Higher Job Performance Research Articles

Physicians Presenteeism and Spirituality in the COVID-19 Pandemic

The aim of this study was to determine the spirituality (spiritual attitudes) and presenteeism (inability to be present at work) of family medicine clinic assistants who worked in many areas related to the COVID-19 (Coronavirus Disease 2019) pandemic in a pandemic hospital and to determine the factors affecting them and to investigate the relationship between them. The study is an observational and cross-sectional study and the sample consisted of family medicine residents (n=127) working in the Family Medicine Clinic of Ankara Bilkent City Hospital, which served as the largest pandemic hospital in Turkey, during the COVID-19 pandemic. The first part of the questionnaire form included the sociodemographic information of the participants, the second part included the data to determine the presenteeism status and its causes, and the Stanford presenteeism scale to devote oneself to work scale was applied. The third part included the spirituality scale. The presenteeism scale mean score of the physicians participating in the study was 18.75 points out of 30 points. The mean score of the spirituality scale was found to be 100.14 points out of 135 points, and the relationship between them was not found to be statistically significant. It has been observed that physicians who took a more active role in the pandemic had a lower level of inability to be present in their work, that is, higher job performance, compared to those who remained on passive duty for various reasons. A positive moderate correlation was found between the general health status of physicians and their job performance. It was determined that among the people with whom the physicians lived together during the pandemic period, the situation of being absent from work was higher in those who had a relative with a chronic disease compared to those who did not. It has been determined that those who have a spare person who can take care of themselves in the pandemic are less likely to be absent from their jobs than those who do not. It has been determined that among the physicians who had COVID-19, the situation of being absent from work was higher in those who required a rest report after isolation, compared to those who did not. On the other hand, physicians' mean scores of spirituality scale sub-dimensions such as "spiritual coping, transcendence, search for meaning, spiritual contentment, connection, harmony with nature" and total spirituality score were found to be high. In the study, physicians' presenteeism was found to be at a moderate level and spirituality at a high level. The awareness of physicians about the concept of presenteeism and spirituality was increased, the literature related to the conduct of this study was contributed in the field of health, and a different perspective was presented to the literature on the necessity of evaluating the human as a whole for the solution of presenteeism and the importance of addressing the regulatory role of spiritual attitudes.

Followers’ PsyCap and Job Performance: A Longitudinal COR Approach to Transformational Leadership as a Key Resource

Rooted in both the self-concept based theory of transformational leadership and the conservation of resources (COR) theory, transformational leadership is hypothesized to elicit follower-felt support for excellence and, through it, follower psychological capital (PsyCap), resulting in high follower job performance as well as work engagement. We examined this three-path mediation model with change scores from a two-wave study of 149 Indonesian healthcare workers. When applying structural equation modeling to the change scores, the integrated model was supported. Further cross-lagged analysis showed that transformational leadership had a lagged effect on follower PsyCap and that follower PsyCap had, in turn, a lagged effect on follower job performance. Hence, PsyCap is proposed as a parsimonious element in the self-concept-based theory of transformational leadership. Moreover, the results suggest that the transformational style can be added as a so-called “key” resource to COR’s notion of “gain spirals.”

The nexus between high performance work system and job performance in Jordanian public hospitals: The mediating role of job stress

Jordan's healthcare industry is marked by a fast-paced atmosphere and more competitive marketplaces. However, Jordan's healthcare system is vulnerable to several threats, including human factors, which can interrupt the supply of medical supplies and waste large expenditures. In Jordanian public hospitals, the current research includes surveys and analyses of empirical studies and models related to the high-performance work system (HPWS) and job performance (JP), with the mediating function of job stress (JS). The current study results were estimated based on Structural Equation Model (SEM). The results indicate that HPWS and its dimensions provide a critical role in determining the level of Nurses' JP in a public hospital in Jordan. In addition, they provide a direct effect on identifying the level of Nurses' JS in public hospitals in Jordan. Moreover, the results uncover that JS supports a positive relationship with Nurses' JP of the public hospital in Jordan. The findings also confirm that JS provides an essential mediation role between HPWS and JP of the public hospital in Jordan, which can enhance the performance workplace. Throughout this research, Discussion, recommendations, and conclusion have been fully expounded in their specific sections.

