Higher Levels Of Job Performance Research Articles

A Potential Pitfall of Passion: Passion Is Associated With Performance Overconfidence

Having passion is almost universally lauded. People strive to follow their passion at work, and organizations increasingly seek out passionate employees. Supporting the benefits of passion, prior research finds a robust relationship between passion and higher levels of job performance. At the same time, this research also reveals significant variability in the size of the effect. To explain this heterogeneity, we propose that passion is associated with performance overconfidence—inflated views about how well the self is performing—and that this association provides a helpful lens in understanding when passion will be more or less beneficial for performance. A daily diary field study with 829 employees (33,160 observations) and an experiment with 396 participants provide evidence that passion is associated with performance overconfidence. These findings provide a lens through which to discuss when, why, and for whom passion may be more helpful for performance or a potential pitfall.

The Moroccan teacher-researchers' organizational citizenship behavior as a predictor of university performance

When employees are satisfied with their work, they are more engaged and, consequently, demonstrate better organizational citizenship behavior (OCB), which translates into higher levels of job performance. Based on the social exchange theory, teacher-researchers' job satisfaction and organizational commitment are the main predictors of their OCB in the university environment. Throughout this article, we focus on the positive aspects of organizational behavior as an innovative approach to overcoming the constraints of Moroccan universities. More specifically, this study aims to highlight the role of organizational citizenship behavior in improving faculty and university performance. Keywords: job satisfaction; organizational commitment; performance; Teacher-researcher. Keywords: Teacher-researcher, OCB, job satisfaction, organizational commitment, performance.

Perceived School Culture and Teachers’ Job Performance in Government Aided Secondary Schools in Sheema Municipality, Uganda

The purpose of the study was to explore the influence of perceived school culture on teachers’ job performance in government aided secondary schools in Sheema municipality, Uganda. The study was quantitative and adopted a cross-sectional survey research design. A self-administered questionnaire was used to collect data from 252 respondents using census strategy. Descriptive statistics were used to analyze objectives 1 and 2. Pearson Correlation Coefficient was used to test the relationship between perceived school culture and teachers’ job performance. The study findings revealed that 77.4% of the teachers reported strong school culture and 22.6% reported moderate levels of school culture. It was revealed that 91.2% of teachers reported high levels of job performance while 8% reported moderate levels of job performance. The study established that positive significant relationship exists between perceived school culture and teachers’ job performance (r = .29, p ˂ .01). The findings agree with studies conducted by Bukhuni and Iravo (2015), Edelstein (2012) and Kamaroellah and Mubarak (2019). The study findings, however, disagree with Ghanney et al (2017). The study recommended that the ministry of education should come up with clear training programs for teachers to teach them about the vitality of upholding strong school cultures in their schools to boost job performance.

SELF-EFFICACY, JOB PERFORMANCE, AND TRANSFORMATIONAL LEADERSHIP: A STRUCTURAL EQUATION MODEL ON ORGANIZATIONAL COMMITMENT AMONG PUBLIC SCHOOL TEACHERS

<p>The study aimed to investigate the influence of self-efficacy, job performance, and transformational leadership style on organizational commitment using Structural Equation Modelling (SEM) to 400 public school teachers in Region XI, Philippines. Findings revealed a high level of self-efficacy, a very high level of job performance, and high levels of transformational leadership and organizational commitment. There is a strong, positive, and significant correlation between self-efficacy and organizational commitment; job performance and organizational commitment; and transformational leadership and organizational commitment. Further results showed that the best-fit model was model 3 showing the direct causal relationships of Self-Efficacy, Job Performance, and Transformational Leadership Style on Organizational Commitment. Moreover, the Organizational Commitment of the respondents was defined by the retained indicators, namely: Affective Commitment and Individual Performance. Self-efficacy was described with the following retained indicators: Disciplinary Self-efficacy, and Creative Positive School Climate. On the other hand, Job performance was described in terms of the indicators Workload and Working Environment. Finally, Transformational Leadership retained the following indicators: Political Skill Inventory, and Perception of Relational Uncertainty. Findings suggest that the policy-making body of the Department of Education should look into the provision of professional development, workload allocations, and benefits of the teachers to further improve their organizational commitment.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0517/a.php" alt="Hit counter" /></p>

The influence of job security on job performance among Jordanian nurses

BackgroundJob security is one of the basic needs of nurses and it has a great influence on their willingness to work. The effectiveness of job performance of nurses will reflect on the whole organization’s performance by providing high quality health services. AimThe purpose of this study is to investigate the relationship between job security and employee performance among Jordanian nurses. MethodThe study utilized a descriptive, comparative cross-sectional design. It was conducted in two governmental and two private hospitals. A sample of 156 nurses was recruited conveniently to participate in the study. The Job security questionnaire and The Six-Dimension Scale of Nursing Performance were used to collect data. ResultsThe mean value of the job security score was (3.26) which reflect a moderate level of job security. The employee performance score average was (2.68) reflecting a high level of job performance. There is a significant moderate positive relationship between job security and employee performance (r = 0.404, p < 0.01). Years of experience as a registered nurse (r = −0.18, p < 0.05), years of experience in the current hospital (r = −0.20, p < 0.05), and years of experience in the current unit (r = −0.19, p < 0.05) had a weak negative but significant relationship with employee performance. ConclusionNurses with moderate levels of job security obtained high scores on job performance. Future research can look into the characteristics of Jordanian nursing work environments that might have contributed to the observed differences between job security and employee performance.

