Level Of Job Performance Research Articles

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.

Career management practices and job performance among university library personnel in southwest Nigeria

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.

Unpacking the stress-satisfaction-Performance triangle in the it workforce

The booming Information Technology (IT) sector has led to high job stress due to intense workloads and technological changes worldwide. Examining the relationship between job stress, satisfaction, and performance is vital for employee well-being and productivity in IT industry. The primary objective of this research was to analyse how job stress and job satisfaction collectively impact job performance in IT sector employees of Delhi-NCR. IT professionals (n=255) working in service-based company from various roles and experience levels were recruited. Participants' perceived levels of job stress, job satisfaction, and job performance using validated scales. Through statistical analyses, it was observed that higher levels of job satisfaction will be associated with lower job stress and enhanced job performance. Conversely, elevated job stress is expected to correlate with decreased job satisfaction and diminished job performance. The demographic and work-related variables of the study added context to these findings by elucidating personal experiences, working conditions, communication, and contextual factors that may moderate these relationships. By exploring the multifaceted connections between job stress, job satisfaction, and job performance, this study provides a valuable insight that can inform evidence-based practices for fostering healthier and more productive work environments in the IT industry.

Psychological well-being and job performance of nurses and midwives amidst COVID-19 in Ghana; a multi-group analysis.

The purpose of this study was to examine the effect of psychological well-being on job performance among nurses and midwives in rural and urban hospitals in Ghana amidst COVID-19. The study adopted a purely quantitative approach, using the explanatory research design. Data were collected from 262 nurses and midwives in two selected hospitals in the Central Region of Ghana. The Structural Equation Modelling was used to analyze the data collected. The results revealed that the levels of psychological well-being and job performance were high in both hospitals amidst the pandemic. Further, it was observed that although psychological well- being had significant influence on job performance among the nurses and midwives in both rural and urban communities, the effect was more significant in the urban settlements. Given these findings, the study recommended that in order to effectively improve the job performance of nurses and midwives, management must adopt policies such as, flexible work arrangements, leave policy, and counselling services to support their psychological well-being.

Job satisfaction and performance among employed Bangladeshi women working from home during COVID-19 pandemic: A cross-sectional study.

The emergence of the COVID-19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study's objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID-19 pandemic lockdown. A cross-sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self-reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi-square tests, Independent t-tests, one-way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26. The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed. The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID-19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores.

How can emotional intelligence organizations improve job performance of job candidates?

Background: Prospective workers need to have good work performance to be able to increase competitiveness and work productivity. Candidates who have the ability to monitor their emotions will find it easier to achieve good performance. Therefore, the purpose of this study was to determine the effect of emotional intelligence organizations to work performance of prospective workers. Methods: Quantitative method was used in this study with ex post facto as the research design. The subjects of this study were 155 trainees at Semarang Job Training Center 1 class of 2023. In this study, the hypothesis was tested using a simple linear regression test. Finding: This study found the level of organizational emotional intelligence of trainees is in the low category, the level of job performance is in the low category, and emotional intelligence organizations has a positive influence on the job performance of trainees. This research found that trainees with high emotional intelligence at work have good performance, and vice versa. Conclusion: Further researchers can use other methods to obtain more comprehensive results and add or change other variables relevant to job performance. This reaserch suggest that career guidance services play a crucial role in enhancing job performance for job candidates. Novelty/Originality of this study: This study provides a new perspective on the importance of organizational emotional intelligence in improving the job performance of prospective workers. This study offers insights that can be directly applied in developing training programs at the Job Training Center, focusing on improving emotional intelligence to increase the competitiveness and productivity of prospective workers in a competitive labour market.

Loneliness without distress, chosen isolation (solitude) at the workplace, and mental health and job performance: a cross-sectional study of Japanese employees.

While loneliness and social isolation in the workplace affect the mental health and job performance of employees, the effects of loneliness without distress and solitude (i.e., chosen isolation) on these outcomes are unclear. The cross-sectional association was examined by using online survey of full-time employees in Japan (n=846). The results showed that the "loneliness with distress" group had significantly higher psychological distress and lower job performance than the other groups. Work engagement was lower both in the "loneliness with distress" and "loneliness without distress" groups, compared to the "non-loneliness" group. The "unchosen isolation" and the "solitude" groups had poorer scores of psychological distress, work engagement, and work performance, compared to the "non-isolation" group. The preliminary findings showed that loneliness without distress and solitude were associated with poor levels of mental health and job performance and should become a target of mental health promotion interventions in the workplace.

