Higher Job Performance Research Articles

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.

PREDICTIVE POWER OF SELF-EFFICACY, FAMILIARITY WITH TRAINING CONTENT ON JOB PERFORMANCE: MODERATING EFFECT OF TRAINING EFFECTIVENESS IN OMAN’S HIGHER EDUCATION INSTITUTIONS

The higher education institutions (HEIs) in Oman have witnessed rapid development over the last decade; and yet, the quality of their training programs programmes has not yielded the anticipated results. The desired outcome, which failed to meet expectations, pertains to the effectiveness of these programs in enhancing employee job performance. This study aims to investigate the influence of self- efficacy, trainee familiarity with training content and employees’ performance in Oman’s higher education sector. Additionally, the study explores the moderating effect of training effectiveness on employee’s performance. The researcher examined 184 academics as well as administrative employees that participated in a training program sponsored by Takatuf, a consulting firm responsible for assessing, training, and developing employees in Oman. Results indicated that self-efficacy and familiarity with training content contribute to high employee job performance in the country’s HEIs, confirming the significant moderating role of training effectiveness in this relationship. Furthermore, the study suggests two implications for human resource practices. First, it is crucial for managers to provide comprehensive training-related information aimed at increasing self- efficacy before the actual training program. Second, HR managers and individuals can jointly improve the performance effectiveness by creating suitable methods for fostering self-efficacy. The findings suggest that organizations can enhance job performance and reduce turnover intention intentions by improving the effectiveness of training programs for employees. There is limited research linking self-efficacy, training effectiveness, and job performance in HEIs, particularly within member countries of the Gulf Cooperation Council (GCC). This research contributes to the expansion of theoretical and managerial doctrines regarding the relationships among the identified variables. Therefore, this research represents a unique attempt to determine the effectiveness of training programs in HEIs grappling with transitional challenges.

Managing a Sustainable Business Through High Job Performance and Perceived Organizational Justice: A Case Study At PDAM Kudus Central Java Province

Managing a Sustainable Business Through High Job Performance and Perceived Organizational Justice: A Case Study At PDAM Kudus Central Java Province

Deconstructing Technostress: A Configurational Approach to Explaining Job Burnout and Job Performance

Understanding how technostressors lead to technostrain, such as high job burnout or low job performance, has become a core question in information systems (IS) research and practice. To unpack this relationship, we build on general systems theory to argue that the next step for technostress research is to go beyond examining the independent influences of technostressors and discuss how their interdependencies lead to technostrain. To illustrate our argument empirically, we use fuzzy-set qualitative comparative analysis (fsQCA) and identify four configurations of high- and low-intensity technostressors that lead to high job burnout and one that leads to low job performance. We show that three types of interdependencies among technostressors, i.e., complementarity, contingency, and substitution, form configurations that lead to technostrain. Within these configurations, high-intensity technostressors can mutually enhance their effects and low-intensity technostressors can buffer the impact of other high-intensity technostressors on technostrain. The results help to explain why organizational interventions that address independent technostressors may fail if they do not account for the interdependencies among technostressors. Our work provides evidence of the need to further develop theories that explain how and why interdependencies among technostressors lead to technostrain.

The relationships between recovery and teachers' exhaustion and performance: mediational role of work-related self-efficacy

The aim of the study was to better understand the process through which recovery leads to teachers' exhaustion and performance. The direct and the indirect, i.e., mediated by teacher' work-related self-efficacy, effects of recovery on exhaustion and job performance were measured. To assessment of recovery, the Polish version of the Work-Related Rumination Scale (W-RRS) was developed. It measures detachment, affective rumination and problem-solving pondering. The psychometric properties of this tool constitute an additional contribution to the article. The study was conducted among a group of primary and secondary school teachers (N = 503). The factor structure of the W-RRS scale was checked using confirmatory factor analysis (CFA), its reliability by using of Cronbach's α measure, and its theoretical validity by means of correlation of main variables with criterion variables. Hypotheses related to direct and mediation effects were verified using structural equation modeling (SEM). The obtained results confirmed the criterion and construct validity and reliability of the W-RRS. It has been also shown that detachment is directly negatively associated with exhaustion (but not with performance), affective rumination is a predictor of higher exhaustion and lower job performance, and problem-solving pondering is related to job performance (but not to exhaustion). Self-efficacy mediates the effect of 2 (out of the 3) types of recovery on exhaustion and job performance, such that high levels of problem-solving pondering and low levels of affective rumination translate into high self-efficacy, which in turn leads to lower exhaustion and higher job performance. The recovery methods have various implications for functioning of teachers. While detachment and problem-solving pondering seem to promote it, affective rumination intensifies exhaustion and reduces performance. The mediator of the recovery-psychological well-being relationship is self-efficacy. The W-RRS questionnaire can be used to assessment of rumination among teachers. Med Pr Work Health Saf. 2024;75(2):143-158.

