Level Of Job Performance Research Articles

Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

Social media has changed the modes of all aspects of business operations, particularly human resource management practices. Firms are increasingly using social media tools to facilitate information sharing among their employees in an attempt to improve the innovation process and firm performance. It is expected that using new information technologies such as social media will enable the firm to act proficiently on business opportunities and reconfigure human resources by utilizing networks to routinize the business's knowledge and innovation competencies. This study aims to examine how different purposes of social media use to influence employees' level of job performance directly or indirectly through job satisfaction as a mediator. Two purposes are identified: work-related purposes and personal purposes. A closed questions survey tool was used to gather the data from the employees of three leading organizations in the Tulkarm district. Two hundred eighty-two valid questionnaires were analyzed using SPSS and IBM SPSS Amos 24. The findings revealed that the impact of using social media for work purposes on job performance is fully mediated by job satisfaction, while social media use for personal purposes does not influence job performance directly nor indirectly. The current study enriches the available literature by examining social media use from two perspectives: work-related and personal purposes, thus added value to the available literature, particularly in the Palestinian context. Practically, managers could benefit from the work by adopting relevant strategies to guide this use in a way that motivate the employees towards achieving the goals of the organizations. Such as offering reliable internet services which may help in encouraging the employees or even attracting the ones who are not engaged yet in social media to start using it for work purposes, as for personal purposes, specific policies can be adopted to monitor this use within controls. The article recommends organizations to utilize and direct social media use for work purposes towards achieving the goals of the organizations. Keywords: communication, job satisfaction, performance, personal purposes, social media.

Intrinsic Motivation and Extrinsic Motivation toward Job Satisfaction among Local Bank Employees

Bank employees play an important role and function in ensuring the banks' objectives to be achieved by the end of the year's financial accounting period. Thus, these bank employees were set by various targets for them to achieve by that period. Banking sector requires their bank employees to be motivated for them to deliver their job performance; in turn, will be reflected in the bank's financial performance. Therefore, the bank top management needs to consider ways and actions to motivate their employees. This paper intends to explore the relationship and understand the impact between intrinsic motivation and extrinsic motivation toward job satisfaction among bank employees in the northern states of Malaysia. A self-administered questionnaire has been distributed among bank employee that inquires on their demographic information, intrinsic motivation, extrinsic motivation, and job performance. Data analysis was examined on demographic, reliability, correlations, and regression. The results discovered that bank employees do consider intrinsic motivation and extrinsic motivation as important to their level of job performance while delivering their work in the bank. Bank employees indicate that both motivations, namely intrinsic motivation and extrinsic motivation, have a strong relationship with their job performance. Moreover, these motivation programs need not to be on the bank employees' spiritual motivations but also conducting workshops and training for their employees on knowledge enhancement.

The Phenomenon of Job Crafting in Hospitality Industry

This study aims to determine the effect of Job Burnout in the relationship between job crafting, perceived organizational support and job performance. This research was conducted by involving 282 Hotel’s frontliners in Purwokerto Banyumas. SEM analisys was carried out to test the hypothesis. According to the data accomplished in the research, it was found out that: (1) The Respondents showed that they did Job Crafting during their works and it made the job performance's level increased. The relationship of the Job Crafting and Job performance was positively significant because the value of C.R is greater than the value of the t table, C.R> t table (2.333> 1.960).  (2)  Meanwhile, the Job Burnout in this study mediates the relationship between POS and job performance. This fact was proven by the value of the t value that was higher than the t table, it was 2.148 > 1,960 by using  = 0,05. After all, it can be summed up that Job Burnout mediates the effect between POS and job performance.

Staff Nurses’ Satisfaction with Job Security: A Comparative Study of Government and Private Hospitals of Udaipur District

Nurses play a pivotal role in determining the efficiency, effectiveness, and sustainability of health care systems. Nurses’ job satisfaction plays an important role in the delivery of quality health care. Job security is a critical factor behind quality care delivery. However, it is still unclear whether job security is related to turnover intention among Indian nurses. When job security decreases, satisfaction and performance levels also take a hit. The present research paper aims to identify the staff nurses’ satisfaction with job security. To serve the objective descriptive research design is used and primary data is collected from 234 respondents with the help of questionnaire. Data is analyzed with the help of weighted arithmetic mean, t-test and chi-square test and it has been concluded that government hospital employees’ are more satisfied with job security.

