Employee Job Performance Research Articles

The moderating effect of generational characteristics on the relationship between psychological capital and job performance: the development of conceptual framework

Employee job performance plays a pivotal role in ascertaining an organization's competitive edge. Despite the recent surge in interest in Psychological Capital (PsyCap) as a novel approach to augmenting employee job performance, this area of study has received limited attention in the Malaysian context. Meanwhile, the issue of stress and anxiety appears to be closely associated with Generation Z (Gen Z). As the youngest cohort in the workforce, the initial phase of Gen Z's entry into the workplace gives rise to various concerns, including job engagement and job turnover. Despite extensive discussions on these matters in recent studies, the understanding of their impact on job performance and the underlying mechanisms remains limited. Hence, the aim of this conceptual paper is to propose a conceptual model that empirically examines the relationship between PsyCap and job performance. Additionally, the role of generational characteristics as a moderator in this relationship will also be explored. The proposed conceptual framework holds significant potential for contributing to future research endeavours.

The Relationship Of Compensation And Motivation To Employee Performance At PT. KB Finansia Multi Finance Bandengan Jakarta Utara Branch

In this age of globalization, trustworthy human resources are essential. In order to accomplish their objectives, businesses constantly look for resources that can work efficiently and effectively. Human resources that are both competent and perform well can be a boon to a company's bottom line, while those that are neither can lead to financial disaster. An approach based on quantitative methods is employed. The foundation of this rests on statistical studies and data collected from a specific demographic. Asking people specific questions is the backbone of the quantitative approach, which aims to verify hypotheses through data collection. With 42 participants, 42 degrees of autonomy, and a t-table and a signifance level 0f 0.005, the results for the two-way test are 2.018. Following from the previous summary, We can a meaningful association between compensation employee performance because the t-count (5.431) is larger than the t-table (2.018) and the sig value (0.000) is less than 0.05. Therefore, we reject Ho and accept Ha. With a total sample size of 42, a degree of autonomy (db) of 42 for two-way weighing, and a significance level of 0.05, we get the following t-table: 2.018. According to the summary, the t-count (4.688) is higher the t-table (2.018), and the sig value (0.001) is less than 0.05. Therefore, can reject Ho and accept Ha, indicating a significant relationship between employee motivation and job performance. Compensation should be based on what employees deserve if the company wants to see improved performance from its employees. Giving out awards to deserving employees is another way for the company to boost performance; it makes them feel appreciated, which in turn motivates them to work harder. Keywords: Compensation, Motivation, Employee Performance

Job Satisfaction and Staff Performance in Esit Eket Local Government Council of Akwa Ibom State Nigeria

With the general unemployment rate estimated at over 32% and youth unemployment at over 50%, Nigeria is a country of few opportunities and occupational mobility is more or less non-existent. It is widely believed that most people who work in the civil service, especially at the Local Government Councils do so not because they enjoy it but because that is what is available. This study investigated job satisfaction amongst employees of Esit Eket Local Government Council and its relationship with their performance. Using a survey research method, the researchers administered a questionnaire to the entire staff population of 256, of which 246 representing 96.09% were correctly completed and returned. The findings of the study revealed that there is job satisfaction amongst the workers as evidenced by the low staff turnover and exit rate from the sector and that there is a significant relationship between Local Government employee job satisfaction and performance. Contrary to the negative social constructs associated with public staff at the Local Government Councils, they are performing real services of value which ensure political stability as well as accessibility and affordability of key citizen services. To sustain and increase the satisfaction level, the study recommended that the government should carry out innovative improvements to the working conditions of staff at Esit Eket in a way that is enriching and gives room for value creation, such that innovation and creativity now attract key rewards such as promotion, to sustain staff satisfaction.

