Job Performance Of Staff Research Articles

The impact of information overload on the information avoidance of medical staff: The moderating and mediating roles of job performance and time pressure

This study aims to explore whether social media information overload affects medical staff's information avoidance behavior and the extent to which time pressure mediates and job performance moderates this relationship. We analyze survey data on 586 medical staff from 11 hospitals in China using bootstrapping. The results demonstrate that medical staff's social media information overload has a significant positive effect on their information avoidance behavior and that time pressure plays a partial mediating role. Additionally, job performance moderates the impact of social media information overload on information avoidance. Further, high-performing medical staff's social media information overload has a greater impact on their information avoidance behavior than that of medical staff with low job performance. This study satisfies the call for an in-depth investigation of social media information avoidance by uncovering the relationship between social media information overload and the job performance of medical staff. The findings not only shed light on intention from an informational overload perspective but also provide fresh insights for practitioners on how to strategically manage information overload. Medical staff are suggested to be aware of both the positive and the negative effects of social media on their work and life as well as secure the time to deal with social media information to benefit from the convenience that social media brings to their work and life spheres without spending too much time on social media, which negatively affects working time. Healthcare institution managers should avoid sending too much information to high-performing medical staff, as information overload may cause them to be more inclined to “hide from” this information in reality.

Examining the moderating role of organizational emotional culture on the relationship between leader emotional intelligence and employee job performance in South Africa’s additive manufacturing industry

South Africa’s additive manufacturing research has mostly concentrated on engineering and technical aspects, with a lack of studies on management and organizational dynamics. To fill this gap, we conducted research on the direct and moderating links between leader emotional intelligence, organizational emotional culture, and employee job performance in South African additive manufacturing enterprises. We used a deductive research approach, a quantitative research method, and a cross-sectional explanatory correlational study design. Our study used simple random sampling to select 148 employees of additive manufacturing firms in South Africa. Questionnaires served as the data collection instruments, and online data gathering was done using Google Forms. The Statistical Package for Social Sciences (SPSS) version 26 software was used for data coding, data entry, and descriptive statistics. Smart PLS 4 was used to conduct partial Least Squares (PLS) Structural Equation Modelling. Findings of the study demonstrate that a significant positive relationship exists between leader emotional intelligence and employee job performance. A significant positive relationship also exists between leader emotional intelligence and organizational emotional climate. A significant positive relationship was found to exist between organizational emotional culture and employee job performance. The finding also showed that organizational emotional culture moderates the relationship between leader emotional intelligence and employee job performance. The findings suggest that developing emotional intelligence among leaders in South African additive manufacturing enterprises could enhance both staff productivity and the organizational emotional environment. Our findings highlight the importance of prioritizing leader emotional intelligence training and development for additive manufacturing enterprises in creating a good emotional environment conducive to enhanced staff job performance.

Employability skills, employee engagement, and job performance in Ghana

The study examined the relationship between employability skills and job performance of staff at the Suame Municipal Assembly, and the mediating effect of employee engagement. This research employed a quantitative research methodology. Again, descriptive and explanatory research designs were used. The study used human capital theory and two-factor theory. 144 staff members were sampled using a simple random sampling technique, and the data were analyzed using partial least squares structural equation modeling (PLS-SEM). The research findings showed that the relationship between employability skills and job performance is statistically insignificant; hence, employees’ skills did not affect their performance at the Suame Municipal Assembly. Again, it was found that employability skills have a statistical relationship with employee engagement. Therefore, the study recommends that the management of the Suame Municipal Assembly explore alternative factors such as job satisfaction and leadership quality that could potentially impact job performance. Again, this study recommends that the management of the Suame Municipal Assembly make a radical shift and transformation to intensify the level of engagement they offer to employees. Keywords: Employability Skills, Employee Engagement, Job Performance.

