Differences In Job Performance Research Articles

Administrative empowerment and its relationship to job performance in special education centres in Karak Governorate: the employee perspective

Introduction. Administrative empowerment in special education centres is of great interest because it involves changing approaches to organisational management in the system of special (correctional) education. This, in turn, impacts the success and sustainability of the activities of such centres. Aim. The present research aimed to quantify the extent to which employees in special education centres felt empowered by their supervisors and how that empowerment correlated with their job productivity. Methodology and research methods. To achieve the research objective, the authors utilised the correlational survey method and created two questionnaires. The first questionnaire examined the administrative empowerment transferred to staff members. The second questionnaire was administered to assess the employees’ job performance following the implementation of administrative empowerment. 112 employees of special education centres participated in the study voluntarily. Results. The results of the study showed a positive correlation between administrative empowerment and the growth of labour productivity in the centre. At the same time, there were differences in job performance based on variables such as gender, years of experience, academic qualifications, and attendance at training courses. Scientific novelty. The study identified key factors that can enhance job performance in special education centres to support students with special needs. Practical significance. The research findings will be of interest to academics, scholars, and educators working in the field of special education.

AGEISM IN THE LABOR MARKET: LEARNING AND EDUCATION FOR OLDER ADULT JOB SEEKERS

Abstract Despite older workers’ value to an organization and no differences in job performance or productivity from younger workers (Rego et al., 2018), older job seekers encounter ageism in employment during their job search (Zaniboni et al., 2019). Ageism in employment and the workplace have detrimental effects on older job seekers, organizations, and society. Therefore, this conceptual paper explores the financial, emotional, psychological, and physical factors that should be considered when supporting older job seekers in navigating reeducation and learning to obtain employment. We collected and reviewed extant literature on this topic by consulting the following databases: EBSCOhost, PsycINFO, Google Scholar, and PubMed and using search terms such as “older adult,” “workplace,” “ageism,” “employment.” Ageist practices and stereotypes can occur at any stage of the employment process, including application, interview, hiring, training, job duties, benefits, downsizing, or termination. Older job seekers or employees may experience age discrimination in the workplace directly (e.g., if employers consider candidates cannot project the youthful image that the business desires, they may decline to offer the position) or indirectly (employers reject older applicants for a job because of their overqualification). We provide practical implications for older job seekers by exploring workplace learning strategies for older adults, including peer mentoring, intergenerational learning (Arthanat, 2019), proactive personality, and effective job search activity (Zacher, 2013). In addition, we discuss how older workers need to see the relevance of tasks to be individually motivated to learn and explore the need for personalized learning programs (Seo et al., 2019).

Going beyond conscientiousness to task pursuit orientation: Exploring an individual difference variable with potential implications for professional achievement and remote work

While decades of research has shown a positive association between conscientiousness and performance, some research has also yielded nonsignificant and negative associations, especially in the context of remote work. Given the relatively modest effect sizes and with more of the workforce working remotely, it is important to fully understand the individual factors that contribute to successful performance in both traditional and remote work settings. This paper explores Task Pursuit Orientation as a variable contributing to successful work performance, especially in remote work. Data from a questionnaire survey of 200 working adults was analyzed using confirmatory factor analysis and structural equation modeling. A separate sample of 157 undergraduate students was used to confirm reliability and validity of the Task Pursuit Orientation measure. Results indicate that, compared to conscientiousness, Task Pursuit Orientation is a better predictor of professional achievement indicators such as educational level and job level. In addition, Task Pursuit Orientation had an indirect effect on income level. Convergent and discriminant validity analysis demonstrated that Task Pursuit Orientation is positively correlated with conscientiousness and action orientation, but empirically distinct. Further, working women had higher Task Pursuit Orientation than working men. Thus, Task Pursuit Orientation could be an important explanatory variable when studying individual differences in job performance, professional success, and the effectiveness of remote work.

Effect of Work Motivation on Job Performance among Healthcare Providers in Eradah and Mental Health Complex in Jeddah Region, Saudi Arabia