INDIVIDUAL WORK PERFORMANCE OF MILLENNIAL EMPLOYEES IN TERMS OF SERVANT LEADERSHIP PERCEPTION

<p>This research investigates how servant leadership impacts the job performance of millennial staff members at UKRIDA Hospital directly. Additionally, it delves into the traits of servant leadership exhibited by leaders and evaluates the job performance of millennial employees at UKRIDA Hospital.<strong> </strong>A sample using purposive sampling technic from 174 millennial employees at UKRIDA Hospital was collected. Established measurement tools, including the Servant Leadership Questionnaire (SLQ) and Individual Work Performance Questionnaire (IWPQ), were employed. The characteristics of the participants were analyzed using Statistical Package for Social Science (SPSS). Hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). Servant leadership significantly and positively impacts the individual work performance of millennial employees in the hospital setting. Hospitals should cultivate an environment that embraces all facets of servant leadership to enhance the job performance of millennial employees.</p>

The Impact of Training and Development on Job Performance: A Comprehensive Analysis

This study examines the profound impact of training and development initiatives on employee job performance within organizational settings. By synthesizing existing literature and empirical evidence, the research explores the multifaceted dynamics influencing how training and development programs enhance employee skills, knowledge, and performance outcomes. Key aspects investigated include the design and implementation of training programs, the role of employee engagement and motivation, and the alignment of training objectives with organizational goals. Furthermore, the study assesses the efficacy of various training methods in fostering skill acquisition, knowledge transfer, and behavioral change among employees. Additionally, the research delves into organizational factors such as culture, leadership support, and learning climate, elucidating their influence on the success of training and development initiatives. It examines feedback mechanisms, coaching, and mentoring as pivotal components reinforcing learning and driving continuous improvement in job performance. Furthermore, the study explores the repercussions of training and development on employee engagement, job satisfaction, and retention, highlighting the significance of investing in employee development to cultivate a skilled, motivated workforce and bolster organizational performance. This comprehensive analysis contributes nuanced insights into the strategic importance of training and development, offering actionable recommendations for organizations aiming to optimize employee performance, foster a culture of learning, and attain sustained success in today's competitive landscape.

The Impact of Leadership Training and Development on Employee Job Performance in Manufacturing Sector, Malaysia

The research was carried out to explore the influence of leadership training and development on employee job performance. Leadership is an expertise that drives groups of people to act towards a shared aim. It is a process of motivating and enabling people to work energetically towards goals. Leadership is vital because it develops a clear vision and communicates effectively with subordinates and co-workers. A company must develop its leaders and managers with strong leadership skills. This research aims to evaluate the influence of leadership training and development for managers on employee performance. About 68 workers have been picked as a sample. A quantitative research design was adopted, and a questionnaire was used to collect the primary data. The convenience sampling approach was chosen. The reliability test used Cronbach’s alpha, and the result was determined to be 0.627. Based on the correlation and regression results, where p < 0.00, leadership training and development significantly influence work performance. Thus, the author concluded that practical leadership training and development for managers lead to high employee work performance.

Does knowledge sharing enhance the job performance of employees? The mediating role of engagement

ABSTRACT This research seeks to determine how sharing knowledge improves government employees’ performance and how employee engagement mediates this effect. The descriptive and explanatory research method with a cross-sectional survey design and quantitative approaches were employed. As a result, the researchers used both primary and secondary sources of data to gather relevant information to meet the research purpose. To achieve the objectives of this study, explanatory analysis, including structural equation modelling was employed using Smart PLS4 software. The current study’s confirmatory factor analysis result shows that the previous measurement items for each construct should not be used as they are, and the researchers developed a modified measurement model. This study discovered evidence to support the conclusion that knowledge sharing has a significant positive impact on employee performance, both directly and indirectly, through the mediating role of employee engagement; thus, the study can contribute to theory and practice in the field.

When humor masks abuse: employee responses to abusive supervision through the lens of relational energy

PurposeDrawing on conservation of resources theory, this study aims to develop a resource-based model depicting a decreased level of psychological resourcefulness – relational energy, as a novel explanatory mechanism that accounts for the harm of abusive supervision, and we further investigate the role of leader humor as a boundary condition.Design/methodology/approachWe applied multilevel path analysis to test our hypotheses with three-time-point survey data collected from 226 supervisor-employee dyads in a telecommunication company in China across six months.FindingsOur results show that abusive supervision is negatively related to employee relational energy, leading to a subsequent decline in employee job performance. The predictions of the depleting effects get alleviated by leader humor.Practical implicationsThis study foregrounds the importance of employee relationship management in the workplace and reveals that some abusive supervisors may manage to sustain employee performance and relational energy by using humor in their interactions, which necessitates immediate intervention.Originality/valueThese findings offer novel insights into the deleterious impact of abusive supervision by demonstrating the critical role of relational energy in dyadic interactions. We also reveal the potential dark side of leader humor in the context of abuse in the workplace.