Technology Use and Job Performance of Academic Staff of Bishop Stuart University

The study investigated the impact of technology use on job performance of academic staff. In particular, the study examined the influence of teaching technological use, managerial technological use, and research technological use on job performance of academic staff. Utilising a quantitative research approach, the study employed a correlational research design on a sample of 158 academic staff of Bishop Stuart University in Uganda. Data was collected using a self-administered questionnaire (SAQ). Data was analysed using descriptive statistics to show how the respondents rated academic staff technology use and job performance and Partial Least Squares Structural Equation Modelling to examine intricate relationships between variables and indicators. Descriptive results revealed that academic staff job performance was moderate while technology use was high. Structural equation analysis revealed that while managerial technology use had a significant and positive impact on academic job performance, research technology use and teaching technology use had a positive but insignificant influence on academic job performance. The study concluded that technology use for teaching and research has less contribution to job performance of academic staff but technology use for managerial purposes is vital for job performance of academic staff. The study recommended that university managers should employ more academic staff with PhDs such that besides teaching, they can effectively participate in research and community service activities, university managers should enhance academic staff use of technologies for research activities, and university managers should encourage academic staff to use technology for managerial purposes

Human resource development practices and job performance of academic staff of Bishop Stuart University

This study examined human resource development practices and their impact on academic staff performance. Specifically, it investigated whether training, promotion, job enrichment and organisational policies significantly influence the job performance of academic staff. The study surveyed 158 academic staff members at Bishop Stuart University in Uganda using a quantitative approach and a correlational research design. Data were collected through self-administered questionnaires and analysed using partial least squares structural equation modelling (PLS-SEM). The findings revealed that job enrichment and organisational policies had a positive and significant impact on academic staff performance. In contrast, training had a negative but significant influence on academic staff performance, and promotion had a positive but insignificant influence on the job performance of academic staff. The study concluded that effective human resource practices, specifically job enrichment and organisational policies, play a crucial role in enhancing academic staff performance. However, limited training opportunities hindered the performance of academic staff. Furthermore, unsatisfactory promotion practices minimally contribute to the job performance of academic staff. The study recommended that university managers implement human resource development practices, namely job enrichment, organisational policies, training, and promotion, to promote job performance.

Digital Transformation and Its Relationship to the Job Performance of Employees at a Private University in Peru

Background Private universities in Peru still need to implement digital transformation models to enhance the job performance of faculty and staff, achieving consistent improvement in the performance levels of university teachers by deploying technological and didactic tools for students. Therefore, the study aims to determine the relationship between digital transformation and the job performance of employees at a Private University. Methods The research approach was quantitative, employing a non-experimental, longitudinal correlational design. The technique used was a survey, applied to a sample of 104 employees (school heads, faculty, and a director) from the university on a national level from a total population of 144. Results Descriptive results reveal that the university has regularly adopted tools related to digital transformation. In particular, it has efficiently employed agile technologies, Big Data, and various technological means, benefiting 90% (52% and 38%) of the staff. The study also showed a high positive correlation (0.92>0.7) between digital transformation and the job performance of staff at the Private University, confirming that there is a significant connection between the variables studied. Conclusions Therefore, creating an innovative culture across all hierarchical levels and identifying key technologies that add value to the learning flow can meet the needs of an increasingly demanding society.

IMPACT OF ACCOMMODATION ON JOB PERFORMANCE AT CALEB UNIVERSITY, IMOTA-LAGOS STATE, NIGERIA.

Every employer is saddled with performance expectations from all employees while all employees desire job satisfaction for maximum productivity. Several factors have been known to affect staff performance. They are rewards, accommodation, promotion opportunities, work conditions, workgroup and interpersonal relationships, leadership styles and performance appraisal in various organizations, etc. This study aims to examine the impact of the accommodation on the staff performance at Caleb University, Imota, Lagos with a view to suggesting possible means of resolving them. Well-structured questionnaires were administered to randomly sampled 95 staff of Caleb University, Imota comprising 48.4% academic staff, 50.5% non-academic staff and 1.1% others. Results showed that (69)72.6% of the staff do not have accommodation on campus while (26)27.4% have accommodation on campus. Also, there is a significant correlation relationship of .559 between the comfort of accommodations and staff performance which is greater than .05, and there is a significant difference of .420 between the quality of accommodations and staff performance. Therefore, this study concludes that attention and priority should be given to staff accommodation and the quality of accommodation for excellent staff job performance in the study area. Keywords: Accommodation, Caleb University, Housing, Job Performance, Productivity.

