Job Performance Questionnaire Research Articles

Effect of Fatigue on Job Performance and Musculoskeletal Disorders among Power Plant Staff

Background: The sustainability and strength of an organization strongly depends on the mental, physical, and physiological health of its employees. The purpose of this study is to investigate the effect of fatigue and stress on the incidence of musculoskeletal disorders, job performance and their relationship considering some demographic variables in this society. Methods: This cross-sectional analytical study was conducted in 2017. The study populations were administrative employees of the power plant, and sampling was done by census method. Three standard questionnaires about job fatigue and job performance and Nordic questionnaire were distributed among 62 employees. Data were analyzed by SPSS 20; descriptive statistics and Pearson correlation test. Results: All 62 samples were male, and the mean and standard deviation of their age were 41.52 (7.71) years and the mean of work experience was 12.13 (6.25) years. According to the results, 53% of the samples showed high and very high fatigue; the fatigue score was 3.96 that indicated the moderate level. The job performance score was 38.3, which was considered at the low level. Also, there was an inverse and significant relationship between fatigue and job performance (P = 0.03, r = -0.37), and there was a significant relationship between fatigue, performance and neck and back areas (p <0.05).

The Role of Customer Commercial Knowledge Management in Improving the Performance of Employees of Insurance Firms in Iran

The purpose of this article is to determine the effect of customer commercial knowledge management on the performance of employees of insurance firms. The population comprises the employees of all insurance companies of Ardabil province in Iran. Due to the small size of the population, no sampling was carried out and the population was examined through a census procedure. Data collection was carried out using Newman and Conrad's knowledge management questionnaire and Patterson's job performance questionnaire. A data analysis was conducted with Pearson correlation and regression analysis using SPSS software. The results showed that customer commercial knowledge management can predict staff performance; hence, it is one of the effective factors in improving staff performance.

Work Environment, School Type and Job Performance of Secondary School Teachers: Evidence from Ijebu-North, Ogun State, Nigeria

Work Environment, School Type and Job Performance of Secondary School Teachers: Evidence from Ijebu-North, Ogun State, Nigeria UWANNAH, Ngozi Caroline (PhD); AMANZE, Samuel Uche (PhD); ADEOYE Ayodele O.(PhD); ALABA, Adesokan Oluwaseun Abstract This study examined the influence of work environment and school type on job performance of secondary school teachers in Ijebu-North Local Government Area of Ogun State. Descriptive research design was adopted for the study and one hundred teachers were drawn from five secondary schools in Ijebu North Local Government through multi-stage stratified random sampling technique. A self-developed scale tagged “Influence of Work Environment and School Type on Job Performance Questionnaire” with a reliability coefficient of 0.71was used in collecting data to test the three hypothesis postulated which was analyzed using percentage counts and multiple regression analysis. Findings revealed a significant combined influence of work environment and school type on job performance of secondary school teachers, significant relative influence of work environment and school type on job performance of secondary school teachersand a significant gender difference in the influence of work environment and school type on job performance of secondary school teachers Based on the findings, it was concluded that conducive work environment is of necessity and that school type is a determinant of quality job performance. It was recommended among others that government should support and approve budgets for renovating old buildings. Full Text: PDF DOI: 10.15640/jehd.v8n3a11

Organizational Climate and Teachers Job Performance in Public Secondary Schools in Abia State, Nigeria

This study investigated the Organizational climate and teachers job per-formance in public secondary schools in Abia state, Nigeria. Two research questions and two null hypotheses guided the study. Ex-post facto descrip-tive survey design was employed in the study. Proportionate sampling technique was used to determine a sample size of 609 respondents for the study. A structured questionnaire titled “Organizational Climate on Teachers Job Performance Questionnaire (OCTJPQ)” built on 4-point rating scale was used for data collection. The face validity of the instrument was established by three experts, two from Educational Management and one from Measurement and Evaluation in Michael Okpara University of Agriculture, Umudike. Reliability of the instrument was determined with Cronbach alpha technique which gave a value of 0.84 for the internal consistency. Data collected analyzed with mean and standard deviation for the research questions while null hypotheses were tested with t-test statistic tool at 0.05 level of significance. Findings among others showed that open organization climate influences teachers’ job performance to a low extent, and there was no significant difference between the mean scores responses Principals and teachers on the two null hypotheses. Based on the findings, recommendations were advanced.