Role Ambiguity and Job Performance of Employees in the Service Sector SMEs in Malaysia

Small and medium size enterprises (SMEs) play a crucial role in the economic development of Malaysia, of which the majority are in the service sector. Employees of the service sector SMEs have often been associated with low level of job performance and past research has shown that there are many factors that can contribute to employee poor performance such as role ambiguity. Thus the aim of this study was to examine the relationship between role ambiguity and job performance of employees in the service sector SMEs in Malaysia. 1500 questionnaires were distributed and 300 were returned resulting in a 20% response rate. The result revealed that there was a significant relationship between role ambiguity and job performance of employees.

Performance Analysis of Vocational Higher Secondary Education (VHSE) Agricultural Teachers in Kerala

The study was conducted in three zones of Kerala during 2017-2019 to analyze the job performance of the Vocational Higher Secondary Education (VHSE) Agricultural teachers and to find out the relationship between their profile characteristics and their job performance level. Altogether, 120 VHSE agricultural teachers from three zones of Kerala namely,Northern zone, Central zone and Southern zone, formed the sample. The study revealed that training had a positive and significant relationship with job performance and with organizational climate. Age on the other hand had a negative correlation with job performance.

ÖNBÜRO BÖLÜMÜ ÇALIŞANLARININ İŞ PERFORMANSLARI ÜZERİNDEKİ KİŞİLİK ÖZELLİKLERİNİN AYIRT EDİCİLİK DÜZEYİNİN BELİRLENMESİ

Önbüro departmanı çalışanlarının hizmet kalitesinin müşteriler ile uzun vadeli ilişkileri sürdürmede kritik bir rol oynadığı ve müşteri memnuniyeti ve sadakatinin arttırılmasında önemli etkileri bulunmaktadır. Hizmet kalitesi ise çalışanların iş performansı ile doğrudan ilişkilidir. Aynı işi yapan çalışanların iş performansları çok farklı olabilmektedir. Bu farklılığının oluşmasında bireysel ve örgütsel faktörler rol oynamaktadır. Bu çalışmada iş performansı, bireysel farklılıklardan birini oluşturan kişilik bağlamında ele alınmıştır. Önbüro çalışanlarının kişilik özelliklerinin iş performansı üzerindeki etkilerine yönelik sınırlı sayıda ampirik araştırma yapılmıştır. Bu bağlamda, önbüro çalışanların kişilik özelliklerinin iş performansı üzerinde ayırıcı kişilik özeliklerinin belirlenmesi araştırmanın temel amacını oluşturmaktadır. Bu amaç çerçevesinde öncelikli olarak, iki aşamalı kümeleme analiziyle ön büro çalışanlarının iş performans düzeylerini benzerliklerine göre aynı küme altında toplayarak fark grupları tespit edilmiştir. Önbüro çalışanlarının ortaya koydukları iş performans grupları belirlendikten sonra kişilik özelliklerinin iş performansı üzerinde ayırıcı ve etkin bir rolünün olup olmadığı diskriminant analizi ile test edilmiştir. Araştırma sonucunda iş performans grupları arasındaki farkın belirlenmesinde çalışanların kişilik özelliklerinin ayırıcı rolü olduğu belirlenmiştir. Araştırmada önemli diğer bir bulgu ise önbüro çalışanlarının kişilik özelliklerinin görev performansına göre bağlamsal performansla daha fazla ilişki içinde olduğu belirlenmiştir. Araştırma sonucunda elde edilen bulguların, konaklama işletmeleri önbüro departmanı için uygun kişilik özelliklerinin sahip çalışanların seçiminde, çalışanların kişisel gelişimlerine uygun eğitim çalışmalarının belirlenmesinde fayda sağlayacağı düşünülmektedir.