A Relationship between Management Commitment, Psychological Empowerment, and Job Performance among Employees in Higher Educational Institutions in Palestine: Multi-Wave Survey

This study aimed to assess the relationship between management commitment, psychological empowerment, and job performance among Palestinian academic employees in higher education institutions. A multi-wave survey was utilized and 665 academics were recruited from several public and private universities in West Bank, in which the stratified sampling method was adopted to select universities. Findings demonstrated that participants reported moderate levels of management commitment and job performance and agreeable levels of psychological empowerment. Management commitment and psychological empowerment positively correlated with job performance (p < 0.01). However, management commitment had a direct influence on job performance and management commitment had a relationship with psychological empowerment (p < 0.01). Thus, strategies should be carried out to enhance management commitment and psychological empowerment to improve job performance among academic staff.

TRANSFORMATIONAL RECTOR LEADERSHIP IN BUILDING ORGANIZATIONAL COMMITMENT AND COMPENSATION TOWARDS JOB SATISFACTION OF NON-LECTURER STAFF (EDUCATION STAFF)

The research is focused on applied model of Job Satisfaction. It finds out the influence of transformational leadership, organizational commitment and compensation towards Job Satisfaction in Mercu Buana University. The research approach used is quantitative approach with explanatory survey method (questionnaire). Research data is analyzed descriptively using inferential statistics with regressions. The subjects of this research are human resources (107 Education staff employees). The result of the research shows that transformational leadership, organizational commitment and compensation have thoroughly significant and positive (53.2%) influence on Job Satisfaction. The research result shows that transformational leadership influence significantly (30.4%) towards job satisfaction. There is significant influence of organizational commitment (16.5%) towards job satisfaction. there is significant influence of compensation (80.2%) towards job satisfaction. When those variables are combined or applied well by the Mercu Buana University, there will be an increase on job satisfaction. Employees who are engaged will do their tasks better than those who are not engaged, so employees’ productivity will improve, resulting in the increased performance of the Mercu Buana University as well.Therefore, Rector of Mercu Buana University has made program and strategy plan for the future which are also must address issues in higher education, i.e. global (competitiveness &amp; professionalism, international standardization, and networking/linkage), national (job satisfaction for employees in order to create commitment organizational, compensation and achieving job performance) level.

The level of work performance of employees at Top Gloves in A in Temouchen

This study aimed to identify the level of job performance and to reveal the differences in it according to the variable of professional experience. The study was conducted on a sample of employees of a medical glove manufacturing company in Ain Temouchent. The job performance questionnaire adopted in the study by Zeribi Ahlam (2017) was used and applied to a sample of 80 employees, following the descriptive approach. The study revealed a high level of job performance, and the absence of differences in the level of job performance according to the variable of work experience.

Impact of dimensions of organisational culture on employee satisfaction and performance level in select organisations

The study explores the impact of different dimensions of organisational culture on job performance and satisfaction level of employees via mediating effect of psychological capital. The cause-and-effect relationship of employees’ job performance with job satisfaction and satisfaction with life is determined. The structural equation modelling method is used for determining the relationship among factors. There is a significant and positive impact of organisational culture on employees’ job performance that indeed affects the job and life satisfaction level of people in the organisations. Psychological capital plays a significant partial mediating role between organisational culture and employees’ job performance.

The Relationship between Administrative Empowerment of School Principals and Teachers' Job Performance in the South Al Batinah Governorate of the Sultanate of Oman

Abstract Abstract: This study aimed to determine the level of administrative empowerment of school principals and its relationship with teachers' job performance in the South Al Batinah Governorate of the Sultanate of Oman. The study employed a descriptive correlational approach, and the researchers developed a questionnaire to gather the information. The questionnaire was administered to a sample of 86 principals in the South Al Batinah Governorate. The study reached several findings, among which is that the level of administrative empowerment for school principals was generally high, and likewise, the level of professional performance for teachers was high. Furthermore, it found a positive correlation between the empowerment of School principals and the job performance of teachers. The study recommended increasing attention to the development of practical scientific measures for the administrative empowerment of school principals and the development of measures to assess the level of teachers' job performance, as well as conducting further studies in this field.