Aims: This study aimed to assess work motivation levels among healthcare providers in the Eradah Complex and evaluate healthcare providers’ job performance, considering various dimensions.
 Study Design: A cross sectional study design.
 Place and Duration of Study: The target population for this research comprises healthcare providers working within the Eradah Complex in Jeddah, Saudi Arabia, including a diverse range of professionals, such as doctors, nurses, administrative staff, and other healthcare personnel, who collectively contribute to providing healthcare services within the complex, between June 2023 and September 2023.
 Methodology: A cross-sectional design with comprising healthcare providers working in Eradah Complex in Jeddah, with diverse range of professionals, such as doctors, nurses, and administrative staff, Data for this study were collected through the administration of a structured questionnaire and then the data for this study was collected from healthcare providers working within the Eradah Complex in Jeddah, Saudi Arabia. Data from the structured questionnaires had been distributed within two-week timeframe for the participants to complete the questionnaires. Data reliability and statistical analyses using appropriate tests was done using SPSS version 25.0 program.
 Results: This study involved 212 participants from different age groups with a mean age of 37.6±1.3 years old, and predominant male gender (75%), educational level, and professional status with majority (29.7%) of nurses participated in this study, that there was a significant difference in Work Motivation according to Profession (F= 2.68, P-value = 0.011), but there was no significant difference in the other demographic characteristics (age, gender, marital status, education level, and experience year, and there was a significant difference in Job Performance according to age (F= 3.655, P-value = 0.028).
 Conclusion: It was observed that there was a significant effect of work motivation on job performance, so the work motivational process may enhance the job performance among healthcare workers in some of Jeddah hospitals.

Comparative Analysis of Female Leadership Styles in Public and Private Sector Universities: A Study in Pakistan

This study aimed to compare the styles of leadership practices of female leaders in public and private Universities in Pakistan. In this study, both quantitative and qualitative data were collected using a mixed-method approach. An adapted and developed questionnaire was used for quantitative data collection, whereas qualitative data were collected through a semi-structured interview schedule. A sample of 200 female leaders was selected for quantitative data collection, while 10 females from the said sample were selected for qualitative data collection through a simple random method. Quantitative data were analyzed using SPSS, whereas qualitative data were analyzed using thematic analysis. Based on the statistical results, this study discovered statistically significant differences in female transformational and transactional leadership styles and significant differences in job performance based on the university sector. This study discovered statistically insignificant differences based on the different positions of female leaders regarding transformational and transactional leadership, and job performance. Moreover, qualitative data revealed that female leaders clearly understood both leadership styles and how to improve job performance by practicing them. The originality of this study concerns the identification of the differences between leadership styles (transformational and transactional) practiced by female leaders of public and private Universities in Pakistan and explains female leaders' perceptions of the role of leadership styles in their job performance.

A Study on the State Hair Stylist Licensing System according to the Globalization of the Korean Beauty Industry

Purpose: The beauty industry in Korea has triggered a global syndrome, and in particular, in the beauty industry, which is a labor intensive one highly dependent on human resources, a tool for more efficient and effective manpower management is undergoing discussion on the qualification rating, and hence, it is necessary to study the difference according to job performance. Method: Those who have obtained a national qualification related to the Korean hair in order to analyze the technical job performance according to the qualification rating of the state hair stylist license acquisition as well as those with over 10 years of field experience were subjected to the questionnaire survey. Results: For the hair stylist related qualification and licensed practitioners, the general job performance for each qualification such as cut, perm, hair styling, blow dry, hair evaluation and prescription, hair styling proficiency, and professional work, etc., were surveyed, and consequently, it turned out that there was a difference in job performance in the order of master craftsman, technician, and license, and the difference in job performance of license compared to master craftsman turned out to be larger. Conclusion: Hence, the license issued following the completion of education at universities, etc., has demon-strated a significantly lower job performance compared to the qualification, and in other fields, the qualification system is operated from technician to industrial engineer, and from industrial engineer to master craftsman. However, it is considered that this is so because the qualification system of the beauty area is directly connected to the master craftsman. Accordingly, in order to foster it into a global industry, it would be necessary to improve and supplement specific qualification rating which is realistic, independent, and reflective of the times, moving away from the focus placed on regulations and policies, and as an improvement point and future tasks to be pursued, studies on customer reliability, work habits, interpersonal relationship skills, and quality improvement, which are individual job skills of the state hair stylist license holder, ought to be conducted as well.

치매안심센터 사업영역별의 업무수행도 및 인식도 차이 -호남지역 작업치료사 및 대학생을 중심으로-

치매안심센터 사업영역별의 업무수행도 및 인식도 차이 -호남지역 작업치료사 및 대학생을 중심으로-

The relationship between job satisfaction and job performance of the student counselors in the city of Riyadh: الرضا الوظيفي وعلاقته بالأداء الوظيفي لدى المرشدين الطلابيين في مدينة الرياض

This study aimed to identify the relationship between job satisfaction and job performance among student counselors in the city of Riyadh, and to detect differences in the level of job satisfaction in the light of variables (experience- salary- educational qualification), as well as to detect differences in job performance in the light of the Educational stage variable. To achieve the aims of the study, the researcher used the descriptive approach, and the school counselor's satisfaction scale was the study tool that was applied to a sample of (100) student counselors from general education school in Riyadh. The results revealed that there is a positive correlation between the level of job satisfaction and the level of the job performance of student counselors in the city of Riyadh, and the results also showed that there were statistically significant differences in job satisfaction due to the variable of experience in favor of the highest experience of student counselors in Riyadh. Based on the results, the researcher suggested a number of recommendations, the most important of which were: attention to student counselors in general, and counselors with less experience in particular and work to remove of all obstacles that limit their job satisfaction.