PERCEIVED EFFECT OF COACHING AND MENTORING ON EMPLOYEE JOB PERFORMANCE AMONG ACADEMIC STAFF IN UNIVERSITY OF IBADAN, OYO STATE, NIGERIA

The study assessed the effect of coaching and monitoring on employees’ job performance among academic staff in University of Ibadan, Oyo State, Nigeria. Multistage sampling technique was used in obtaining data from ninety academic employees of Faculty of Agriculture University of Ibadan for the study. The data was analysed using Chi square and Pearson Product Moment Correlation. The mean age of the respondents was 51years while 66.3% were between ages 51-70 years, 52.3% were female and 50.2% were married. The average year of experience of the respondents was 18.1 years while majority (79.1%) of the respondents has obtained their PhD degree. On challenges facing coaching and mentoring, respondents identified mentee unwillingness to be mentored (x̅=2.84), and non conducive environment for coaching and mentoring (x̅=2.67) as the major constraints, while the least constraint was time and workload pressure (x̅=2.03). Many (62.1%) of the respondents have high job performance level. There was significant relationship between respondents’ marital status and job performance (P≤0.05). The study concluded that coaching and mentoring influence employees’ job performance positively among academic staff in academic institutions and recommended that provision of good work-environment for coaching and mentoring of academic staff should be provided by university management.
 

Job Performance of Malaysian Academic Institutes with the Mediating Role of Entrepreneurial Leadership

The purpose of this study is to investigate the job performance of Malaysian academic institutions in the presence of managerial competency, self-efficacy and learning orientation with the mediating role of entrepreneurial leadership. This is a quantitative study and random sampling technique was used. 200 sample size was taken from the Universiti Utara Malaysia and Universiti of Technology Malaysia. For the data collection 5-point Likert scale was used and PLS-SEM version 3 was used to analyze the data. Findings of this study showed that managing competency, self-efficacy and learning orientation put a very positive effect on the job performance of Malaysian academic institutes along with the role of entrepreneurial leadership which has also emerged pretty much significant in ensuring the higher level of job performance.

Work to Family Facilitation as a Predictor of Job Satisfaction, Affective Commitment and Job Performance in Academia

Work to Family Facilitation considers that time and other resources spent on the job by an individual can have a positive impact on family life. The current study tests to what extent this perception affects the employee’s level of job satisfaction, affective commitment, and self-rated job performance. A systematic random sample of 293 faculty members from 30 public and private universities of Pakistan filled an online survey. Results from path analysis performed in AMOS indicate that Work to Family Facilitation is significant and positive predictors of all three outcomes variables. Moreover, both job satisfaction and affective commitment mediate path leading from work to family facilitation and self-rated job performance such that job satisfaction precedes affective commitment in the causal chain. Hence by devising family-friendly HR policies, effective job designs and fostering environment that is family supportive will result in enhanced employee performance. Similarly hiring employees with resourceful psychological traits or interventions to enhance resourceful psychological states can result in greater perception of work to family facilitation. Discussion and implications are followed by future research directions.

İşgören Mutluluk Düzeylerinin İş Tatmini ve İş Performansı Üzerine Etkileri: Konaklama İşletmelerinde Bir İnceleme

The purpose of this study is to determine the existence and direction of the relationship between the happiness levels of the employees and the satisfaction and employee performance obtained from the job and try to determine the interaction between them. The effect of happiness levels on job satisfaction and employee performance is to be examined. In the application of the study, the quantitative research method, the survey technique, was used. In the questionnaire, scales were used to determine the personal information form, job satisfaction, and job performance level. By analyzing the data collected through the questionnaire with statistical programs, the frequency analysis of the participants according to their demographic characteristics (gender, age, education, marital status, income level); Correlation analysis and correlation analysis were performed to determine the relationship between job satisfaction and demographic characteristics, T test and OXFORD happiness scale, job satisfaction and job performance. According to the results of the study, a significant relationship was found between the happiness levels, job satisfaction and working performance of the tourism workers.

