Individual Job Research Articles

Validación de la escala de conductas laborales contraproducentes de entornos virtuales en México, 2022

Counterproductive work behaviors (CWB) are those behaviors that affect the performance of individuals and the organization in general, so far analyzed in traditional work environments. The objective of the present study was to validate the CLC scale in virtual environments in a Mexican population. The English version was adapted to Spanish using the retranslation method. It was applied to a non-probabilistic sample of 332 teleworkers. By means of exploratory and confirmatory factor analysis, with the help of SPSS Statistics and AMOS Graphics, validity and reliability tests were carried out. The model presents a good fit (χ2/df = 1.957, CFI= 0.960, TLI= 0.950, RMSEA= 0.054, SRMR= 0.0536) with 23 items and 4 dimensions presenting adequate reliability indices (AO=.952, UIT=0.895, DP= 0.866, AI= 0.707). An initial proposal of the factorial structure of the CLC scale in virtual environments is presented for the Mexican population; with 4 factors: organizational sabotage or abuse, misuse of time, production deviation and interpersonal abuse. Further studies are required to validate the scale in specific and general contexts of Mexican teleworkers, as well as to use the present scale to validate the individual job performance variable in Mexican teleworkers.

The Effect of Individual Characteristic, Job Stress, Job Satisfaction, and Job Motivation on Nurse Performance in Government Hospital in South Jakarta in 2023

Hospitals engage in competitive strategies by actively pursuing the provision of high-quality services that effectively cater to the diverse needs of their clientele. In order to gain a competitive advantage in the healthcare industry, hospitals engage in a perpetual pursuit of excellence, striving to surpass their counterparts and uphold a superior institutional reputation. This entails a steadfast commitment to continuous improvement as hospitals endeavor to cultivate innovative practices that sustain the highest standards of service quality. The provision of high-quality service is intricately linked to, or significantly reliant upon, the human resources employed. Nurses play a crucial role in hospital services as they directly provide care to patients and their families. This study encompasses three independent factors: individual characteristics, work stress, and work motivation. Additionally, it incorporates one mediating variable, job satisfaction, and one dependent variable, performance. The participants of this research comprised exclusively of nurses employed at X regional general hospital located in South Jakarta throughout the year 2023. This study employs a quantitative research design, namely a non-experimental strategy, to analyze primary data collected from private hospitals in DKI Jakarta. The study focuses specifically on the Municipality of South Jakarta during the month of September 2023. The acquired data will be analyzed utilizing descriptive and inferential statistics through the employment of Partial Least Squares Structural Equation Modeling (PLS-SEM). The study findings indicate that there is a detrimental impact of work-related stress on the performance of nurses. The performance of nurses in hospitals is positively influenced by individual qualities, job happiness, and work motivation.

Impact of private and public initiatives on individuals' employment and income during the COVID-19 pandemic: evidence from Peru

Purpose The purpose of this paper is to determine the impact of private and public initiatives (financial literacy, entrepreneurship, remote work and government aid) on individual job loss and decrease in income during the COVID-19 pandemic in Peru.Design/methodology/approach The authors used an unbalanced panel data analysis with the National Household Survey for 2019–2020. The hypotheses are tested with a probit panel data model since the dependent variables are binary.FindingsThe study findings indicate that financial preparedness reduced the probability of having a decrease in income, but only to informal workers in metropolitan Lima. Furthermore, entrepreneurship helped mainly female informal workers to reduce their probability of becoming unemployed in metropolitan Lima. Besides, the implementation of remote work as a substitute of face-to-face work was not enough to avoid the decrease in income in the case of informal workers and it was only effective to avoid unemployment in the case of formal workers in metropolitan Lima. Finally, public aid proved to be instrumental in mitigating the decrease in income, but only to informal workers in Metropolitan Lima.Research limitations/implications The study results only apply for the first year of the pandemic.Practical implicationsPolicymakers should focus on increasing the financial preparedness of informal workers, especially in provinces.Social implicationsPolicymakers must expand unemployment benefits, and design public aid programs targeting informal workers in provinces.Originality/valueThis is the first study that analyses the impact of private and public initiatives on the decrease in income and unemployment situation of Peruvian individuals during the outbreak of the COVID-19 pandemic.

Nurses' Work-Family Strategies during COVID-19 Lockdown and Their Association with Individual Health and Family Relations.

