Job Performance Research Articles

Study on the Development and Influencing Factors of Psychological Empowerment

Psychological empowerment, as a core concept in contemporary management, has garnered significant attention in recent years within the fields of organizational behavior and human resource management. By enhancing employees' autonomy, competence, meaning, and impact, psychological empowerment effectively stimulates intrinsic motivation, thereby improving job satisfaction and organizational effectiveness. This study aims to systematically review the evolution of the concept of psychological empowerment, including its dimensions and measurement methods. It examines key antecedents affecting psychological empowerment, such as individual characteristics (e.g., personality traits, self-efficacy), job characteristics (e.g., task variety, job significance), and organizational features (e.g., organizational climate, empowerment culture), as well as outcomes like job satisfaction, job performance, and organizational commitment. Based on these findings, potential future research directions are proposed, providing valuable insights for the further development and practical application of psychological empowerment theory.

“Give me some flexibility and I will perform better”: longitudinal lessons on the antecedents of job performance

PurposeThis paper aims to examine the longitudinal relationships between the intensity of remote work (IRW) and job performance (JP) with the mediation effect of work–life balance (WLB) and moderation by work overload (WO).Design/methodology/approachA three-wave longitudinal survey, covering pre-pandemic period, the pandemic itself and the post-pandemic period, was conducted among 291 employees. The authors applied linear regression analysis with a moderated mediation effect and the cross-lagged structural equation model with longitudinal mediation using Mplus 8.FindingsThe results show that relationships between IRW and WLB and WLB and JP are negative in the short term; yet over time, employees are able to adapt and benefit from the flexibility offered by remote work (RW). WLB can contribute to better JP in the long run. Furthermore, WLB plays a moderating role in the long-term relationship between RW and JP. There is the second-stage negative moderation effect on this relationship by WO.Practical implicationsThis study recommends a proactive approach toward flexible solutions for employees. It explains that the positive effects of IRW for WLB and JP appear in the longer perspective. Support from organizations to mitigate negative short-term effects is required. Organizations can leverage the mediating role of WLB between IRW and JP in the long term by providing resources and support to help employees achieve WLB in RW settings.Originality/valueThis study extends the research on the antecedents of JP of employees and enriches the extant literature that shows inconsistent findings in terms of the relationships among RW, WLB and JP. It also focuses on the rarely explored intensity of RW. It fills the gap in previous research using a longitudinal research approach. The longitudinal data provide unique and innovative insights into the antecedents of JP of employees and explain complex relationships between them in both the short and long term.

The Effect of Job Skill Demands Under Artificial Intelligence Embeddedness on Employees' Job Performance: A Moderated Double-Edged Sword Model.

With the widespread application of AI technology, the skills and abilities required by employees in their work are undergoing fundamental changes, redefining the roles of employees. This research aims to explore the effect of job skill demands under AI embeddedness on well-being in organizations and job performance. Based on conservation of resources theory, this research randomly selected 479 employees from 8 companies in China using a time-lag method as samples, and conducted statistical analysis with ordinary least squares (OLS). This research found that, job skill demands under AI embeddedness will both increase employees' competency needs, promoting their well-being in organizations and job performance and decrease employees' job embeddedness, inhibiting their well-being in organizations and job performance. Meanwhile, technological anxiety moderated the impact of job skill demands under AI embeddedness on job embeddedness.

Impact of green human resource management on employees’ green behavior in hotels

The purpose of this study is to examine the influence of green human resource management (GHRM) on employees’ green behavior (EGB) in hotels in Vietnam. To fulfill social responsibility towards the environment, many organizations have been paying more attention to GHRM, thereby forming EGB. Especially in today's situation where global warming is increasing, “green” practices should be adopted by organizations, starting from the core of organizations—their human resources. The success of an organization's initiative to sustain environmental sustainability largely depends on promoting green behavior among employees. The study used a mixed method, incorporating qualitative feedback from previous studies, experts, and quantitative data from 556 employees working in hotels in Vietnam. Filtering was performed on the data to remove outliers and demonstrate statistical, confirmatory factor analysis, and structural equation modeling. The results show that GHRM activities such as green recruitment, green training and development, green job performance management and appraisal, and providing green compensation strongly influence EGB. Additionally, the study also indicates that EGB varies based on work experience and the type of hotel where they are employed. Hotels operating in the tourism industry have been paying more attention to GHRM, thereby forming EGB. In the tourism industry, hotels must ensure environmental protection goals more than ever. Developers and managers can utilize more development tactics to enhance GHRM and EGB.