Impact of Cultural Intelligence on Expatriate Performance in Multinational Corporations in Ghana

Purpose: The aim of the study was to assess the impact of cultural intelligence on expatriate performance in multinational corporations in Ghana. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: A study on the impact of cultural intelligence (CQ) on expatriate performance in multinational corporations (MNCs) operating in Ghana revealed significant correlations between CQ and various performance dimensions. Expatriates with higher levels of CQ demonstrated greater adaptation to the local culture, improved communication effectiveness, and higher job performance. These findings underscore the importance of cultural intelligence as a critical competency for expatriates navigating diverse cultural contexts, particularly in emerging markets like Ghana. Additionally, the study highlighted the need for MNCs to prioritize CQ development programs to enhance the success of expatriate assignments and improve overall organizational performance in culturally diverse environments. Implications to Theory, Practice and Policy: Social learning theory, self-efficacy theory and cultural distance theory may be use to anchor future studies on assessing the impact of cultural intelligence on expatriate performance in multinational corporations in Ghana. Develop and implement targeted cultural intelligence training programs for expatriates to enhance their effectiveness in diverse cultural environments. Advocate for the integration of cultural intelligence assessments into the selection and recruitment processes for expatriate assignments within MNCs.

ANALISIS KOMPENSASI PEGAWAI NEGERI PADA POLRI DALAM KEPEMILIKAN RUMAH LAYAK HUNI DI POLRI

Home is very important for life because it is one of the basic needs for humans besides clothing and food. Every individual human being will prioritise the fulfilment of basic needs over secondary needs, as well as the need for a house, everyone will try Qualitative descriptive method was used in this study. Data collection techniques commonly used in qualitative research are observation, interviews, and documentation. In addition, Sofyandi (2008) argues that to increase the productive contribution of an organisation's human resources, human resource management is defined as a strategy for applying management functions, namely planning, organising, leading, and controlling, in all human resource activities and operations, starting from attraction, selection, training and development, placement, and so on. Fair and competitive work compensation can motivate PNPPs to achieve higher work performance. Work compensation is one of the important factors that influence work motivation. Job satisfaction can be influenced by the extent to which employees are satisfied with the compensation they receive. High job performance tends to contribute to job satisfaction.

The Effect of Motivation, Organizational Culture, Competency on Work Commitment and Performance of SD Teachers in Bengkalis District

This study was conducted to determine and analyze the influence of motivation, organizational culture, and competence on work commitment and performance of elementary school teachers in Bengkalis District. This study was chosen because there were phenomena and problems related to the level of job satisfaction and performance of elementary school teachers in the Bengkalis District which were still low, there were many factors that influenced the high job satisfaction and performance, but the author had a temporary assumption that motivational factors, organizational culture and competence affected job satisfaction, as well as motivation, organizational culture, competence and job satisfaction affect the performance of elementary school teachers in Bengkalis District. The method used in collecting data in this research is a questionnaire. The population in this study were all elementary school civil servant teachers in Bengkalis District, amounting to 626 with a saturated sample of 626 respondents. By distributing a questionnaire using a Google form filled in by all primary school civil servants in Bengkalis District, with a total of 626 respondents, it was tested with SEM AMOS. The test results showed that motivation on job satisfaction had a positive effect, organizational culture on job satisfaction had a positive effect, competence on work commitment had a positive effect, work motivation on teacher performance has a positive effect, organizational culture on performance has a positive effect, competence on performance has no effect, work commitment on performance has no effect.

The moderating role of intrinsic religiosity in the relationship of stressors and job performance: Evidence from Indonesia

Job performance is the ability to complete work according to predetermined standards. Stressful conditions at work can make job performance worse. An individual’s intrinsic religiosity can weaken these stressful conditions. This study aims to empirically prove the influence of challenge and hindrance stressors on job performance and examine whether intrinsic religiosity can moderate this influence. This paper uses the method of administering online questionnaire surveys by distributing Google Form links to the eligible respondents without conducting the interview. It employs a non-probability sampling design with a purposive sampling method, in this case, judgment sampling. The criteria for selecting respondents are individuals who have the status of full-time employees and work in state-owned and private-owned organizations in the cities of Indonesia. This study proved all hypotheses. Higher challenge stressors result in higher job performance. At the same time, higher hindrance stressors result in lower job performance. Further, intrinsic religiosity weakens the positive influence of challenge stressors on job performance. Individuals who are always attached to God will use work as a means to please God. The characteristics of these individuals are having a positive mental attitude so that they are always ready and calm in facing various work situations and view work as a calling. Also, this study proves that the negative influence of hindrance stressors on job performance is weaker in people with intrinsic religiosity. Ambiguous job descriptions, conflicts, or excessive work are no longer burdensome. AcknowledgmentThis study is funded by the Faculty of Economics and Business, Pelita Harapan University, award number 023/P-ORP-FEB/I/2024.

