Employee Job Performance Research Articles

Customer incivility and frontline employee job performance: a moderated mediation analysis of PsyCap and emotional exhaustion

Customer incivility and frontline employee job performance: a moderated mediation analysis of PsyCap and emotional exhaustion

Digital Transformation and Its Relationship to the Job Performance of Employees at a Private University in Peru

Background Private universities in Peru still need to implement digital transformation models to enhance the job performance of faculty and staff, achieving consistent improvement in the performance levels of university teachers by deploying technological and didactic tools for students. Therefore, the study aims to determine the relationship between digital transformation and the job performance of employees at a Private University. Methods The research approach was quantitative, employing a non-experimental, longitudinal correlational design. The technique used was a survey, applied to a sample of 104 employees (school heads, faculty, and a director) from the university on a national level from a total population of 144. Results Descriptive results reveal that the university has regularly adopted tools related to digital transformation. In particular, it has efficiently employed agile technologies, Big Data, and various technological means, benefiting 90% (52% and 38%) of the staff. The study also showed a high positive correlation (0.92>0.7) between digital transformation and the job performance of staff at the Private University, confirming that there is a significant connection between the variables studied. Conclusions Therefore, creating an innovative culture across all hierarchical levels and identifying key technologies that add value to the learning flow can meet the needs of an increasingly demanding society.

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.

Increasing Employee Job Performance, the Effects of Perceived Organizational Support and Transformational Leadership, Mediated By Work Engagement

Rapid developments in the financing industry sector in Indonesia have created a dynamic and challenging business competition. Sustainable business growth is one crucial achievement that is a point of competition between finance companies. Therefore, the optimal job performance of each employee is a significant factor. Previous studies has shown a connection between job performance with variables such as POS, transformational leadership, and work engagement in other industrial sectors. This study was aimed at analysing the influence of said variables among finance company employees in Central Jakarta and South Jakarta. The research was conducted in quantitative methods with primary data collection using questionnaires. The sample was taken using a purposive sampling technique, with a total of 250 respondents who are employees of finance companies in selected areas. Data analysis used the Structural Equation Model (SEM) with AMOS version 22 software and the Sobel Test to calculate the effects of each variable and its connection. This research results show that POS and transformational leadership have a positive influence on the job performance of finance company employees in Indonesia. It was also revealed that work engagement does have a mediating role in the relationship between the previous variables and job performance. In this context, the study indicates that factors from within and outside employees, such as POS and transformational leadership, play a role in improving their job performance by also increasing work engagement.

INFLUENCE OF CULTURAL INTELLIGENCE ON WORK ADJUSTMENT: A REGRESSION-BASED STUDY

Globalization has led to an increase in cultural diversity in the software business, meaning that workers need to be culturally intelligent (CQ) to communicate with coworkers from various backgrounds and successfully navigate various organizational cultures. However, there is a lack of research on the influence of CQ on work adjustment among Indian software professionals working in culturally different states. Additionally, the relationship between CQ, job characteristics, and work adjustment remains unclear. This study aims to investigate the impact of CQ on job satisfaction and performance and identify areas for improvement in creating equitable and multicultural work environments. The findings will contribute to enhancing employees' cultural intelligence and promoting better work adjustment in the context of increasing cultural diversity and globalization. The purpose of this study was to examine the extent to which cultural intelligence can enhance work adjustment by exploring its impact on employees' job satisfaction and job performance. The study's ultimate sample size of 485 respondents was obtained using standardized instruments in a quantitative and cross-sectional methodology. Google Forms software was utilized to distribute the questionnaires online. The findings of this study provide valuable insights into effective strategies for enhancing employees' cultural intelligence and promoting better work adjustment in the context of globalization and increasing cultural diversity in the workplace.

