Affect Job Performance Research Articles

Ergonomic Risk Factors and Job Performance of Electronic Employee in Malaysia

Introduction: Ergonomics is the scientific study of the interactions between humans and other elements of a system to improve human well-being and overall system performance. In larger scope ergonomics examines human behavioral, psychological, and physiological capabilities and limitations. It has given a huge impact on the workers comfort which directly affects the work efficiency and productivity. In Malaysia, the electronics industry is the leading industry in the manufacturing sector and one of the largest employers. This study was conducted to examine the relationship between ergonomics factors and job performance among employees in electronics industry. Material and Method: A total of 155 employees in electronic industry were involved as respondents in this study. A cross-sectional study was conducted using self-administered questionnaires consisting of sections on physical ergonomics, cognitive ergonomics, and organizational ergonomics and job performance. The data were analysed using SPSS version 25, and descriptive statistics, person correlation and multiple liner regressions were used to identify the factors associated with job performance. Results: The findings showed that there is a significant relationship between ergonomics factors (physical ergonomics, cognitive ergonomics, and organizational ergonomics) and employee performance with p<0.05. While the multiple linear regression analysis found that the most contributing ergonomics factors was physical ergonomics that significantly affects job performance in the electronics industry in Malaysia. Conclusion: Ergonomics factors can be used to promote improved performance and productivity from the employees in the organization such as awareness training and education.

The Effect of Person-Job Fit, Job Satisfaction, and Self-Efficacy on Job Performance (Study on the Indonesian Experiential Learning Association)

The outbound activity service provider business has excellent prospects. Especially now that outbound service providers have become part of the partners of large companies to improve the quality of human resources owned by the company. This study was conducted to know the effect of person job fit on job performance through job satisfaction and self-efficacy, on instructors who are members of the Indonesian Experiential Learning Association (AELI). The research method used is descriptive quantitative with analysis techniques using Structural Equation Modeling with Partial Least Square (SEM-PLS), a component-based predictive model with a variance- or component-based approach. The results showed that person job fit affects job satisfaction, self-efficacy, and job performance. Job satisfaction affects job performance, self-efficacy affects job performance, person job-fit affects job performance through job satisfaction, and person job fit affects job performance through self-efficacy.

The role of organizational culture on the relationship between employee training and job performance in Jordan

In this investigation, we looked at how employee training affects how well employees perform on the job as well as whether organizational culture influences this connection in any way or not. 166 workers from Yarmouk College and the Jordanian University of Technology and Sciences made up the sample. The hypotheses were investigated using SmartPLS (PLS4). The outcomes of this study demonstrated that staff training significantly affects workers' ability to do their jobs. Moderation analysis revealed that for people with a greater degree of training perspective, there existed a stronger correlation between employee training and affective job performance among workers. In conclusion, this shows that providing advanced instruction to people will motivate them and that organizations will create an environment which is favorable and will result in an improvement in employee work performance.

Transactional Leadership Style and Job Performance: The Moderating Role of Stress Management

The paper aims to explore how transactional leadership style (TSL) affects job performance (JP), while also considering if stress management (SMG) plays a moderating role. The paper gathered survey responses from five hundred- and fifty-three-line managers in SMEs listed in the RegistrarGeneral’s Department of Ghana database. Employing a two-step Structural Equation Modelling, Partial Least Squares technique for data analysis, the outcomes depicted that TSL significantly and positively influences JP. However, SMG does not moderate the relationship between TSL and JP, despite having a significant and positive influence on JP. The paper suggests that SME owners and line managers should invest in stress management within their firms. Line managers who effectively manage stress can use the TSL style to enhance both their performance and the firms.

Factors affecting job performance of public servants in the fisheries sector - an empirical investigation in coastal and island areas of Vietnam

Factors affecting job performance of public servants in the fisheries sector - an empirical investigation in coastal and island areas of Vietnam

In the shoes of junior doctors: a qualitative exploration of job performance using the job-demands resources model.