Affect, Attention, and Episodic Performance

Any individual’s work performance can vary from day to day and even over the course of a single day. Traditional, static models of job performance that focus on modeling between-person differences in job performance can provide only an incomplete picture of work-performance processes. In this article, we explore within-person variability in performance and its association with changing emotional states and attentional resources. First, the notion of performance episodes is introduced as a useful unit for modeling within-person performance across the workday. Second, we explore the emotion–performance link and show that affective states influence work performance by impacting the attentional resources dedicated to the task. Finally, the variability in affective experiences is discussed in terms of core affect and emotion episodes and their unique effect on individuals’ attention and regulatory resources. The results describe a generalized model of work performance that is influenced by co-occurring affective states and fluctuating attentional resources.

Perceived Effect of Motivation on the Job Performance of Library Personnel of Universities in Benue State, Nigeria

The study was conducted on the perceived effect of motivation on the job performance of library personnel of universities in Benue State. Two objectives were formulated to find out the perceived effect of training and salary payment on job performance of library personnel of universities in Benue State. Two research questions and two hypotheses were also formulated in line with the formulated objectives. The survey research design was adopted. The study population was 223 library personnel from the Federal University of Agriculture, Makurdi, Benue State University, Makurdi, and University of Mkar, Mkar. The entire population was used for the study hence there was no sample and sampling. A self-structure questionnaire was used for data collection. The questionnaire was subjected to face and content validity. Cronbach alpha was used to test the reliability of the instrument which yielded a value of 0.94. Mean values were used to answer research questions while one-way Analysis of Variance (ANOVA) was used to test hypotheses at 0.5 level of significance. The study found that training and salary payments have a significant difference in job performance of library personnel of universities in Benue State. The study recommended, therefore, that university library personnel should be sent for constant training and retraining; they should also be paid salaries for optimum job performance.

Does postgraduate degree make any difference in job performance of information professionals?

Purpose Since 2005, various public and private sector institutions have been offering a postgraduate degree in Library and Information Management (LIM) in Pakistan and a good number of professionals working in different sectors have got MPhil degree. However, locally, no study has been conducted to measure the impact of higher education on the job performance of information professionals (IPs) in any aspect. The purpose of this paper is to measure job performance of MPhil degree (18 years of education) holder IPs. Design/methodology/approach It is a quantitative study based on the theoretical framework of job performance comprised of its four constructs, i.e. task performance, contextual performance, counterproductive work behaviors (CWB) and adaptive performance. An adopted self-administered questionnaire was used to collect data from professionals who have graduated from any LIM schools of the Punjab province with at least one-year work experience after completion of MPhil degrees. For the purpose of the present study, demographic information like age, job experience and library context was also asked about to explore their impact on job performance. Findings Findings revealed that MPhil degree has a significant positive impact on the job performance of IPs. The professionals reported a significant positive change in their CWB regarding experience after getting a degree. Furthermore, results revealed that professionals were capable of technical skills but needed training regarding time management, teamwork and improving emotional intelligence. Originality/value This is the first study reported from Pakistan on the subject. The results of the study may help the LIM schools to review their MPhil programs for the desired results. It may also help organizations to encourage their personnel for higher education.

Within-Individual Age-Related Trends, Cycles, and Event-Driven Changes in Job Performance: a Career-Span Perspective

Past research on age-related differences in job performance have focused primarily between-person comparisons. In the present study, we examine within-individual changes in supervisor-rated job performance to examine the influence of age-related trends, cycles, and event-driven factors. Our analysis is based on an eight-wave dataset from a multiple-cohort sample of employees (N = 750) varying in age from 25 to 65 years. We used an age-sequential design to disentangle maturation effects from historical effects. Results showed that population-level, within-individual change in a general measure of job performance was characterized by an increase in the first phase of the career (workers of 25–30 years), and then by a progressive decline. Within-individual levels of job performance were generally higher for younger workers than for older workers, and mostly reflected the influence of population-level trends but some even-driven effects as well. Results were in line with predictions from Baltes and Baltes’s (1990) meta-theory of selective optimization with compensation and the effects of age-related losses on performance. Results also provide insights into understanding the job performance trajectory over the career span.