Influence of Sports and Physical Activities on Job Performance of Working Professionals

The often-said statement “A fit employee is a productive employee” is the basis of this research. The purpose of this study is to address the interplay among individuals who participate in sports or physical activities and their perceived job performance. Job performance is one of the most salient aspects of individuals working in an organization. With organizations emphasizing the need of inculcating various co-curricular activities to increase workplace productivity, it is important to understand if participation in sports/ physical activities does aid in doing so. Thus, the objective of the study is to find the correlation between participation in sports/ physical activities and job performance and also to see the difference in the effect of sports on job performance between government sector employees and non-government sector employees. The data was collected from three different groups of the working population (Government employees, non-government employees, and individuals who have taken sports as their profession) within the age range of 20-60 years. The Individual Work Performance Questionnaire (IWPQ) by Koopman (2013) was used for assessing the job performance levels among individuals, while the SQUASH (Short Questionnaire to Assess Health enhancing physical activity) developed in 2008, was used to measure the physical activity level of the individuals and their participation in any form of sports. Correlation was conducted between the two data sets followed by t-tests. The results concluded that there is a strong positive correlation between participation in sports and job performance and that the government employees had a better job performance compared to the non-government employees owing to their greater amount of time spend in engaging in a sport of physical activity. Also, the participants associated with sports were seen to have a better work performance as compared to those who were not associated with any sports and physical activities. Thus, this paper suggests organizations promote and incorporate fitness programs and yearly inter as well as intra sports tournaments as a part of their routine. Keywords: Sports, Job performance, Government and non-government employees, Physical activities

A Potential Pitfall of Passion: Passion Is Associated With Performance Overconfidence

Having passion is almost universally lauded. People strive to follow their passion at work, and organizations increasingly seek out passionate employees. Supporting the benefits of passion, prior research finds a robust relationship between passion and higher levels of job performance. At the same time, this research also reveals significant variability in the size of the effect. To explain this heterogeneity, we propose that passion is associated with performance overconfidence—inflated views about how well the self is performing—and that this association provides a helpful lens in understanding when passion will be more or less beneficial for performance. A daily diary field study with 829 employees (33,160 observations) and an experiment with 396 participants provide evidence that passion is associated with performance overconfidence. These findings provide a lens through which to discuss when, why, and for whom passion may be more helpful for performance or a potential pitfall.

Job performance and associated factors among nurses working in adult emergency departments at selected public hospitals in Ethiopia: a facility-based cross-sectional study

BackgroundOptimizing the performance level of nursing staff is crucial for the efficient functioning of hospitals and better patient health outcomes. However, published data on the job performance levels and associated factors of nurses in Ethiopia is limited. Therefore, this study aimed to assess the job performance and associated factors of nurses working in adult emergency departments at selected public hospitals in Addis Ababa, Ethiopia.MethodsA facility-based cross-sectional study was conducted from March 25 to April 25, 2023, among 172 nurses working in the adult emergency departments of selected public hospitals in Addis Ababa, Ethiopia. A simple random sampling technique was used to select the study participants. Data were collected using pretested, self-administered structured questionnaires. Data were coded, entered into Epi-data version 4.6, and analyzed using Statistical Package for Service Solution (SPSS) Version 27.0.1 software. Data were summarized using descriptive statistics, including mean, frequency, and standard deviation. A binary logistic regression analysis was done to determine factors associated with the performance of nurses. The strength of the association was measured using an adjusted odd ratio (AOR) with a 95% confidence interval (CI), and a P-value < 0.05 was considered statistically significant.ResultsThe majority of nurses, 70.5% (95% CI: 63.7–77.3), rated their job performance as good. Workload [AOR = 1.70 (95% CI: 1.19–2.44)], remuneration [AOR = 1.89 (95% CI: 1.35–2.67)], rewards [AOR = 1.50 (95% CI: 1.01–2.23)], objectives to be achieved [AOR = 1.88 (95% CI: 1.32–2.67)], and feedback on performance appraisals [AOR = 1.65 (95% CI: 1.17–2.33)] were identified as significantly associated with nurses’ performance.ConclusionWhile the majority of nurses rated their job performance as good, it is important to note that a relevant proportion of nurses rated their job performance as poor. The findings of this study identified that nurses’ performance is influenced by several key factors, including workload, remuneration, rewards, objectives to be achieved, and feedback on performance appraisals. Our findings call for improving nurses’ job performance; therefore, hospitals should consider implementing systems that effectively utilize performance appraisal results and recognize and encourage hardworking nurses.