Total quality management practices among women shea processors: Implication for job performance and household expenditure

Total Quality Management (TQM) is a strategic framework for the continuous improvement of an organisation's practices to achieve overall performance. In the food industry, TQM practices remain inevitable as far as quality remains a benchmark for sustained competition and customer satisfaction. Small businesses like shea processing require continuous improvement, value addition and quality assurance to guarantee access to lucrative and international markets. This could be realised through TQM implementation. However, there is a dearth of studies on the relevance of TQM practices on the performance of shea processors in the literature particularly in the Ghanaian context. Therefore, this study explored TQM implementation and its impact on small-scale women shea processors which is rare in the literature but of utmost importance. Cross-sectional data were obtained from 120 shea processors using a multi-stage sampling. The Seemingly Unrelated regression and Structural Equation Modelling were used to analyse the data. The study revealed that socioeconomic characteristics (age, education, experience, off-farm job, paid labour), sources of shea nut characteristics (self-collect, value of shea nut collected/purchased) and sales outlet characteristics (big processors) had heterogenous effect on the implementation of various TQM practices. Positively, all the TQM practices had covariance relationships. Further, the implementation of TQM practices such as training and development, innovation and customer focus had diverse positive effects on the number of customers and workers employed, while the number of customers per production had a positive effect on the household expenditure of processors.

The Impact of Job Satisfaction and Performance on User Satisfaction with Banking Services

This study examines the relationships between customer service quality, employee job satisfaction, job performance, and user satisfaction in the banking industry, with a focus on Maybank. The objective is to determine how employee satisfaction and performance impact user satisfaction and customer service experience. A survey was conducted among 200 Malaysian banking customers, and responses were analyzed using regression analysis to test six hypotheses. The results confirm that customer service experience, employee job satisfaction, and job performance all significantly influence user satisfaction. Specifically, customer service experience (β = 0.291, p < 0.01) and employee job satisfaction (β = 0.322, p < 0.001) show strong positive effects on user satisfaction, while employee job performance (β = 0.200, p < 0.05) also contributes positively. Additionally, employee job satisfaction significantly enhances both job performance (β = 0.732, p < 0.01) and customer service experience (β = 0.340, p < 0.01). Employee performance is a key factor in delivering superior customer experiences (β = 0.534, p < 0.001). The study concludes that improving employee satisfaction is crucial for boosting job performance and customer service, which in turn elevates user satisfaction

AI-Powered E-Learning for Lifelong Learners: Impact on Performance and Knowledge Application

The widespread integration of artificial intelligence (AI) technologies, such as generative AI tools like ChatGPT, in education and workplaces requires a clear understanding of the factors that influence their adoption and effectiveness. This study explores how the ease of using AI tools, the ability to apply knowledge gained from them, and users’ confidence in learning with AI impact individuals’ performance and frequency of use. We also examine how these factors affect academic success and job performance among adults engaged in lifelong learning. Using data from 300 participants analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM), we found that, when AI tools are easy to use, individuals experience greater benefits and are more likely to use them regularly. Applying knowledge from AI tools enhances both personal performance and usage frequency. Additionally, having confidence in one’s ability to learn with AI leads to significant improvements in personal outcomes and an increased use of AI tools. These findings highlight the importance of designing user-friendly AI technologies, promoting the practical application of AI-generated knowledge, and building users’ confidence to maximize the benefits of AI. Educators, policymakers, and AI developers can use these insights to develop strategies that enhance academic and job performance through effective AI integration. Future research should consider other influencing factors and employ longitudinal studies to further validate these findings.