The Effect of Family-Work conflict on Job Performance and Satisfaction of Female Employees in Education Sectors

Several research works have examined the difficulty of balancing job and family obligations. They've used various methods, looked at different timeframes, and explored different fields. Numerous research have established a correlation between work-family conflict and variables such as stress levels, job satisfaction, performance at work, and family life satisfaction. However, none of these studies have explicitly examined the conflict that results when work and family responsibilities collide, particularly in the field of education. This indicates a gap in our knowledge of this field. To better understand how female employees in the education sector perform on the job and are satisfied with their jobs, this study will look at the effects, contributing variables, causes, coping methods, and correlations between these characteristics. The purpose of the proposed study is to fill this gap by examining the connection between family-work and work-family conflict. It will examine the causes of these conflicts, as well as their effects on women's performance in the education sector. The study intends to shed light on a significant but often ignored facet of balancing work and family obligations by concentrating on these areas. Key Words: work-family conflict, female educators, job performance, education sector, Work-life balance

Transformational Leadership on Organizational Commitment and Job Performance of Construction Employees in Oman

Transformational Leadership on Organizational Commitment and Job Performance of Construction Employees in Oman

The Effect of Workplace Spirituality and HRM Practices on Job Performancethe Mediating and Moderating Approach

Providing the vital roles of nurses in defining the sustainability of the healthcare system, nursing performance is recognized to be significant in providing quality care of patients. However, job performance reported in Pakistani public hospitals over the past few years has been deteriorated. There have been numerous researches about factors that affect job performance like HRM practices, spirituality at work and employee engagement. So, in this regard, leadership desires to change the behavior to engage the nurses in improving performance. The current study examines the direct effect of HRM practices and spirituality at work on job performance and on the employee engagement. The indirect mediating effect of employee engagement is examined on the associations and the moderating effect of change leadership between employee engagement and job performance is also examined. Purposive sampling was used to collect the data. There were 390 practical data from fifteen public hospitals in Pakistan were applied for further data analysis. The software PLS-SEM was applied to measure the structural model. Further the bootstrapping supported on the effect of inner life and employee participation and career development on employee engagement and on job performance is significant. In addition, the study found the partial mediating effect of employee engagement between inner life and career development on job performance is significant. The moderating effect of change leadership between employee engagement and job performance is also significant. The empirical implication showed that HRM practices and spirituality at work confines the negative effect of shortage of nurses and also increasing nursing job performance of nurses and providing better working atmosphere. However, there is no need to any intervention from the top management to modify the nursing behaviors. Future research could increase on the scope of the study.

The double-edged sword: investigating when and why supervisor negative feedback promotes versus inhibits employee performance

PurposeThe purpose of this study is to investigate when and why supervisor negative feedback is associated with employees' job performance via two different pathways (i.e. emotion-focused coping and problem-focused coping) and to introduce proactive personality as a moderator.Design/methodology/approachTime-lagged data were collected using a field survey research design. Participants included 389 dyads of employees and their direct supervisors from five companies in China.FindingsSupervisor negative feedback can lead to employees' emotion-focused coping, which in turn impairs their job performance. Meanwhile, supervisor negative feedback can trigger employees’ problem-focused coping, which subsequently promotes their job performance. Furthermore, proactive personality moderates the indirect effect of supervisor negative feedback on employee performance through emotion-focused coping.Originality/valueThis study explored the double-edged effects of supervisor negative feedback on employee job performance from a coping strategy perspective and investigated how proactive personality influences the choice of coping strategies.