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.

The impact of digital HRM on employee performance through employee motivation

This study aims at investigating the effect of digital HRM practices on employee motivation and hence employee job performance, or in other words, the mediating role of employee motivation between digital HRM practices and employee job performance. Two digital HRM practices were used in this study: digital training and digital performance appraisal. Collecting data using a valid and reliable questionnaire from employees at industrial companies, the results show that digital training had significant effects on both employee motivation and job performance, digital performance appraisal had significant effects on employee motivation and performance appraisal, and employee motivation exerted a significant effect on job performance. Consequently, it was approved that employee motivation partially mediated the effect of digital HRM practices on job performance. It was concluded that skilled employees who are aware of their performance level are motivated to show higher levels of job performance. Theoretically, the study called scholars to carry out further results to examine the effects of other HRM practices on job performance through employee motivation. Empirically, organizations are requested to conduct training sessions and assess employee performance using digital means.

Workplace Stress Management and Job Performance among Employees of New Visayas Elementary School

This study entitled, “Workplace Stress Management and Job Performance among Employees of New Visayas Elementary School”. The researchers aim to understand how employees can manage their stress in the workplace, whether it affects their job performance. The study was conducted at New Visayas Elementary School where the participants employees in the said place. A quantitative correlational research design was used in this study. The survey questionnaire consists of twenty-eight questions conducted to the twenty-one employees of New Visayas Elementary School to gather data. It was found out that employees have 4.36 which means a very high level of workplace stress management among employees, 3.96 which means a high level of job performance of New Visayas Elementary School. There is a significant relationship between the two variables. It means a significant relationship exists between Workplace Stress Management and Job Performance among New Visayas Elementary School employees. According to Baytas (2018, p.2), all activities related to the work performed by employees were defined as job performance. Performance is related to the quality of the way employees do their job. If employees do not have the knowledge, skills, and competencies for the work they will do, stress on them increases, and while they lose their motivation, their performance may also decrease.

JOB PERFORMANCE LEVEL OF THE REGULAR FACULTY EMPLOYEES FROM THE SELECTED COLLEGES OF MINDANAO STATE UNIVERSITY -MARAWI CITY

The study focused on determining the job performance level of the permanent employees in Mindanao State University -Marawi City. The data also showed that the respondents were knowledgeable enough on matters concerning to job performance. Statement indicators assessed whether a person performs his/her a job well -this is an important criterion for the organizational outcome and success because it is a measurement of an employee’s behavior despite the influences of stress, workload, work environment and strategy concerns. For their perception on job performance level in terms of salary, the findings imply that the respondents were satisfied of the university’s salary and the benefit packages. Although some uncertainty occurred when it comes to the “rewards” granted to them for the quality of their efforts. Overall, it implies that the permanent faculty members of the selected five (5) colleges of Mindanao State University -Marawi City, namely -College of Agriculture; College of Business Administration and Accountancy; College of Education; College of Natural Science and Mathematics; and College of Social Science and Humanities are satisfied and are happy with working in their respective colleges while it is evident from the responses that the proponents of this study received through the given indicators like salary, working environment, workload and etc. The researchers therefore conclude that the respondents have high level of job performance.&#x0D; Keywords: Job performance, permanent employees, salary, working environment, workload

Antecedents and outcomes of employee engagement in the hospitality sector: A non-western study

Both academics and practitioners increasingly emphasize employee engagement as a means to generate higher levels of job performance and organizational success. While the employee engagement literature is well established not much is known about employee engagement in the Arab region and engagement of the expatriate’s workforce living in these countries is non-existent despite their importance and disproportionate number compared to the local population. This paper focused on the antecedents of employee engagement of expats residing in Kuwait. It examined the relationship between employee engagement, service climate, co-worker support, and psychological capital. On the second level of analysis, we assessed the relationship between employee engagement and organizational citizenship behavior, employee engagement and quit intention. We also examined the extent to which job satisfaction is impacted by OCB. Results are based on 536 cases. Two software statistical packages (SPSS 25.0 and AMOS 24.0) are used for the analyses. The SEM results revealed that service climate, co-worker support, and psychological capital were positively related to employee engagement. Furthermore, we found that employee engagement has a positive relationship with OCB. However, employee engagement does not have any significant relationship with quit intention. Finally, the results showed that OCB is negatively associated with quit intention. Seven hypotheses were tested and subsequent managerial implications are provided. The theoretical and practical implications of these findings provide detailed and novel insights.