The Role of the Federal Internal Audit Board in Enhancing Performance Efficiency to Reduce Financial and Administrative Corruption

This research aims to enhance the efficiency of the performance of internal control and auditing bodies by establishing the Federal Internal Control Council, which would reduce the phenomenon of financial and administrative corruption in government institutions. The descriptive (analytical) approach was relied upon in the applied aspect; as data related to the field study were collected, relying on two types of tools, the first is the questionnaire and the second is the available data on cases of administrative corruption discovered in government institutions, where indicators of descriptive statistics and inferential statistics were used; To analyze the results of the study and with the help of the statistical program (SPSS) as well as using the program (SmartPLS) to show the compatibility between the proposed study structures, it was concluded that the role played by internal audit in any service or profit-making facility constitutes an important axis in the work of that facility because it is considered the safety valve and the controller of the extent of the commitment of that economic unit to the instructions in force in its operational work and the extent of its commitment to accounting systems and financial reports, which will be reflected in the efficiency and effectiveness of that economic unit in standing against attempts to exploit its work in administrative and financial corruption operations, which is considered one of the dangerous factors that destroy the work of that facility internally and externally. The study recommends encouraging the provision of appropriate and fair wages that take into account the level of economic growth (the rush of salaries is a pretext for bribery, embezzlement and other economic crimes), and training must be sufficient to raise awareness of the risks of corruption associated with job performance, and training programs may refer to codes or behavioral standards in specific areas.

Employee Insights into Organizational Justice and Job Performance: The Case of Insurance Companies

This paper explores employee insights into organizational justice and job performance. It also examines the association between employee insights into organizational justice and their personal traits and analyzes the association between employee insights into organizational justice and job performance. This study used descriptive statistics as well as correlation analysis. The survey data were gathered from 250 employees of ten insurance companies (including both life and non-life) in Kathmandu Valley. The results indicate a significant and positive association between employee insights into organizational justice and job performance. It indicates that the justice of management matters a lot in enhancing employee job performance at work. The study's findings also reveal a substantial association between all employees' demographic characteristics and their insights into organizational justice. It indicates that when employers treat their employees fairly, they do well on the job. To develop a climate of organizational justice, organizations must ensure that rewards and resources are distributed fairly. It should prioritize clear compensation policies, fair reward systems, and performance-based incentives. It must also prioritize the establishment of fair and consistent decision-making systems by creating standardized systems for evaluations, promotions, and disciplinary actions. In addition, fostering respectful and equitable interpersonal interactions can also help to build an environment of organizational justice. For this, organizations must train managers and supervisors on effective communication skills, emphasizing the importance of treating employees with dignity and respect, promoting open-door policies in which employees feel comfortable discussing concerns, and ensuring that managers provide clear and honest clarification for decisions. All of these activities ultimately increase employees' willingness to optimize their potential for higher levels of job performance.

Burnout and Quality of Work Life on Job Performance: Mediating Role of Job Satisfaction Among Financial Services Employees

The ability of company management to sustain employee job performance in the pursuit of organizational objectives is critical due to the intense competition among financial service companies. This study investigates the relationship between burnout, work life quality, job satisfaction, and job performance, examining how job satisfaction mediates the relationship between these factors. The study was conducted to 200 employees of financial services companies in Indonesia. Data was obtained by distributing questionnaires. The method employed is quantitative analysis utilizing SEM PLS analysis. The research findings indicated that: (1) Burnout has a negative and significant impact on employees job performance; (2) Quality of Work Life has a positive and significant impact on employees job performance; (3) Job satisfaction has a positive and significant impact on employees job performance; (4) There is a significant indirect impact of Burnout on Job Performance with Job Satisfaction; (5) There is a significant indirect impact of Quality of Work Life on Job Performance with Job Satisfaction.

The Mediating Effect of Organizational Citizenship Behaviour on Relationship Between Self Efficacy and Employee Performance

This study examined the impact of self-efficacy on employee performance, specifically through organizational citizenship behavior. The goal was to understand how these factors influenced employee performance, considering that work often went beyond job descriptions. The study used a quantitative approach, with the population drawn from the employees of PT SIER, and purposive sampling was employed to select participants from the Development and PIER Area divisions. Data were collected through a questionnaire based on indicators of each research variable and analyzed using SmartPLS software. The findings revealed that self-efficacy directly affected employee performance, while self efficacy has indirect influence on employee performance when through organizational citizenship behavior. Overall, this research highlighted the significance of enhancing employee self-efficacy to improve performance in the modern workplace.