A Meta-Analysis of Gender Proportionality Effects on Job Performance

Critical mass theory and the tokenism hypothesis propose that females’ job performance is adversely affected by perceptions and experiences that stem from females comprising a smaller proportion of organizations than males. Although belief in the gender token effect appears to be widely held, empirical evidence of this effect is relatively scarce; furthermore, the evidence that does exist is somewhat inconsistent. The purpose of the present study was to provide a meta-analytic test of the gender token effect by examining the extent to which the proportion of females in organizations relates to male–female differences in job performance. Meta-analytic results based on data from 158 independent studies ( N = 101,071) reveal that (a) females tend to demonstrate higher job performance than males ( d = −.10), and (b) this difference does not appear to vary based on the proportion of females in organizations. We found similar results for subjective task performance (e.g., supervisory ratings), organizational citizenship behaviors, and objective task performance (e.g., sales). Overall, this study’s results demonstrate almost no support for the gender token effect on job performance, which challenges the prevailing assumptions of critical mass theory and the tokenism hypothesis.

Not only correlations: a different approach for investigating the relationship between the Big Five personality traits and job performance based on workers and employees’ perception

The paper presents the results of a study on the relationship between the Big Five of personality and job performance carried out by surveying workers and employees’ perception on the matter instead of passing through the computation of possibly faked (and biased) correlation coefficients between them. This in order to both fill a void in the literature and explore different approaches for such an investigation. The study was carried out by means of three methods: a semi-structured interview; the request to assess the relative importance of each Big Five for job performance (further investigation was carried out with 21 human resource managers and recruiters); the request to fill in the Big Five Questionnaire having in mind a best performer. Results show that the way workers and employees are asked to report on which Big Five makes the difference in job performance affects their answers. Some regularities emerge though: in workers and employees’ perception, to make the difference in job performance is mainly a behavioral trait (Conscientiousness or Extraversion). Emotional Stability is recognized to be the second most important Big Five. Agreeableness and Openness do not seem to make much difference in job performance. These results are partially consistent with results of research carried out by making use of correlation coefficients.

THE RELATIONSHIP BETWEEN THE BIG FIVE PERSONALITY TRAITS AND JOB PERFORMANCE IN BUSINESS WORKERS AND EMPLOYEES' PERCEPTION

ABSTRACT The paper reports the results of a study on the relationship between the Big Five personality traits and job performance carried out by surveying business workers and employees perception instead of passing through the computation of possibly faked (and biased) correlation coefficients between them. The sample is composed of 100 Italian workers and employees. They were surveyed with three methods: a semi-structured interview; the request to assess the relative importance of each Big Five for job performance (further investigation was carried out with 21 human resource managers and recruiters); the request to fill in the Big Five Questionnaire having in mind a best performer. Results show that, not completely consistent with literature, in workers and employees' perception, to make the difference in job performance is mainly a behavioral trait (Conscientiousness or Extraversion). Emotional Stability is recognized to be the second most important Big Five. Agreeableness and Openness do not seem to make much difference in job performance. Keywords Personality Tratits, Job Performance, Workers, Employees

Current considerations related to physiological differences between the sexes and physical employment standards.

The use of physical employment standards (PES) has helped ensure that workers have the physical attributes necessary to complete their jobs in a safe and efficient manner. However, PES used in the selection processes have not always reflected the critical physical requirements of the job tasks. Women generally have smaller anthropometric stature than men, less muscle mass, and therefore less strength, power, and endurance, particularly in the upper body. Nonetheless, these attributes in themselves are not valid grounds for exclusion from employment in physically demanding occupations. Selection standards based upon size or strength, irrespective of the job requirements, have resulted in the barring of capable women from physically demanding jobs, claims of gender bias, and costly litigations. To ensure all individuals are provided with equal access to employment, accurate characterization of the critical physical requirements of the job is paramount. This paper summarizes the existing research related to disparities between the sexes that contribute to sex differences in job performance in physically demanding occupations including physical and legal factors. Strategies for mitigating these differences in the setting of PES and the meeting of minimum employment standards are discussed. Where available, injury rates for women and men in physically demanding occupations are presented and the etiology considered. Finally, areas for further research are identified.

