Job Performance Research Articles

Navigating Digital Transformation in the UAE: Benefits, Challenges, and Future Directions in the Public Sector

Digital transformation is a process in which the latest technologies are used in various business fields to keep pace with continuous changes. It involves the strategic and profound integration of digital technologies into an organization’s core business operations, processes, and models. In this study, a quantitative approach was used to study the impact of DT adoption on public sector transformational change projects in the United Arab Emirates (UAE). The diffusion of innovation theory (DIT) and the unified theory of acceptance and use of technology model (UTAUT) were used in the factor analysis. This study highlights that digital transformation initiatives in the UAE have benefited from a strategic alignment with government initiatives, such as AI and blockchain strategies. However, public sector organizations face challenges, such as the high costs of technology adoption and cybersecurity risks during integration with legacy systems. The significance of social influence, including elements like use behavior and behavioral intention, was identified as essential for digital transformation, suggesting the importance of technology in job performance. Similarly, digital transformation projects improve IT competence and reduce resistance to change among leaders and individuals. The findings underscore the importance of investing in infrastructure and continuous IT training to sustain digital transformation. More studies are required across specific sectors to further explore the impact and scalability of DT initiatives in the UAE public sector.

Learning Motivation as Mediating Variable on The Effect of Transformational Leadership on Job Performance

This study examines and analyzes the effect of transformational leadership on learning motivation and job performance and the effect of learning motivation as a mediating variable. This research was conducted by distributing questionnaires to research respondents, namely employees in factory 1 grade 5, 6, and 7 (operator level) at PT. Petrokimia Gresik, Indonesia, with 207 employees as the respondents. Data were analyzed using Structural Equation Modeling (SEM) Partial Least Square (PLS). Findings: The results of this study state that transformational leadership has a significant positive effect on learning motivation and job performance. Learning motivation also has a significant positive effect on job performance. In addition. The existence of this research has implications that state that in increasing employee job performance, transformational leadership and learning motivation need to be improved. Learning motivation acts as a partial mediating variable in mediating the relationship between transformational leadership and job performance, which later becomes a new finding in this study.

The Link between Workplace Safety Climate and Job Performance among Nursing Staff: A Correlational Study

Background: Workplace safety climate and job performance are closely related. A positive safety climate is associated with better job performance, particularly in health care settings. Objectives: The study aims to investigate the relationship of workplace safety climate and job performance among nursing staff. Methodology: Correlation study design research used in the present study among 250 nurses choosing from Imam Hussein Hospital in Karbala Governorate which is located south of Iraq, about 105 km2 away from the capital, Baghdad. The study has been carried out during the period 17th September 2023 to 16th January 2024. Using questionnaire prepared and modified by the researcher. Results: The majority of nursing staff are females between the ages of 20 and 29, married, with diploma qualification and their monthly income is barely enough to cover their expenses. They reside in urban areas. Professionally, the majority of them had experience ranging from 1 to 5 years, and most of them work in surgical departments for 6-8 hours a day and do not work overtime. Health-wise, most of nurse’s sleep for 5-7 hours daily and do not suffer from any chronic diseases. There is significant relationship between workplace safety climate and job performance among nursing staff. Conclusion: The significant relationship between the two factors and emphasizing the importance of improving safety climates for enhanced job performance and better health outcomes in healthcare settings

State civil apparatus performance model: The role of transformational leadership, work autonomy, and work involvement

The performance of local government employees plays an important role in carrying out government functions and providing quality public services. This study aims to analyze the relationship between Transformational Leadership and Job Performance, focusing on the mediating role of Work Engagement and moderating Job Autonomy in the context of employees of the Sumenep Regency Government. Although the Sumenep Regency Government achieved an Unqualified Opinion (WTP) on the financial report, challenges in the form of ethical violations and low productivity remain. The research method used a questionnaire to collect data from 81 employees with the Slovin sampling technique, ensuring the representativeness of the results. The results of the analysis showed that Job Autonomy had a significant effect on Job Performance (O = 0.555; T = 5.551; p = 0.000), while Transformational Leadership did not contribute directly to Job Performance (O = 0.038; T = 0.468; p = 0.320). This study is expected to provide new insights into the mechanisms that affect employee performance in the public sector and suggest the application of the transformational leadership model as a strategy to increase employee work engagement and performance, as well as increase accountability and transparency in the management of public resources.