THE INFLUENCES OF JOB PERFORMANCE, WORK-LIFE BALANCE AND ORGANIZATIONAL JUSTICE ON EMPLOYEES’ CAREER SATISFACTION

Purpose of study: This study is conducted to identify the relationships between job performance, work-life balance and organizational justice towards employee's career satisfaction from one of the manufacturing companies in the north of Malaysia. Methodology: The study is done by utilizing a random sample of 240 employees in the company. Type of investigation is a correlation study and it is cross-sectional on time horizon. The unit of analysis is an individual level; therefore, all employees in the company have chances to serve as the participants in this study. Data has been analysed from 148 respondents. Results: Results show significant and positive relationships between job performance, work-life balance and organizational justice towards employees' career satisfaction. Organizational justice is the most significant factor in career satisfaction in this study (β=.83, p=.00). Other factors such as job performance (β=.71, p=.00), and work-life balance (β=.71, p=.00) also positively correlated with employees’ career satisfaction. Implications/Applications: These significant results imply that managers should provide good elements of justice in the company to raise the level of their employee's career satisfaction. At the same time, the employees should maintain a higher level of job performance as well as to manage the good working life balance in them.

UNDERSTANDING THE EFFECTS OF INTERPERSONAL COMMUNICATION AND TASK DESIGN ON JOB PERFORMANCE AMONG EMPLOYEES IN THE MANUFACTURING COMPANY

on job performance among employees from the manufacturing industry.
 Methodology: The data is analyzed through a survey (questionnaire) from 152 employees in one of the manufacturing companies in Penang, Malaysia. Hypotheses for all direct effects between the predictors (eg. interpersonal communication and task design) and criterion (job performance) are tested using regression analysis. 
 Result: Results presented that employees in this company have a high level of job performance (µ = 3.70); interpersonal communication (µ =3.64) and task design (µ =3.66). Also, positive correlations are found between employees’ performance and interpersonal communication (r=.53, p=.00) and task design (r=.54, p=.00).
 Implications: Thus, this research provided a fruitful knowledge regarding the level of employees’ performance as well as their internal communication and task design; among employees in one of the manufacturing company in Malaysia.

CONTRIBUTION OF SCHOOL RELATED ATTRIBUTES ON JOB SATISFACTION: A CROSS-SECTIONAL STUDY ON SCHOOL TEACHERS IN NEPAL

Job satisfaction among school teachers is considered to be one of the crucial aspects in the arena of educational leadership and organizational behaviour. In addition, the question of if school associated attributes contribute to school settings has become a hot cake in the present context. Amidst this, the study aims to examine the job satisfaction of school teachers across their school related attributes. For achieving this purpose, a cross-sectional survey was employed embracing post-positivist paradigm among 345 school teachers from Dhading district, Nepal who were the respondents of this study. The data were collected through questionnaire, analysed with parametric test, and encompassed social exchange theory for discussing the findings of this study. From the study, it was revealed that job satisfaction of teachers is influenced by the school type, and service periods. In addition, the job nature and educational qualification was also found to be contributing to add pleasure in job considering pay and work environment respectively. Furthermore, the school related attributes were discovered to be assisted by social exchange relations and motivated the teachers towards job satisfaction. Finally, the study indicates that the teachers who are satisfied in their jobs demonstrate the high level of organizational citizenship behaviour, job performance, commitment, and retention in school. As a result, it ultimately benefits the school by increasing their work productivity and academic success.

It's not me, it's you: Testing a moderated mediation model of subordinate deviance and abusive supervision through the self‐regulatory perspective

AbstractSynthesizing self‐regulatory theories, we provide new insights into the antecedents of abusive supervision. We, from the perspective of supervisor's self‐regulatory resources depletion or impairment, introduce supervisor hindrance stress as an underlying mechanism of the subordinate deviance–abusive supervision relationship: this mediated relationship will be intensified at the level of high subordinate job performance. In addition, we develop a complex contingency model and propose a three‐way interaction (i.e., subordinate deviance, job performance, supervisor outcome dependence) to obtain the complete understanding of the subordinate deviance–abusive supervision relationship facilitated through the supervisors’ hindrance stress. To test our moderated moderated mediation model, we gathered time‐lagged and multisource data from a large food service company located in southern China. We collected data at two different points (i.e., Time 1 and Time 2) from supervisors and their direct reports (N = 298 responses from 68 supervisors and 298 direct reports), and findings provide support for the hypothesized moderated moderated mediation model of our study. We highlight the implications of our study for theory, research, and practice.