The relationship between leadership and adaptive performance: A systematic review and meta-analysis.

This research presents a comprehensive review and meta-analysis of literature to examine the impact of various leadership styles on organizational adaptive performance (AP). AP is essential for job performance, especially in environments undergoing rapid changes. Previous reviews on AP found that transformational and self-leadership had had a positive influence on job adaptivity, while the relationship between other leadership styles and AP had not been clear. First, authors outlined the theoretical framework of AP and leadership, clarifying how job adaptivity and the different leadership styles are defined and discussed in the scientific literature. Subsequently four scientific databases were explored to identify studies that investigate the Leadership and AP' relationship. 32 scientific articles and 2 conference papers were investigated for review, of which 31 were used to conduct a meta-analysis; 52 different effect sizes from 32 samples were identified for a total sample size of 11.640 people. Qualitative synthesis revealed that the influence of different leadership styles on AP depended on contextual variables and on aspects related to the nature of the work. Moreover, it was found that leadership supported AP through motivational and relational aspects. Through this meta-analysis, it was found that a significant positive relationship between leadership and AP existed (Zr = .39, SE = .04, p < .001. 95%CI [.32, .47], r = .37). However, no differences emerged from the different leadership styles examined in the studies. This review deepens the importance of leadership as organizational factor that affect the employees' likelihood of dealing with continuously emergent changes at work, extended the search to emerging leadership approaches to highlight the value of collective contributions, ethics, and moral and sustainable elements that could positively affect AP.

CAREER TEACHERS’ PERCEPTION INFLUENCE ON CAREER DECISION MAKING SELF-EFFICACY AMONG STUDENTS IN PUBLIC SECONDARY SCHOOLS IN KIAMBU COUNTY, KENYA

Career decision-making is crucial among people all over the world, and choosing a career is challenging to those who do not have a wide life experience. Students who make irrational career choices run the risk of experiencing severe consequences, such as low job performance, stress and anxiety relating to the job, and a lack of job satisfaction and happiness. The purpose of this study was to determine the career teachers’ perception influence on career decision-making self-efficacy among students in public secondary schools in Kiambu County, Kenya. The objective of the study was to establish the career teachers’ perception influence on career decision-making self-efficacy among students in public secondary schools in Kiambu County, Kenya. The study was guided by the Social Cognitive Career theory and Systems theory. This study used a cross-sectional survey research design. The data was collected using self-administered questionnaires. The target population consisted of 29,682 from three students in Kiambu County. The sample size consisted of 380 form three students who were selected using stratified sampling techniques from the 285 secondary schools in Kiambu County, Kenya. Questionnaires were used for data collection. The questionnaires were pilot-tested with 30 students from three secondary schools (a boys’ school, a girls’ school and a mixed school), comprising 10 students from each category in Nairobi County, Kenya. Reliability was enhanced by the test-retest method, where a Cronbach coefficient alpha of 0.79 was established. The content validity of the instruments was guided by the objectives and the experts in the Department of Psychology, Counselling and Educational Foundations of Laikipia University. Data analysis was aided by SPSS (Version 26). The data was analyzed using descriptive statistics which include percentages, means, and frequencies. Hypotheses were tested using a t-test, Simple Regression and Analysis of Variance at a .05 level of significance. The research found out that career teachers’ perception (F=34.45, p=000) has a statistically significant influence on students’ career decision-making self-efficacy of students in public secondary schools in Kiambu County, Kenya. Findings from the study might inform the Ministry of Education, policymakers, career teachers, and parents about students’ capacity to make the right career decisions. Based on the findings of the study, it was concluded that career teachers’ perception had a statistically significant influence on career decision-making self-efficacy among students in public secondary schools in Kiambu County, Kenya. The study recommended that career teachers should take precautions while undertaking career guidance and counselling to students since their perception has an influence on career decision-making self-efficacy.&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/0722/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Revisiting Compassion and Job Performance: A Constructive Study in South Korean Public Art Institutions.