Navigating Leadership Dynamics: A Study of Innovative Work Behavior in Malaysian Organization

Innovative work behaviour (IWB) is increasingly recognized as a crucial element for enhancing organizational performance in Malaysian workplaces, particularly in the public sector. This study explores how transformational leadership, transactional leadership, and psychological empowerment relate to innovative work behaviour (IWB) in Malaysian organisations. This study used a quantitative online questionnaire survey and distributed it to collect data from 280 employees in Perbadanan Kemajuan Negeri Selangor (PKNS). Partial Least Square – Structural Equation Modelling (PLS-SEM) statistical technique was employed to analyse the questionnaire survey data collected using Smart-PLS 3.0. The findings show that transformational leadership has significant impacts on IWB, however, there are negative effects for transactional leadership. Psychological empowerment, the interface between transformational and transactional leadership, plays a vital role in facilitating IWB. The study emphasises the significance of cultivating a culture of innovation in Malaysian businesses through the use of transformational leadership styles and the empowerment of employees. The results have significant effects on the enhancement of leadership skills and the formulation of organisational plans within the framework of Industry 4.0.

Hybrid Working and Employee Job Performance in Felcra Berhad: An Examination of The Moderating Role of Job Satisfaction

In today's dynamic work environment, understanding the impact of hybrid working on job performance is crucial. Many organizations, including FELCRA Berhad, adopted hybrid working during the COVID-19 pandemic to enhance employee efficiency and flexibility. This study explores FELCRA Berhad's job performance and satisfaction during the pandemic and evaluates the potential success of hybrid working post-pandemic. Using a quantitative research design and purposive sampling, data were collected from FELCRA Berhad employees through online and physical questionnaires. The data were analyzed with IBM SPSS Version 28 to examine the relationship between hybrid working (working conditions, work-life balance, and recognition) and job performance, with job satisfaction as a moderating factor. The results indicated a significant positive relationship between working conditions and job performance. While work-life balance and recognition showed moderate positive relationships with job performance, they were not statistically significant. Job satisfaction did not significantly moderate these relationships. However, the group effect for hybrid working remained significant across all dimensions. In conclusion, the study confirms a significant positive relationship between hybrid work conditions and job performance, providing a foundation for FELCRA Berhad to consider implementing hybrid work practices based on their direct effects on job performance.

The Effect of Work Stress and Work Environment on Job Performance in Manufacturing Industry: A PLS-SEM Approach

Employee performance is a critical determinant of growth and success within manufacturing organizations, making it essential to understand the factors influencing it. This study delves into the effects of work stress and the work environment on job performance, specifically within the electronics manufacturing sector in Penang, Malaysia. The research addresses how role ambiguity and conflict can act as stressors and also explores how intrinsic and extrinsic motivation factors related to the work environment affect job performance. The study sample comprised 116 participants from five electronics manufacturing firms located in Bayan Lepas, Penang. Data collection was conducted through a structured questionnaire, and the analysis was performed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results confirmed that the measurement model was robust, providing a solid foundation for validating the structural model. The PLS-SEM analysis demonstrated that the model had significant predictive capability, revealing that both work stress and the work environment exert substantial effects on job performance within the electronics manufacturing industry in Penang. Specifically, role stressors such as ambiguity and conflict were found to negatively impact job performance, while a supportive and motivating work environment positively influenced it. The study's results align with the theoretical frameworks of role stressors and self-determination, suggesting that effective management of stressors and the cultivation of a motivating work environment are essential for optimizing employee performance in the manufacturing sector.

The Performance of Staff at the Arusha Regional Immigration Office: An Investigation into the Influence of Job Enrichment Practices

The inefficiency and low morale of Immigration staff in Tanzania have led to significant concerns regarding their performance. Over 40% of Immigration Department staff report low job satisfaction, and employee productivity has declined by 25% over the past three years. The persistent issues of inefficiency and low morale threaten to undermine these functions, thereby justifying the need for this study. This study assesses the influence of job enrichment practices on the performance and job satisfaction of Immigration Department staff in Arusha. The study employed a descriptive research design guided by a pragmatism research philosophy, which balances both subjective and objective perspectives to address the complex issues related to job performance and satisfaction. The study also used Job Characteristics Theory (JCT), which posits that certain job characteristics such as skill variety, task identity, task significance, autonomy, and feedback enhance employee motivation and performance. Data was collected through questionnaires and interviews with a sample size of 52 respondents whereby 47 staff completed questionnaires and 5 leaders were interviewed. A purposive sampling technique was used to ensure that participants with direct experience in job enrichment practices were included. The questionnaires were analyzed using descriptive statistical methods, including frequencies, percentages, means, and standard deviations. The qualitative data from the interviews were analyzed using thematic analysis. The findings reveal that job characteristics significantly impact job performance. This study highlights the significant role that job enrichment and job satisfaction play in enhancing the performance of Immigration Department staff in Arusha. The findings suggest that focusing on improving job characteristics that contribute to job satisfaction can lead to a more motivated and productive workforce. It is recommended that the Immigration Department adopt strategies that promote job enrichment, such as providing opportunities for skill development, increasing employee autonomy, and ensuring a supportive work environment.

