Individual Job Research Articles

Do Team Boundary-Spanning Activities Affect Innovation Performance?

In order to reveal the impact of boundary-spanning activities of cooperative innovation teams on team innovation performance, this paper takes the panel data of 71 cooperative innovation teams from January to November 2022 as the research sample. It introduces intermediary variables (teamwork crafting and individual work crafting) to analyze the impact mechanism of boundary-spanning activities of teams on innovation performance, 71 teams were divided into 41 experimental groups and 30 control groups, and a quasi-natural experiment was conducted on the innovation performance of team boundary-spanning activities using the Double Difference Model (DID). Research has shown that boundary-spanning activities of collaborative innovation teams can promote team innovation performance. Team job crafting has a mediating effect on team innovation performance in boundary-spanning activities of collaborative innovation teams. Team job crafting and individual job crafting mediate between the boundary-spanning activities of collaborative innovation teams and team innovation performance. Further analysis using the double difference model found that compared to teams without boundary-spanning activities, teams with boundary-spanning activities can directly improve team innovation performance. When team reflection is vital and task interdependence is high, it will promote team innovation performance. This research enriches the research on the effects of boundary-spanning activities of collaborative innovation teams, explores solutions based on quasi-nature, and provides a reference for improving the team innovation performance of collaborative innovation teams.

The Effect of Job Crafting and Career Adaptability on Job Performance Mediated by Psychological Availability in Bank Papua

Job performance is the highlight and benchmark for every organisation. It is directly related to the organisation, thus generating value and contributing to the organisation's goals, which are demonstrated in the organisation's financial and non-financial results. Optimal individual job performance will lead to business success and affect organisational profitability. This study aims to examine the effect of job crafting and career adaptability on job performance and the indirect effect through the mediation of psychological availability. Empirical data were collected from 220 Bank Papua employees using an online survey method. This study was analysed using Structural Equation Modeling (SEM) and confirmatory factor analysis to test the proposed hypotheses. Lisrel software was used to analyse and test the seven hypotheses created based on the research model. The results showed that career adaptability has a positive effect on job performance both directly and through the mediation of psychological availability. However, job crafting was found to have a negative effect on job performance. Furthermore, this research is expected to contribute to human resource literature, especially for policy makers and related parties to pay attention to aspects of career adaptability, which play a role in the process of shaping employee performance.

Global Evidence on the Relative Importance of Nonfinancial Drivers of International Migration Intentions

Using a global, individual-level survey, this article looks at the relative importance of local amenities and political institutions while controlling for other financial and nonfinancial incentives for individual plans to move between countries. Although the influence of wages and income differences has been extensively explored, less is known about specific non-income-related drivers of international migration and their relative importance. The analysis highlights that satisfaction with politics and amenities both at the origin and destination, are important drivers of migration intentions. These jointly with social networks explain about twice as much in international migration intention outcomes than employment-related incentives (such as relative individual income difference, employment, and job satisfaction), with relative income difference explaining only about 5 percent to 8 percent.

Umpan balik dan Evaluasi Terhadap kinerja Organisasi: A Literature Review

Feedback is information provided to individuals about their performance and can help them understand the difference between desired performance and actual performance achieved. Individuals with high self-evaluation tend to assess job demands in a more positive manner and have a greater ability to face or overcome those demands. High self-evaluation can influence individuals' perceptions of work situations and have a positive impact on job satisfaction. This systematic review is based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The databases used were Scopus, SAGE full-text articles, and the language of publication was English. The keywords used in the article search were "Self-Evaluation" and "Feedback". After identifying several articles, the authors analyzed and synthesized them according to the inclusion and exclusion criteria set for this study. The findings indicate that manager performance evaluations using the Balanced Scorecard (BSC) pay more attention to general actions than to unique actions, unless cognitive feedback is given to highlight the importance of using all actions. This underscores the importance of considering behavior as the ultimate outcome of the feedback provided. This research also aims to create a better work environment through the acceptance of constructive feedback and the appropriate use of feedback. High-quality feedback is an important factor in the context of learning and individual performance in the workplace. Overall, these studies provide a better understanding of the importance of feedback in the context of learning, performance, and individual development in the workplace. Dialogic feedback, self-evaluation, and consistent feedback systems can help create a better work environment and improve individual performance and job satisfaction.