Nghiên cứu ảnh hưởng của gắn kết công việc tới hiệu suất làm việc của nhân viên nhân sự

In recent times, the human resources profession in Vietnam has become increasingly prevalent and vital to organizations and enterprises. While the work of human resources ((HR) professionals may not directly generate revenue or profits for a business, their role is of utmost importance as they manage an organization's most valuable asset - its human capital. When HR employees work with high job performance, a profound passion for their work, and a strong commitment to fulfilling their roles, they contribute to the creation of enduring value and the sustained long-term growth of the enterprise. With the desire to contribute both theoretically and practically to the understanding of job engagement and employee performance, this research employs a model with 351 samples to explore the influence of job engagement on HR employee performance. The research results indicate that job engagement, through two mediating variables, job satisfaction, and innovative work behavior, significantly impacts the performance of HR employees, particularly Job engagement through the mediating variable of innovative work behavior, which has a significantly positive impact on employee HR performance. Leveraging these research findings, businesses can proactively develop suitable HR strategies, especially investing in and promoting innovative work behavior to enhance job engagement and, consequently, increase the performance of HR employees.

Work performance and interpersonal relationships of nursing professionals. Review of the topic

Interaction between individuals is fundamental for social development and the achievement of common goals, especially in the workplace. In the context of nursing, it is crucial for professionals to develop interpersonal skills and knowledge that improve their performance, as this directly impacts the quality of the health service. In high-pressure situations, such as emergencies, the ability to work as a team and maintain effective interpersonal relationships becomes even more relevant, as stress can affect both staff performance and patient care. Therefore, it is essential to assess these dynamics to ensure a healthy and efficient work environment. A literature review was developed with the aim of updating knowledge about job performance and interpersonal relationships of nursing professionals. Several studies conducted in different hospitals in Lima and other Latin American countries have explored the relationship between interpersonal relationships and job performance of nursing staff. In general, it was found that nurses with better interpersonal relationships tend to have higher job performance, while those with poor relationships usually experience average or low performance. Furthermore, it is noted that a work environment characterized by poor interpersonal relationships can generate stress, depression and negatively affect the professional quality of life of the staff. The perception of workers indicates that improving these relationships could increase their productivity and well-being at work

"Bend so you don't break!" A longitudinal moderated mediation study on human resources management practices, humility, psychological well-being, and job performance.

This study aims to examine the mediating role of psychological well-being in the relationships between human resources management practices and job performance. Also, this study aims to assess the moderating role of humility on these relationships. Multiple regression, mediation, and moderation analyses were conducted with MPlus software on a sample of 569 workers who filled out a questionnaire at both Time 1 and Time 2. Both data collections took place between April 20, 2022, and May 2, 2022, for Time 1, and between June 20, 2022, and July 3, 2022, for Time 2. Data were collected through the Leger Opinion (LEO) online panel, with respondents required to be workers. We found that psychological well-being at T1 did not play a mediating role between human resources management practices at T1 and job performance at T2. Also, humility did not moderate the relationships between human resources management practices at T1 and psychological well-being at T1 but did significantly moderate the longitudinal relationships between human resources management practices at T1 (i.e., dotation, formation, career management, autonomy, occupational health and safety, diversity management, indirect compensation, flexibility, performance management), and job performance at T2. For all significant interactions, the results indicated that when humility was high, the longitudinal effect of good human resources management practices led to high in-role job performance.