The COVID-19 lockdown forced people to stay at home and address their family duties more equally. However, since nurses themselves were involved in the closed-loop management in hospitals and unable to return home, there was also an increased likelihood of non-traditional work-family strategies emerging. To ascertain the extant and implications of this phenomenon, this cross-sectional study explores work-family management strategies among nurses during the COVID-19 lockdown and their association with nurses' individual health, family relationships, and job performance. Survey data were collected from 287 nurses who were involved in the closed-loop management in Shanghai hospitals from March to June 2022. Latent Class Analysis of seven categorical variables of nurses' work-family status (e.g., the division of childcare labor) produced a best-fit solution of five strategies (BLRT (p) < 0.001, LMR (p) = 0.79, AIC = 5611.34, BIC = 6302.39, SSA-BIC = 5703.65, Entropy = 0.938): (1) fully outsourcing to grandparents, (2) partially outsourcing to grandparents, with the husband filling in the gap, (3) the husband does it all, (4) egalitarian remote workers, and (5) a neo-traditional strategy. Nurses who applied the egalitarian strategy had less psychological distress and relationship tension and better performance than those who applied the neo-traditional strategy and performed most of the childcare. The "husband does it all" strategy and the outsourcing strategies seem to have double-edged effects, with better job performance and family relations but also more distress and fewer sleeping hours among nurses. Overall, with a view to future risk mitigation, policymakers and practitioners should be aware of the diversity of the work-family strategies among nurse families during the lockdown period, and their association with individual and family outcomes, and provide tailored support.

On the trajectory of discrimination: A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions

A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. Instead, selection bias in favor of male over female candidates was eliminated and, if anything, slightly reversed in sign starting in 2009 for mixed-gender and male-stereotypical jobs in our sample. Forecasters further failed to anticipate that discrimination against male candidates for stereotypically female jobs would remain stable across the decades.

A Study of the Effects of Individual Competenceson Job Satisfaction and Job Performance: For those working in the beauty service industry

Because the beauty service industry is highly dependent on human resources, human resources management for workers playing a pivotal role is required. The importance of individual competencies in the process of workers’ performing their tasks could be understood through prior studies. The workers in the beauty service industry have their professional characteristics, so the industry requires a strong professional consciousness, and individual competences are regarded as affecting job performance. This study aimed to identify the effects on beauty service industry workers’ job satisfaction and performance with their individual competencies, namely skills, knowledge, and attitude variables based on prior studies. As a result of an empirical analysis targeting the workers in the beauty service industry, as individual competences, including skills, knowledge, and attitude, were higher, job satisfaction was higher. Also, as job satisfaction was higher, job performance was higher. All this is analyzed as follows: The beauty service industry is an individual-customized servicecentered industry with high interactions with customers through small number of human resources in view of the industry workers’ job characteristics. Consequently, if they continuously obtain knowledge required for their job so that they can have attachment to and a sense of achievement for the job, set achievable goals, make efforts to achieve them, do their utmost efforts for the job they like, and endeavor for self-development, job performance can be achieved beyond their capabilities. As individual competences are consolidated, if satisfaction with job performance increases, the workers will be faithful to their job performance, and they will achieve job performance by creating new skills (techniques) beyond their capabilities. To develop the workers’ potential capabilities furthermore, it is necessary to lay the foundation for them to continuously develop individual capabilities and receive training fitting individual characteristics. Through this empirical study, the study results are expected to offer implications for the beauty service industry development.

Yüzeysel Duygusal Emek Stratejisinin AFAD Yetkililerinin İş Performansı Üzerindeki Olumsuz Etkisiyle Mücadele: Algılanan Sosyal Etkinin Rolü

In this study, it is aimed to reveal the moderator role of perceived social impact in the effect of surface acting on individual job performance. Quantitative research method and convenience sampling method were used in the research. The data collected in this context were collected through a questionnaire created with the emotional labor scale, the individual job performance scale and the perceived social impact scale, the validity and reliability of which were tested before. The sample of the study consists of AFAD employees who worked in the earthquakes in Kahramanmaraş on February 6, 2023 (n=253). The data obtained at the end of the research were analyzed with SPSS, SPSS Process Macro and AMOS programs. According to the findings; ıt has been determined that the surface acting of AFAD employees do not have a significant effect on individual job performance. However, it has been determined that the social impact perceived by AFAD employees has a positive and significant effect on their individual job performances. In addition, it has been concluded that the perceived social effect does not play a regulatory role in the effect of the surface acting on individual job performance.