The Influence of Training and Development Programme on Staff Performance: A Case of Tanzania Revenue Authority in the Coast Region

Training and development programmes play a crucial role in enhancing staff performance within an organization. These programmes are designed to improve employees’ knowledge, skills, and abilities, ultimately leading to increased productivity, efficiency, and overall organizational success. One of the primary reasons why training and development programmes are crucial for staff performance is that they contribute to the enhancement of employees’ skills and knowledge. Through targeted training initiatives, employees can acquire new skills, stay updated with industry best practices, and gain a deeper understanding of their roles within the organization. It is in this context, this study assessed the influence of training and development program on staff performance: a case of Tanzania Revenue Authority, coast region. The study focused on three specific objectives including to identify existing practice of training and development programmes offered by TRA coast region, to determine whether training and development programmes have effects on employees’ performance at TRA coast region and to investigate the current challenges the TRA coast region experiences in training it employees. The study was done at TRA Coast region where by a sample of 92 respondents from the population of 120 senior and operational employees who randomly and stratified sampled participated. The study was guided by transformative learning theory. Descriptive research design was employed. Questionnaires and interview questions were used to collect data. Data was analyzed using descriptive and regression analysis. Findings suggest that on-the-job training at TRA allows employees to acquire specific job- related skills in a real work environment. Through engaging in actual tasks and responsibilities under the guidance of experienced mentors or supervisors, employees can develop a deeper understanding of their roles and responsibilities, Findings further suggest that off-the-job training opportunities have played a significant role in enhancing employees’ overall professional development at the Tanzania Revenue Authority (TRA). It was revealed from the study that TRA is relevant to employees’ job responsibilities, and that the feedback received during on-the-job training is constructive while training and positively impacted employees’ job performance. Findings revealed that off-the-job training opportunities enhanced employees’ overall professional development. The study concludes that on-the-job training programmes at TRA are relevant to employees’ job responsibilities, and for that case the feedback received during on- the-job training is constructive. The study also concluded that induction training provided by TRA Coast Region adequately familiarizes new employees with organizational policies and procedures. It was recommended that the management of TRA should continue investing in training and development programmes since Training and development programmes leads to improved employee performance by equipping them with the necessary skills and knowledge to carry out their duties effectively.

The Impact of Personality on Productivity and Job Performance

Abstract: There is a growing body of research on the impact of personality on job performance. Additional research is required to examine the influence of individual variations and perceptions on workplace conduct and productivity. Productivity is a critical quantitative element in determining the success of any individual to excel in a competitive environment and must effectively utilise limited resources. Job performance is a qualitative indicator of an individuals level of success within the workspace. For this study, the research method used is a survey to analyse the impact of different personalities on job performance and productivity. The results illustrate introverts are more productive despite displaying lower job performance than extroverts. In general, the personality questionnaire's design may have a limited representation of introverts due to their quiet nature. Ambiverts may be more challenging to distinguish during analysis. The study indicates the necessity of a more comprehensive comprehension of personality traits, with a specific emphasis on demographics and the working environment. Providing peaceful environments and designated time slots can enhance introverted performance in the workplace. Extraverts can excel at extroverted tasks but may struggle to adapt to introverted settings. Ambiverts possess both qualities, making influential leaders possible. Furthermore, this paper advises including supplementary control factors to establish a causal relationship between personality and workplace capability.