Impact of organisational factors on job performance of librarians in university libraries in Delta and Edo States, Nigeria

The study investigated the impact of organisational factors on job performance of librarians in university libraries in Delta and Edo States, Nigeria. Two research questions guided the study. Descriptive research design was adopted, with a population of 140 librarians from university libraries in Delta and Edo States. The total enumeration sampling technique was employed. Data were collected using a questionnaire titled ―Impact of Organisational Factors and Job Performance of Librarians in University Libraries Questionnaire (IOFJJPOLIULQ).‖ Data analysis was conducted using descriptive statistics (frequencies, mean, and standard deviation) to address the research questions, with the decision rule based on mean scores. The findings revealed that various organizational factors have a significant impact on librarians' job performance in university libraries in Delta and Edo States. Job performance level among librarians was found to be high. The study concluded that organisational factors play a crucial role in determining librarians' job performance in the states. High job performance level suggest that these organisational factors are likely well-implemented, positively contributing to librarians' roles and overall effectiveness. Recommendations included investing in continuous training and development programs for librarians; that ongoing professional growth opportunities will enhance job performance, increase job satisfaction, and improve retention rates. The study contributes to the knowledge base by demonstrating that organisational factors such as a positive work environment, library facilities, leadership styles, technology provision, and opportunities for advancement can influence job performance in libraries.

Examining the Role of Emotional Labor in Mediating the Relationship Between Calling and its Outcomes

Work as calling research has clearly established the benefits of having a calling, such as, work meaningfulness and job satisfaction, and is less forthcoming in identifying the affective linkages between calling and its outcomes. We propose that because individuals with high calling find their work purposeful and significant, they are more likely to actively shape their emotions and engage in emotional regulation. This study examines the role of emotional labor in mediating the relationship between calling and its two outcomes – emotional exhaustion and job performance. The data for the study included a sample of 195 teachers from 42 daycare centers. Findings suggest that having a high calling is associated with lower emotional exhaustion and is associated with higher job performance. Also, calling is significantly associated with emotional labor, and in particular, is positively related to deep acting and negatively related to surface acting. Further, results show that both surface acting and deep acting mediate the relationship between calling and its outcomes.

Professional Competencies and Job Performance of Select Academic Librarians in Laguna, Philippines

Objective. Academic libraries formulate missions, visions, goals, and objectives based on the aims of the parent organization. There are issues with how librarianship is introduced, particularly in post-generation Z, when individuals have misconceptions about the functions of librarians. This study examined the level of professional competencies and job performance of selected academic librarians in the 21st Century. Methods. Descriptive-correlation method of research was used to provide static pictures of situations as well as to establish relationship between different variables. The respondents of this study are selected academic librarians in region IV-A Philippines. Results. Findings revealed that majority of respondents were 31 years old and above and were female. Meanwhile, the majority of the respondents attained their bachelor's degree and had been in the service for 10 years and below. The academic librarians are highly competent in managing information technologies among three domains of professional competencies. The academic librarians achieve very high level of job performance maintaining high quantity of work, fulfilling job duties, consistent for high quality of work, respond to the needs of users, provide accurate resources, demonstrate responsiveness, are able to use technology, and actively participate in forums. The academic librarians aged 31 years old and above, with master's degree and have 11 years and above of service, higher level of professional competencies than their younger counterpart, with bachelor's degree and 10 years and below of service. The higher the respondents' level of professional competencies in all its dimensions, the higher the level of respondent’s job performance. Conclusions. It can be concluded that the majority of academic librarians in this study were female, 31 years old and above. They had a bachelor's degree and 10 years or less of service. Academic librarians showed high competence in managing information technologies and consistently performed well in their job duties. Older librarians with a master's degree and over 11 years of service displayed higher professional competency and job performance compared to younger librarians with a bachelor's degree and less than 10 years of service. There was a positive correlation between professional competencies and job performance. Overall, academic librarians in this study exhibited strong professional competencies and high job performance.

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.

Constructive workplace deviance for rising Africa: A case of selected South African farmworkers

The rapid population growth in Africa is estimated to double by 2050, which could create food security challenges. The agriculture industry, especially the farming sector, is considered one of the industries that can proactively rise and provide the needed African solutions to solve not only food security and economic stability but also unemployment and poverty. Proactive positive thinking and mechanisms are needed. This paper explores the forms of constructive deviant behaviors and managerial strategies to promote constructive deviance amongst farmworkers at selected South African fruit farms. As employees are important resources to assist organizations in realising their objectives, understanding the forms of constructive deviance amongst farmworkers and the managerial strategies, could assist the sector to continue rising. There seems to be limited research on the positive side of workplace deviance, especially in the African context. A qualitative research design within the paradigm of constructivism was employed to gather in-depth and invaluable data. Semi-structured interviews in the form of a narrative inquiry, were used to collect data. Thirty farmworkers and nine supervisors from three farms constituted the convenient sample for this research. Thematic analysis was used to analyse the collected narrative data. The findings revealed eight forms of constructive deviance, namely; extra-role job performance, high in-role job performance, creative job performance, whistle-blowing, urgent decision-making, disobedience of unreasonable orders and utilization of knowledge and skills. Nine managerial strategies to promote constructive deviant behaviors include effective communication, performance management, rewarding good performance, provision of training, supervisors’ support, degree of autonomy, opportunity to utilize skills, proper placement, and promotion of teamwork. The findings and further research could contribute positively towards assisting the agriculture sector to continue flourishing.