The relationship between conscientiousness, openness to experience, knowledge-hiding behavior and job performance of employees

Purpose Knowledge-hiding behavior can lead to adverse consequences for individuals and organizations. Therefore, the purpose of this study is to examine the relationship between personality traits, knowledge-hiding behavior and job performance in the banking sector in Vietnam. Design/methodology/approach This study used a quantitative approach to test the proposed research model using a linear structural modeling method. Data were collected from 291 employees working in commercial banks in Vietnam using a direct survey instrument. Findings The conscientiousness personality trait exhibits a negative relationship with explicit knowledge-hiding behavior but demonstrates a positive association with tacit knowledge-hiding behavior. Openness to experience is negatively correlated with both explicit and tacit knowledge-hiding behaviors. Explicit knowledge-hiding behavior is negatively related to job performance, whereas tacit knowledge-hiding behavior has a positive relationship with job performance. Knowledge-hiding behavior played an intermediary role in the relationship between conscientiousness and job performance. Originality/value The extent to which employees engage in knowledge hiding depends on whether the knowledge is explicit or tacit. The impact of knowledge hiding on job performance is contingent upon the nature of hidden knowledge, whether explicit or tacit, and can either diminish or enhance job performance.

The effect of Human Resource Management on employee Performance – A Systematic Literature Review

Purpose – Human resources management is considered the heartbeat of organizations and institutions in the field of business administration in particular. Good management ensures the retention of employees who are creative and skilled. This affects the organization’s productivity, profits, and competitive position in the market. Aims – This paper aims to develop a suitable systematic review on the research literature that has been undertaken to investigate how on human resource management influences employee performance within an organization. Growth in employee performance, through good management and its practices is an important factor that affects the organization and its production. Design/methodology/approach – This systematic literature review, analysed publications and articles published over the past two decades (2005–2023) on the human resources management in Northern Cyprus. Based on the comprehensive research analysis of 18 articles, employees are motivated to perform effectively through commitment, loyalty, discipline, innovation and self-learning. Their performance has been thoroughly investigated in numerous research papers. Findings – All hypotheses were supported by data collected from 18 research papers that showed that human resources management works to improve employee roles and job performance and human resources management is considered a means to enhance the relationship with employees and develop them. Limitations of the study – The research is limited to studies on human resources management that were done in Northern Cyprus. Originality/value – This systematic review of literature is significant because it presents insights on the importance of human resources management in the realms of an organisation.

Effect of Fringe Benefits and Remuneration on Employee Performance: The Mediating Role of Employee Engagement.

Purpose of the study - This study assessed the effect of fringe benefits and remuneration on employee performance and explored the mediating role of employee engagement. Methodology- The study employed a quantitative approach to data collection and analysis. Data was collected through a structured questionnaire distributed among 270 employees from Asanduff Construction Limited- Accra, Ghana. The analysis was conducted using Partial Least Square Structural Equation Modelling. Findings- The study revealed that fringe benefits and remuneration did not affect employee job performance. With the mediation analysis, the analysis showed that employee engagement mediated the relationship between remuneration and employee performance as well as fringe benefits and employee performance. Limitations- First, the study’s limitation has to do with its geographical coverage. The study was also limited to the working staff of Asanduff Construction Limited with an estimated sample size of 278 which could be relatively small. Again, through questionnaires being used as the main instrument, the study responses might be without honesty and accuracy. Thus, the study results might be affected by bias which will limit the generalizability. Practical implications- The results of this study will contribute to human re-source managers' efforts in putting plans in place to improve the operations of their companies. Line managers should therefore make every effort to ensure that their staff members are motivated by the work they do to increase productivity, as this study also discovered a link between employee engage-ment and performance. Strategically, leadership and management of organi-zations will be based on the findings of this study and plan important work-shops, seminars, symposiums, conferences, etc. with a major focus on provid-ing employees with proper fringe benefits at the workplace to ensure that they increase productivity at the workplace. Originality/value- The study contributes to the literature by assessing the effect of fringe benefits and remuneration on employee performance and exploring the mediating role of employee engagement.

FACTORS INFLUENCING EMPLOYEES JOB PERFORMANCE

Employees performance enables the Employee job performance is key to fortunate key to achieving organizational surviving and goals competition. The present research tested he factors influencing the job performance to ascertain the subjects to work life balance, rewards and Training and development.Design/methodology/approach –This research focuses on the Information Technology industry as single research, using Amos and regression analysis to identify the employees job performance involving the employees of the IT industry in Chennai.Findings– This research shows how Work life balance, Rewards and Training and development will influence the employees job performance in their work place and employees balancing employees as well perform better. This study examines the the connection between employee’s performance and its factors. (Work life balance, Rewards and Training and development)Research limitations/implications– This research contributes to the growing the literature on employee’s job performance and the factors of job performance, this study focuses on IT employees in Chennai.Practical implications – This Research offers IT employees balancing their work and family life and to increase their rewards and training and development, showing the create and good performance on employees their working conditions.Originality/value: This paper gets investigates the factors influencing the job performance of employees. This paper will identify the employees work life balance, Rewards and training and development.