The Effect of Professional Qualifications of Chefs on Recruitment: A study in Hotel Businesses in Ankara

In today's competitive conditions, businesses have to make a difference in every field and they have to be meticulous in choosing employees. For this reason, professional competence is important in terms of both meeting the individual's job search and finding the employees with the qualifications they want. The aim of the research is to evaluate the effect of the professional competencies of the chefs working in four and five star hotels on the recruitment process. The sample of the study is made up of 304 employees who took decisions in the recruitment process of 4 and 5-star hotel businesses in Ankara. The survey technique was used as a data collection tool in the research. The characteristics that should be found in the chefs who will work in the hotel enterprises are in order of priority; it is determined to apply the theory to practice, to be experienced, to be educated and to finally speak a foreign language. Theoretical competencies of chefshave an important role in the recruitment process. The importance that hotel managers give to theoretical competence is related to their educational status. It has been determined that the number of stars owned by the hotel enterprises is related to the importance given to practical competence in the recruitment process.

Efficient Decentralized Multi-agent Learning in Asymmetric Bipartite Queueing Systems

New Algorithm Enables Efficient Decentralized Learning in Bipartite Queueing Systems Bipartite queueing systems, where agents with individual job queues request service from a pool of heterogeneous servers, are standard models for service applications like data networks and call centers. Traditionally, a central controller schedules agent requests with full knowledge of system parameters. However, emerging applications require decentralized operation without this central coordination or complete system information. This presents challenges as agents lack the global knowledge needed to efficiently route jobs. Recent research into efficient decentralized learning algorithms for such systems faces limitations in nonoptimal throughput, demanding computations, or degrading efficiency with exponential queue growth. In contrast, this paper introduces an algorithm that enables queues to efficiently learn decentralized scheduling policies while ensuring throughput optimality. The approach is computationally lightweight, achieving queue length bounds that scale polynomially rather than exponentially in system size. Experiments demonstrate faster convergence and robustness of our algorithm compared with prior decentralized algorithms.

Accentuating the positive: How and when occupational identity threat leads to job crafting and positive outcomes

AbstractDrawing on the identity literature and job crafting research, the present work investigates how occupational identity threat is positively related to individual job crafting (i.e., approach crafting and avoidance crafting) and how approach (or avoidance) crafting transforms occupational identity threat into increased job engagement and improved job performance. We also propose that the regulatory focus of individuals would moderate these relationships. After conducting two field studies, Study 1, which used data from 211 matched employee–supervisor pairs at an aluminium manufacturing company, found that occupational identity threat had a positive effect on approach and avoidance crafting. The results also showed further support for the moderating effect of prevention focus and a mediating effect of approach crafting in transferring the effect of occupational identity threat in a positive manner (i.e., higher job engagement and performance). In Study 2, we replicated the findings of Study 1 and found further evidence for the moderating effect of promotion focus and a moderated mediating effect of approach crafting on job engagement. Theoretical and practical implications of this research are discussed.

The mediating role of organizational commitment in the collective efficacy-performance relationship

In recent years, human resources have become a central issue for senior executives in organizations as they try to increase the commitment and performance of their employees. The study aims to examine three of the most important employee attachments to the workplace, namely organizational commitment, collective efficacy and individual job performance, based on a multifocal research framework, while also investigating the mediating effect of organizational commitment. The methodological basis includes the foundations of organizational behavior and human resources management. The research data were obtained by the survey method with 171 respondents working for a port operator in Mersin, Turkey. The survey data obtained were evaluated on a 5-point Likert scale. Statistical calculations were performed in SPSS Statistics 24 software package. The research methods are quantitative and sociometric analysis; reliability and validity analysis were applied to the variables. The relationships between the variables were tested using the structural equation model. To assess the importance of the intermediary effect, the bias-corrected bootstrap method was used. Our findings have shown that collective efficacy has a positive effect on organizational commitment, and organizational commitment has a positive effect on performance. Organizational commitment was proved as having a mediating role in the effect of collective efficacy on individual job performance. The study highlights that employees need to be committed to their organizations, and the increase in performance should be triggered by giving place to collective work.

Working Paper; Methodology Design; Meditation and Individual Job Performance

The purpose of this paper is to describe and explain the methodology used in the design of a quasi-experiment that was carried out in a private sector higher education institution in the city of Culiacan Sinaloa, Mexico. Research connecting OCB/CWB models with any type of meditation is almost non-existent.