Relationship of Leadership Attributes and Motivational Factors with Job Performance of Teachers

In the modern era leadership plays a vital role for the development of the educational institution by performing numerous management activities. To achieve this objective, the leader focuses on the enhancement of the competencies and motivate the employees for better performance. The major objective of this research was to determine the relationship between leadership attributes and motivational factors affecting job performance of academic staff. This study was quantitative based on correlational research design. The population was comprised of the public secondary school teachers in Lahore. Simple random sampling technique was administered to select the sample of this study which was 283. The primary data was collected by using a self-administered questionnaire through survey method whereas, for analysis of data Statistical Package for Social Science (SPSS) was administered. The results of the study revealed that there was moderate relationship of leadership attributes with motivational factors and job performance while there was also significant correlation between leadership attributes and motivational factors. Furthermore, there was a significant effect of leadership attributes and motivational factors on job performance. This study is beneficial for the heads, management staff and academicians to adopt innovative techniques and strategies for the enhancement of teaching-learning process by rendering the supportive workplace environment.

The Impact of Academic Staff Appraisals on Job performance in Rwanda's Private Universities

The study aimed to investigate the impact of staff appraisals on job performance within higher education institutions in Rwanda. Its objectives were to assess the types of appraisals conducted in private universities, evaluate job performance in a selected university, and determine the impact of staff appraisal on job performance. Methodologically, the study employed a mixed-methods approach, combining quantitative and qualitative research methods. A sample of 40 academic staff and 2 senior officials from one university was selected using universal and purposive sampling techniques. Data was collected through structured questionnaires and one-on-one interviews. Key quantitative findings included a low frequency of academic staff appraisals, with Management by Objectives (MBO) and self-evaluation being the predominant methods. Despite this, job performance among academic staff was generally high, with an overall mean score of 3.49. Statistical analysis revealed a significant correlation (p < 0.01) between staff appraisals and job performance, indicating a moderate relationship (r = 0.547) between the two variables. Based on these findings, it is recommended that higher education institutions in Rwanda consider enhancing their staff appraisal systems to further improve job performance. Implementing more regular and comprehensive appraisal processes, along with diverse appraisal methods, could potentially lead to increased motivation and productivity among academic staff

Quantitative Analysis of the Influence of Affective Commitment on the Performance of Administrative Staff in Tertiary Institutions, Anambra States

Enhancing the performance of administrative staff necessitated this study. The study quantitatively analyzed the influence of affective commitment on the job performance of administrative staff in tertiary institutions in Anambra State. One research question and one null hypothesis were tested at a 0.05 significant level, guiding the study. The study adopted a descriptive survey research design with a population of 544 administrative staff in tertiary institutions in Anambra state studied without sampling. A 10-10-item questionnaire titled "Influence of Affective Commitment on the Performance of Administrative Staff (IAC-PAS)" was used for data collection. The face and content validity of the instrument were determined by two experts in business education, measurement, and evaluation. Trail testing was used to establish the instrument's reliability, and data were analyzed using Cronbach alpha reliability, which yielded a coefficient value of .81. The researchers, with the help of three research assistants, administered copies of the questionnaire to the respondents. Out of the 544 copies of the questionnaire distributed, 528(97%) copies were correctly filled and returned and used for data analysis. Statistical mean and standard deviation were used to answer the research question and determine the homogeneity of the respondents' ratings, and a t-test was used to test the null hypothesis. Findings revealed that administrative staff agree that affective commitment influences their performance in tertiary institutions in Anambra State. Age did not significantly influence respondents' mean ratings on the influence of affective commitment on the performance of administrative staff in tertiary institutions in Anambra State. Based on the study's findings, the researchers concluded that building a working environment that promotes affective commitment can improve the performance of administrative staff of tertiary institutions in Anambra State to a very high level. Therefore, it was recommended that the management of tertiary institutions in Nigeria provide regular organizational support programs for administrative staff to better develop their personal and career objectives and improve their affective commitment and job performance.

The effect of sense of security on job performance of medical staff: the mediating effect of psychological capital.