Individual Outcomes of Managerial Networking: A Job Demands-Resources Perspective

Previous research has shown that public and nonprofit managers enhance their organization’s performance through external networking. However, compared to the extensive literature dedicated to the positive effects of managerial networking on organizational outcomes, little is known about whether and how networking affects the managers themselves. Against this background, our study investigates individual-level consequences of managerial networking. Drawing from the job demands-resources model, conservation of resources theory, and social capital theory, we propose that external networking may be a double-edged sword for managers. Results from a survey among 129 managing directors of the German Red Cross suggest that managers with the ability to develop external networks are motivated by the support they perceive from external actors and therefore show higher levels of job performance. Simultaneously, our findings indicate that building extensive external networks may be a costly activity. More precisely, we found that external interactions deplete managers’ energetic resources, which leads to higher levels of emotional exhaustion. Aside from these psychological processes, we identified a purely instrumental process that operates in parallel. Accordingly, managers with networking ability gain access to resources, which pays dividends for their job performance. Based on these findings, we derive implications for both networking theory and management practice.

The Influence of Job Performance, Job Stress to Work-Life Balance among COVID-19 Frontliners

Purpose: The main objective of this study is to determine if there are domains of job performance and job stress that significantly influence work-life balance among COVID-19 Frontliners in Tagum City. &#x0D; Design/methodology/approach: This study used quantitative non-experimental research design utilizing correlational technique with a total sample size of 200 COVID-19 Frontliners selected through random sampling, data were collected through adopted survey questionnaire. The statistical tools used for data treatment in this study were mean, pearson-r and regression analysis.&#x0D; Findings: The result showed a very high level of job performance, moderate level of job stress, and high level of work-life balance among COVID-19 Frontliners. Also, there is a significant relationship between job performance and work-life balance, and between job stress and work-life balance.&#x0D; Practical implications: The domains of job performance and job stress that significantly predict work-life balance are task performance, having managerial responsibilities, and feeling poorly managed and resourced.&#x0D; Originality/value: This paper is an original work.&#x0D; Paper type: Research paper

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.

Task and Relationship Conflicts, Employee Agility, and Perceived Job Performance

The investigation into the impact of conflict on the modern approach of employee agility as well as employees’ perceived job performance seems to be a critical topic that has not relatively been touched on yet. The present study aims to look at the influence of conflict on employees’ agility and employee’s perceived job performance. This research divides conflict into two separate dimensions as task and relationship conflict to investigate the impact of each on agility and job performance. The data is collected by employing a self-structured questionnaire using 23 items and a 5-point Likert scale from the employees of a hygiene and sanitation company in Cameroon. The proposed model is examined via PLS-SEM. Overall, the study reveals that there is a negative coefficient in the relationship between relationship conflict and employee’s agility; a significant positive relationship between task conflict and employee agility; and a positive significant relationship between employee’s agility and employee perceived job performance. The generated results validate that task conflict is vital and welcome to workers; thus, managers are expected not to blindly avoid conflicts. The consequence of a constructive conflict can be employee agility which in itself will lead to a high level of job performance.

Kebijakan dan Peraturan Pemerintah, Gaya Kepemimpinan dan Kinerja Pegawai dalam Meningkatkan Produktivitas Usaha Kecil dan Menengah Indonesia

The performance and productivity of any enterprise is a contentious topic of discussion in development. This research looks at the performance of Small and Medium Enterprises (SMEs) and how they are regulated to increase company productivity. Specifically, the paper sought to establish how policies and regulations contribute to leadership tasks, loyalty, employee motivation and job performance, affecting a firm’s production capacity. Policies and Regulations are examined in this paper because to enhance the performance of Small and Medium-sized Enterprises, the government of Indonesia issued regulation No. 20/2008, Article 3 about Micro, Small and Medium Enterprises intending to support the growth and development of the economy since 99% of the country’s economy is support by SMEs which also employees 97% of the working population of the country, yet there is still limited research on policies in relation performance and Productivity of SMEs. Though policies are a fundamental component in business growth, it has been established that employee performance affects company productivity, affecting local employment rates. The sample population was taken from Indonesia’s Small and Medium Enterprises (SMEs) employees. The sample size was 250, and PLS software was applied to analyze the data. The study’s findings showed the leadership role’s significance concerning existing Policies and Regulations regarding SMEs. It was also revealed that motivational policies enable employees to go beyond expectations and show higher levels of job performance in their respective tasks, increasing productivity.