Conflict Management in Service Settings Nursing in A Hospital: Literature Review

Backgorund: The majority of healthcare professionals who offer services in hospitalsare nurses. However, nurses frequently neglect interprofessional partnerships and teamwork in favor of concentrating solely on their individual jobs. This may lead to conflict inside a healthcare organization, which may have an impact on the efficiencywith which nurses provide nursing care. Purpose: The purpose of this literature review is to identify factors that have the potential to cause conflict, the parties involved in conflict management, conflict management strategies or solutions in the nursing workplace, and variables that influence the success of conflict resolution. Methods: A literature review was used as a method in this research. The scientific databases used are Google Scholar, Sage Journals, PubMed, Elsevier, Wiley, BookedCentral,andPortal Garuda. The search results yielded 92 articles.After selection,there were 11 international journal articles and 14 national journal articles. The selection process uses an abstract checklist and a PRISMA checklist. Result: The results of the review show that the factors that cause conflict in health services include work stress, low work satisfaction and motivation, miscoordination a lack of empathy in interdisciplinary collaboration and toxic leadership. The parties involved in conflict resolution are the head of the room, nurse manager, nurses and doctors. Conflict resolution can be carried out with compromising, integrating,cooperative, assertive and obliging strategies which are supported by interdisciplinary communication, management skills, emotional intelligence and the involvement of clinical educators. Conclusion:The aspects that most often cause conflict are work stress and problems with work coordination and interdisciplinary collaboration. The parties most often involved are the head of the room and the nurse manager. Conflict management can be done using an integrating style, where the integrating style is also the most dominant style of conflict management strategy. Mindfulness is a supporting factor in implementing this integrating style. Key words: Conflict Management; Hospital; Nursing; Related parties; Strategy Issues.

Interpersonal conflict and innovative job performance: examining cross-lagged relationships and the moderating roles of goal orientations

ABSTRACT This study examines the cross-lagged relationships between interpersonal conflict types (i.e., task, process, and relationship) and individual innovative job performance (IJP). We also examine the moderating roles of employees’ goal orientations (mastery and performance goal orientations) in these relationships. Utilizing time-lagged data collected from 235 Pakistani employees, we observed negative associations between task, process, and relationship conflicts and employee IJP. Furthermore, we found that employee mastery goal orientation reduces the detrimental effects of interpersonal conflict types on IJP, while performance goal orientation increases these negative effects. This study sheds light on the adverse impacts of interpersonal conflict types on employees’ IJP and elucidates the influence of employee goal orientations on these relationships.

The influence of job accessibility on individual labor income: Evidence for the City of Recife, Brazil

Focused on the city of Recife, the fourth most densely populated state capital in Brazil, this study uses a probit model and precise and unique information about individuals' residential and job locations to estimate the effect of job accessibility on the individual probability of being a low-wage worker. To deal with the potential endogeneity of the job accessibility measure, we consider an instrumental variable based on the historical railways of the city. The results indicate that better job accessibility significantly reduces the chance of being a low-wage worker, and this effect is stronger for individuals using private vehicles than for those using public transport. The evidence indicates that the spatial location of an individual's residence matters for its labor market results and is consistent with the poor functioning of the city's public transport system.

The consequences of job crafting and engagement in the relationship between passion for work and individual performance of Portuguese workers.

This study sought to relate the two types of work passion, harmonious passion and obsessive passion, to the organizational consequences of engagement, job crafting, and perceived individual job performance. This study was based on the Employee Work Passion Appraisal model and conducted to evaluate possible statistical associations of the dualistic approach of passion used as an antecedent of positive and negative organizational outcomes (engagement, job crafting, and perceived individual job performance). The data collection and analysis for this study were accomplished by a transversal and quantitative study design. A non-probabilistic method was used to select a convenience sample composed of 305 Portuguese workers and was collected online from March to October 2020. The proposed hypotheses were evaluated using partial structural equation models. Overall, the results supported the proposed hypotheses and showed that harmonious passion positively affected organizational outcomes, while obsessive passion negatively affected these outcomes; notably, our findings also revealed high individual performance, high obsessive passion, and consequently, a significant increase in structural labor resources, a significant decrease in harmful labor demands, and high absorption. The findings highlight the importance of distinguishing between harmonious passion and obsessive passion in understanding their consequences for organizational outcomes. Promoting harmonious passion while managing the potential negative effects of obsessive passion is crucial for enhancing positive job-related behaviors and performance. Future research should explore interventions and strategies to foster harmonious passion, mitigate the negative impacts of obsessive passion, and ultimately improve overall work engagement and performance.

Perceived knowledge relevance in an R&amp;D alliance: The role of job experience, social network position and motivation

If employees have access to additional relevant knowledge and information, they can be more innovative, which is a reason for many firms to ally. Key in an alliance is the sharing of existing and creating of new knowledge, but transferring knowledge inside an alliance is not obvious or easy. Knowledge exchanged within an alliance must be perceived as relevant in order for it to be used. If individuals in an alliance can readily perceive knowledge to be relevant, the right knowledge is transferred and is transferred in an efficient manner. Building on stickiness of knowledge and knowledge relevance theory, we examine the relationship between an individual's job experience as well as intrinsic motivation on the one hand, on their perception of the relevance of others' knowledge on the other hand. These relationships are positively moderated by an individual's favourable position and connection strength in the network of individuals engaged in the alliance, respectively. We find a weak but insignificant negative relationship between job experience and perceived knowledge relevance. Being well‐positioned in a network brings out the positive effect of job experience, as expected, whereas connection strength does not further enhance the positive effect of intrinsic motivation.