To investigate the current situation of sense of security, psychological capital and job performance of medical staff in Guangdong Province, and to explore the mediating role of psychological capital on the relationship between sense of security and job performance of medical staff. In this study, 969 health care workers were selected from February 2023 to April 2023 from 37 hospitals in Guangdong Province, China, using purposive sampling method. The Sense of Security Scale for Medical Staff (SSS-MS), psychological capital scale (PCS) in Chinese version and the Chinese version of job performance scale (JPS) were used in this study. We use SPSS 26.0 for statistical analysis and Amos 24.0 for structural equation modeling (SEM). The control variables entering SEM were selected by regression analysis. SEM analysis confirmed psychological capital scale's mediating function in the link between work performance scale and Sense of Security. The overall SSS-MS, PCS, and JPS scores were 67.42 ± 16.136, 87.06 ± 15.04, and 77.87 ± 10.50, respectively. The results of Pearson's correlation analysis showed that there was a positive relationship between PCS and JPS (r = 0.722, P < 0.01), SSS-MS and JPS (r = 0.312, P < 0.01), and SSS-MS and PCS (r = 0.424, P < 0.01). PCS demonstrated a fully mediating influence on the link between medical workers' SSS-MS and JPS, according to structural equation modeling. The JPS of medical personnel in Guangdong Province is at a medium level, with much room for improvement. PCS is positively impacted by a sense of security. There is a supportive correlation between PCS, JPS, and SSS-MS. Furthermore, PCS fully mediates the relationship between medical staff members' JPS and their SSS-MS. The Job Diamond-Resource model and Conservation of Resource theory are further validated and supplemented by the findings of this study, which also gives managers a theoretical foundation for enhancing medical staff performance.

Work Environment and Academic Staff Performance in Tertiary Institutions in Nigeria

This study is a review study and it was aimed to examine the impact of work environment on academic staff performance in tertiary institutions in Nigeria. Depending on secondary data that were systematically collected from print and online publications. The results collected indicated that the work environment of tertiary institutions influences academic staff job performance. The paper concluded that a good and conducive working environment enhances the job performance of Academic Staff in tertiary institutions. Based on this, the paper suggested that the government and relevant stakeholders in the management of tertiary institutions in Nigeria should ensure that: a conducive work environment should be provided in all tertiary institutions across the country.

Motivation as A Determinants of Job Performance of Library Staff in Selected Academic Libraries in Kwara State

The study investigated staff motivation as a determinant of job performance of library staff in selected academic libraries, Kwara state. The study adopted a descriptive survey design. The population of the study comprised of professional, para-professional and non-professional staff of the three selected academic libraries of 126. A total enumeration sampling technique was applied. A sample size of 126 respondents was used for the study. Questionnaire was used as data collection instrument. Data collected was analysed using descriptive statistics of frequency counts and percentages the response rate was 96.8%. The findings of the study revealed that a higher percentage of the respondents agreed that job security and mentoring motivate them to perform their job. Additionally, the findings of the study revealed that library staff members are best motivated when they are given the opportunity to use their ability. Also, on the level of motivation of library staff based on extrinsic motivators, job security is very high. Furthermore, the findings of the study revealed that majority of the respondents agreed that improved quality of service to the user, punctuality at work, work efficiency and commitment to job are the major factors that increase level of job among library staff in academic libraries. In, addition, the study also found out that majority of the respondents agreed that library working conditions; poor staff welfare and poor communication structure are the major impediments to the motivation of library staff, but job insecurity does not impede the motivation of library staff. The study recommended that university management should endeavor to eliminate various impediments to library staff motivation.

FAMILY, FRIENDS AND COLLEAGUES' SUPPORT AS CORRELATES OF JOB PERFORMANCE AMONG NON-TEACHING STAFF OF PUBLIC UNIVERSITIES IN BENUE STATE: IMPLICATIONS FOR COUNSELLING