Job autonomy and leisure-time physical activity across Europe: a multilevel perspective

Prior research has widely recognised the relevance of job autonomy for workers’ leisure-time physical activity. This paper is, however, the first to assess this relationship with a cross-national focus. Apart from investigating the relationship between individual job autonomy and leisure-time physical activity within the European context, we more specifically study how this relationship is moderated by a country’s labour market security and country-level perceived availability of physical activity opportunities. We answer our research question with multilevel regression analyses on comparative cross-national data from the European Social Survey 2014 on 14,956 respondents in 18 European countries. Our multilevel models show that across Europe, workers with more job autonomy are more physically active in their leisure time. Perceived PA opportunities in a country do not affect the relationship, but in countries with greater labour market security, the positive influence of job autonomy on leisure-time physical activity is reduced–workers with low job autonomy seem to benefit relatively more from the labour market security in their country.

The dual-level effects of authentic leadership on teacher wellbeing: the mediating role of psychological availability

PurposeDrawing on the conservation of resources (COR) theory, this study examined the mediating role of psychological availability in the relationships between principals' individual-level and group-level authentic leadership and individual teachers' wellbeing, that is, job satisfaction, life satisfaction and emotional exhaustion.Design/methodology/approachThe authors conducted a three-wave online questionnaire survey among 266 teachers from 52 schools in China. Multilevel structural equation modeling (MSEM) was used to analyze the hypothesized relationships among the study variables.FindingsThe principals' group-level and individual-level authentic leadership were both positively associated with individual teachers' psychological availability, which in turn was positively related to their job satisfaction and life satisfaction, and negatively related to their emotional exhaustion.Practical implicationsSchool administrations should elevate the levels of principals' authentic leadership by selecting and developing authentic principals to increase teacher wellbeing.Originality/valueDiffering from prior research that has focused on the effect of authentic leadership at either group-level or individual-level, this study simultaneously investigated the dual-level effects of principals' authentic leadership. Moreover, psychological availability was found to mediate the dual-level effects of principals' authentic leadership on teachers' job satisfaction, life satisfaction and emotional exhaustion.

GoldMiner: Elastic Scaling of Training Data Pre-Processing Pipelines for Deep Learning

Training data pre-processing pipelines are essential to deep learning (DL). As the performance of model training keeps increasing with both hardware advancements (e.g., faster GPUs) and various software optimizations, the data pre-processing on CPUs is becoming more resource-intensive and a severe bottleneck of the pipeline. This problem is even worse in the cloud, where training jobs exhibit diverse CPU-GPU demands that usually result in mismatches with fixed hardware configurations and resource fragmentation, degrading both training performance and cluster utilization. We introduce GoldMiner, an input data processing service for stateless operations used in pre-processing data for DL model training. GoldMiner decouples data pre-processing from model training into a new role called the data worker. Data workers facilitate scaling of data pre-processing to anywhere in a cluster, effectively pooling the resources across the cluster to satisfy the diverse requirements of training jobs. GoldMiner achieves this decoupling in a fully automatic and elastic manner. The key insight is that data pre-processing is inherently stateless, thus can be executed independently and elastically. This insight guides GoldMiner to automatically extract stateless computation out of a monolithic training program, efficiently disaggregate it across data workers, and elastically scale data workers to tune the resource allocations across jobs to optimize cluster efficiency. We have applied GoldMiner to industrial workloads, and our evaluation shows that GoldMiner can transform unmodified training programs to use data workers, accelerating individual training jobs by up to 12.1x. GoldMiner also improves average job completion time and aggregate GPU utilization by up to 2.5x and 2.1x in a 64-GPU cluster, respectively, by scheduling data workers with elasticity.