THE INFLUENCE OF LEADERSHIP STYLE AND RGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

The purpose of this study was to determine the influence of leadership style and organizational culture on employee performance with job satisfaction as an intervening variable at the Cilegon City Food and Agriculture Security Agency. The population in this study were all employees of the Cilegon City Food and Agriculture Service. The sampling technique in this study was the saturated sampling technique, where the entire population was used as a research sample (census sample), so the sample size used in this study was 100 respondents. The research will be tested using the Partial Least Squares (PLS) analysis tool. PLS can also be used to explain whether there is a relationship between latent variables and to analyze constructs formed with reflective and formative indicators. Based on the research results, the following conclusions can be drawn: 1) Leadership style has a positive and significant effect on employee job satisfaction; 2) Work culture has a positive and significant effect on employee job satisfaction; 3) Leadership style has a positive and significant effect on employee job performance; 4) Work culture has a positive and significant effect on employee job satisfaction; 5) Job satisfaction has a positive and significant effect on employee performance; and 6) Job satisfaction can mediate between the variables of leadership style and work culture on employee performance variables.

The Influence of Salary and Motivation on Job Performance at the Ministry of Public Works, Transportation, and Communication

This study aims to describe and analyze the influence of salary and motivation on job performance. The research method used is a quantitative correlational method to find the relationships between the independent variable and the dependent variable. The data collection technique is through the distribution of questionnaires to the respondents. The total population in this study is 161 people, and the sampling technique used is purposive sampling with a total sample of 62 people. The data analysis method used was multiple linear regression analysis. The research results show that salary does not have a significant influence on job performance, motivation has a significant influence on job performance, and simultaneously salary and motivation have a significant influence on employee job performance.

The impact of alcohol consumption on employee job performance

Background: Most people know that job performance generally refers to how well an employee is accomplishing his or her tasks and achieve the target, but there are number of factors that determine the level and quality of employee job performance. Objective: The purpose of this study was to examine the impact of Alcohol consumption on the self-reported work performance among the people of Jalalabad, Kyrgystan. Materials and Methods: A descriptive cross-sectional study was done through online Google forms for a period of 3 months from September to November 2023 among 160 local people. Various dimensions of work performance are compared across different levels of alcohol consumption in the study. Result: In this study the respondents age range was 20-40 years with mean age of 30±1 years. Out of 160 respondents, male predominance was found over females with 68.1%. The largest percentage 67.5% of them consume alcohol due the stress they have in their Job. Most respondents 67.5% were found to have no family history of drinking alcohol. Regarding the impact of their job performance, only 23.9%(n=28) respondents experiences a significant impact on their job performance. Conclusion: Our study into the impact of alcohol drinking among Jalalabad residents revealed a concerning prevalence of 73% of the 160 respondents. This emphasizes the importance of targeted interventions, community education, and support networks in addressing alcohol's influence on the local population's well-being. Understanding and tackling the underlying causes of alcohol misuse in Jalalabad will be critical to building a better and more resilient community.

ENHANCING JOB PERFORMANCE: EXPLORING THE IMPACT OF EMPLOYEE LOYALTY AND TRAINING ON QUALITY HUMAN RESOURCES PRACTICES

The current phase of globalization brings significant challenges to both private and public sectors globally, driven by rapid technological advancements and intense competition. In this context, the effectiveness of organizations depends crucially on the quality of their workforce and workplace practices. However, existing studies on job performance often overlook the pivotal roles of employee loyalty and training programs in fostering quality human resources. This study addresses this gap by examining how quality human resources practices influence job performance, with a focus on the mediating role of employee loyalty and the contribution of training and development programs. Using Partial Least Squares Structural Equation Modeling (PLS-SEM) and survey data from 175 individuals in Ghanaian public hospitals, our findings underscore the significant positive impact of both employee loyalty and training and development opportunities on job performance. Moreover, we reveal that employee loyalty fully mediates the relationship between quality human resources and job performance. Furthermore, our results indicate that the association between employee loyalty and job performance is moderated by the availability of training and development opportunities. These findings emphasize the importance of prioritizing training and development programs to enhance employee loyalty, thereby improving job performance.

The Relationship Between Financial Wellness and Job Performance in Employees of PDAM Tugu Tirta in Malang City

Job performance is a crucial criterion related to organizational outcomes and success. One of the factors that influence job performance is individual financial wellness. This research examines the relationship between financial wellness and job performance among employees of PDAM Tugu Tirta in Malang City. This research utilized a quantitative, non-experimental correlational method. The sample consisted of 100 employees of PDAM Tugu Tirta in Malang City, selected using an accidental sampling technique. The instruments employed were the Personal Financial Wellness Questionnaire and the Individual Job Performance Questionnaire. The data analysis involved the use of Pearson's product-moment correlation analysis. The analysis results indicate that financial wellness has a significant positive relationship with job performance (rxy equals .662; Sig. equals 0.00).