The study investigated how family, friends and colleagues' support as correlates with job performance of non-teaching staff of public universities in Benue State for counselling implications. The study adopted a correlation research design. The population comprises 2,703 non-teaching staff from three public universities in Benue State: Joseph Sarwuan Tarka University in Makurdi, Benue State University in Makurdi, and the Federal University of Health Sciences in Otukpo. The sample size for the study was 348 non-teaching staff. The sample was selected using proportionate stratified and accidental sampling techniques. The instrument for data collection was a structured questionnaire titled “"Family Support, Friend's Support, and Colleagues' Support, and Job Performance Questionnaire" (FSFSCSJPQ). The questionnaire was validated by experts. The reliability of the questionnaire was established using Cronbach Alpha method which yielded coefficients of 0.81 and 0.84 for sections A and B respectively. Data collected for the study were analyzed using Pearson Product Moment Correlation Coefficient. The study's findings revealed that there is a high positive relationship between family support and job performance of non-teaching staff of public universities in Benue State, and that the relationship was significant. It was also found that, friends’ support and colleagues’ support had a high and significant positive relationship with job performance of non-teaching staff of public universities in Benue State. The study concluded that support networks, including family, friends, and colleagues; significantly contribute to the enhanced job performance of non-teaching staff in public universities in Benue State. Recommendations were made that public universities should organize employee assistance programs and workshops on communication and interpersonal skills using counsellors as facilitators to help build and maintain support networks and public universities in Benue State should establish or expand Counselling services for their non-teaching staff that can address both personal and professional challenges that may affect their job performance.

JOB STRESSORS AND PERSONALITY TRAITS AS CORRELATES OF JOB PERFORMANCE AMONG SENIOR STAFF OF LOCAL GOVERNMENTS EDUCATION AUTHORITIES, EDO STATE, NIGERIA

This study examined the correlation among job stressors, personality traits and job performance of senior staff of Local Government Education Authorities in Edo State of Nigeria. Three hundred and forty senior staff, obtained through purposive sampling technique participated in the study. The Job Stressors, Personality Traits and Job Performance Scale (JSPFJPS), which was validated content-wise adopted to generate requisite data for the study. The study found among others that relationships exist among job stressors, personality traits and job performance of local government education senior staff. It was recommended that there is a pressing need to counsel employees in countering negative personality traits in other to enhance effective job performance in the workplace; and that workshop and seminars on job stressors, personality traits and job performance should be regularly organized so that the public can gain better understanding of the existing relationships among job stress, personality traits, and job performance that interface with sustainable development.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0608/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Effective Planning and Staff Job Performance in Public Secondary Schools in Osun State, Nigeria

Effective Planning and Staff Job Performance in Public Secondary Schools in Osun State, Nigeria

Impact Of Self-Efficacy, Self-Esteem, Employee Engagement, And Organizational Citizenship Behaviour On Job Performance Of Academic Staff In Higher Education Institutions Of Klang Valley, Malaysia

Background/Purpose: The higher education sector faces intensified competition amid global and technological advancements, further impacted by the aftermath of the Covid-19 pandemic. This study delves into the nuanced factors affecting the job performance of academic staff in the Klang Valley, employing a robust quantitative research design. The research, prompted by challenges posed by virtual teaching and learning during the pandemic, investigates key variables through a causal research approach. By exploring academic job performance dynamics, the research contributes to enhancing the quality of education and understanding the factors influencing educators' effectiveness. Methodology: The target population includes academic staff from prominent educational institutions in the Klang Valley, strategically chosen for their diversity and significance as an educational hub. Employing probability sampling, specifically simple random sampling, the study collects primary data through questionnaires distributed to academic staff in eight reputable institutions in the Klang Valley. A pilot study ensures the reliability and validity of the data collection instruments. A total of 385 academic staff from the Klang Valley participated as respondents. Data analysis, conducted using the Statistical Package for Social Science (SPSS), reveals high dependability exceeding recommended thresholds. The analytical framework employs both descriptive and inferential analyses, including Pearson correlation coefficients and multiple linear regression. Findings: Results indicate significant positive correlations between variables such as self-efficacy, self-esteem, employee engagement, organizational citizenship behavior, and job performance. In the inferential analysis, the multiple linear regression model demonstrates a substantial impact of independent variables on job performance, with organizational citizenship behavior making the highest contribution, followed by self-efficacy. Novelty: This study is a comprehensive exploration of academic job performance dynamics in the Klang Valley post-COVID-19. The study employs a robust quantitative research design, including a causal research approach, probability sampling, and statistical analyses like Pearson correlation and multiple linear regression. By investigating the relationships between key variables such as self-efficacy, self-esteem, employee engagement, organizational citizenship behavior, and job performance, the research provides nuanced insights into the intricate socio-emotional and organizational factors influencing academic job performance. The study's focus on a diverse and strategically chosen population contributes to the broader understanding of these dynamics, offering valuable implications for academic institutions globally.