Biophilia in the home-workplace: Integrating dog caregiving and outdoor access to explain teleworkers' daily physical activity, loneliness, and job performance.

We examined whether dog caregiving and outdoor access affect the relationships between a teleworking day and teleworkers' daily physical activity, loneliness, and job performance during the pandemic in two different seasons in 2021. Building on the biophilia hypothesis, we hypothesized that dog caregiving and outdoor access would attenuate the adverse effects of telework on our outcomes. We tested our cross-level moderation hypotheses in a Belgian daily diary data set combining two data collections during 10 workdays in two seasons: One in 284 teleworking employees in spring and one in 151 teleworking employees in autumn-of whom 75 also participated in spring (Npersons = 360, Ndatapoints = 3,809). Consistent with our hypotheses, mixed coefficient modeling showed two-way interactions between teleworking day and dog caregiving, and between teleworking day and outdoor access on daily physical activity, daily loneliness, and daily job performance. Specifically, both dog caregiving and outdoor access buffered against the harmful effects of a teleworking day on these three outcomes: On teleworking days compared to nonteleworking days, there was a smaller decrease in physical activity and in job performance for employees who had a dog or who had outdoor access compared to employees who did not. Likewise, dog caregiving and outdoor access buffered against an increase in loneliness on teleworking days, with a less steep increase for employees with a dog or outdoor access. Our study shows the importance of contextualizing the home context more broadly by including dogs and outdoor access at home when considering the effects of telework during and after the pandemic. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

An Evaluation of Motivational Factors and Performance in Akwa Ibom State Civil Service, Nigeria

The paper focused on the evaluation of motivational factors and performance in the Akwa Ibom State civil service. We conducted the research to identify the various motivational strategies used in Akwa Ibom State civil service and their impact on the job performance of employees. A survey research design was used, and a questionnaire was administered to 550 respondents randomly selected from five (5) ministers in the state and six (6) local government councils. The data collected from these respondents was analyzed using multivariate regression models. From the analysis, the results showed that in Akwa Ibom State Civil Service, financial motivation is predominantly used without an appropriate mix of non-financial factors. These have resulted in low motivation and low performance. Also, it was ascertained that there was a significant relationship between performance and financial and non-financial motivation, which includes leadership style, job satisfaction, and employees’s participation in decision-making. The study recommended that the government should adopt an integrated approach to motivation and work out how to implement new motivational policies with a major focus on non-financial strategies. Keywords: Motivation, performance, civil service, employees.

Compensation, Employees Job Performance and Retention among Private Companies

This study presented a comprehensive analysis of employee demographics, compensation, job performance, and retention within the hospitality industry for the year 2023 in Bacolod City, Philippines. The majority of respondents were identified as holding doctorate degrees, working in supervisory roles for 1 to 5 years, and primarily engaged in contractual or casual positions in accredited pension houses. The research highlighted that while private companies in the industry offered a variety of wages and benefits, there was potential for further enhancement. Compensation levels were generally high across different categories, emphasizing the positive impact of factors such as position and type of accommodation. Job performance was rated as outstanding, showcasing the exceptional efforts of employees. Moreover, employee retention was perceived as outstanding, reflecting a strong sense of dedication and commitment among the workforce. The study concluded by underscoring the interconnectedness of compensation, job performance, and retention, offering valuable insights for industry stakeholders to optimize employee satisfaction and productivity within the dynamic hospitality sector.