Going with(out) the flow at home: day-to-day variability in flow and performance while teleworking

ABSTRACT Prior research suggests that telework often is associated with higher job performance. However, this research primarily has treated days teleworking as interchangeable with one another. Given the recent surge in telework, it is important to ask how much performance varies among days spent working at home and what psychological and contextual factors explain such within-person variability. This information can assist organizations deciding how to best implement policies and support workers at home. Here, we suggest that intrusions and social isolation are obstacles to achieving flow while teleworking, such that higher daily levels of each will hinder flow on those days. In turn, this lack of flow should be associated with worsened daily performance while teleworking. To investigate these ideas, we asked 97 teleworkers to respond to a series of daily measures for up to four days (296 data points). Results showed that performance varied significantly among teleworking days, with both daily intrusions and daily isolation negatively predicting flow, which further mediated the relationship between intrusions and reduced task performance. Isolation did not significantly mediate this relationship. Moreover, conscientious individuals were especially able to leverage higher flow for performance. We discuss implications of these results.

Influence of Employee Soft Skills on Job Performance

Purpose: Due to COVID-19's global impact, work from remote has become the norm which led to the closure of offices throughout the globe. Workplace learning, communication skills, collaboration, and emotional intelligence are all examples of soft skills, and they are crucial in the workplace. They are likely to boost workers' efficiency and effectiveness on the job. This study is sought to examine the relationships between employee soft skills and job performance based on evidence from Small and Medium Size Enterprises in the Bamenda Metropolis of Cameroon. Methods: A mixed-method (quantitative and qualitative) research design was used in this paper. Data were collected from 241 SMEs using a structured questionnaire. Data analysis used both descriptive and inferential statistics. Results: Results show that improving communication skills results in higher job performance. Further, it is found that the higher the capacity of employees to discern and manage their emotions the better the job performance. Teamwork is revealed to increase the level of job performance. Work ethics shows a minimal effect on work performance. Implications: SME management should focus on developing employees’ emotional intelligence as this will improve their job performance. SMEs that are yet to adopt effective teams as an approach to functioning should consider doing so following the established benefits of effective teamwork in the organization. Employers also should try to cultivate a culture of work ethic at their place of work.

School Internal Factors and Teacher Effectiveness in Secondary Schools in Lira District, Uganda

Background: Teacher effectiveness is referred to as a teacher's ability to produce higher-than-expected gains in students' standardized test scores. Teachers are expected to become effective and display high job performance in terms of learners' academic achievement and growth. The quality of Education and learners' academic achievement in Lira district remains low which is an indicator of teacher ineffectiveness. It is upon this background that this study aimed to explore the effects of school internal factors on teacher effectiveness in secondary schools in Lira District, Uganda.
 Methodology: A mixed research method was used in which 263 individuals were sampled using a correlational research design. A purposive sampling technique was used to identify head teachers, District Education Officer (DEO) and District Inspector of schools (DIS) while simple random sampling was used to identify teachers, members of the school Board of Governors (BOG) and Parent Teachers’ Associations (PTA). Both interviews and questionnaires were used for data collection. The relationship between the variables was determined using Pearson's product-moment correlation coefficient (r) and qualitative data were analyzed using thematic analysis by identifying themes as they appear.
 Results: The result showed a strong positive correlation between school internal factors and teacher effectiveness in secondary schools in Lira district (r= 0.751, P<0.05), implying that the school internal factors which are the predictor variables significantly account for the teacher effectiveness although they account for only 56% (R2 = 0.564, p<0.05). The qualitative interviews held with the head teachers, DEO, DIS and focused group discussions held with BOG and PTA also revealed that school internal factors influence teacher effectiveness.
 Conclusion: The study revealed that there is a significant strong positive relationship between school internal factors and teacher effectiveness in secondary schools in Lira district. This implies that increasing or decreasing school internal factors in secondary schools results in a considerable increase or decrease in teacher effectiveness. Further studies should be done on other factors that might influence teacher effectiveness other than school internal factors alone and similar studies should be conducted in primary (elementary) schools and higher institutions of learning.