The Effect of Locus of Control on Job Performance: An Empirical Study of Executive Level Employees in a Selected Sri Lankan Apparel Organization

The purpose of this paper is to examine the effect of Locus of Control (LOC) on the work-related job performance in Sri Lanka. Subjects were drawn from a pool of apparel sector executives who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied. The study was conducted on a sample of 168 executive level employees that was randomly selected from a sample frame of the selected apparel organization. The data was mainly analyzed by using the analytical software SPSS version 23 that provided more meaning and validated results. The findings indicate that one aspect of an executive’s (Apparel sector) personality, as measured by locus of control, plays an important role in predicting the level of job performance in a selected apparel organization in Sri Lanka. Executives with a higher internal locus of control are more likely to have higher levels of job performance. Further it reveals that there is a significant difference between male and female executive employees with regard to degree of locus of control. Consequently, this study extends the locus of control literature by examining the relationship of locus of control with job performance and gender difference.

Positive Psychological Capital and Self-Directed Learning Predicting Job Performance in Physiotherapists.

The objectives of this survey research were 1) to study levels of job performance, positive psychological capital and self-directed learning 2) to study relationship between positive psychological capital and job performance 3) to study relationship between self-directed learning and job performance 4) to predict job performance by positive psychological capital and self-directed learning. The instrument was a questionnaire. Corrected item-total correlations of each item was higher than 0.2 and Cronbach’s alpha coefficient for job performance, positive psychological capital, and self-directed learning were .825, .864, and .869, respectively. The sample was 391 physiotherapists in Thailand. The statistics used to analyze data were percentages, means, standard deviations, Pearson correlations, Partial Correlation and stepwise multiple regression analysis. The results revealed that: 1) the physiotherapists had a very high level of job performance, a high level of positive psychological capital, and a high level of self-directed learning; 2) there was a statistically significant relationship between positive psychological capital and job performance (p &lt; .01); 3) There was a significant relationship between self-directed learning and job performance (p &lt; .01); finally, 4) The 4 elements of positive psychological capital -- self-efficacy, hope and optimism and self-directed learning -- self-managing accounted for 67% of variance in job performance of physiotherapists.

Big Five Personality Traits and Their Impact on Job Performance of Managers in FMCG Sector

Personality of a manager is a very crucial factor to get success in his career and leading the high level of job performance in all departments of every organization. Appropriate personality of a manager always helps him to achieve the goal of the organisation. The prime objective of the research is to determine impact of five traits of personality on managers' performance at the workplace particularly in FMCG Sector. A questionnaire is made, comprising three stages where questions in first stage are based on respondent’s personal details, questions in stage second are framed for items of big five personality traits, which helps the managers to perform their jobs within a stipulated time period, part three for Job Performance. 400 managers of FMCG Sector are considered to collect the responses. Out of 400 managers, questionnaire was properly filled by 350 managers. Collection of data was done through interviews, questionnaire and www-link. Analysis of data was done through descriptive statistics i.e. measurement of percentage, mean and standard deviation, Correlation, regression technique and reliability analysis. This research study has made an attempt to study the big five personality traits and their impact on manager’s job performance. The result of the research shows that the manager’s personality traits affect their job performance in the organization.

KNOWLEDGE MANAGEMENT AND JOB PERFORMANCE: THE CASE OF LEBANESE BANKING SECTOR

This study examines the impact of knowledge management on the job performance of Lebanese banking sector during 2019. The research employed knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention as proxies to analyze the knowledge management variable. The job performance is measured by considering quantitative and qualitative variables. The research reveals that knowledge acquisition, knowledge sharing, knowledge creation and knowledge retention have a positive impact on the job performance of the Lebanese banking sector. The result also reveals a non significant impact of knowledge codification on the job performance. The knowledge management should be as a mandatory condition in banking sector for making high level of job performance.

UNDERSTANDING THE EFFECTS OF INTERPERSONAL COMMUNICATION AND TASK DESIGN ON JOB PERFORMANCE AMONG EMPLOYEES IN THE MANUFACTURING COMPANY

on job performance among employees from the manufacturing industry.&#x0D; Methodology: The data is analyzed through a survey (questionnaire) from 152 employees in one of the manufacturing companies in Penang, Malaysia. Hypotheses for all direct effects between the predictors (eg. interpersonal communication and task design) and criterion (job performance) are tested using regression analysis. &#x0D; Result: Results presented that employees in this company have a high level of job performance (µ = 3.70); interpersonal communication (µ =3.64) and task design (µ =3.66). Also, positive correlations are found between employees’ performance and interpersonal communication (r=.53, p=.00) and task design (r=.54, p=.00).&#x0D; Implications: Thus, this research provided a fruitful knowledge regarding the level of employees’ performance as well as their internal communication and task design; among employees in one of the manufacturing company in Malaysia.