Trajectory classes of job performance

Purpose– Previous literature has recognized the variability of job performance, calling attention to the inter-individual differences in performance change. Building on Murphy’s (1989) theoretical model of performance, the purpose of this paper is to verify the existence of two distinct classes of performance, reflecting stable and increasing trends, and to investigate which personal conditions prompt the inclusion of individuals in one class rather than the other.Design/methodology/approach– Overall job performance was obtained from supervisory ratings for four consecutive years for 410 professionals of a large Italian company going through significant reorganization. Objective data were merged with employees’ organizational tenure and self-efficacy. Growth Mixture Modeling was used.Findings– Two main groups were identified: the first one started at higher levels of performance and showed a stable trajectory over time (stable class); the second group started at lower levels and reported an increasing trajectory (increasing class). Employees’ with stronger efficacy beliefs and lower tenure were more likely to belong to the stable class.Originality/value– Through a powerful longitudinal database, the nature, the structure and the inter-individual differences in job performance over time are clarified. The study extends Murphy’s (1989) model, showing how transition stages in job performance may occur also as a result of organizational transformation. Moreover, it demonstrates the essential role of self-efficacy in maintaining high performance levels over time.

The effect of state core self-evaluations on task performance, organizational citizenship behaviour, and counterproductive work behaviour

Although the personality–performance relationship has been studied extensively, most studies focused on the relationship between between-person differences in the Big Five personality dimensions and between-person differences in job performance. The current paper extends this research in two ways. First, we build on core self-evaluations (CSEs): an alternative, broad personality dimension that has proven to be a good predictor of job performance. Second, we tested concurrent and lagged within-person relationships between CSEs and task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). To this end, we conducted two experience sampling studies; the first one assessing the relationship between state CSEs and levels of momentary task performance and OCB, and a second study in which employees reported on their level of state CSEs and momentary CWB. Results showed that there is substantial within-person variability in CSEs and that these within-person fluctuations relate to within-person variation in task performance, OCB, and CWB towards the organization, and CWB towards the individual. Moreover, CSEs prospectively predicted within-person differences in task performance and CWB towards the organization, whereas the reversed effect did not hold. These findings tentatively suggest that state CSEs predict performance, rather than the other way around.

지역아동센터 종사자의 직무성과에 영향을 미치는 요인 연구

본 연구는 지역아동센터 종사자들을 대상으로 그들의 직무성과와 관련 변인들 간의 관계를 분석함으로써 직무성과를 향상시키기 위한 접근방안을 모색하고자 한다. 이를 위하여 직무성과와 관련 변수들의 특성과 변인들 간의 관계를 탐색하고, 직무성과에 영향을 미치는 요인들을 분석하였다. 연구결과, 임파워먼트 요인, 네트워크 요인, 직무특성 요인에 따라 직무성과에 유의미한 차이가 있어 직무성과와 각 관련 요인들 간의 관련성을 확인할 수 있었다. 또한 위계적 회귀분석 결과, 각 단계마다 새로운 변수군을 투입하여 각 모델의 변화를 확인하였다. 그리하여 변수들의 영향력, 유의미성, 모델 전체의 설명력 변화를 통하여 임파워먼트 요인, 네트워크 요인, 직무특성 요인 등의 변수들이 직무성과에 영향을 미치고 있음을 검증할 수 있었다. The purpose of this study was to search for approaches towards the improved the job performance of the community child center workers, by analyzing relations between their job performance and its concerned variables. For that purpose, the investigator searched the characteristics of variables and relations among the variables and empirically analyzed the factors affecting the job performance. As a result, there were significant differences in job performance according to the empowerment, network and job characteristics. The results of hierarchical regression analysis reveal that changes to each of the models were checked by introducing a new group of variables in each stage. Then the influences of the variables including the empowerment, network and job characteristics on job performance were tested through the influence and significance of the variables and the changing explanatory power of the entire models.

ANALISIS PERBEDAAN MOTIVASI DAN PRESTASI KERJA ANTARA KARYAWAN TETAP DAN KARYAWAN KONTRAK PADA PERUSAHAAN “KAMPOENG BRASCO FACTORY OUTLET” CIPANAS CIANJUR JAWA BARAT

The purpose of this study was to determine the difference of the variable work motivation among permanent employees and contract employees (financial motivation and non financial motivation), and differences in job performance between among permanent employees and contract employees at the company Kampoeng Brasco Factory outlet cipanas, cianjur, west java. The population in this study were all permanent employees and contract employees Kampoeng Brasco Factory outlet cipanas, cianjur, west java respectively numbered 35 people. The sample selected for permanent employees using sampling methods saturated. And for contract employees using random sampling methods. This study used independent sample t-test. Current Research showed that motivation difference between permanent employees and contract employees. Research on work performance variables showed that performance difference between permanent employees and contract employees.