AKADEMİSYEN HEMŞİRELERİN BİREYSEL YENİLİKÇİLİK ÖZELLİKLERİNİN VE İŞ DOYUMLARININ KUŞAKLARA GÖRE KARŞILAŞTIRILMASI

Bu araştırmada amaç, üniversitedeki akademisyen hemşirelerin bireysel yenilikçilik düzeylerinin ve iş doyumlarının kuşaklara göre karşılaştırılmasıdır. Analitik-kesitsel tipteki bu araştırma, Eylül 2018 – Şubat 2019 tarihleri arasında, ülkemizdeki devlet/vakıf üniversitelerinin sağlık bilimleri fakülteleri ve hemşirelik fakültelerinde çalışan akademisyen hemşireler ile yürütüldü. Örneklem grubunu, olasılıksız rastlantısal örnekleme yöntemi ile seçilen, araştırmaya katılım ölçütlerini karşılayan, araştırmaya katılmayı kabul eden ve online veri toplama formlarını eksiksiz dolduran 148 akademisyen hemşire oluşturdu. Verilerin toplanmasında, katılımcıların sosyo-demografik özelliklerini içeren “Tanıtım Formu”, “Bireysel Yenilikçilik Ölçeği” (BYÖ) ve “Minnesota İş Doyumu Ölçeği” (MİDÖ); verilerin analizinde ise tanımlayıcı istatistikler, Kruskall Wallis ve Mann Whitney U testi kullanıldı. Katılımcıların çoğunluğunu kadınlar (%94.6), evliler (%62.8) ve Y kuşağı (%79.7) bireyler oluşturmakta idi. Katılımcıların BYÖ puan ortalaması 74.81±8.82 iken; MİDÖ puan ortalaması 3.74±0.56 idi. Sonuç olarak, akademisyen hemşirelerin bireysel yenilikçilik düzeylerinin “öncü” düzeyde olduğu, erkek akademisyenlerin deneyime açıklık alt boyut puanlarının daha yüksek olduğu, profesörlerin MİDÖ alt boyutlarından genel doyum ve içsel doyum puanlarının anlamlı derecede yüksek olduğu ve Y kuşağı akademisyen hemşirelerin iş doyum düzeylerinin X kuşağı akademisyen hemşirelere kıyasla daha düşük olduğu bulundu. Buna göre, akademisyen hemşirelerin bireysel yenilikçilik özelliklerinin geliştirilmesine ve iş doyumlarının arttırılmasına yönelik girişimlerin planlanmasının, bu planlamalar sırasında kuşak özelliklerinin göz önünde bulundurulmasının yararlı olacağı düşünülmektedir.

An assessment of the effect of training and development on employee performance: A review perspective

Training is generally considered as tool which is used to enhance individual skills, knowledge and abilities of a resource, and to enable that person to understand certain aspects of business. Training and Resource Development, when combined together with other practices directly affect the quality of HR outcomes, which eventually results in firm’s higher performance. Need for a training program arises whenever there is a gap between the desired and actual performance of the employees. Usually the senior management of a company tries to fill this skill gap by opting for ‘On-job training’. Training is defined as ‘Planned intervention that is designed to enhance the determinants of individual job performance’ Training sessions help employees in reducing frustration and anxiety which is created by heavy workloads and also enables them to handle this effectively. Modern organizations have realized the importance of Human Resource Development (HRD), and have begun to use on-job training as a tool for increasing employee satisfaction. It is indeed the responsibility of the senior management of any organization to understand not only the apparent but also the ‘hidden’ needs of their employees. Generally are three types of trainings: On-Job training, Off-Job Training, and apprenticeship training. It is against this backdrop that this study intends to explore the essence of training and development on employee performance.

Graph neural networks for detecting anomalies in scientific workflows

Identifying and addressing anomalies in complex, distributed systems can be challenging for reliable execution of scientific workflows. We model these workflows as directed acyclic graphs (DAGs), where the nodes and edges of the DAGs represent jobs and their dependencies, respectively. We develop graph neural networks (GNNs) to learn patterns in the DAGs and to detect anomalies at the node (job) and graph (workflow) levels. We investigate workflow-specific GNN models that are trained on a particular workflow and workflow-agnostic GNN models that are trained across the workflows. Our GNN models, which incorporate both individual job features and topological information from the workflow, show improved accuracy and efficiency compared to conventional learning methods for detecting anomalies. While joint trained with multiple scientific workflows, our GNN models reached an accuracy more than 80% for workflow level and 75% for job level anomalies. In addition, we illustrate the importance of hyperparameter tuning method in our study that can significantly improve the metric(s) measure of evaluating the GNN models. Finally, we integrate explainable GNN methods to provide insights on job features in the workflow that cause an anomaly.

Fear of Success with Job Satisfaction on Bank Employees

Fear of success is a form of anxiety caused by a desire to achieve success, but worrying about the consequences of their success. The tendency fear of success can have a negative impact on individual employees, jobs, and companies. The research hypothesis is that there a relationship between loss of femininity, loss of social self-esteem, social rejection with job satisfaction on female employees at Bank NTT. The research participants were 107 female employees at Bank NTT using purposive sampling with data analysis using Spearman Rank correlation. The results say there is no relationship between loss of femininity and job satisfaction because the value of sig. 0.080 and correlation value -0.170, while there is a relationship between loss of social self-esteem and job satisfaction, because the value of sig. 0.000 and correlation value -0.350, and there is a relationship between social rejection and job satisfaction, because the value of sig. 0.000 and the correlation value -0.466.

