Indicators Of Job Performance Research Articles

A Study of Transformational Leadership Behavior and Employee Performance in Chinese Futures Firms

This study purpose is to propose that transformational leaders provoke organizationally beneficial behaviours (e.g., better task performance and helping behaviours) in their followers by igniting their followers’ commitment to work with various behaviours. Employees who are motivated by transformational leaders are more likely to be immersed in their work, and organizational commitment will lead to better task performance. In this study, we used a quantitative research method. The design of this study collected data on the relationship between transformational leadership, employee performance, and organizational commitment from 750 employees in ten futures companies in five cities, Shanghai, Beijing, Guangzhou, Shenzhen, and Chengdu, China, through interviews and questionnaires, and used multiple regression tests and structural equation modelling techniques to validate the results. After discussing the concept of transformational leadership and its dimensions, as well as the idea of employee performance and organizational commitment and their influencing factors, the findings confirmed a correlation model between transformational leadership, employee performance, and organizational commitment and further assessed the correlation among the three and argued that they showed a positive correlation. Through questionnaire survey and data analysis, the influence paths and intensity of influence are clarified, the theoretical model is further revised, and the modelling foundation is solidified to provide a theoretical basis for research related to employee job performance in Chinese futures companies. For the theoretical and practical implications, this study contributes to the research on leadership during the transition period of China’s futures industry and analyses its impact on job performance indicators.

Readiness to change associated with job performance among health information management professionals during the covid-19 pandemic

Health information management professionals (HIM professionals) are one of the essential health workers during the Covid-19 pandemic in managing patient data in hospitals. Changes in both policies and work systems were felt by HIM professionals during the Covid-19 pandemic. The impact of these changes influences the job performance of HIM professionals. This study aimed to assess the association between readiness to change and job performance among HIM professionals during the Covid-19 pandemic in RSAB Harapan Kita, Indonesia. The indicators of job performance are quality, timeliness, need for supervision, responsibility, cost-effectiveness, quantity, interpersonal impact, and empathy. The readiness to change in this study seen from self-efficacy, appropriateness, management support, and personal benefits. This study applied a mixed-methods design to assess the association between readiness to change and job performance in which respondents fill out a questionnaire independently via Google Form. Furthermore, a focus group discussion was conducted to probe deeper into what changes occurred during the Covid-19 pandemic and how these changes related to the job performance of HIM professionals. The questionnaire used in previous research has been validated. The samples used were all 27 HIM professionals and 11 of them agreed to continue the focus group discussion. Statistical analysis used the chi-square test on SPSS version 26 to assess the association between variables. The results show that readiness to change indicated significant association with job performance (p=0.001). Informants stated that changes that occurred during the Covid-19 pandemic included the use of personal protective equipment, spraying disinfectants on medical forms and workspaces, and adding Covid-19 reporting both internally and externally.

Joint Mediation of Psychosis and Mental Stress on Alcohol Consumption and Graduates’ Job Performance: A PLS Structural Equation Modeling

AbstractPrevious research has interlinked alcohol consumption (AC), mental stress (MS), psychotic experiences (PE), and academic performance (AP) of students and psychological behavior of the general population. The current study seems to be the first to consider the joint and partial mediation effects of MS and PE in linking AC to graduates’ job performance in specific areas such as teamwork (TW), communication competence (CC), customer service (CS), and job functions (JF). A virtual cross-section of 3,862 graduates with self-reported cases of having taken alcohol in the past participated in the study. These participants responded to an electronic questionnaire that was mailed to them. The instrument used for data collection had acceptable psychometric properties. The study used the partial least squares structural equation modeling (PLS-SEM) to achieve its objectives. The inner and outer models were all evaluated for quality and goodness of fit. Results showed a significant negative effect of AC and MS on graduates’ job performance in terms of TW, CC, CS, and JF, respectively. AC had a significant positive effect on MS and PE. MS had a significant positive effect on PE. A significant joint mediation effect of MS and PE was found in linking AC to graduates’ TW, CC, and CS, excluding JF. MS partially mediated AC’s paths to all the graduates’ job performance indicators. PE was only a significant partial mediator of the connection between AC to JF, but not TW, CC, and CS. This study’s result can help improve graduates’ work effectiveness and has revealed some negative predictors. Therefore, it is recommended that graduates avoid alcohol or only consume mild quantities of it to enable them to discharge services effectively at the workplace.

Increased Working From Home in Vocational Counseling Psychologists During COVID-19: Associated Change in Productivity and Job Satisfaction.