Job crafting intervention for job burnout and work engagement among young construction project management practitioners in China

PurposeYoung construction project management practitioners (CPMPs) have unique, complex, and notable occupational mental health problems. However, there were few studies about the intervention for occupational mental health of CPMPs, and traditional intervention modes often failed to achieve significant effects. Therefore, this study aims to propose a new and effective intervention method.Design/methodology/approachJob crafting intervention was used to design an intervention experiment. A total of 72 CPMPs participated in a 10-week randomized controlled trial in China. Descriptive statistics and repeated measures analysis of variance were used to verify the effectiveness of job crafting intervention (JCI) on job crafting behaviors, job burnout, and work engagement with consideration of the impact of time.FindingsResults showed that the intervention increased social resources, thus effectively reducing job burnout and promoting work engagement. Time also had a significant impact on cynicism, dedication, and social resources.Practical implicationsThe authors should promote the habit of job crafting in CPMPs. Furthermore, in order to facilitate their job crafting, the authors should increase structural and social resources for them, and the authors can also encourage them to undertake challenging demands to increase their self-efficacy and the sense of achievement.Originality/valueThe authors bring into light a new psychological intervention approach among CPMPs, which integrates the advantages of the guidance in traditional organized intervention methods and the proactivity in individual spontaneous job crafting. The authors verify the efficacy of the JCI among CPMPs and help propose countermeasures and suggestions to improve the occupational mental health of CPMPs.

Awareness and Perception About Research Ethics and Misconduct Among the Teaching Staff of Health Colleges, Jazan University, Saudi Arabia.

Despite adopting biomedical research ethics rules, regulations, and statements, unethical behavior is pervasive and frequently reported. This study assessed the perception and awareness of research Ethics and Misconduct among the Teaching Staff of Health Colleges at Jazan University, southwest Saudi Arabia. This research aimed to assess the awareness and perception of research ethics and misconduct among the teaching staff of the health colleges at Jazan University in southwest Saudi Arabia. Observational cross-sectional study targeted 424 faculty members randomly chosen from health-related colleges at Jazan University. A structured questionnaire was used to collect data using a web-based survey. The overall level of knowledge about medical ethics indicated that more than half of respondents (57.8%) had a good level of knowledge, 23.4% had a fair level of knowledge, and only 18.4% had poor knowledge. The Saudi National Committee on Bioethics was only known by 49.5% of the study participants. In addition, just 48.3% of respondents knew Saudi Arabia's national standards of ethics and principles for conducting scientific research. The knowledge of research ethics was found to be significantly (P<0.05) higher in participants with higher academic positions, such as professors, MD degree holders, and participants with more extensive work experience. About 48.2% reported that the severity of penalties for scientific misconduct would highly affect scientific integrity, and 74.3% found that their understanding of rules and procedures related to scientific misconduct has a very high effect on scientific integrity. Poor knowledge of research ethics is typically associated with an individual's academic job title, as "lecturer" showed a lower level of knowledge in comparison to other job titles. Even though about 50% of participants in the study had a good understanding of research ethics, it's crucial to ensure that all faculty members have a universal understanding. Therefore, it's essential to implement an appropriate research ethics training program.

Fatigue in transportation operations: A contextual factors survey among Iranian suburban drivers.

Fatigue, as a persistent and serious occupational hazard, plays an important role in traffic accidents by reducing the driver's ability to maneuver with the vehicle and increasing the likelihood of falling asleep at the wheel. The purpose of this study was to identify the individual contextual factors, sleep condition, lifestyle, job characteristics, environmental, and economic conditions that affect the fatigue and alertness of Iranian suburban bus drivers. A questionnaire-based cross-sectional survey was used for this study. Non-probability sampling was used to study 401 suburban bus drivers from Tehran province, Iran, ranging in age from 24 to 67 years. The SPSS22 statistical software V27 was used for the analysis. Approximately half of the participants (50.5%) had experienced fatigue while driving in the previous six months. According to a logistic regression analysis, the contextual factors were all independently related to falling asleep and fatigue while driving. This study provides a thorough understanding of the contextual factors related to drowsy driving and emphasizes the importance of taking these things into consideration when developing interventions aimed at improving the driver's wellbeing and health and lowering the risk of errors and accidents.