Employee job security and job performance: the mediating role of well-being and the moderating role of perceived organizational support and psychological capital

PurposeGrounded in social cognitive career theory, this study investigates how employees' perceptions of job security and well-being affected their performance during the COVID-19 pandemic. It also examines the moderating effects of perceived organizational support and psychological capital on well-being and performance.Design/methodology/approachUsing a two-wave time-lagged design, data were collected from 279 frontline employees in public service organizations in Saudi Arabia.FindingsThe study’s results show that perceived job security significantly affects job performance. Employee well-being significantly and positively influences job performance and partially mediates the relationship between perceived job security and job performance. Additionally, perceived organizational support and psychological capital positively moderated the relationship between employee well-being and job performance during the pandemic.Practical implicationsThis study suggests that policymakers and practitioners need to prioritize addressing the job security concerns and well-being of frontline employees during a pandemic to enhance employee performance.Originality/valueOur findings present significant implications for policymakers in the context of job security and performance within public organizations in emerging countries.

Influence of Transformational Leadership and Intrinsic Motivation on Employee Performance with Discipline as An Intervening Variable

This study is aimed to analyze the influence Transformational Leadership, intrinsic motivation on Job performance of employee, with work discipline as intervening variable. Case study at PT. Indonesia Pos Chemtech Chosun Ref. The population that used in this research is 45 (forty five) employees, from production department and Logistic department. This study used regression analysis to see the contribution from each independent variable Job Performance. Data analysis with multiple regressions and support by SPSS software (Statistical Package for Social Science) version 21.0. The result indicate that Transformational Leadership and Intrinsic Motivation has significant influence to job performance through work discipline as intervening mediator. The suggested variables are: transactional leadership, extrinsic motivation, job satisfaction and work environment. Because with more good performance of employees will also have a good effect on the company

Impact of motivation on the job performance of public sector employees: the case of Morocco

This study investigates the driving forces behind job performance in Morocco's public sector amid its latest reforms. Despite extensive research on motivation and job performance, the unique dynamics within this sector, particularly following recent legislative changes, still need to be explored. This study links job performance to an incentive-based system by examining the roles of both intrinsic and extrinsic motivations in enhancing employee performance. Employing qualitative methodology, this study explores how incentives and motivation impact job performance. Data collected via a structured questionnaire are analyzed using structural equation modeling to elucidate the connections between work performance, motivation, and incentives. These findings highlight the significance of transparent human resource policies, comprehensive incentive systems, appropriate performance metrics, and robust leadership in cultivating a motivated and high-performing workforce.

Self-Determination Theory and Workplace Outcomes: A Conceptual Review and Future Research Directions.

Adaptive workplace outcomes, such as employee work engagement, job performance, and satisfaction are positively associated with physical and psychological well-being, while maladaptive workplace outcomes, including work-related disengagement, dissatisfaction, stress, boredom, fatigue, and burnout, are negatively associated with well-being. Researchers have applied self-determination theory to identify key motivational correlates of these adaptive work-related determinants and outcomes. Research applying the theory has consistently indicated that autonomous forms of motivation and basic psychological need satisfaction are related to better employee performance, satisfaction, and engagement, while controlled forms of motivation and need frustration are associated with increased employee burnout and turnover. Forms of motivation have also been shown to mediate relations between need satisfaction and adaptive workplace outcomes. Despite support for these associations, a number of limitations in research in the field have been identified, which place limits on the inferences that can be drawn. Noted limitations encompass an over-reliance on single-occasion, correlational data; few fit-for-purpose tests of theory mechanisms; and a lack of consideration of key moderating variables. In the current conceptual review, we discuss these limitations in turn, with specific reference to examples from the extant research applying the theory in workplace contexts, and provide a series of recommendations we expect will set the agenda for future studies applying the theory in the workplace. Based on our review, we make three key recommendations: we stress the need for studies adopting experimental and longitudinal designs to permit better inferences (i.e., causal and directional), highlight the need for intervention research to explicitly test mediation effects to provide evidence for theory mechanisms, and outline some candidate moderators of theory effects, including workplace context, job type, pay structure, and causality orientations. We expect these recommendations to set an agenda for future research applying self-determination theory in workplace contexts with a view to filling the current evidence gaps and improving evidential quality.