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

AbstractResearch shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.

Navigating Regional Barriers to Job Mobility: The Role of Opportunity Structures in Individual Job-to-Job Transitions

Job-to-job transitions are associated with career progression and wage gains. Thus, regional differences in job mobility potentially contribute to and reinforce regional and social inequalities. This study aims to close the research gap in the understanding of the regional contexts in which individual job mobility occurs. Using the theoretical concept of regional opportunity structures, three key aspects of region-related job changes are investigated: regional determinants of (1) general job mobility; (2) job mobility with wage gains; and (3) simultaneous job and residential mobility. This study is based on individual data from the German Socio-Economic Panel study, enriched with regional indicators. The results show that job changes are negatively associated with labour market tightness, indicating that workers are less likely to change jobs in regions with a high ratio of job vacancies to unemployed workers. Fewer job-to-job transitions in tighter labour markets suggests that regional factors such as job availability and security play an important role in shaping job mobility, and that policies aimed at promoting job transitions may need to consider the specificities of local labour markets. The effects of other indicators of economic opportunities remain insignificant, and there are no clear effects of other aspects of regional opportunity structures.

Behavioral Reactions to Job Insecurity Climate Perceptions: Exit, Voice, Loyalty, and Neglect.

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees' exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one's situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors.

학습민첩성에 영향을 미치는 변인들에 대한 연구

The purpose of this study is to demonstrate what antecedent variables affect learning agility. To this end, after analyzing the preceding studies related to the influencing variables of learning agility and classifying the preceding variables into individual, job, and organizational characteristics, 421 army officers & NCOs were evaluated for a month in August 2020 using proven diagnostic tools such as Burke et al.(2016). A structured questionnaire was conducted and analyzed with the SPSS statistical package program. As a result of the study, learning agility was affected in the order of individual characteristics, organizational characteristics, and job characteristics, and the influence of each variable was in the order of learning goal orientation, experience openness, job performance, job autonomy, and positive error management climate. And the influence of antecedent variables on the sub-factors of learning agility was demonstrated. This study is meaningful in that it comprehensively analyzed the variables that affect learning agility shown in previous studies, and can be used as a strategy to improve learning agility in practice.

The Effect of the Awareness of the Importance of Liberal Education on the Wage and Job Satisfaction in the Labor Market

This paper conducted an empirical analysis of the effect of awareness of the importance of liberal arts education on individual wages, job satisfaction, and non-cognitive ability using data from the 11th and 18th supplementary surveys of the 「Korea Labor and Employment Panel Survey」. The main findings were as follows: First, individuals who recognized that liberal arts education in college was important received approximately 9% to 13% higher hourly wages in the labor market after graduation than individuals who did not. Second, individuals who recognized that liberal arts education was helpful in their work life had higher overall job satisfaction than individuals who did not, and highly valued the work they were doing. Third, individuals with a positive perception of liberal arts education showed a locus of control score (one of the measures of non-cognitive ability) of about 0.15 standard deviation points higher than those who did not. This accounts for about one-tenth of the wage gaps generated by the differences in the degrees of perception regarding liberal arts education This result is presumed to be because liberal arts education cultivates both cognitive and non-cognitive abilities, and at the same time, liberal arts education is more effective in an uncertain environment than in a stable one.

Analysis of Individual Performance through Job Satisfaction: A Study of Faculty Members in Public Sector Universities in Sindh, Pakistan

Job satisfaction is the fundamental factor to enhance individual job performance. The teacher's performance affects the optimum level of university students learning and development. The main purpose of this research is to analyze the impact of job satisfaction on individual teachers' performance in public sector universities in the Sindh province of Pakistan. The empirical data was collected through structured questionnaires. A sample of 500 working faculty members was chosen and a structured questionnaire was distributed among them. KMO is 0.653. The reliability of scales is above 0.7. A single Harman test suggests 14% variations in 1st factor. Component matrix applied for the relationship among items. Findings suggest that compensation (β= 0.293, p=0.000), promotional opportunities (β=0.128, p=0.046), work environment (β=0.112, p=0.015), training opportunities (β=0.136, p=0.034), relationship with supervisor (β=0.223, p=0.000), nature of work (β=0.274, p= 0.000) and performance appraisal (β=0.139, p=0.000) are found conducive to enhancing individual performance but workgroup (β=0.185, p=0.057)has no impact in the enhancement of individual performance. It demonstrates that job satisfaction is a significant element in improving individual performance. Job Satisfaction policies should be developed by management to maintain the contentment of their teachers. The hygiene components of Herzberg's theory should be thoroughly studied and implemented in public sector universities to improve job satisfaction and maximize teaching performance.