During the coronavirus disease 2019 (COVID-19) pandemic, vocational counselors in Switzerland more frequently worked from home (WFH) and less frequently worked on-site. The aim of this study was to assess how WFH corresponds with indicators of job performance and occupational wellbeing. More specifically, the current questionnaire study analyzed the increase in WFH, self-reported productivity, distractibility in WFH, current job satisfaction, work-life balance in WFH, and feeling of loneliness. Findings showed that the increase in WFH in vocational counseling psychologists during the COVID-19 pandemic was associated with an increase in productivity and job satisfaction and with lower distractibility in WFH compared to work on-site. However, more frequent WFH was not significantly associated with improved work-life balance during the COVID-19 pandemic. Vocational counselors who shared the office on-site with many colleagues experienced higher feeling of loneliness during WFH. Vocational counselors regarded the condition of WFH as productive and satisfying while work-life balance did not improve. The discussion sheds light on the potential WFH-related increase of boundary management demands.

Occupational Stress and Job Performance Among University Library Professionals of North-East India

Objective – The present study intends to investigate the occupational stress and job performance of university library professionals in North-East India. The main objective of the study is to assess the perceived level of occupational stress among library professionals and to identify any relationship between occupational stress and library professionals’ job performance. The study also aims to study gender differences regarding perceived occupational stress and job performance among library professionals as well as examine the influence of occupational stress on perceived job performance. Methods – Descriptive survey method was used for the study. The sample population consisted of 123 library professionals from different parts of North-East India selected through convenience sampling technique. The survey consisted of a structured questionnaire divided into three sections: demographic information, self-perceived occupational stress, and self-rated job performance. Descriptive and inferential statistical techniques including frequency, mean, standard deviation, t test, correlation co-efficient, and simple linear regression analysis were used to analyze data and interpret results with the help of the statistical package SPSS version 20. Results – The findings of the study established that a majority of library professionals working in university libraries of North-East India perceived a moderate level of occupational stress. It was also determined that male and female library professionals do not differ in their perception of occupational stress (p > 0.05), while a significant mean difference was found between male and female library professionals’ perceptions towards their job performance (p < 0.05). Males scored themselves higher than females in terms of eight indicators of job performance: quality of work performance, ability to handle multiple jobs, communication skills, decision making, problem solving, technical skills, ability to perform competently under pressure, and contribution to the overall development of the library. Regarding the relationship between occupational stress and job performance, the data indicated a significant negative relationship between occupational stress and job performance (r = -0.296, p < 0.01). In addition to this, intrinsic impoverishment, under participation, low status, and poor peer relationships were some of the factors negatively affecting the job performance of library professionals. Conclusion – The present study provides an insight about how occupational stress affects job performance of library professionals working in academic libraries. The findings revealed that there exists a modest but statistically significant negative relationship between occupational stress and job performance, which implies that an increment in the level of perceived occupational stress tends to influence library professionals’ self-perception of job performance negatively.

Trust propensity and job performance: The mediating role of psychological safety and affective commitment

This study sought to examine the mediating role of psychological safety and affective commitment in the relationship between trust propensity and two indicators of job performance, namely, in-role performance and innovative work behavior. Data for this study were collected from 238 primary and secondary school teachers who were drawn from three private sector schools based in Pakistan. Structural equation modelling was used to test the research hypotheses. Results showed that psychological safety and affective commitment fully mediated the link between trust propensity and in-role performance, while they partially mediated the effects of trust propensity on innovative work behavior. The implications and limitations of this research are discussed.

A Role of Competency Based Recruitment Screening: A Case Study on Indian Manufacturing Unit

Recruitment process has become more competitive as the war for suitable talent is pervasive, especially in the Indian manufacturing sector. Job description, keywords available in the resume of candidates are found to be not efficient and effective indicators of job performance. It is also observed that for fulfilling the voluminous vacancies from the massive pool of applicant's resume repository, the 'keyword search'-based screening is not proved to be sufficient enough. In this context, the present study was conducted in one of the leading machine manufacturing units to identify ways to improve current recruitment and selection procedures. Most of the recent literature reviews proved that underlying behavioural capabilities are better indicators of job performance than knowledge and skill sets of an individual employee. Our quantitative findings also support the recent literature. Keeping this in mind, effectiveness of screening process competency-based resume screening is highlighted in this research. For competency-based resume, screening video resumes and priority matrix-based screening process is also recommended for improving the efficiency in recruitment and selection procedures.