Predictors of Quality of Work Life and Job Performance in Clinical Staff in Qazvin, Iran

Background and aims: Hospital staff are the main personnel of healthcare who play an important role in improving the health of the society. Quality of working life can affect job performance in clinical staff. This study aimed to examine the relationship between quality of work life and job performance in clinical staff working at Kosar hospital, Qazvin. Methods: This cross-sectional study was conducted (during July to October 2016) on 163 clinical staff working at Kosar hospital of Qazvin, after obtaining the consent from the authorities. Data were collected using three questionnaires: demographic characteristics, Walton quality of work life, and Paterson’s job performance questionnaires. Subjects were selected using census methods. The obtained data were analyzed using SPSS software, version 23 and Stata software, version 11. Statistical testes which were applied for the analysis include Pearson correlation and multiple linear regression (MLR). Level of significant was considered at P<0.05. Results: No significant correlation was found between the quality of work life and job performance in clinical staff (P=0.715, r=0.029). The results of linear regression model showed that work experience (β=3.67, P=0.04), type of employment (β=11.3, P<0.001), and shift work (β=60.49, P<0.001) can significantly predict occupational performance in clinical staff. In addition, shift work (β=32.27, P<0.001) can be regarded as a significant predictor of work life quality in clinical staff. Conclusion: The present study could not support the relationship between quality of work life and job performance; however, the results revealed that some demographic and organizational factors were related to quality of work life and job performance.

Principals’ leadership styles and teachers’ job performance: Evidence from Edo State, Nigeria

This study investigated the relationship between principals’ leadership styles and secondary school teachers’ job performance in Edo Central Senatorial District, Nigeria. A correlational design was adopted for the study. Two adapted questionnaires titled “Principals’ Leadership Style Questionnaire” (PLESQUE) and “Teachers’ Job Performance Questionnaire” (TEJOPAQ) were administered to teachers and principals drawn from a population of 397 senior secondary school teachers and 69 principals in the Senatorial District respectively. The Cronbach alphas for the three sub-scales in PLESQUE were .710, .883 and .848 for democratic, autocratic and laissez-faire leadership styles respectively, while the Cronbach alpha for TEJOPAQ was .882 for teachers’ job performance. Percentages, multiple regression and Pearson product-moment correlation were used to test the hypotheses at the .05 level of significance. Results showed that democratic, autocratic and laissez-faire leadership styles jointly contributed about 68.3% variations in the job performance of teachers, while democratic and laissez-faire leadership styles had the most prominent positive influence on teachers’ job performance in the area of study. It was recommended, amongst other things, that the use of a democratic leadership style should be encouraged among the principals of senior secondary schools in the district.

The Effect of Paternalistic Leadership on Job Performance and Intention to Leave the Job

The purpose of this study is to examine paternalistic leadership behaviours’ impact on job performance and on intention to leave the job of the employees. Study sample consists of 267 medical and administrative personnel working at a university hospital in Ankara, Turkey. In order to collect data, Paternalistic Leadership Questionnaire developed by Cheng, Chou, Wu, Huang and Farh (2004), Job Performance Questionnaire developed by Kirkman and Rossen (1999) and Intention to Leave the Job Questionnaire adapted from Walsh, Ashford and Hill (1985) were used. SPSS 21.0 was used for all statistical analysis. It has been found that paternalistic leadership dimensions have direct impact on job performance and intention to leave the job of the employees. It can be suggested that leaders at healthcare organizations can emphasize benevolence if they wish to positively influence their subordinates’ job performance and that leaders at hospitals can emphasize benevolence and morality over behaviours if they wish to minimize the intention to leave the job. Since there is limited research on the relationship between paternalistic leadership and job performance and intention to leave the job, it is thought this study will contribute to the literature.