Exposure to soluble platinum salts in precious metal refinery workers over a 17-year period.

Occupational exposure to soluble chlorinated platinum (Pt) salts, commonly called chloroplatinates, is a known cause of Pt salt sensitisation (PSS) and occupational asthma. We aimed to model inhalable soluble Pt salts exposure levels based on measurements in precious metal refineries for use in a retrospective cohort study on PSS. Five platinum refineries located in the United Kingdom (3 sites), United States, and South Africa provided time weighted average inhalable soluble Pt salts exposure data, measured in 2,982 personal air samples over a 17-year period (2000-2016). We used a Bayesian hierarchical model to estimate geometric mean (GM) exposure levels for each refinery and job title over time. The GM of measured exposure levels over all facilities was 92 ng/m3 with a geometric standard deviation (GSD) of 9.07. Facility-specific GMs ranged from 48 ng/m3 (GSD 15.3) to 242 ng/m3 (GSD 5.99). Exposure modelling showed that soluble Pt salts exposure levels declined approximately 10% per year in two of the five facilities, but there were no clear time trends in the other facilities. A priori specified exposure groups captured most of the between-jobs differences, which helps to accurately predict exposures for jobs with no measurement data available. We applied exposure modelling to estimate time, refinery, and job-specific soluble Pt salts exposures. A significant annual decline in exposure levels was observed in two of the five participating facilities. Modelled exposure levels can be linked to individual workers' job history for exposure-response analysis of PSS in an epidemiological study.

The effect of individual, group, and shared organizational identification on job satisfaction and collective actual turnover

AbstractDrawing on the Social Identity Approach principles, we explored the relationship between organizational identification (individual, group, and shared), job satisfaction, and collective actual turnover. We hypothesize that (a) shared identification moderates the within‐person relationship between individual organizational identification and job satisfaction, namely, the effect is stronger for groups in which the level of shared organizational identification is higher; (b) group job satisfaction mediates the relationship between group organizational identification and collective actual turnover. This study was conducted in a large Italian firm (N = 1090; sale locations = 91). Data were collected using both surveys (e.g., job satisfaction) and archive data (collective actual turnover). By means of Bayesian Multilevel Structural Equation Models, we supported the moderating role played by shared organizational identification in the relationship between individual organizational identification and job satisfaction, while no evidence was found for the mediational hypothesis. We discuss the theoretical and practical implications for management.

Perceived job quality among persons with spinal cord injury: The contribution of sociodemographic characteristics, health-related factors, and person-job match

Context/Objective Perceived job quality is a key indicator of sustainable work among persons with spinal cord injuries (PwSCI). This study aimed at (a) describing three indicators of perceived job quality (i.e. job satisfaction, job performance, and work stress) among working PwSCI, and (b) identifying whether and how different person-job match dimensions (i.e. interest congruence, demands-abilities fit, needs-supplies fit, and effort-reward imbalance) as well as sociodemographic and health-related factors (e.g. age, sex, SCI-related characteristics, pain problems, and depressive symptoms) are associated with perceived job quality. Design Cross-sectional, self-report survey. Setting Community. Participants 549 working-age PwSCI who participated in the 2017 community survey of the Swiss Spinal Cord Injury Cohort study and reported being engaged in paid work. Outcome measures Job satisfaction, job performance, and work stress. Results Higher interest congruence, better needs-supplies fit and lower effort-reward imbalance, as well as female sex, were associated with higher job satisfaction, while higher effort-reward imbalance, poorer demands-abilities fit (underqualification), and – surprisingly – better needs-supplies fit were associated with higher work stress. Moreover, underqualification, worse needs-supplies fit as well as pain, depressive symptoms, and language region were associated with lower job performance. Conclusion Integrating individuals in jobs that match their abilities, interests and needs, and which adequately reward their efforts may contribute to better job quality among PwSCI. Beyond that, common secondary health conditions and comorbidities such as pain and depressive symptoms should receive particular attention in interventions that aim to promote job quality and ultimately sustainable work in the SCI population.