Affect Job Performance Research Articles

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.

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.

Exploring the influence of workplace environment on job performance: a socio-cognitive perspective

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.

Investigating the Relationship among Organizational Culture, Job Motivation, Organizational Citizenship Behaviour, and Job Performance: Indonesian Public Sector Context

The inadequate performance of Indonesia’s public sector is demonstrated by the decline in ranking on the Global Competitiveness Index from 2017 to 2019 and the lack of research on OCB in the public sector, considering that most studies focus on the private sector. The objective of this study is to explore the correlation between organizational culture, work motivation, work performance, and organizational citizenship behavior (OCB) within Indonesia’s public sector organizations. By using Structural Equation Modeling Partial Least Square (SEM-PLS), data from 189 public sector respondents were analyzed. The research tool was verified using tests for convergent validity, construct validity, and discriminant validity. The results indicate that organizational culture impacts job performance, OCB, and job motivation positively and significantly. Job motivation also has a positive and significant influence on OCB but is not significant in relation to job performance. Additionally, OCB positively and significantly affects job performance. This research addresses a gap in the existing literature by presenting a fresh perspective on the relationship between these factors within the public sector. The results of this study expand upon previous investigations and offer valuable insights for professionals seeking to enhance organizational performance in the public sector, particularly in terms of effectively implementing organizational culture and motivation strategies.

Critical analysis of drivers of employee engagement and their impact on job performance

Orientation: This study examines the impact of drivers of employee engagement on job performance and investigates the relationship between employee engagement and job performance.Research purpose: The purpose of this study is to assess how various factors, such as job characteristics, organisational support, support from superiors, rewards, recognition, and organisational justice, influence employee engagement and subsequently affect job performance.Motivation for the study: The researcher is motivated by the need to understand the drivers of employee engagement and their implications for job performance in organisations, particularly in the context of the Sultanate of Oman.Research approach/design and method: The study was conducted based on a closed-ended questionnaire across various industries in the Sultanate of Oman, focusing on three levels of management: junior, middle, and senior. Non-probability convenience sampling was utilised. The study employed models of drivers leading to employee engagement and assessed their impact on job performance.Main findings: The study reveals that drivers of employee engagement significantly affect job performance across all levels of management. Job characteristics and rewards and recognition emerged as strong predictors of job performance.Practical/managerial implications: Organisations are encouraged to prioritise the development and nurturing of employee engagement, fostering a two-way relationship between employers and employees. Engaged employees contribute to higher retention rates, increased productivity, profitability, growth, and customer satisfaction.Contribution/value-add: This study provides valuable insights into the relationship between employee engagement and job performance in the Sultanate of Oman, offering guidance for the development of effective employee engagement strategies aimed at improving organisational outcomes.

Managing Virtual Presenteeism during the COVID-19 Pandemic: A Multilevel Study on Managers' Stress Management Competencies to Foster Functional Presenteeism.

Teleworking remains an attractive option for many workers since the COVID-19 pandemic, but it presents significant management challenges, particularly when employees face health issues. The management of virtual presenteeism, where employees continue teleworking despite being ill, has received limited attention. This study explores the relationship between managers' stress management competencies (SMCs), mental health, and job performance of virtual presentees, aiming to fostering more functional presenteeism. We examine whether managers' SMCs promote functional presenteeism by comparing managers' self-assessments with employee assessments, and analyzing how agreement levels between the two affect mental health and job performance. Data were collected from 365 teleworkers supervised by 157 managers in a large public organization in Québec. The results indicate that virtual presentees' mental health and job performance are closely linked to employees' assessment of their managers' SMCs. Employees who agreed with their manager or overestimated their managers' SMCs exhibited better mental health and job performance than those who agreed with their manager on low SMCs or underestimated their managers. This study expands on the health-performance framework of presenteeism and self-other agreements, highlighting management practices that should be enhanced in the context of virtual presenteeism.