Managerial ability, CEO age and the moderating effect of firm characteristics

AbstractRecent surveys indicate that America's chief executive officers (CEOs) are getting older. While aging is often associated with greater experience, improved skill sets and higher job performance, prior research warns that aging can also lead to a significant decrease in cognitive function, energy, ambition and, consequently, the ability of CEOs to manage their firms. We examine this issue and find that older CEOs display significantly lower managerial ability as compared to younger CEOs. Exploring differences in firm factors, we further find that older CEOs exhibit significantly lower managerial ability when managing high‐technology firms and significantly higher managerial ability when managing more mature, highly regulated firms. Collectively, our study provides new evidence that while managerial ability decreases with age, firm characteristics significantly moderate this relationship.

Gender Differences in the Motivational Process of the Job Demands-Resources Model.

Achieving gender equality is an important goal in Japan. Consequently, this study aimed to examine gender differences in a series of associations between job demands or resources and job performance mediated by work engagement (WE) in the motivational process of the job demands-resources model. This study recruited 671 non-manual workers (260 men and 411 women) through an online survey. The measured variables were demographic information, job demands or resources, WE, and job performance. Multiple-group structural equation modeling was used to analyze the data. Regarding the level of job demands or resources and WE, no significant difference was observed between men and women. Whereas, job performance was significantly higher in women than in men. Additionally, multiple-group structural equation modeling indicated that the model that imposed on all path coefficients for equality constraints had a better fit, and consequently, no gender differences. Although the motivational process indicated no gender differences, job performance was higher in women than in men due to the management of a gender-equal and friendly work environment. Further comprehensive examinations, that use other variables not included in the present study, are required to understand women's high job performance.

Teleworkers' job performance: a study examining the role of age as an important diversity component of companies' workforce

PurposeTeleworking seems to be the new future of the workplace. It has been widely adopted during the COVID-19 crisis, which has greatly influenced work organization conditions. This pandemic and its accompanying changes represent significant challenges for employees' performance, depending on their age if the study considers the physical and psychological vulnerabilities of older employees and their assumed or expected difficulties to cope with the new information and communication technologies (ICTs). This study aims at examining the direct effects of teleworking, and age on job performance (in-role). As well as analyzing the moderating effect of age on the relationship between teleworking and in-role job performance in times of crisis.Design/methodology/approachData were collected in Canada from 18 companies, with a sample of 272 employees. Multivariate regression and moderation regression analyses were performed using Stata 13.FindingsResults revealed that when teleworking, older age is associated with lower job performance and younger age is associated with higher job performance. Conversely, when working on-site, older age is associated with higher job performance, whereas younger age is associated with lower job performance.Practical implicationsFrom a practical perspective, these results highlight the importance of decision authority and recognition. As well as the presence of age disparities related to work arrangements. Managers need to adopt an inclusive approach and develop work arrangements that take into consideration employees' needs and ages. Some insights and practical recommendations are presented in this paper to support managers and human resource practitioners.Originality/valueStudies examining the in-role job performance of teleworkers and the effects of age are sparse. This study helps to expand research on human resources management, job performance and age.