This qualitative study aimed to explore the factors affecting job performance amongst junior doctors working for public healthcare institutions in Singapore. Within these institutions, junior doctors experience challenges with maintaining a balance in job demands and resources, leading to strain. Exploring the lived experiences of these junior doctors is essential when reviewing workplace and organizational factors that contribute to stress on an individual level, providing valuable insights to address these challenges effectively. Semi-structured interviews were conducted with 20 junior doctors in Singapore, ranging from house officers to senior residents. Framework analysis was performed on transcribed de-identified interviews to identify themes deductively based on the Job Demands-Resources (JD-R) Model. Themes were identified and contextualized based on the exiting JD-R model. These themes shed light on how work demands, resources and personal factors influence the job performance of junior doctors and job satisfaction. The study offers valuable insights into the specific issues disrupting the job demands and resource balance in Singapore Public Healthcare Institutions and their correlation with job performance. Our data suggests that job performance may be associated with job satisfaction. By understanding these factors, targeted efforts can be developed to improve working conditions for junior doctors, fostering their growth and engagement within the public healthcare system.

IMPROVING EMPLOYEE JOB PERFORMANCE MEDIATED BY PROACTIVE BEHAVIOR WITH PREDICTORS OF ROLE AMBIGUITY AND LEADERSHIP MODERATED BY TEAM CLIMATE AT THE POLTEKKES KEMENKES ACEH

This study examines how leadership and role ambiguity can affect job performance mediated by proactive behavior and how team climate can strengthen the influence of leadership on proactive behavior, which in turn both increase employee job performance at the Aceh Kemenkes Health Polytechnic (Poltekkes Kemenkes Aceh). The survey was conducted by distributing questionnaires to samples used as respondents. The sampling technique used simple random sampling so that a sample of 222 respondents was obtained who were employees of the Poltekkes Kemenkes Aceh. The analysis method uses Structural Equation Modeling (SEM) and Sobel Calculation. The results prove that leadership significantly positively affects proactive behavior and job performance, while role ambiguity has a negative and significant impact on proactive behavior and job performance. Proactive behavior can mediate the leadership effect on job performance but does not mediate the role ambiguity effect on job performance. Finally, team climate has been proven to positively and significantly moderate the leadership effect on proactive employee behavior at the Poltekkes Kemenkes Aceh.

대기업 사무직 근로자의 긍정심리자본이 직무성과에 미치는 영향: 그릿과 직무열의의 순차적 매개를 중심으로

The purpose of this study is to investigate whether the positive psychological capital of office workers at a large corporation affects job performance and to determine whether there is a sequential mediating effect of grit and job engagement in the relationship between positive psychological capital and job performance. To achieve this purpose, an online survey was conducted among 321 office workers employed in large corporations in South Korea. Structural equation modeling analysis was employed to validate the relationships between each variable. The findings of the analysis revealed a statistically significant positive correlation between positive psychological capital and job performance among the participants. Furthermore, both grit and job engagement exhibited significant mediating effects in the relationship between positive psychological capital and job performance. Notably, grit and job engagement demonstrated significant sequential mediating effects on the influence of positive psychological capital on job performance.

초등학교 스포츠강사의 직무성과와 직무만족의 관계에서 직무스트레스의 조절효과 검증

This study validates the moderating effect of job stress on the relationship between job satisfaction and performance of elementary school sports instructors. Furthermore, it investigates the influence of job characteristics on job stress. To this end, a survey was conducted among 289 sports instructors currently employed in elementary schools in the Gyeonggi region. The analysis was performed using PROCESS Macro model 1 to validate the moderating effect of stress on the relationship between job satisfaction and performance. Moreover, a multiple regression analysis was conducted to clarify the factors affecting job stress. The results revealed that although job satisfaction significantly influenced job performance, it did not significantly impact job stress. However, job stress was found to significantly interact with job satisfaction to influence job performance. Specifically, when the job stress level was below a certain point, job satisfaction had a significant positive effect on job performance, implying that to enhance job performance through increased job satisfaction, managing and preventing excessive job stress levels is essential. Job characteristics that influenced sports instructors’ job stress were identified as “feedback” and “task diversity.” In conclusion, for improving job performance through increased job satisfaction for elementary school sports instructors, maintaining the job stress levels below a certain threshold is crucial. Improving factors such as feedback and task diversity, which impact sports instructors’ job stress, can positively affect job performance. Efforts are needed to foster a collaborative relationship between teachers and sports instructors, capitalizing on their unique expertise to encourage positive feedback exchange.