AN ASSESSMENT OF THE IMPACT OF EDUCATIONAL QUALIFICATIONS ON EMPLOYEE JOB PERFORMANCE AMONG GHANAIAN UNIVERSITY ADMINISTRATIVE STAFF

According to CEDEFOP (2014) an educational qualification type is a group of titles/diplomas and/or certificates within a country, sharing similar characteristics in terms of level, duration of related education pathway, and level of labour market entry. Within a qualification type, there are many different qualifications according to content. Qualification is an indication of trust in someone’s personal capabilities (Cedefop, 2012). It is usually a degree, diploma or certificate awarded by a competent authority in recognition that particular programme or qualification outcomes have been achieved following the successful completion of a recognized higher education programme of study (QAA, 2014). A qualification can be a legal entitlement to practice a trade (OECD, 2007). Work or job performance has been used to define employees’ ability to complete assigned duties according to organizational set rules and procedures occasioned by the normal constraints of reasonable utilization of available resources (Ogunley & Osekita, 2016). Fundamentally, performance has been viewed as an evaluation of the results of a person’s behaviour, and it involves determining the behavioural actions on how well or poorly a person has accomplished a task or done a job. It had been concluded as Lussier (2010) believes that to attain high levels of performance by both employees and managers, it is important that organizations to warrant that their employees have the requisite qualifications, the abilities, and the resources to meet organizations objectives. The results of the study proved that there is a strong relationship between educational qualification and job performance. It has been found by 80% of the study’s respondents that by virtue of their educational qualification, they are able to come up with new ideas to perform their jobs very well. Subsequently, when employees’ performance is not at the standard level or above the level set, then organizational leaders have the responsibility to determine which performance factors need to be improved, and what strategies are adopted to improve them. Consequently, administrative staff and employees in general should think of the current gap and challenge within their career path and decide the best program that will help to meet such needs. Finally, to improve the nexus of academic qualifications and job performance, this study recommended that special incentives and grants be made available, as well as be the drivers behind their staff pursuing higher educational qualification.
 Keywords: Educational Qualification, Employee Job Performance, Administrative Staff.

Analysis of the Influence of Job Characteristics on Employee Performance with Motivation as an Intervening Variable among Employees at Cafe Sawah Pujon Kidul

The purpose of this research is to examine the job characteristics, motivation, and performance of employees. This research was conducted on employees of the Pujon Kidul rice field café with a total of 68 respondents. With the technique of using the total sampling technique. Using a quantitative approach. The data analysis technique uses path analysis and the SPSS 25 program. In this study, it shows that job characteristics have a good range of scales. Motivation has a high scale range and employee performance has a high scale range. The results of this study indicate that job characteristics have a significant influence on employee performance. Characteristics have a significant effect on work motivation. Motivation has a significant effect on employee performance and job characteristics have a significant effect on employee performance through work motivation.

The Intermediate Role of Revenge Intention in The Effect of Mobbing on Employee Job Performance

Purpose –This study aims to determine the mediating effect of revenge intention on the relationship between workplace mobbing and employee performance. Therefore, the study aims to understand the effects of negative work behaviors experienced in the work environment on employees and to determine in which situations the intention of revenge will arise in employees.Design/methodology/approach –The study was conducted using the survey method on the employees of two large shopping malls in Istanbul. The data obtained during the research process was analyzed using SPSS 27 and AMOS 22 package programs.Results –The results reveal that the job performance of the employees who are exposed to mobbing decreases and their revenge intentions increase. In addition, it has been determined that those who are exposed to mobbing are more likely to have revenge intentions, and this intention plays a mediating role by negatively affecting employee job performance. Discussion –The study contributes to the literature on newly developed concepts of revenge intention and mobbing. In addition, it is evaluated that the suggestions presented within the scope of empirical findings will increase the awareness of enterprises to provide ahealthy work environment to their employees.