Presenteeism in Non-Academic Staff in a Public University Context: Prevalence, Associated Factors, and Reasons to Work While Sick during the COVID-19 Pandemic

Presenteeism negatively affects worker performance. We aimed to know the prevalence of presenteeism in non-academic university staff, identify health problems and associated factors, as well as explore the reasons that led to presenteeism during the COVID-19 pandemic. A cross-sectional study was conducted with a convenience sample of 332 non-academic staff. The Portuguese version of the Stanford Presenteeism Scale (SPS-6) was used, and socio-demographic and occupational data were collected. Participants were divided into groups according to the presenteeism cut-off score (no presenteeists, presenteeists with high job performance, presenteeists with low job performance). Multinomial regression was used to identify occupational and demographic characteristics associated with presenteeism. An open question replies analysis made it possible to explore the reasons for going to work while sick. Presenteeism was experienced by 30.1%. Presenteeism with high job performance was not associated with socio-demographic and work factors. Professionals who performed only physical work (OR = 9.4; 95% CI: 1.7; 51.0) and those who conducted hybrid work (OR = 4.1; 95% CI: 1.8; 9.6) showed a higher risk of belonging to the presenteeist group with low job performance. Financial reasons led professionals to work while sick. This study raises the importance of evaluating presenteeism in non-academic staff to create conditions for them to maintain high performance despite presenteeism and to intervene when there is low performance due to presenteeism.

Examining the impact of salesperson orientation on creative selling, passive deviance, and organizational outcomes

The present research examines how customer and selling orientations impact salesperson predisposition to engage in unconventional workplace behaviors. A theoretical model, routed in creativity theory (Amabile, 1983), proposes customer-oriented salespeople as more likely to engage in positive workplace behaviors (e.g., creative selling) and to avoid negative workplace behaviors (e.g., passive deviance). Conversely, the theory predicts the opposite for salespeople with relatively high selling orientation. A sample of business-to-business salespeople provides data for testing the model. Results suggest that relatively high customer orientation encourages greater creative selling and, in turn, higher job performance. Conversely, high selling orientation is associated with increased levels of passive deviance, which in turn, promotes higher turnover intentions both directly and indirectly through job performance. Finally, the research explores the moderating role of salesperson experience on the hypothesized model. The moderation results suggest that for those with less sales experience, customer orientation does relatively less in mitigating, while selling orientation does more in promoting, passive deviance.

The "Double-Edged Sword" Effect of High Job Performance on Work-Family Relationships: From the Perspective of the Work-Home Resource Model

Based on the work-home resource model perspective, a dual-path mediation model is constructed, and hypothesis testing is performed through data analysis. Studies have shown that high job performance can directly promote employees' self-efficacy through the resource gain pathway, thereby directly promoting their work-family gain, and can strengthen employees' self-depletion through the resource depletion pathway, thereby indirectly exacerbating their work-family conflict. The theoretical value of the research is that it opens up a new perspective for the research of high-performance employees in the organization and verifies the scientificity of the work-family resource model. In addition, it also provides practical inspiration for the management of high-performance employees in enterprises.

Effectiveness of Conflict Resolution Strategies in a Public Secondary Schools’ Management in Morogoro Municipality in Tanzania

This study intended to assess effectiveness of conflict resolution strategies in a public secondary schools’ management in Morogoro Municipality. The study employed a descriptive research design based on mixed research approach. Both purposive and random sampling techniques were used in selecting study area and 112 respondents from 7 public secondary schools in Morogoro municipality. Questionnaires and interviews were research instruments used to collect data. Also, the collected data were descriptively analyzed to generate the frequencies and percentages with the help of SPSS software version 25. The study results showed that conflict resolution strategies have positive impact on the effectiveness management by ensuring peace and harmony, high job performance, high academic performance, the spirit of teamwork, high retention of teachers and problem-solving. Based on the study findings, a researcher recommended that the school administrator should involve teachers in conflict management methods to allow for the creation of good and constructive relationships.

Human capital, social capital, psychological capital, and job performance: Based on fuzzy-set qualitative comparative analysis.