Perceived Effects of Interpersonal Conflicts among Nurses at Tertiary Care Hospital, Lahore

Interpersonal conflicts at workplace are not uncommon, it affects the nurses physical and mental health. It creates highly-stress environment and affects quality of patient outcomes. It poorly affects job performance and increases turnover. It creates disputes among nurses and leads to work disruptions. Objective: To examine perceived effects of interpersonal conflicts among nurses Methods: The quantitative descriptive study design and simple random sampling technique was used in this study. Demographic data from the study reveals 187 participants from which data were collected that indicates majority of the participants were 136 females. Only 33.7% of nurses reported that they were treated with love and kindness. However, 28.3% showed sometimes nurses had been faced with excessively harsh criticisms about my work. Results: The participants of this study include 83.4% nurses are Muslim and 16.6% are Christian. 70.6% nurses have 1 to 3 years’ experience, 15.5% nurses have 3 to 5 years’ experience and 13.9% have >5 years’ experience. Conclusions: However, the results of this study could help to aware nurses about workplace conflicts and strategies that promote to reduce conflicts at workplace among nurses.

The Effect of Organizational Silence of Individuals Working in Private Sports Centers on Job Satisfaction and Job Performance (Evidence from Istanbul Province)

Purpose –It is aimed to determine the relationship between organizational silence, job satisfaction, and job performance. The research population consists of individuals working in private sports centers in Istanbul. It is aimed to reveal the effects of organizational silence of private sector employees on job satisfaction and performance.Design/methodology/approach –The sample size is determined as "n=464". In the research sample, the convenience sampling method, one of the random sampling methods, is preferred. Data were collected from 423 employees through an online survey form by applying the survey technique. The collected data were analyzed in the SPSS 27.0 statistical program. Frequency, percentage, mean, and standard deviation values were used to make descriptive statistics of demographic factors and scale scores. Skewness and kurtosis values were examined to determine the normality distribution of the scales. Pearson correlation analysis and simple and multiple linear regression analysis were performed to test the hypotheses.Findings –The finding that defensive silence affects job performance significantly and negatively is not compatible with the generally accepted findings in the literature that there is a positive relationship. Discussion –Unlike studies in which silence is found to be positive and significant for the organization's benefit, the same issue is found to be negative and significant in this study

Impact of Servant Leadership on Job Performance with Mediating Role of Trust and Moderating Role of Power Distance: A Case of Hospitals in Pakistan

Job performance is essential for growth, especially in the service sector like hospitals. Apart from other factors, the leadership style affects job performance and other organizational-related outcomes. The literature documents that hospital employees’ job performance has declined. Thus, we have focused on nurses and other healthcare staff, excluding doctors in the healthcare industry. The study’s sample size was 582. The study supports all five hypotheses. We found that “servant leadership and trust positively affect job performance.” Servant leadership positively affects trust. The study also documents that “trust mediates servant leadership and job performance.” At the same time, our results also suggest that “power distance” moderates servant leadership and trust relationship. Based on the direct and indirect effects of servant leadership and job performance, we suggest organizations hire servant leaders. The organizations mustalso regularly conduct counseling sessions for their leaders to focus on the employee’s development and wellbeing. Such attitudes positively enhance job performance and increase employees’ trust. Consequently, employees reciprocate by developing loyalty with the organizations and the leaders.