Self-Determination Components as Predictors of Job Performance Among Secondary School Teachers in Ebonyi State

The study examined self-determination components as predictors of job performance among secondary school teachers in Ebonyi State. The study used the correlation research design. Three research questions and three corresponding hypotheses guided the study. The population of the study comprised all 6, 121 teachers in the 226 public secondary schools in Ebonyi State. The simple random sampling technique was used to draw 399 teachers as sample for the study. Two self-designed instrument (questionnaire) titled Self-Determination Scale (SDS), and Teachers’ Tasks Performance Scale (TTPS) were used to collect data for the study. The Cronbach Alpha was used to determine the reliability of the instruments; the reliability coefficients obtained were .92 and .88 respectively. The research question was answered using simple regression while hypotheses were tested with regression analysis. The finding of the study revealed that self-determination components (competence, autonomy and relatedness,) significantly predict job performance of teachers in public secondary schools in Ebonyi State. Based on the findings of the study, it was recommended among others that teachers should take their career direction very seriously by being committed and dedicated in other to achieve high aspiration. Keywords: Self-determination, Competence, Autonomy, Relatedness and Teachers’ Job Performance.

Direct and indirect longitudinal relationships among self-efficacy, job performance and career advancements.

The present study examined the longitudinal relations among work self-efficacy beliefs, job performance and career success, defined as objective career advancements. We argued that job performance would mediate both the influence of worker's self-efficacy beliefs on career success and the influence of career success on subsequent self-efficacy beliefs. The participants were 976 employees of one of the largest companies in Italy, assessed at three time points (i.e., Waves 1, 2 and 3), spaced apart by 3 years. Job performance significantly mediated the relationship between self-efficacy beliefs and subsequent career success as well as the reverse influence of career success on subsequent self-efficacy beliefs. The posited conceptual model explained a significant portion of the variance in all endogenous variables and has implications for interventions intended to promote the development of individuals within organisations.

A head‐to‐head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions

AbstractTo date, a limited set of studies have compared the criterion‐related validity of low‐fidelity (SJT) versus high‐fidelity (AC) simulations for predicting job performance. Unfortunately, these studies validated these simulations through the overall assessment rating (OAR) instead of on the basis of specific dimensions. Given SJTs and ACs were compared that measured different dimensions, our understanding of the relative and comparative validity of these assessment approaches in measuring the same set of dimensions is still limited. Therefore, this study aims to conduct a head‐to‐head comparison of the criterion‐related validity of the AC and the SJT (and their incremental validity) while keeping the performance dimensions under investigation constant. Data were collected from 406 applicants for supervisory and management positions in a large Iranian steel industry company. In this process, a general mental ability test, a personality inventory, an SJT, and an AC were used as predictors, and supervisory ratings of job performance dimensions (Thinking, Feeling, and Power) served as criteria. The AC had relatively high validity for all three dimensions, whereas the SJT had a similar validity only for the Thinking dimension. So, the SJT was significantly weaker in assessing the Feeling and Power dimensions. These results were confirmed by incremental validity analyses. Overall, this study shows that understanding the relationships between predictor and criterion dimensions plays a critical role in developing valid selection systems.

Trauma levels and perspectives on dignified death among nurses and physicians who directly experienced the recent earthquake

Background Unexpected, sudden, and tragic losses can prompt us to reflect on the concept of a "good death." The earthquake disaster that struck our country in 2023 vividly demonstrated the challenging impact of such events, which can turn lives upside down and compel us to question the notion of a "good death." This study aims to determine the perceptions of a "good death" and the levels of trauma experienced by physicians and nurses who directly witnessed the earthquake disaster, and to understand the relationship between these factors. Methods This cross-sectional study was conducted between October 1 and December 31, 2023, using phone interviews facilitated by a web-based Google form. Data were collected from 560 healthcare professionals (280 nurses and 280 doctors) working in hospitals located in Kahramanmaraş, Hatay, Malatya, and Adıyaman provinces in Türkiye, which were directly impacted by the earthquake of February 6, 2023, and who consented to participate in the study. Trauma levels were assessed using the "Post-Earthquake Trauma Level Determination Scale," and perceptions of a good death were evaluated using the "Good Death Scale (GDS)." Data were analyzed using SPSS 25 and AMOS 24 software. Normal distribution was checked with the Kolmogorov-Smirnov Test. Independent t-tests were used to compare independent binary groups, Pearson correlation analysis was used to examine the relationship between scale scores, and Cronbach’s α coefficient was used to evaluate the reliability of the scales (Good Death Scale: 0.931; Trauma Scale: 0.957). Structural equation modeling and multi-group analysis were conducted to examine the relationship between scale scores according to the profession variable. Findings The mean score for the perception of a good death was found to be 52.76 ± 8.77 for physicians and 55.84 ± 9.63 for nurses. A statistically significant difference was detected between physicians and nurses in the "psychosocial spirituality," "personal control," and "clinical" sub-dimensions of the scale (p<0.05). The mean trauma scores were 56.81 ± 17.58 for physicians and 64.82 ± 18.56 for nurses. A significant difference was found in the trauma scale and its sub-dimensions ("excitement limitation," "emotional," "cognitive restructuring," "sleep problems") (p<0.05). It was observed that higher trauma levels positively influenced good death perception scores. Conclusion This study reveals that healthcare workers are deeply affected psychologically by major disasters, with high levels of trauma. A significant relationship was found between trauma levels and perceptions of a good death. These findings provide an important basis for future research to understand how trauma shapes the lives and job performance of healthcare workers in the long term.