A Closer Look at the Relationship between Life Satisfaction and Job Performance

The central aim of this research was to examine the mediating role of bonding social capital and affective commitment in the life satisfaction – job performance relationship. The proposed relationships were tested by conducting two survey studies within the context of two separate Pakistani organizations. For study 1, the sample comprised of 183 employees who were drawn from a new start-up company; whereas, for study 2 the sample consisted of 187 employees who were working in a large footwear company. Both studies used identical variables with the only difference being that in study 1 in-role performance and innovative work behaviour were used as the two indicators of job performance; whereas, for study 2 innovative work behaviour was replaced with organizational citizenship behaviour. Structural equation modelling was used to test the direct and mediating effects. Results showed that in both studies, bonding social capital and affective commitment fully mediated the link between life satisfaction and the different facets of job performance. The implications and limitations of this research are discussed.

Intensified job demands and job performance: does SOC strategy use make a difference?

We examined intensified job demands (IJDs) and selecting-optimizing-compensating (SOC) strategies as predictors of job performance (task performance, organizational citizenship behavior). We also investigated SOC strategy use as a moderator in the linkages between IJDs and performance. We sampled three disparate occupational groups (N=4,582). We found that certain dimensions of IJDs showed significant associations with the indicators of job performance but there were also scale-based variations in these linkages, depending on the type of performance and on the sub-scale of IJDs. Specifically, some dimensions of IJDs (e.g., work intensification) related to poorer task performance whereas some other dimensions (e.g., intensified job-related learning demands) related to higher organizational citizenship behaviour. However, SOC strategy use benefitted both types of job performance. Relationships also differed between occupational groups as none of the moderator effects were consistent across the sub-samples.

The Relationship between Perceived Level of Synergistic Supervision Received and Key Job Performance Indicators of Midlevel Student Affairs Administrators

Midlevel administrators working at colleges and universities in the United States rated the degree to which they perceived their supervisor to exhibit syn-ergistic supervisory behaviors. They also responded to questions regarding their core self-evaluation and commitment to their supervisors. The results suggest a significant positive correlation exists between synergistic supervision and core self-evaluation and between synergistic supervision and supervisor-related commitment. The impact of demographic characteristics on these variables was also examined.

The role of organizational culture and work discipline on job performance mediated job satisfaction

The research aimes to find out the correlation between organizational culture and work discipline to work performance that is mediated by employee job satisfaction. The number of research samples as many as 50 respondents from the general section of the Malang regional secretariat. The technique of taking data using questionnaires. Analysis technique using path analysis. The result of research stated that job satisfaction becomes mediator for organizational culture and work discipline to improve employee performance. The dominant indicators of job performance are timeliness and work can be completed faster than the deadline. The dominant job satisfaction indicator is employee responsive attitude toward work. The dominant organizational culture indicator of employee aggressiveness is indicated by the hard work done by the employees. The dominant work discipline is orderly on the rules, following the terms of work, compliance with applicable regulations.

Change-oriented organizational citizenship behavior

PurposeThe purpose of this paper is to investigate the relationship between a challenging dimension of organizational citizenship behavior (OCB) and self-regulatory focus in an academic work setting. Job performance indicators were included to assess the nomological validity of regulatory focus measures.Design/methodology/approachData were collected using a questionnaire conducted with 251 Spanish academic workers. The data were analyzed using structural equation modeling.FindingsResults reveal the existence of positive relationships between promotion focus and two of the outcomes: change-oriented OCB and research-oriented performance-enhancement intention. On the other hand, prevention focus had only a significant relationship with teacher-oriented performance-enhancement intention.Research limitations/implicationsThe limitations of this research are twofold: on the one hand, further research should overcome the methodological limitations related with data gathering, looking for third-party measures of performance and favoring longitudinal data collection designs. On the other hand, more research is needed on the malleability of regulatory focus, defining models when prevention and promotion focus act as mediating variables.Practical implicationsIndividuals with high levels of promotion focus will put their efforts on the tasks which are more valued in the processes of tenure, promotion and compensation. On the other hand, individuals with high levels of prevention focus will tend to meet the minimum of requirements and accomplish salient job duties. That can be taken into account when defining human resource policies, giving a high weight in the assessment of tenure and promotion programs to the tasks where the organization wants their promotion focus individuals to center their attention.Originality/valueThis paper is one of the first efforts of validating the Regulatory Focus at Work Scale in organizational and academic contexts different from the initial validation study. The study also contributes to research on the antecedents of change-oriented OCBs, and defines new measures of intentions to perform in specific working activities.