The Analysis of Work-Life Balance on Job Performance among Medical Office Practitioners

This research aims to explore how work-life balance affects job performance among medical office practitioners in Barangay Maniki, Kapalong, and Davao del Norte, using a descriptive-correlational approach. The respondents in this study were medical office practitioners residing at the mentioned address. There were 156 total respondents in this study. The results gathered from this study showed that the average level of work-life balance is 3.92. The level of job performance among medical office practitioners is very high, with an overall mean of 4.25. The test for the significant impact of work-life balance on job performance among medical office practitioners in Barangay Maniki, Kapalong, Davao del Norte, yielded an R-value of 0.52 and a probability value of 0.001 at a 0.05 level of significance. In relevance to this, the study concludes that work-life balance directly influences the job performance of medical office practitioners. Thus, it is suggested that hospitals must strengthen the work-life balance of their office employees to enhance their performance in their duties. Keywords: work-life balance, job performance, medical office practitioners

Behavioral Biases and Fear of Missing Out Impact Investment Decisions in Thailand during COVID-19 Pandemic

Purpose – the purpose of this study is to explore the Behavioral Biases and Fear of Missing Out on the Impact on Investment Decisions in Thailand during the COVID-19 Pandemic. In this research, the researcher will accentuate. Design/Methodology/Approach – The researcher used numerous components to determine the level of impact of investment decision toward customer satisfaction, including research design, sampling plan, research instruments, the validity of the pilot test, methods of data gathering and procedures, and statistical treatment of data. Findings – this study arranged determinants that influence Behavioral Biases and Fear of Missing out Impact Investment Decisions of people in Thailand Covid-19 spread. Our research was about the relationship between employee involvement and motivation which are the keys to job satisfaction and affect job performance. Moreover, job performance is also got affected by remote working and job involvement of employees. Research Limitations/Implications – there are several limitations to investigating the factors that affect job performance during work from home. The previous studies are used for specific purposes. Moreover, there is a small amount of previous research on the topic due to work from home not being standard practice before the COVID-19 pandemic.

Factors affecting job performance of Sri Lankan IT professionals working from home.

This study investigated the influence of the physical work environment, work life balance, work flexibility, and effective communication on the job performance of IT professionals in Sri Lanka's IT industry who work from home (WFH). A standard questionnaire was used to collect data from 293 IT specialists in 50 different IT organizations in Sri Lanka, and a stepwise probit model was employed for data analysis. According to the findings, both the physical work environment and work life balance had a significantly positive effect on job performance. A one-unit increase in the physical work environment and work life balance increased the likelihood of high job performance by 0.21% and 0.19%, respectively. In contrast, work flexibility had a negative effect on job performance, with an increase of one unit resulting in a 0.18% decrease in the likelihood of high job performance. The positive impact of effective communication on job performance was less significant. The study emphasises the significance of providing a conducive work environment and promoting work life balance to enhance the job performance of IT professionals in Sri Lanka's IT industry who WFH.

The Correlation Between Temperament and Fitness for Work According to the Persian Medicine Viewpoints.

Working is an inseparable part of a human being's life, every person must have a job to earn a living. However, working comes at a physical and mental cost not only to the working person but also to his/her co-workers and employers, and could also affect the environment. Therefore, each potential employee must be assessed to see if they are suitable for the job and vice versa. In occupational medicine, fitness for work is now determined by clinical and paraclinical testing, which is seen as a useful procedure, yet illnesses and accidents still happen at work. This procedure could be facilitated and enhanced by a more all-encompassing strategy, such as the temperamental theory in Persian medicine. Through temperamental theory, each person is assessed based on specific signs and symptoms according to the qualities of hotness-coldness, and wetness-dryness which can provide extra insights into an employee's capabilities. This study aims to provide specific characteristics of each temperament, and their relationship with personal traits that could affect job performance, as well as job suggestions for each temperament through an extensive review of Persian medicine books and matching them with the current occupational medicine resources.

Generational Differences: The Role of Attitudes and Work Values on Performance in Department of Health and Civil Registration Service of East Nusa Tenggara Province

This study aims to explore the relationship between work values, work attitude, leadership style, and job performance from two generations, namely Gen X and Gen Y, in the Department of Health, Population and Civil Registration of East Nusa Tenggara Province. The sampling technique used convenience sampling through Google Forms and then sent to each employee. The population and sample in this study were 168 people, including 72 people from Generation X with birth years 1965-1980 and 96 people from Generation Y with birth years 1981-2001. Based on this number, only 124 questionnaires were filled out and returned to researchers, of which Generation X was 46 and Generation Y was 78. This study showed different results for the two generations; Gen Six hypotheses were accepted. Two hypotheses were rejected, including work values affecting work attitude but not on job performance, work attitude affecting job performance, and leadership style affecting work values but not job performance. Work attitude can mediate between work value and job performance; work values can mediate the influence between leadership style and work attitude and job performance. In Generation Y, six hypotheses were accepted, and two hypotheses were rejected, including work values influencing work attitude and job performance, work attitude does not influence job performance, and leadership style influencing work values and job performance. Apart from that, work attitude is not able to mediate between work value and job performance; work value can mediate the influence between leadership style and work attitude and job performance.