Assessment correlation of the organizational agility of human resources with the performance staff of Tehran Emergency Center.

BACKGROUND:Human resources are the most important tool in agility of organization and is considered to be the most valuable asset of any organization. Agile emergency system can reduce production costs, increase market share, fulfill the needs of patients, and most importantly, it reduced the mortality and morbidity from diseases and crashes.OBJECTIVE:The purpose of this study was to determine the correlation of human resource agility with performance of the staff of Tehran Emergency Center (TEC).MATERIALS AND METHODS:This research is a descriptive-correlational study and 285 operatives from TEC, with a population of 1100 were selected according to Morgan table and simple random sampling. The data of this research were collected using human resource agility capabilities questionnaire and Patterson job performance questionnaire. SPSS/18 software and descriptive-inferential tests were used to analyze the data.RESULTS:The results show that the correlation between organizational agility and employee performance is 0.754 and is significant (P = 0.01). The correlation between the employee performance and intelligence and knowledge (0.512), multiple competencies (0.61), knowledge management (0.57), empowerment culture (0.524), and information system (0.63) in significant level (P = 0.05).CONCLUSIONS:The agility of the staff of the TEC is correlated with their performance. Due to the sensitivity of the work of TEC staff, it is recommended that they are planning in such a way that they acquire the agility of themselves and their organizations by acquiring the necessary skills at all levels, especially the operational level.

Causal Relationship between Teachers’ Job Performance and Students’ Academic Achievement in Secondary Schools in Nigeria

The study investigated teachers’ job performance and students’ academic achievement in secondary schools for the existence of bi-causal relationship in Nigeria. The ex-post facto research design was adopted in the study. The population of the study covered all the Economic teachers and senior school students in class two (SSS II) of selected public Secondary Schools in Ekpoma, Edo State, Nigeria. Two instruments were used for the collection of data namely: Academic Achievement Inventory (AAI) and Teachers’ Job Performance Questionnaire (TEJOPAQ). They were used to collect data on students’ academic achievement and teachers’ job performances on termly basis (in the first, second and third term of the 2015/2016 school years). With a Cronbach alpha reliability of (α) 0.79, data was analysed using the step-wise multiple linear regression analysis. Findings showed that teachers’ job performance in the three terms jointly predicted students’ academic achievement and vice versa (F*=53.638, 50.530, p<0.05); indicating the existence of bi-causal relationship between the variables. It was recommended that teachers need to be aware of how seriously they need to take their instructional duties because their job performance in each term has cumulative effect on students’ academic achievement in the promotional term.Key Words: Bi-causality, Teachers’ Job Performance, Students’ AcademicPerformance, Lag effect

The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control). The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires. The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.

The Relationship between Attributional Style and Spiritual Intelligence and Job Performance of Employees of Tabriz University of Medical Sciences

Background: The aim of this study was to investigate the relationship between attributional style and spiritual intelligence (SI) with job performance of employees of Tabriz University of Medical Sciences in 2015. Methods: The study population consisted of the employees of 8 faculties of Tabriz University of Medical Sciences (n = 647), of which 243 staff members were selected using a stratified sampling method. Data collection was performed using standard Amram Spiritual Intelligence Questionnaire, Paterson Job Performance Questionnaire and Rotter Locus of Control Questionnaire. Data were analyzed using Pearson correlation coefficient and multiple regressions using SPSS. Results: Based on Pearson correlation coefficient, SI was significantly correlated with job performance among the employees. In addition, there was a significant correlation between internal locus of control and job performance; however, external locus of control did not exhibit any correlation with job performance. Furthermore, the results showed a significant relationship between SI components and job performance (P = 0.000). The results of the regression analysis revealed that all the components of SI were predictors of variables for job performance (R2 = 0.26). Conclusion: Considering the tests, it was revealed that there is a positive and meaningful relation between the internal control of attributional style and the elements of the SI with personnel job performance. However, based on the result of the regression with the fixed amount of 26 percent, it seems necessary to pay attention to other effective elements on the performance of personnel, except internal control and elements of SI.