Influence of job satisfaction components on staff performance in the emergency department

Background/Aims The relationship between job satisfaction and job performance has been well-established in healthcare research. This study aimed to measure job satisfaction and performance among staff working in emergency departments in Jordan, and to explore the association between these two variables, focusing on the different components of job satisfaction. Methods A cross-sectional design with a convenience sampling approach was used, recruiting 286 staff working across 11 emergency departments in Jordan. Participants completed a questionnaire comprising validated scales to measure job satisfaction and job performance. Descriptive statistics, Pearson correlation, Cronbach's alpha and multiple regression analysis were used, via the SPSS version 25, to explore the relationship between job performance and different components of job satisfaction. Results Mean scores on the job satisfaction and job performance scales indicated that participants were neither satisfied nor dissatisfied with their jobs, but had high perceived job performance levels. Multiple regression showed a significant positive relationship between three job satisfaction dimensions (colleagues' communication and relationship: B=0.16; physical environment and workplace safety: B=0.28; supervisor support: B=0.17) and perceived job performance (P&lt;0.001). There was a small but insignificant association between job performance and the compensation and promotion dimension of job satisfaction (B=−0.05, P=0.192). Conclusions This study supports previous evidence indicating that job satisfaction is positively linked with job performance, although compensation and promotion may not be a strong predictor of job performance in an emergency department context. Overall, these findings highlight the importance of strategies to improve job satisfaction among healthcare professionals.

The Degree of Human Relations Practice in Leadership among Kindergarten Supervisors and Its Relationship to Job Performance in light of the Corona Crisis Management of Nannies inside the Green Line

The study aimed to discover thet degree of practicing the human relations of kindergartens’ supervisors and their relationship with job performance during the Corona crisis among nannies within the green line. The Researchers used the descriptive correlational survey methodology. The study sample consisted of (386) educators, they were randomly selected. Two questionnaires were used to collect information. The first was used to measure the degree of human relations use in leadership. It consisted of (24) items divided into (3) domains, which were (human interaction, moral stimulation, and effective communication). The second was used to measure the level of job performance. It consisted of (21) items divided into (3) domains of (planning and executing tasks, decision-making, performance, and continuity assessment). The results showed a strong relationship between kindergarten supervisors and their relationship with job performance. According to these results, the researchers recommended organizing training courses to enhance the human relations leadership of the supervisors.

ASSESSMENT ON THE EMPLOYEE JOB PERFORMANCE OF THE COMMUNITY ENVIRONMENT AND NATURAL RESOURCES OFFICE, ILIGAN CITY

The present study is an overview of job performance in CENRO. It includes a definition of Job Performance and tends to influence the level of job performance of their respective work. Performance evaluation is a necessary and beneficial process, which provides annual feedback to staff members about job effectiveness and career guidance. Appraisal is an important instrument in manpower management, if performed correctly and logically, it can conduct the organizations to their goal and the personnel will achieve their interests. In this paper, we study the effects of performance appraisal results on the employees' Job motivation in Hamden's health centers. For studying the research 395 samples were selected by chance.

The level of job performance of workers in the agricultural extension organization for the executive management in the central governorates of Iraq

The level of job performance of workers in the agricultural extension organization for the executive management in the central governorates of Iraq

The Moroccan teacher-researchers' organizational citizenship behavior as a predictor of university performance

When employees are satisfied with their work, they are more engaged and, consequently, demonstrate better organizational citizenship behavior (OCB), which translates into higher levels of job performance. Based on the social exchange theory, teacher-researchers' job satisfaction and organizational commitment are the main predictors of their OCB in the university environment. Throughout this article, we focus on the positive aspects of organizational behavior as an innovative approach to overcoming the constraints of Moroccan universities. More specifically, this study aims to highlight the role of organizational citizenship behavior in improving faculty and university performance. Keywords: job satisfaction; organizational commitment; performance; Teacher-researcher. Keywords: Teacher-researcher, OCB, job satisfaction, organizational commitment, performance.