The impact of medical staff’s character strengths on job performance in Hangzhou hospitals

BackgroundImproving job performance has a significant effect on the quality of medical services and ensuring people’s health.PurposeThis study explores the influence and mechanism of the character strengths and career callings of medical staff as well as the intermediary role of such career calling.MethodologyA cross-sectional survey was conducted of 414 healthcare staff members in public hospitals in Hangzhou. Descriptive statistics and hierarchical linear regressions were used to analyze the medical staff’s job performance and related factors, and structural equation modeling path analysis was used to explore and validate the influence and mechanism of character advantage and career calling on job performance.ResultsThe results show that medical staff character strengths have a positive impact on job performance. Path analysis shows that character strengths indirectly affect job performance, and career calling plays a partial mediating role in character strengths and job performance.ConclusionThe results show that good personalities promote job performance, and the association is more significant under a high sense of career calling.

The Effectiveness of Female Authoritative Leadership Style Research

Background and Aims: From the perspective of female authoritarian leadership, this study reveals the role of individualized transactions in the leadership effectiveness of female authoritarian leaders. Materials and Method: Through literature research, first understand the research status of female leaders' leadership style, analyze the unresolved problems in the existing relevant research, and on this basis, look for important influencing factors from the perspective of management and psychology. Questionnaire method. In the data collection process of this study, the questionnaire survey method is mainly used to collect primary data from the surveyed objects in a specific area. The questionnaire method first needs to find the measurement scales of all the key variables in the theoretical model proposed in this research. Results: The results show that female authoritarian leadership negatively affects job performance; collective psychological ownership plays a mediating role between female authoritarian leadership, employee satisfaction, and task performance. In addition, the positive impact of collective psychological ownership and employees' organizational citizenship behavior has been confirmed by data. Conclusion: Female authoritarian leadership hampers job performance, mediated by collective psychological ownership while fostering positive organizational citizenship behavior. Thus, this paper provides guidance for leaders to choose effective management practices.

A Study of the Effects of Individual Competenceson Job Satisfaction and Job Performance: For those working in the beauty service industry

Because the beauty service industry is highly dependent on human resources, human resources management for workers playing a pivotal role is required. The importance of individual competencies in the process of workers’ performing their tasks could be understood through prior studies. The workers in the beauty service industry have their professional characteristics, so the industry requires a strong professional consciousness, and individual competences are regarded as affecting job performance. This study aimed to identify the effects on beauty service industry workers’ job satisfaction and performance with their individual competencies, namely skills, knowledge, and attitude variables based on prior studies. As a result of an empirical analysis targeting the workers in the beauty service industry, as individual competences, including skills, knowledge, and attitude, were higher, job satisfaction was higher. Also, as job satisfaction was higher, job performance was higher. All this is analyzed as follows: The beauty service industry is an individual-customized servicecentered industry with high interactions with customers through small number of human resources in view of the industry workers’ job characteristics. Consequently, if they continuously obtain knowledge required for their job so that they can have attachment to and a sense of achievement for the job, set achievable goals, make efforts to achieve them, do their utmost efforts for the job they like, and endeavor for self-development, job performance can be achieved beyond their capabilities. As individual competences are consolidated, if satisfaction with job performance increases, the workers will be faithful to their job performance, and they will achieve job performance by creating new skills (techniques) beyond their capabilities. To develop the workers’ potential capabilities furthermore, it is necessary to lay the foundation for them to continuously develop individual capabilities and receive training fitting individual characteristics. Through this empirical study, the study results are expected to offer implications for the beauty service industry development.