İNTERNET BAĞIMLILIĞI İLE BESLENME VE EGZERSİZ DAVRANIŞLARI: ORTA ANADOLU ÖRNEĞİ, TÜRKİYE

Bu çalışma, üniversite öğrencilerinin internet bağımlılığı ile beslenme ve egzersiz davranışları arasındaki ilişkinin belirlenmesi amacıyla yapıldı. Tanımlayıcı tipteki bu çalışma, 20.11.2021-20.12.2021 tarihleri arasında Türkiye’de Orta Anadolu Bölgesinde bulunan bir Sağlık Bilimleri Fakültesi’nde yapıldı. Çalışmada evrenin %82’sine ulaşılarak, 597 üniversite öğrencinin katılımı ile tamamlandı. Araştırmanın verileri “Bilgi Formu”, “İnternet Bağımlılık Testi” ve “Beslenme Egzersiz Davranış Ölçeği” kullanıldı. Verilerin değerlendirilmesinde Sperman korelasyon analizi kullanıldı. Katılan öğrencilerin yaş ortalamasının 20.08±1.06 yıl, BKI ortalamasının 21.82±3.10 kg/m2, %84.8’inin kız olduğu saptandı. Öğrencilerin toplam Beslenme Egzersiz Davranış Ölçeği puan ortalaması 131.13±18.76 ve İnternet Bağımlılık Testi puan ortalaması 30.04±10.57’dir. Beslenme egzersiz davranış ölçeği ile internet bağımlılığı testi puan ortalamaları arasında pozitif yönde zayıf düzeyde bir ilişki vardır (p<0.001). Öğrencilerin internet bağımlılığı arttıkça psikolojik yeme davranışı ve sağlıksız beslenme egzersiz davranışı artmaktadır. Üniversite öğrencilerini sağlıklı beslenme konusunda destekleyecek mobil uygulama ya da online derslerin seçmeli ders olarak verilmesi önerilir.

How, when, and why high job performance is not always good: A three‐way interaction model

SummaryDespite organizations encouraging employees to improve their job performance to enhance organizational performance, the understanding of the consequences of high performance from the perspective of social comparison remains limited. Drawing on social comparison theory, we develop a framework explaining how upward performance social comparison leads to political behaviors through anxiety. Furthermore, we examine the amplifying effect of social comparison orientation (SCO) on the relationship between upward performance social comparison and anxiety. We introduce the downward leader–member exchange social comparison (downward leader–member exchange social comparison [LMXSC]) to buffer the magnifying effect of SCO. We test the three‐way interaction among upward performance social comparison, SCO, and downward LMXSC using the data collected from a three‐wave survey (Study 1) and a scenario‐based experiment (Study 2), and our hypotheses are supported. Our results reveal an interesting dilemma. Employees' high performance is naturally beneficial for organizations, but those with high SCO and fewer advantages in leader–member exchange social comparison may feel more anxious and engage in political behaviors in response to upward performance social comparison. Our research has practical implications, such as monitoring social comparisons and political behaviors in the workplace and helping employees reduce anxiety.

The Effect of Ethical Leadership on Employee Motivation and Employee Job Performance: a Cross Cultural Study

This research was a cross-cultural study where we explored the impact of ethical leadership on employee job performance. We evaluate the direct relationship and the indirect relationship whereby employee motivation was used as a mediating construct. The aim was to determine if group differences existed between the two groups of the study: US participants and Nigerian participants. Three research questions guided this study: Is there a direct relationship between ethical leadership and employee job performance? What impact does employee motivation have on the relationship between ethical leadership and employee job performance? Does the relationship differ across cultural boundaries? Path analysis and multi-group analysis were used to test the hypotheses. Our results showed that there was a statistically significant direct relationship between ethical leadership and employee job performance for the combined group and the Nigerian group. However, the direct relationship was not significant for the US group. Further, the results showed that employee motivation mediated the relationship between ethical leadership and employee job performance for the combined group, the US group, and the Nigerian group. Our results were consistent with the results from other researchers who showed that cultural norms have a significant impact on employee job performance, and the type of leadership style implemented that may promote high employee job performance with one culture may have negative impact with another.