THE IMPACT OF MOTIVATION ON THE PERFORMANCE AND JOB SATISFACTION OF YOUNG EMPLOYEES WORKING AT THE SIERRA LEONE YOUTH COMMISSION

This study investigates the impact of motivation on performance and job satisfaction among young employees at the Sierra Leone Youth Commission. One of the objectives this study seeks to address is to identify the various motivational factors that influence the job performance and satisfaction of young employees in the Sierra Leone Youth Commission. This research aimed to explore the relationship between motivation, performance, and job satisfaction among the staff. Therefore, the study utilized both primary and secondary sources of data as well as qualitative and quantitative methods of data analysis. Analysis of the data using SPSS revealed that motivation plays a pivotal role in driving exceptional performance among the respondents. Key factors influencing motivation include remuneration, personal growth, and work-life balance. The findings suggest that the staff at the Youth Commission are highly motivated, resulting in outstanding performance. Employees are indeed a crucial component of business development and success. Based on this, the study recommends that employee motivation can be achieved through empowerment, which involves providing autonomy, recognizing individual contributions, and fostering a positive work environment. In addition, the study suggests that regular feedback, opportunities for growth and development, and competitive compensation packages can also enhance employee motivation and productivity.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0726/a.php" alt="Hit counter" /></p>

Self-Perceived Difficulty in Job Performance by Working Patients with Uveitis: Global Assessment and by Subscales of Work Demands

ABSTRACT Purpose To evaluate a worker’s self-perceived difficulty in job performance as a whole and by subscales of job demands in a sample of working patients with uveitis and to analyze the relationship with sociodemographic, occupational, and clinical variables. Methods A cross-sectional, cross-association study was conducted. Participants completed the Work Role Functioning Questionnaire (WRFQ) to assess self-perceived difficulty in job performance. Clinical data were collected from the patients’ medical records or instruments used to evaluate clinical parameters in practice. Two clinical groups were established for this study. Bivariate and multivariate analyses were performed to assess associations between variables. Results Sixty participants were included in the study. In the multivariate linear regression analysis, active uveitis was significantly associated with a worse WRFQ total score (coefficient, −25.1; 95% CI, −36.6 to −13.6; p < 0.001). Acute course uveitis was significantly associated with a better total score than recurrent and chronic uveitis (coefficient, 17.7; 95% CI, 3.7 to 31.7; p = 0.014). In bivariate analysis, patients with active uveitis also scored worse on all subscales and on the total score. Conclusions Patients with active uveitis presented with greater self-perceived difficulty in the performance of their work as a whole and in all subscales of work demands. Patients with acute uveitis presented with less difficulty than those with recurrent and chronic uveitis. Early and correct treatment of uveitis in specialized units may reduce its impact on patients’ work impairment.

Professional development: a mixed methods study of Masters of Public Health alumni.

We examined the perceptions of the Master of Public Health (MPH) degree graduates regarding their personal competencies, job performance and professional development using a mixed method, explanatory sequential design. A cross-sectional, self-administered questionnaire of the Haifa School of Public Health alumni who graduated between 2005 and 2022 was disseminated to 849 graduates between March and June 2022, from which 127 responded (response rate: 14.90%). This was followed by 24 in-depth interviews with alumni from the same sample (conducted between November 2022 and March 2023). The sample included 74.8% of females with a mean age of 40.7 years, 35% of alumni agreed that the MPH degree helped them attain a promotion in their present position (in rank or salary), and 63.8% felt that the degree helped them improve their job performance and contribute to their current workplace. Most (80.3%) alumni reported not changing jobs after graduation. The interview themes revealed that the MPH contributed to their personal and professional lives, provided them with a holistic view of public health and health systems, and improved their in-depth scientific skills. The main reported barriers to professional development included missing core competencies, low salaries, and a lack of information regarding suitable jobs. Surprisingly, an MPH was not a requirement for some public health sector jobs. Alumni reported that the MPH degree contributed to improving many graduates' careers and satisfaction levels and to build their leadership competencies in public health. There seems to be a lack of coordination between the academic curriculum and the jobs available for alumni, hindering better alumni professional development. Regular discussions, information sharing, and curriculum refinements between MPH program leaders and health sector leaders might help address many of the concerns of MPH degree graduates.