Relationship between Emotional Intelligence and Job Performance: A Study in Indian Context

Objectives: The aim of this study is to examine the relationship between Emotional Intelligence (EI) and Job Performance among middle-level management in Indian organisations. Methods/Statistical Analysis: The sample for this study includes 685 managers from five different sectors in India (banking, power, health care, IT and advertising). The data was collected with the help of self report measures i.e. DKEIT used to measure EI and JPI used to gauge the job performance of employees. SPSS 23 was used for statistical analysis. Correlation and regression analysis was performed to find the relationship between the dependent and independent variables. The stepwise regression models provide support for the association between EI and job performance. Findings: Employees with high EI are said to have better working relationships with other employees and they reflect higher integrity (Rosete, Ciarrochi, 2005) because they can foster better and positive interactions which thereby lead to better performance (Wong, Law, 2002; Dhani, Sharma, 2016). The results of our study are in line with this and state that employee with high EI are better at team work, punctual, accurate, and more competent as compared to the ones who score low on EI. In accordance with theoretical predictions, EI along with all its components; Emotional Perception, Emotional Appraisal and Emotional Regulation was significantly correlated to all indicators of Job performance, including: Punctuality, competence, accuracy and team work. The present study contributes to a growing body of literature seeking to find the relationship between EI and Job Performance, suggesting EI is one of the best known predictors of job performance. This is one of the first studies where self report measures DKEIT and JPI are used, which makes this study unique. Both of the tools are developed in India which adds value to the study. Application/Improvements: The sample of the study is delimited to middle level management from five service sectors, which is not truly representative of all the employees in the organization and the study can be expanded to the employees of the entire organization and other sectors. Keywords: Emotional Intelligence, Indian Context, Job Performance, Middle Level Management

Nursing performance under high workload: a diary study on the moderating role of selection, optimization and compensation strategies

The aim of this study was to investigate whether selective optimization with compensation constitutes an individualized action strategy for nurses wanting to maintain job performance under high workload. High workload is a major threat to healthcare quality and performance. Selective optimization with compensation is considered to enhance the efficient use of intra-individual resources and, therefore, is expected to act as a buffer against the negative effects of high workload. The study applied a diary design. Over five consecutive workday shifts, self-report data on workload was collected at three randomized occasions during each shift. Self-reported job performance was assessed in the evening. Self-reported selective optimization with compensation was assessed prior to the diary reporting. Data were collected in 2010. Overall, 136 nurses from 10 German hospitals participated. Selective optimization with compensation was assessed with a nine-item scale that was specifically developed for nursing. The NASA-TLX scale indicating the pace of task accomplishment was used to measure workload. Job performance was assessed with one item each concerning performance quality and forgetting of intentions. There was a weaker negative association between workload and both indicators of job performance in nurses with a high level of selective optimization with compensation, compared with nurses with a low level. Considering the separate strategies, selection and compensation turned out to be effective. The use of selective optimization with compensation is conducive to nurses' job performance under high workload levels. This finding is in line with calls to empower nurses' individual decision-making.

Curriculum relevance and graduate career: a tracer study of Cemba, Cempa and industrial mathematics graduates

The study traced the graduates of CEMBA, CEMPA and MSc. Industrial Mathematics programmes in the distance learning mode at the Kwame Nkrumah University of Science and Technology (KNUST), Kumasi from 2010 to 2012. The descriptive survey method was used to assess the large and scattered graduate population. The main instrument used in gathering data was a questionnaire. A face to face interview with employers was also conducted in order to support data from graduate respondents. A total of 450 graduates participated in the study. The SPSS statistical software was used to generate results from the acquired quantitative data. The findings revealed that majority of the graduates in the three programmes were employed in the public sector, and mainly in the field of education. The Graduates found the content of their programme relevant to their career. The results also showed that job performance of graduates improved after their study. Work supervisors rated the graduates very high in terms of job performance indicators such as 'improved work competence' and 'team working ability'. Based on the findings, it is recommended that the Institute of Distance Learning and the Department of Mathematics utilise the findings/result of the study to review their curricula to meet workplace demands.Keywords: IDL-KNUST, graduates, tracer study, job performance, relevance.

Analysis of competencies, job satisfaction and organizational commitment as indicators of job performance: A conceptual framework

Like other disciplines, organizational and technological innovations have influenced the standard philosophies of librarianship. These innovations have changed the basics of information retrieval and delivery in libraries. As a result, library authorities are demanding competency-based job performa nce. Nonetheless, there is a scarcity of research on the association between skills (current and needed) and job performance (job satisfaction and organizational commitment). Further, there is a dearth of research on the difference in skills of librarians. This research paper proposes a conceptual framework composed of two major parts. Part one denotes empirical analysis of the relationship of current competencies with JP aggregated as JS and OC. This relationship section may signify librarians' perception of task performance; part two examines the difference between the current and needed competencies. These different sections explore the levels of deficit and surplus in competencies and job `best fit'. The findings of this conceptual framework may be significant for the implementation of a competency-based management system, in updating LIS curriculums, for designing librarians' training programs and for LIS professionals as a whole to perform more efficiently. Researchers from diverse settings can utilize the proposed model.

