moderated by professional groups.

Pengaruh Emotional Labour dan Reward terhadap Performa Kerja Karyawan Divisi Pemasaran PT MI

Purpose: This study aims to deepen the understanding of the influence of emotional labor ability and rewards on employee performance, with a case study focusing on PT MI. Methodology: This study used a quantitative approach by collecting data using a questionnaire from 30 employees of the marketing division of PT MI. Statistical analyses were performed to examine employee characteristics, the validity and reliability of the questionnaire, the dimensions of variables, and the links between variables, mainly using multiple linear regression. Results: The results indicate that rewards significantly affect job performance, while emotional labor does not have a significant impact. Both independent variables simultaneously and significantly influence job performance. The coefficient of determination of 62.3% indicates that emotional labor and rewards can explain 62.3% of the variability in job performance, while the remaining variability is explained by other factors. Limitations: We face a limitation in collecting a higher number of respondents due to the limited number of employees in the marketing division of PT MI. Contribution: This study found that financial and non-financial rewards significantly enhance job performance through intrinsic and extrinsic motivation and psychological contracts between employees and the organization. In contrast, the lack of a significant impact of emotional labor may be due to individual differences in managing emotions, job characteristics, and other dominant factors, such as technical skills and intrinsic motivation. These findings underscore the importance of rewards in improving employee performance and the need for further research on the role of emotional labor in various contexts.

How relational and collective identification shape the relationship between individual ambidexterity and job performance

AsbtractIn the contemporary business landscape, employees are increasingly expected to demonstrate a wide range of competencies, which require a combination of exploration‐based and exploitation‐based individual abilities. In this vein, the present study investigates how individual ambidextrous abilities affect job performance. Furthermore, by bridging the gap between individual ambidexterity literature and dynamic self‐concept theory, we argue that identification with both peers and leaders plays a contingency role, thus moderating the relationship between individual ambidexterity and job performance. To test our hypotheses, we conducted a multi‐source field study of 380 employees operating in manufacturing firms. The collected data combines objective measures of individual ambidextrous abilities, supervisory‐rated job performance, and identification measures. Our hypotheses received empirical support. Overall, this study provides practical guidance for organizations by highlighting the importance of fostering individual ambidexterity to maintain high job performance through effective cooperation with both peers and leaders at work.

The Effect of EAP on Job Performance Based on Psychological Contract and Perceived Organizational Support

In order to study whether employee assistance programs have a significant impact on job performance, whether psychological contract and perceived organizational support play a mediating role in job performance, and thus provide practical operational strategies for relevant enterprises to propose human resource management suggestions to promote job performance, the implementation of employee assistance programs has been the subject of practical research. The findings indicate that addressing issues related to high turnover, job burnout, and absences cannot be separated from the importance of the psychological contract, perceived organizational support, and employee performance in organizational change. By applying structural equation modeling (SEM) to the data from front-line employees of several units in China, this research tested the relationships among employee assistance programs, psychological contracts, perceived organizational support, and job performance using SPSS and AMOS. The results indicate that employee assistance programs positively affect job performance; psychological contracts and perceived organizational support play a mediating role between employee assistance programs and employee job performance (JOP). Our research suggests that an employee assistance program can optimize frontline employee assistance work, build a mechanism to stimulate frontline employees' psychological contracts, and create an organizational environment full of perceived organizational support. This study innovatively uses the structural equation model for quantitative research. In addition, most previous studies on EPA were based on a single variable, psychological contract, and POS were used as the main intermediary variables to explore the mechanism of their impact on job performance so as to enhance the explanatory power of employee job performance. Doi: 10.28991/ESJ-2024-08-05-018 Full Text: PDF

The Effects Of Job Increments, Remuneration On Job Performance With Job Comfort As Moderation Study Demak District Drinking Water Company

For a company to achieve its goals, the human resource aspect must be competitive. Human resource performance is the spearhead of this achievement. Therefore, the company must provide work comfort to employees so that their performance is optimal and maximum. The purpose of this study aims to analyse the extent of the effects of job increments and remuneration on job performance through job comfort. The effect of job increments and remuneration on job comfort directly or indirectly through moderating variables. The population in this study totalled 136 people. With 120 respondents taking the sempel. The sampling technique uses proportional random sampling method. The data analysis method uses Structural Equation Modeling (SEM). The results of the study are job increments affect job comfort, remuneration affects job comfort, job increments affect job performance, remuneration affects job performance, job comfort affects job performance, job increments have no effect on job performance through job comfort, remuneration affects job performance through job comfort.

How organizational citizenship behaviors promote job performance: evidence from the aviation industry

In the 21st century, the working environment is changing rapidly, and competition is fierce. In industries such as airlines, it is crucial to identify the factors that drive employee performance. This study aims to determine the elements of organizational citizenship behaviors (OCBs) that have an impact on work performance. A mixed research method was employed for the study, which collected survey data from 195 employees of ground service companies in Vietnam, including Saigon Ground Service Company (Sags), Vietnam Airport Ground Service Company (Viags), and Hanoi Ground Service Joint Stock Company (Hgs). The results revealed that five factors of OCBs affect job performance, ranked in descending order: (1) Voice-speaking up about concerns, (2) civic virtue, (3) conscientiousness, (4) courtesy, and (5) altruism. The study also proposed some implications for managers of ground service companies to enhance their employees’ job performance.