The Illusion of Competence: A Qualitative Deep Dive into Workplace False Performance

This qualitative paper develops an understanding of False Performance as a negative form of workplace behaviour which has received scant attention. According to the quantitative literature, which measures False Performance using the Organisational Charlatan Scale (OCS), false performers are incompetent employees who deliberately portray themselves as better able to perform in a job role than they know themselves to be capable. In this study, False Performance was explored in United Kingdom public-sector organisations for the first time, using novel focus-group methodology and grounded theory. Eight focus groups (n = 51) were conducted to explore employees’ perceptions and experiences of False Performance, with a focus on job interviews and performance appraisals. Using NVivo for analysis, five categories emerged: Co-Worker Perceptions of False Performance in the Workplace, False Performance in Interview/Appraisal Settings, The Impact of Trust on the False Performer, The Effect of False Performance on Co-Worker Morale, and Preventing False Performance in the Workplace. The results support the literature review that False Performance is a new and negative addition to the taxonomies of job performance. Human resources (HR) managers are, therefore, urged to prevent and reduce False Performance via well-designed selection processes and performance appraisals, thereby improving co-worker trust amongst employees.

The effect of posture regulation training on musculoskeletal disorders, fatigue level and job performance in intensive care nurses

BackgroundIntensive care units (ICUs) are one of the high-risk working areas in terms of musculoskeletal disability and ergonomic risks including the environment and posture factors. Correct posture technique is often ignored by nurses working in these units. This study was conducted to determine the effect of posture regulation training on work-related musculoskeletal disorders, fatigue level and job performance in nurses working in ICUs.MethodsThis quasi-experimental study with one-group pretest-posttest design included 64 intensive care nurses. The nurses received posture regulation training in three different sessions. The post-test was administered four months after the posture regulation training.ResultsThe nurses reported to frequently have aches, pains and discomfort in the neck, upper back and lumbar regions. After the posture regulation training, their level of pain, ache and discomfort in the neck, right and left shoulder, upper back, lower back and right/left foot areas decreased significantly (p < 0.05). The posture regulation training reduced the levels of behavior/severity and affect, which are sub-dimensions of fatigue, and increased the level of contribution to work, which is a sub-dimension of job performance (p < 0.05).ConclusionThe posture regulation training decreased the level of symptoms in the neck, shoulder, upper back, lower back and foot regions of intensive care nurses and partially improved their fatigue level and job performance. Therefore, posture regulation training should be added to in-service training programs and permanent measures should be taken for ergonomic risks in ICUs.

The moderating role of emotional intelligence and HR digitalization on the relationship between compensation and employee job performance in Johor manufacturing sector

This research examines the moderating role of emotional intelligence and HR digitalization on the relationship between compensation and employee job performance in Johor manufacturing sector. The manufacturing sector, which has contributed significantly to the Malaysian national GDP, was among the most affected sectors during the remote work movement caused by several Covid-19. One of the most critical aspects was managing human resources (HR) in remote work and the challenges faced by the employees working online. Drawing upon the Theory of Social Exchange and Ability model of Emotional Intelligence, this practical study investigated the influence of compensation (COM) on employee job performance (EJP) with the moderation of human resource digitalization (HRDi) and emotional intelligence (EI). A quantitative methodology based on online and hard-copy questionnaires was adopted. The population of this study consisted of management employees, such as directors, managers, executives, and administrators working in Johor manufacturing companies. A total of 318 responses was used in this study. Utilising SPSS and Smart PLS, the researcher analysed preliminary and pilot studies, data screening and cleaning procedures, exploratory factor analysis, as well as partial least squares structural equation modeling to assess the relationships among variables and test the hypotheses. The research findings demonstrated that compensation directly affects employee job performance. Meanwhile, human resource digitalization moderates the relationships between compensation and job performance of employees. In addition, emotional intelligence moderates the relationships between compensation and employee job performance. Policymakers are urged to encourage HR digitalization implementation and training on enhancing emotional intelligence. Besides, organizations should have plans on how to enhance their implementation of HR digitalization and improve emotional intelligence.