The Impact of Firefighters’ Emotional Labor on Job Performance: The Moderating Effects of Transactional and Transformational Leadership

Our study leverages insights from the conservation of resources theory and job demands–resources theory to explore the relationship between two types of emotional labor—surface acting and deep acting—and job performance among firefighters. Furthermore, we assess the moderating roles of transactional and transformational leadership within this framework. Using hierarchical multiple regression models, we analyzed data from 1453 firefighters in Gyeonggi-do, South Korea’s most populous province. The findings reveal that surface acting adversely affects job performance, whereas deep acting exerts no significant impact. The relationships between these two types of emotional labor are contingent on transactional and transformational leadership. The policy implications of this study include the need to manage employees’ emotional labor by distinguishing between surface and deep acting as well as the need for efforts and alternatives to facilitate transactional and transformational leadership.

A Study on Job Performance of Secondary School Teachers

This study investigates the job performance of secondary school teachers in relation to certain demographic variables in Ananthapuram district, Andhra Pradesh. A sample of 355 secondary school teachers from 53 schools was selected using the descriptive survey method. The Teachers’ Job Performance Scale (TJPS), developed and standardized by Amin et al. (2013), was utilized. Descriptive analysis was conducted to determine the Mean, Standard Deviation, and Percentage, and CR was used to assess differences based on locality, academic qualifications, and professional qualifications in various job performance skills. The findings revealed that locality significantly influences job performance in teaching, interpersonal relations, and overall performance, but not in management or discipline and regularity. Academic qualifications significantly impact teaching, management, interpersonal relations, and overall performance, with no effect on discipline and regularity. Professional qualifications affect job performance in teaching, discipline, regularity, and overall performance, but not in management or interpersonal relations. The study concludes that demographic variables such as locality, academic qualifications, and professional qualifications have a significant impact on various aspects of job performance among secondary school teachers. Locality influences teaching, interpersonal skills, and overall performance, while academic qualifications affect teaching, management, and interpersonal relations. Professional qualifications significantly enhance teaching, discipline, regularity, and overall performance. However, none of these variables significantly impact job performance skills in management or interpersonal relations consistently across all groups. These findings emphasize the need for targeted interventions to improve teacher performance in specific areas.

Mental Workload Affected Job Performance via Work Stress at Employees of Samarinda Probation Center

Work execution can be affected by various mental disarrangements shown via work push caused by representatives encountering intemperate mental workloads. This reason can be considered a research objective, especially to study how mental workloads affect job performance through work stress in Samarinda Probation Center employees. This research used a census of all representatives, or forty employees, at the Samarinda Probation Center. SmartPLS 4 was used to conduct structural equation modelling with a partial least squares technique to examine the data obtained from the scale. Based on the findings, it was determined that mental workload positively and significantly affected work stress, that mental workload positively and significantly affected job performance, that work stress positively and significantly affected job performance, and that mental workload positively and significantly affected job performance via work stress.

The remote revolution: assessing the impact of working from home on finance professionals

The aim of this study is to investigate how remote work affects job performance. It suggests that factors such as the work environment, employee productivity, and work-life balance play a role in mediating this impact. The study also explores how remote work influences employee performance through these variables. The findings of this research have practical implications for businesses looking to evaluate the effectiveness of their remote work policies, especially during the ongoing coronavirus crisis. One distinctive feature of this study is its questionnaire, which has been specifically designed to capture the effects of COVID-19. Data were collected through an online survey distributed to workers in Syria. The survey, which utilized a Likert scale, was sent via email to around 2650 employees and was also shared on social media platforms. A total of 300 respondents took part in the survey. To address the research questions, structural equation modelling was employed in this study. The results indicated that remote work resulted in increased enjoyment, satisfaction, and motivation among employees, ultimately improving job performance. It is worth noting that while this research focuses on examining these benefits within the context of Syria, there is potential for external validity among other countries affected by the COVID-19 pandemic.

Enhancing Employee Job Performance Through Supportive Leadership, Diversity Management, and Employee Commitment: The Mediating Role of Affective Commitment

This study examines the impact of supportive leadership and diversity management on employee job performance within Vietnam’s manufacturing sector. The study specifically investigates the mediating effect of affective commitment in this relationship. A survey incorporating targeted scales to measure the variables of interest was completed by 406 workers. The collected data underwent analysis using structural equation modeling techniques. The findings of this research suggest that when organizations implement diversity management strategies and foster supportive leadership, there is a significant and positive effect on both the affective commitment and job performance of their workforce. These results highlight the importance of these organizational practices in enhancing employee outcomes in the Vietnamese manufacturing context.