The present study investigated the configuration effect of human capital, social capital, and psychological capital on job performance. The human capital questionnaire, social capital scale, psychological capital scale, and job performance scale were used to survey 458 employees. Results revealed that four antecedent configurations could achieve high task performance, and three antecedent configurations can achieve high contextual performance. The high job performance driving path was characterized by “all roads lead to Rome.” Human capital, social capital, and psychological capital affected job performance in the form of configuration, which reflected the asymmetric causal relationship.

Not All Evil Comes to harm: A Cost-Benefit Lens on the Bright Side of the Dark Triad

Employees high on the dark triad traits narcissism, psychopathy, or Machiavellianism tend to incur social costs for organizations. Recently, however, an increasing number of studies suggests that these toxic traits may also have positive consequences such as higher job performance or leadership effectiveness. Moreover, the degree to which dark triad traits lead to negative outcomes also depends on moderators that buffer their detrimental consequences and their dosage (i.e., curvilinear effects). We therefore propose a novel framework, the dark-triad-cost-benefit (DTCB) framework, that integrates the previously used theories, providing structure for an area that so far has been fragmented. Based on the assumption that dark traits and boundary conditions elicit both costs and benefits, the proposed framework summarizes and explains the differential effects of dark traits and their sub-facets as a function of the respective cost-benefit ratio. Consequently, we review studies that a) link the dark triad traits to positive outcomes or b) introduce boundary conditions that buffer negative effects or enhance their positive effects. Our review and comprehensive DTCB-framework contribute to the understanding of the positive effects of dark triad traits and open avenues for future research investigating how they unfold, and how boundary conditions and dosages influence work outcomes.

Which Traits and Leadership Styles Best Predict Job Performance? A Machine Learning Approach

What are the most important antecedents of employees’ job performance? Two influential research streams have identified a wide range of personality traits and constructive leadership styles as independent predictors of job performance. However, virtually all past research has assessed the contributions of a few constructs at a time, leaving several open questions: Which personality trait and/or constructive leadership style matters most for high job performance? As a group, are personality traits or constructive leadership styles more relevant for job performance? Which are the strongest personality-constructive leadership interactions that predict job performance? Given the large number of personality and constructive leadership predictors identified in the literature, answering these questions using traditional regression-based approaches is not feasible. This research adopts a machine learning approach (i.e., a gradient boosting model) with a large-scale field study of 5,849 employees to answer these questions. The machine learning results revealed optimism and leader-member exchange are the most predictive personality and constructive leadership variables; concluded that as a group, personality traits and constructive leadership styles have equivalent predictive power; and identified multiple novel personality × constructive leadership interactions. Our research highlights that machine learning methods can help generate novel theoretical and practical insights in the organizational sciences.

Institutional leadership competencies and job performance: the moderating role of proactive personality

PurposeThe present study investigates the predicting role of institutional leadership competencies (namely, achieving goals and outcomes, leadership and leading change, and integrity and justice) in influencing job performance. It also seeks to examine whether proactive personality moderates the purported relationship.Design/methodology/approachData were collected from 103 institutional leaders in various higher education institutions in Malaysia. Partial least squares structural equation modeling (PLS-SEM) technique via Smart PLS 2.0 was used to analyze the data and test the hypotheses.FindingsThe findings indicate that competencies of leadership and leading change and integrity and justice significantly and positively influenced job performance. Proactive personality was found to significantly moderate the relationship between leadership and leading change dimension and job performance.Research limitations/implicationsThis study contributes to the literature by assessing leadership competencies as the predictors of job performance. The moderating role of proactive personality is also substantiated in the leadership and leading change dimension and job performance linkage.Practical implicationsThe significant and positive impact of leadership and leading change as well as integrity and justice on job performance suggests the importance of these leadership competencies in promoting high level of job performance among institutional leaders. Furthermore, in ensuring high job performance among institutional leaders, proactive personality is a crucial attribute that is worth to be given attention by higher education institution (HEI) administrators.Originality/valueThis study aims to provide additional empirical evidence in the leadership competencies domain. The research framework of this study managed to substantiate empirical evidence in partial support on the importance of leadership competencies and proactive personality in predicting job performance.