Relationship between Organizational Culture Identity and Job Performance of Enterprise Employees

Organizational culture identity is a key factor of enterprise culture construction and a hot topic in studies conducted nowadays. In this study, the Organizational Culture Identity questionnaire and Job Performance questionnaire have been used to explore the relationship between organizational culture identity and job performance among 232 enterprise employees in a city in Shandong Province. Main results are as follows: (1) there is extremely significant positive correlation between four dimensions of organizational culture identity and two dimensions of job performance; (2) organizational culture identity has significant positive predict to job performance; in particular, culture identity degree in cognitive and behavioral aspects has significant positive predict to task performance, and culture identity degree in cognitive, behavioral, affective and social aspects has significant positive predict to contextual performance.

Surveying the Relationship of Emotional Intelligence and Staffs' Job Performance Case: Chahar Mahal Bakhtiari Province Gas Company

The aim of this paper is to urvey the relationship of emotional intelligence (EI) and job performance (JP) of staffs working in Chahar Mahal Bakhtiari Province Gas Company (CMBPGC). Study population consisted of 147 staff working in CMBPGC all of which 147 persons were selected as study sample. Data were obtained via two staffs' job performance (Paterson, 1990) and EI (Farnhaeim, 2002) questionnaires having 15 items, and 30 ones respectively based on Likert Scale from completely disagree to completely agree. Findings, based on Pearson's Correlation Coefficient, showed that there would be a significantly positive relationship between emotional intelligence and staffs' job performance. Also, there would be a significantly positive relationship between staffs' self-managerial; self-motivation, social awareness, and management of relations with job performance. Some suggestions were finally raised to make job performance improve through increasing in emotional intelligence to managers.

The Relationship between the Components of Organizational Agility and Improvement of Managers’ Task and Contextual Performance in Telecommunication Company of Tehran

This study was conducted to investigate the relationship between organizational agility and improvement of managers’ task and contextual performance in Telecommunication Company of Tehran. The research population consisted of all 334 managers of Telecommunication Company of Tehran in 2014. A sample size of 181 was determined using Morgan Table and random sampling method. In terms of purpose, this is an applied research. Data collection was conducted using descriptive-correlational and inferential statistics including Pearson correlation coefficient and regression. Organizational agility and improvement of managers’ performance were the independent and dependent variables of the research, respectively. Data collection instruments consisted of a 30-item questionnaire, made by the researcher, to measure dimensions of organizational agility and Paterson’s standard 15-item questionnaire to measure the dimensions of improved management performance. The reliability coefficient of organizational agility and job performance questionnaires based on Cronbach’s alpha test was 0.945 and 0.845, respectively. The validity of the questionnaires was confirmed by the faculty. Data analysis was conducted using SPSS. The results indicated that organizational agility has a significant and positive impact on the improvement of managers’ performance. Keywords: Organizational agility, performance improvement, managers, and Telecommunication Company.

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

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

An Assessment of the Levels of Job Motivation and Satisfaction as Predictors of Job Performance of Library Personnel in Nigerian Universities

This study investigated the levels of motivation, job satisfaction and job performance of library personnel in government and privately-owned universities in North-Central, Nigeria. Three research questions were raised. Survey research method was employed. The study covers six states, namely Benue, Kogi, Kwara, Nasarawa, Niger, Plateau States and Federal Capital Territory (FCT) Abuja. Survey method tested the relationships among variables thereby making generalizations about the library phenomenon. The target population for the study consisted of librarians and library officers in fully-operational universities in North-Central Nigeria. The entire population of librarians and library officers were adopted. Two sets of modified instruments: Motivational Factors Job Satisfaction Questionnaire (MFJSQ) and Job Performance Questionnaire (JPQ) were used for data collection. Descriptive statistics was used to analyze the responses from the respondents. Above all, descriptive statistics of mean and standard deviation was used to answer the three research questions on the levels of motivation, job satisfaction and job performance of library personnel. Findings showed moderate level of motivation and job satisfaction respectively while there was high level of job performance of library personnel. The study recommended that the management of universities in the North-Central Nigeria should take note of the following areas: adequate job design, description and employees’ participation in decision making/leadership training, recognition and in-service training programme for library personnel. Other recommendation include: encouragement for library personnel to enhance job commitment and to be more predispose to critical thinking in order to be able to solve library related problems.

THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND JOB PERFORMANCE IN EMPLOYEES OF MASHHAD UNIVERSITY OF MEDICAL SCIENCES

Background: Current study is aimed on researching the relationship between emotional intelligence and job performance in employees of Mashhad University of Medical Sciences in 2011-2012. Methods:This is a descriptive correlational study. Subjects were 200 employees of Mashhad University of Medical Sciences, multi-stage cluster method was used for sampling. Data gathering methods were Bar-on emotional intelligence inventory and job performance questionnaire. Descriptive statistics (mean, standard deviation) and inferential statistics (correlation, regression) were used for data analysis. Result: A positive correlation was observed between all emotional intelligence components (emotional self-awareness, assertiveness, self-esteem, self-actualization, independence, empathy, interpersonal relationships, social responsibility, problem solving, reality testing, flexibility, stress tolerance, impulse control, satisfaction, and optimism) and job performance in employees of Mashhad University of Medical Sciences. Conclusion: Among these components, optimism, stress tolerance, social responsibility, self-esteem, and independence were the predictors of job performance.

Studying the impact of the organizational commitment on the job performance

Article history: Received January 28, 2014 Accepted 20 June 2014 Available online June 26 2014 Success of any organization depends on the performance of its employees. Enhancing organizational commitment among employees is an important aspect to perform better. The purpose of this study is to examine the effect of three components of organizational commitment; namely Affective, Continuance and Normative commitment, on employee’s performance. The study is applied among 244 employees of Cooperatives, Labor and Social Welfare department of Markazi Province using a single-stage cluster sampling. The study uses a standard questionnaire for organizational commitment developed by Allen and Meyer and job performance questionnaire developed by Patterson were used to gather data. Structural equations modeling (SEM) technique has been used for data analysis. The result of this analysis indicates that the organizational commitment had a positive significant effect on the job performance. In addition, the study also showed that all three dimensions of organizational commitment, Affective, continuance, and normative commitment, had a positive significant effect on the job performance. From the findings, it has been proved that job performance was strongly associated with employee's commitment. © 2014 Growing Science Ltd. All rights reserved.

The Relationship between Followership Style and Job Performance in Botswana Private Universities

This paper describes the followership style and job performance in Botswana private universities. Attempt was made to determine if there is a significant relationship between followership styles in relation to job performance. A total of 102 randomly selected lecturers from the two private universities completed followership and job performance questionnaires. The data indicates that in Botswana private universities: (a) followership styles include passive, alienated, pragmatist and exemplary followership styles. The most common followership style among the lecturers is pragmatist followership style. (b) there is no relationship between exemplary, pragmatist and alienated followership styles and job performance; indicating low performance of lecturers who indicated these followership styles. (c) there is a high relationship between passive followership style and job performance; indicating high performance of lecturers who indicated this style of followership.

Job Performance And Gender Factors Of Administrative Staff In South West Nigeria Universities

This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in various departments to be rated by their supervisors or heads of departments. They were randomly selected through a multi-stage technique from four universities - two federal and two state universities. The data employed a descriptive research of the survey type. The data were subjected to frequency counts, percentages, bar charts, and t-test analysis. The findings revealed that the administrative staff job performance was high. Furthermore, there was no significant difference between the job performance of male and female administrative staff in the universities. Recommendations were made based on the findings that university management should encourage and motivate the workers more by providing a conducive environment to sustain and boost the morale of the workers so that they can give their best to realize educational goals. Also, more opportunities should be given to both male and female administrative workers to perform by organizing workshops, seminars and conferences, both within and outside Nigeria, so that the tempo at which the workers work may be sustained and possibly be improved upon.