How Does Responsible Leadership Affect Job Performance and Taking Charge in the Chinese Context?

How Does Responsible Leadership Affect Job Performance and Taking Charge in the Chinese Context?

Yogi or fireball - or both - a diary study on the interaction between mindfulness and vigor on job performance.

Building upon the conservation of resources theory and the episodic process model of performance, this research addresses the gap in understanding how daily variations in two personal resources, particularly their interaction, affect job performance. Specifically, this study examines the influence of vigor and mindfulness on daily fluctuations in task performance considering the potential compensation effect between these personal resources in the workplace. We conducted a five-day online diary study involving 192 participants (926 daily observations). At the conclusion of each workday, participants were asked to assess their level of mindfulness and vigor in the workplace using validated scales, as well as estimate their task performance. Multilevel analyses showed that both daily mindfulness and daily vigor positively predict self-reported task performance. The interaction between mindfulness and vigor was significant. The results suggest that high levels of mindfulness can compensate for low levels of vigor, and vice versa. Exploring the interplay of personal resources at work provides a valuable starting point for individual-tailored interventions that enable individuals to reach their full potential. Enhancing employees' mindfulness may increase job performance directly and empowers workers to compensate for periods of low energy.

What drives employees' job performance in green hotels? The mediating effect of employee positive mood and satisfaction

AbstractWhat is vague about identifying the impact of Green Human Resource Management practices (GHRMPs) on employee job performance remains under‐explored in the hospitality literature. Based on the theory of planned behavior, this research examines the role of GHRMPs on employee job performance through employee satisfaction and positive mood. Data was collected from 647 staff in 12 hotels from October 2022 to March 2023 and analyzed through PLS_SEM. Results showed that all factors of GHRMPs positively influence positive moods. The non‐significant result is green knowledge and job satisfaction, whereas green attitudes, green skills, and positive moods directly affect job satisfaction. Also, the role of GHRMPs is to strengthen the positive influence of job performance directly and indirectly through positive mood and job satisfaction. However, environmental skills did not affect job performance. This research provides some contributions to the hospitality literature and practical implications for managers of hotels and practitioners.

Are different generations of female employees trapped by work-family conflicts? A study on the impact of family-supportive supervisor behavior on thriving at work.

With women's advancement in education and status, they drive corporate and social progress. However, traditional gender roles burden female employees with more family responsibilities, challenging work-life balance and affecting job performance. Organizations should supporting female employees to address these challenges. Thriving at work, a core aspect of positive work engagement, helps maintain enthusiasm and efficiency. This study explores the impact of family-supportive supervisor behavior (FSSB) on the thriving at work of female employees in China, considering generational differences in their work-family balance needs and the mediating mechanisms involved. The methodology adopted in this study utilized Amos 26.0 and SPSS 25.0 to analyze data obtained from a sample of 279 female employees in China. Specifically, the study examined the direct impact of FSSB on thriving at work, alongside the mediating influence of work-family balance. Moreover, the research aimed to discern variations in these effects across different generational cohorts. This study highlights the direct impact of FSSB on female employees' thriving at work across different generational cohorts. Notably, the "post-90s" generation displayed the strongest direct effect of FSSB on thriving at work. Additionally, the impact of FSSB on work-family balance varied by generation, with the "post-90s" generation showing the weakest effect. Furthermore, the mediating role of work-family balance differed among generations, with complete mediation observed in the "post-80s" generation but no mediating effect in the "post-90s" generation, reflecting their distinct work-life balance priorities and needs. This study uses a generational difference perspective to explore the main and mediating effects of FSSB on thriving at work, enriching the theoretical research on generational differences and providing valuable insights for future research. Practically, organizations should focus on the needs of different generations while encouraging FSSB, fostering a supportive work environment and enhancing outcomes.