This study empirically examines how employee compassion relates to job performance. Specifically, this study is a constructive replication and expansion of a previous study on the relationship between compassion and job performance using multiple sources of measurement. It investigates unexplored pathways within the public art sector in South Korea. Focusing on the mediating roles of positive work-related identity (PWRI) and positive psychological capital, we collected data from public art institutions in Korea, including galleries and museums, using a survey method. We tested the hypotheses using structural equation modeling and the PROCESS bootstrapping method. Our findings demonstrate a positive association between compassion and job performance, serially mediated by PWRI and positive psychological capital. Theoretically, by constructively replicating and expanding the previous findings, our study contributes to a robust understanding of how compassion could enhance employee performance. Practically, this study reinforces the value of fostering compassion and positive psychological resources to improve job performance, particularly within the public art sector.

The Influence of Work From Home and Work-Life Balance on Job Performance in Employees (Case Study at PT Rata Indonesia)

The Influence of Work From Home and Work-Life Balance on Job Performance in Employees (Case Study at PT Rata Indonesia)

Navigating Burnout in the Public Sector: Strategies for Enhancing Employee Well-Being and Organizational Performance

Burnout has become a critical concern in public sector organizations, with recent studies showing that its impacts extend beyond employees' personal well-being, severely affecting organizational performance. This article aims to identify key contributors to burnout by extracting qualitative secondary data, including research findings, case study material, and employee narratives. Using Maslach's Burnout Inventory as a framework, the study focuses on emotional exhaustion, depersonalization, and reduced personal accomplishment as the primary dimensions of burnout. Key factors such as high workload, bureaucratic pressure, and emotional labor are examined, alongside their detrimental consequences on job performance, mental health, and public trust. This study highlights successful leadership interventions aimed at mitigating burnout. Case studies from public health agencies, local government offices, social services, and educational institutions reveal that leadership style, resource deployment, and employee engagement are significant in minimizing burnout and enhancing job satisfaction. Transformational leadership, flexible work arrangements, peer support programs, and recognition initiatives are presented as practical interventions that improve employee well-being. The article also underscores limitations in existing literature and calls for more comprehensive, longitudinal studies across distinct public sector roles to fully capture the long-term effects of burnout. Furthermore, it stresses the importance of incorporating employee feedback into the design of well-being initiatives to promote work-life balance. In conclusion, this paper offers actionable recommendations for public sector leaders and policymakers, advocating for a holistic approach to managing burnout. By fostering supportive work environments, public sector organizations can enhance their effectiveness in serving communities, while contributing valuable insights to the ongoing discourse on organizational well-being.

Unlocking Insights: Exploring the Profiles of School-Based Telefacilitators.

School-based telefacilitators are critical yet underresearched members of telepractice programs. They are the face of the telepractice program and are often telepractice champions in their communities. However, we have little research explaining the typical profile of telefacilitators, making it more difficult to identify personnel characteristics that contribute to the implementation of sustainable telepractice programs. The purpose of this study was to describe the typical profile and preparation of school-based telefacilitators for physical, occupational, and speech therapy in the United States. A cross-sectional survey gathered 21 telefacilitator responses about their primary job title, preparation, confidence, and basic demographics. Survey recruitment followed an adaptive sampling method with three phases: stratified random sampling, purposive sampling, and targeted convenience sampling. Results were analyzed using frequency counts and descriptive statistics where appropriate. Most respondents held the primary job title of paraprofessional, but a diverse range of titles were reported, including superintendents and directors of special education. Half of the respondents received various methods of formal training for the role, whereas the other half were self-taught. Overall levels of confidence in job performance were high, yet self-taught telefacilitators felt that lack of training negatively impacted their performance. Most respondents had a bachelor's degree or higher. There is a high degree of variability in the profile and preparation of telefacilitators. Inconsistency in terminology and lack of agreed-upon job responsibilities are significant barriers to studying the role of telefacilitators and the ability to plan telepractice staffing needs adequately. Clinical implications and opportunities for future investigation are highlighted. https://doi.org/10.23641/asha.27115216.