The Influence of Workers' Health Status on Employers' Decision-Making During Personnel Restructuring in a Typical Public Limited Enterprise in Slovenia.

ObjectivesAlongside individual indicators of job performance, even workers’ health status could be a criterion for selection. The mechanisms for health selection are a reduction of productivity in relation to illness or certain health behaviour. The aim of the study was to establish how indicators of workers’ health status, which are accessible to the employer, influence the employer’s decision-making on which workers to retain and which to dismiss during personnel restructuring in the enterprise.MethodsDue to a planned closure of a plant, the observed company began personnel restructuring which included a strategic decrease in the number of employees and the relocation of workers within the company. Two nested case control studies were conducted. The cases were divided into two groups and defined as follows: employees who were relocated and employees whose employment contract was terminated.ResultsThe results show that the disability category and long-time sick leave exert the greatest influence on the employer’s decision on the selection of workers. Workers with work-related disability have lower odds to be relocated to a new workplace (OR=0.5; 95% CI 0.2 to 1.1) and higher odds to be dismissed (OR=6.51; 95% CI 3.33 to 12.72). The workers with a history of a long-time sick leave also have lower odds to be relocated (OR=0.31; 95% CI 0.11 to 0.88) and higher odds to be dismissed (OR=4.32; 95% CI 2.08 to 8.96).ConclusionsIndicators of health which were accessible to the employer actually exerted influence on the employer’s decision-making, which could show a direct form of health selection.

Chronic Fatigue Syndrome Prevalence and its Relation to Job Performance among Nurses

Background and Objectives: Chronic Fatigue Syndrome (CFS) is a severe, debilitating disorder. Permanent chronic fatigue that affects the daily routine activities at least for six months and4 of the 8 patients reported symptoms associated with this disorder (problems of memory / concentration, restless sleep, joint pain, swollen lymph nodes, muscle pain, headache, sore throat, weakness due to work) and the absence of any underlying disease is the another sign of this disorder. One of the important things that are noticeable about the syndrome, is causing physical and mental disabilities in the person that will lead to approximately 50% reduction in his job performance. Methods: This study has been conducted through self-reported questionnaire and field and library studies. So the desired randomly set of 78 nurses have been selected to answer the two demographic information and symptoms questionnaires CFS (DSQ. revised)which it's reliability and validity has been verified. These questionnaires have been adjusted to the patient's preliminary data record and their symptoms. In the second stage, each individual job performance questionnaire was completed by department head. Results: The information obtained from the chronic fatigue syndrome questionnaire shows 14.1% prevalence of CFS. In discussing the relationship between CFS and indicators of job performance, it was cleared that people with the syndrome has lower job performance than those are healthy. Conclusions: In many similar studies, the effects of CFS on overall job performance in subjects were discussed and in most cases have been verified. The only differences are in subdivisions of job performance which are considered in this research

Formulating Undergraduate Student Expectations for Better Career Development in Sales

Undergraduate sales education is somewhat unique in that it prepares students for a career which functions mostly outside of traditional corporate management structures. Concurrently, the demand for well-qualified salespeople has intensified partly due to high turnover. This article contends that there may be a disconnection between student expectations of a sales job when they leave school and what they actually experience on the job. Using salesforce socialization as a theoretical foundation, this study compares students’ versus salespeople’s perceptions of sales jobs in terms of realism and congruence with outcome and behavior-based job performance indicators as well as perceived ethical control. When considering job performance and ethics, the results show that students have a highly idealistic perception of sales when compared to those in the actual field of sales. For marketing educators it is imperative that efforts are focused on helping students form more realistic expectations for a sales career. Such efforts and suggestions are provided in the implications.

Examining Job Description to Develop Job Performance Indicators for Higher Education Institution Based on MBNQA Education Criteria

Higher Education Institution quality has important impact to national development, in this knowledge-based economy ages. However Higher Education Institutions (HEI) in Indonesia is far lag behind, compare to some of contries in the region of South East Asia.Therefore, HEI in Indonesia should benchmark to World Class Performance Frameworks, one of them is MBNQA. This paper aims to develop job performance indicators as guidance for HEI administrator to be able to achieve the MBNQA criteria. This paper linking organizational performance measurement indicators based on MBNQA, with individual job’s performance indicator. From case study at Faculty of Economics and Bussiness Universitas Padjadjaran, Indonesia, by using descriptive content analysis of actual job description, this research find that the MBNQA indicators are not fully covered in actual job description. Further research is still needed to validate the proposed job performance indicators.