Correlate of Emotional Intelligence and Academic Staff Job Performance of Federal Universites in The South East, Nigeria

There is an ever increasing problem of creating a fit between work-life balances, managing individual emotions and meeting the demands of job requirements in achieving operational ascendency in organization. This problem necessitated the need for organizations to continue to look out for individual workers with high emotional intelligence that can effectively manage their emotions and responds to work for the desired performance. It is the complexity inherent in balancing the aforementioned while achieving the goal of the organization gave vent to this study. The study investigated the effect of emotional intelligence on academic staff job performance of Federal Universities in the South East, Nigeria. The specific objectives are: to determine the extent to which self-awareness relates to academic staff lob performance, to ascertain the extent to which self-management relates to academic staff job performance, and to establish the extent to which social awareness relate to academic staff job performance of federal universities in the south East, Nigeria. Correlation research design shall be employed because the study seeks to establish the degree or extent of the relationships among the studied variables and the data shall be gotten through structured questionnaire designed in 5-point likert scale. The data collected was analyzed with Pearson Correlation Coefficient. The result indicated that there is positive and significant relationship between self-awareness and academic staff job performance (r=0.65, p&lt;0.005, n=496), that there is a positive and significant correlation between self-management and academic staff job performance (r=0.59, p&lt;0.005, n=496) and that there is a positive and significant relationship between social awareness and academic job performance (r=0.45, p&lt;0.005, n=496). The implication is that a holistic understanding of the dimensions of emotional intelligence would not only enable the individual workers to effectively manage their emotions but help the workers to overcome challenges and defuse conflict in pursuance to the attainment of goal.

Managing social networking stress: the role of self-management in reducing social media exhaustion and improving higher education employee performance.

This study investigates the significance of self-management in academic staff stress management related to social networking sites (SNS). It emphasizes particularly on reducing social media exhaustion and increasing job effectiveness. The research applies the stressor-strain-outcome theory and the Smart PLS (partial least squares) analytical approach to examine data from 391 respondents. The study's goal is to provide empirical data on the efficacy of self-control management in reducing SNS stress and its effects on academic staff's psychological wellbeing and job performance. Data is collected by survey using online email platforms among academic employees, and the collected data is examined utilizing the Smart PLS approach. This approach allows for an investigation of the proposed links and their statistical importance. This research's ramifications are important for academic institutions since its results can help academic personnel effectively cope with SNS-related stress. Academic employees can better limit their SNS usage and avoid social media tiredness by promoting self-control management practices. As a result, academic employees' job performance and overall wellbeing may increase. The study's findings help to comprehend how self-management might reduce SNS stress and improve staff performance in the academic sector.

STAFF TRAINING AND ACADEMICS JOB PERFORMANCE IN TERTIARY INSTITUTIONS IN NIGERIA

This research explores the nexus between training programs and the job performance of academic staff in Nigerian tertiary institutions, relying on secondary data gleaned from both print and online sources. Through a comprehensive review of publications, we discerned a pivotal relationship between consistent academic staff training and heightened job performance. Our findings underscore the positive impact of training on the effective implementation of teaching, research, and community service programs by academicians. The study's conclusion emphasizes the integral role played by ongoing training initiatives in shaping the performance landscape within tertiary institutions. Academic staff, when equipped with diverse skills through continual training, exhibit enhanced proficiency in executing their responsibilities across teaching, research, and community service realms. This research contributes valuable insights to the discourse on professional development within academic settings. In light of our discoveries, we advocate for the establishment of structured training programs tailored to the unique demands of academic roles. These initiatives, supported by continuous professional development and institutional backing, stand poised to elevate the overall performance of academic staff in Nigerian tertiary institutions. This paper serves as a call to action for educational institutions to prioritize training as a strategic investment in the advancement of higher education in Nigeria.