The Impact of Host-Country Supervisor Participation in Cross-Cultural Training on Expatriate Subordinate Outcomes

Using signaling theory (Spence, 1973) and leader-member exchange (LMX) theory (Dansereau et al., 1975), this study examines the effects of the participation of both host-country supervisors and expatriate subordinates in the same cross-cultural training on expatriate subordinates’ outcomes abroad. We propose that host-country supervisor participation in training sends a favorable signal and improves the quality of the host-country supervisor–expatriate subordinate relationship and interactions, thereby leading to improved expatriate subordinate outcomes. Host-country supervisor and expatriate subordinate dyads from a variety of countries took part in a web-based cross-cultural training before or shortly after arriving in the United States. Results indicate that the participation of both host-country supervisors and expatriate subordinates in the same cross-cultural training significantly impacts expatriates’ cross-cultural adjustment and job performance and that these benefits are conferred through increased LMX quality. The recognition and implementation of cross-cultural training is critical for organizations to evolve, compete, and succeed in a global context. This study is one of the first to empirically examine the role that providing both host-country supervisors and expatriate subordinates the same cross-cultural training can have in improving expatriates’ work-related outcomes. It is also one of the first to examine the role of LMX theory in these outcomes.

The Role of Workplace Communication on Employees’ Performance in Tanzania: A Case of Tanzania Electric Supply Company (TANESCO)

Effective workplace communication is pivotal in enhancing employee performance, particularly in today's global business environment characterized by diversity and remote work dynamics. This study aimed to examine the role of workplace communication on employee performance within Tanzania Electric Supply Company Limited (TANESCO), focusing on how communication influences job correctness, decision-making, planning, and overall employee productivity. The study utilized a descriptive research design to collect data. A total of 36 participants were sampled using simple random. Data were gathered through questionnaires and analyzed using SPSS for quantitative data insights. The findings indicate a significant correlation between effective communication and enhanced employee performance. Specifically, open communication with supervisors was strongly linked to increased job correctness and performance (mean = 4.81). Communication was also found to facilitate decision-making and planning (mean = 3.53), and there was a recognized relationship between effective communication and overall employee performance (mean = 3.97). However, the traditional top-down communication approach was noted, with a mean score of 3.65, suggesting areas for improvement in adopting more inclusive communication practices. The study confirms the critical role of effective workplace communication in enhancing employee performance at TANESCO. Open and transparent communication, particularly with supervisors, significantly contributes to job accuracy and employee productivity. The study recommends that TANESCO implements structured programs to foster open dialogue, develops comprehensive communication strategies that balance hierarchical and inclusive approaches, and invests in regular training and assessment of communication practices. Additionally, adopting an 'open door' policy and engaging in active listening are suggested to enhance the communication framework within the organization.

Is Business Sustainability Possible? The Moderating Role of Place of Work in the Relationship between Hotel Safety Culture, Job Satisfaction, Organizational Commitment and Customer-Oriented Behavior: A Cross-Regional Study

Safety culture is a key feature between employees’ job performance and organizational commitment. Hotel businesses are an important component of the service sector, and a customer-oriented approach in these businesses increases organizational performance. Therefore, the increased organizational commitment of employees plays an important role in the implementation of a customer-oriented approach. In this study, hotel safety culture, which is one of the important factors for business performance sustainability, is examined. In addition, the effect of hotel safety culture on job satisfaction, organizational commitment and customer-oriented behavior is examined. In this context, the research data were collected from the employees of 5-star hotels operating in Antalya and Doha through a questionnaire. The data were analyzed using PLS-SEM 4.0. As a result of the research, some significant effects were found between the variables in the hypothetical research model. Based on the results obtained, theoretically, in support of the studies in the literature, a positive relationship was found between perceived safety culture and employees’ job performance. Accordingly, as practical suggestions, it is recommended that hotel managers take measures to increase the safety culture (staff training, increasing physical measures, making warning signs visible, etc.).