The perceived effect of digital transformation and resultant empowerment on job performance of employees in the fitness family business

PurposeThe impact of technological transformations in all sectors is undeniably significant, especially in fitness family business. The aim is to examine the digital transformation perceptions of fitness centre employees and the effects of perceived empowerment on their job performance in family business in Turkey.Design/methodology/approachThe sample was 334 fitness centre employees. Four variables were evaluated (digital transformation, meaning competence, self-determination and job performance), and PLS-SEM was used.FindingsThe digital transformation process in the fitness sector can be considered as an important factor in terms of creating new business ventures. Our results showed that digital transformation perceived by family business employees had a significantly influence on the meaning competence of the employees. Also, the meaning competence of employees was a mediator between the digital transformation and job performance.Practical implicationsManagers of family businesses must take into account that an appropriate digital transformation of their products and/or services has an impact on the meaning competence of their employees. Thus, through increased competence in employee performance, the digitization of family business fitness will lead to higher employee performance and productivity.Originality/valueThis study innovates by linking digital transformation as a factor influencing the coach's own motivation and self-perceived competence in the use of technology to their job performance.

Motivational strivings, human resource management practices, and job performance: An advancement of the theory of purposeful work behavior

AbstractUnderstanding how employees respond to HR systems is a critical question in the strategic HR literature and the need for more nuanced theoretical frameworks explaining who responds differentially to HR systems persists. Drawing on a contingency perspective and the theory of purposeful work behavior, we present a theoretical framework that suggests that employee motivational goal strivings interact with commensurate HR bundles (communion‐enhancing HR bundles, status‐enhancing HR bundles, and achievement‐enhancing HR bundles) to predict employee job performance. Based on survey data collected from 362 employees in 84 service units, our findings reveal that the effects of communion and status strivings on job performance are more positive and stronger for employees in units with higher levels of communion‐enhancing HR bundles and status‐enhancing HR bundles, respectively. In contrast, the effect of achievement goal strivings on job performance is weaker in units with higher levels of achievement‐enhancing HR bundles. These findings have significant implications for both theoretical and practical perspectives, shedding light on the role of employee motivations in shaping the effectiveness of HR bundles on employee performance.

Illuminating the Relationship Between Social Networking Usage and Job Performance Through the Work–Life Balance of Gen-Y Employees in Corporate Sector

The use of social media, such as social networking sites continues to grow in everyday life, along with their use in the workplace. So, a concern raised about how the personal use of social networking sites like Facebook, WhatsApp, Instagram, etc., at work affects employee job performance. Moreover, the purpose of this study is to explore the relationship between social networking usage and employee job performance through the mediating role of work–life balance. The quantitative methodology was employed in this study. Data was collected using a self-administered questionnaire adapted from a previously validated survey. The target population consisted of Gen-Y employees of the corporate sector in Chandigarh, Delhi, and Haryana (UTs/states) of India. Judgemental sampling was applied to collect data from 224 employees of the corporate sector. The study results indicated that time spent, frequency of using social networking sites has significant relationship with job performance and work–life balance of employees while work–life balance and employee job performance are significantly positively related. However, social networking use has a significant negative relationship with job performance and work–life balance. Additionally, work–life balance significantly mediates the relationship between social networking usage and job performance. Therefore, the study concluded that employees struggle to set boundaries since they cannot distinguish between work and family life due to the rise in technology and social media use. Therefore, managers and HR professionals need to consider the negative aspect of online social networking at work. Further, the implications for managers and organizations are discussed.

Inducing employee performance among state-owned enterprises, through employee ethical behaviour and ethical leadership

PurposeThis study aims to examine how ethical leadership enhances the relationship between employee ethical behaviour and the job performance of employees in state-owned enterprises (SOEs).Design/methodology/approachThis study was a survey, with data collected using a structured questionnaire. The study focused on employees from SOEs in Ghana. The sample covers 238 employees drawn from 10 SOEs. Data was analyzed using structural equation modelling.FindingsThe study concludes that employee ethical behaviour positively influenced the job performance of employees of SOEs in Ghana. The effect of ethical leadership on employee job performance was positively significant. Finally, ethical leadership positively moderated the effect of employee ethical behaviour on the job performance of employees of SOEs.Research limitations/implicationsFuture research should look at identifying the specific behaviours of ethical employees that influence improved job performance. Also, future research could conduct a comparative study of private-owned enterprises and SOEs.Practical implicationsAttention should also be paid to ethical leadership, as it strongly enhanced both employee job performance and the quality of employee ethical behaviour required for increased job performance of employees.Originality/valueExtant studies have paid limited attention to understanding how the interaction between employee ethical behaviour and ethical leadership will enhance employee job performance.