호텔 스포츠센터 지도자의 자기효능감과 직무열의 및 직무성과의 구조적 관계

Purpose: The purpose of this study was to investigate the structural relationship model of self-efficacy, job engagement and job performance of hotel sports instructor. Method: To achieve the goal of this study, a total 197 surveys collected from hotel sport center instructor in Seoul, Gyeong-gi, gangwon and Dae-jeon areas were utilized for analyzing. frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis and structural equating modeling were conducted using SPSS 18.0 and AMOS 18.0. Results: The results of this study are follows. 1) self-efficacy of hotel sport center instructor had a positive effect on job engagement. 2) job engagement of hotel sport center instructor had a positive effect on job performance. 3) self-efficacy of hotel sport center instructor had a positive effect on job performance. 4) job engagement mediated the relationship between self-efficacy and job performance of hotel sport center instructor. Conclusion: Therefore, the conclusion of this study can be expected to have high job performance because the higher the self-efficacy of hotel sport center instructor improves the job engagement.

STAFF TRAINING AND MANPOWER DEVELOPMENT AS PARAMETERS FOR PERSONAL EFFICIENCY IN THE CIVIL SERVICES: A CASE STUDY OF MINISTRY OF EDUCATION, OYO STATE, NIGERIA.

Despite the recognition of the importance of training by management experts and government as expressed in white papers on various reforms in Nigeria, the experience of manpower training and development in the Nigeria public service has been more of ruse and waste which informed this study which examined the perception and relevance of influence of training and manpower development on employee performance, using civil servants in Oyo State, Nigeria as reference. Descriptive research design was adopted and data was gathered from 50 respondents. Simple frequencies and percentages were utilized to analyze the gathered data. Findings revealed that 49.8% of those that had training and those exposed to manpower development had high job performance as against 21.2% for their counterparts with no training and manpower development. Also, it was discovered that the primary aim of training and manpower development was rather to meet statutory requirements (60%), as against improvement on the job (31.2%) and has policy implications for training and manpower development relevant to organizational need or goal to be provided to employees. Based on the findings, policy implications suggest that, training and manpower development relevant to organizational goals should be provided to employees and recipients provided with an enabling environment to perform tasks (the enabling environment includes opportunity to put into practice the new skill and competence they acquired; commensurate monetary reward to, perhaps, compensate them for the rigors experienced in acquiring the new skill and competence. In conclusion, this report has underscored that the aim of training and manpower development might not directly gear towards job performance. Further study is required to ascertain the conditions within which training and manpower development could improve job performance amongst civil servant

When telecommuters are willing to be good soldiers during COVID-19

COVID-19 pandemic can be regarded as a game changer, it has changed the way people work or live. How has the telecommuter's psychology changed under coronavirus? Accordingly, this study contributes to clarify the relationships among telecommuter's organizational citizenship behavior, happiness, work-family conflict, and job performance under COVID-19. The first purpose of present study is to evaluate the impacts of telecommuter's organizational citizenship behavior. To explore the roles of happiness and work-family conflict, the second purpose is to explore the relationships among the organizational citizenship behavior, happiness, and work-family conflict. In addition, the influences of telecommuter's happiness and work-family conflict on job performance deserve further consideration. To assess the applicability of this conceptual model, this study develops a questionnaire and distributed it to a sample consisted of telecommuters of firms. The statistical techniques adopt contain descriptive statistics, factor analysis, reliability analysis, structural equation modeling (SEM), and fuzzy set qualitative comparative analysis (fsQCA). Based on the empirical analyses, telecommuter's extra-role organizational citizenship behavior enhances in-role job performance, telecommuter's organizational citizenship also associates with happiness and work-family conflict. Both happiness and work-family conflict associate with the job performance. In addition, there are three causal configurations found to be sufficient for high job performance.