Contextualizing compliance officers and their state of practice

AbstractThe compliance officers' (CO) profession has been evolving over the last few decades. The expectations placed upon the individuals holding such a position vary across jurisdictions, but they are all expected to ensure employees and management of the business entity comply with the law. Given the limited research on CO in Europe, and the increasing public interest in this profession, the current authors have carried out a survey in Cyprus in an effort to map out and contextualize the CO' profession. The findings illustrate CO's academic and professional qualifications, their awareness of their legal liability, the level of knowledge and job performance of their duties as prescribed by law, as well as gaps in the performance of duties as expected by management, boards, and regulators. The policy implications derived from the study suggest coherence and synergies to be found through common exam and postgraduate qualification in the field of financial compliance.

Within-Individual Age-Related Trends, Cycles, and Event-Driven Changes in Job Performance: a Career-Span Perspective

Past research on age-related differences in job performance have focused primarily between-person comparisons. In the present study, we examine within-individual changes in supervisor-rated job performance to examine the influence of age-related trends, cycles, and event-driven factors. Our analysis is based on an eight-wave dataset from a multiple-cohort sample of employees (N = 750) varying in age from 25 to 65 years. We used an age-sequential design to disentangle maturation effects from historical effects. Results showed that population-level, within-individual change in a general measure of job performance was characterized by an increase in the first phase of the career (workers of 25–30 years), and then by a progressive decline. Within-individual levels of job performance were generally higher for younger workers than for older workers, and mostly reflected the influence of population-level trends but some even-driven effects as well. Results were in line with predictions from Baltes and Baltes’s (1990) meta-theory of selective optimization with compensation and the effects of age-related losses on performance. Results also provide insights into understanding the job performance trajectory over the career span.

An Evaluation of Assistive Technology in Determining Job-Specific Preference for Adults With Autism and Intellectual Disabilities.

The transition to employment can be difficult for adults with autism spectrum disorders (ASDs) and intellectual disabilities (IDs). Currently, a limited number of ASD-specific career-planning tools exist within the literature, creating a challenge in terms of accurately identifying jobs that match individual preferences and strengths. This study evaluated the effects of a technology-based prework assessment on job performance among 3 adults with ASD and ID, aged 20-21 years prior to beginning supported employment. Three job conditions were established: a high-preference, high-skill-match job; a high-preference, low-skill-match job; and a low-preference, low-skill-match job. The 3 job conditions were evaluated using an alternating-treatments design with supported-employment sessions counterbalanced across a 6-week period. The results indicated that the high-preference job conditions produced higher levels of job performance irrespective of skill match. Implications for future research and practice are discussed.

An interpersonal perspective of perceived stress: Examining the prosocial coping response patterns of stressed managers

SummaryWe adopt an interpersonal perspective and examine the adaptive effects of managers' perceived stress on their behavior towards subordinates. Drawing from the transactional model of stress (Lazarus & Folkman, 1984), we advance a model that highlights the propensity for stressed managers to engage in prosocial coping behaviors towards their employees, which in turn are related to lower levels of turnover and higher levels of job performance. We tested our predictions in a sample of 281 employees and their 53 managers working in a clothing retailer in Turkey. Consistent with predictions, we found positive effects of managers' perceived stress on their prosocial coping behaviors and employee outcomes. Managers' perceived stress was positively related to sharing credit with employees for managers who held positive implicit prototypes about employees. Results also indicated that managers' perceived stress was positively related to sharing knowledge with their subordinates regardless of implicit follower prototypes. Both sharing credit and sharing knowledge, in turn, were related to turnover intentions and actual turnover, and sharing credit was related to job performance. This study extends past work by adopting an interpersonal perspective of stress and demonstrating that managerial stress can have positive effects on employee outcomes via prosocial coping behaviors.

Tarzan, Jane, the baby and the boss

PurposeThis study aims to examine the two (and perhaps the most) important outcome variables of the interface between work and family, namely, overall job performance and parental functioning, in the context of performance appraisal.Design/methodology/approachEach of 844 respondents (managers or self-employed who supervise workers, half of them men) evaluated a briefly portrayed employed married parent on his/her job performance and parental functioning. Male and female respondents were randomly and equally allocated to one of 16 research conditions. They evaluated an employed married parent portrayed as a mother or a father, who increased or decreased his/her weekly workhours following the mother's return from maternity leave, invested relatively high or low effort in his/her work and exhibited relatively high or low work achievements.FindingsParents who invest a relatively high effort in their work were evaluated as having a higher level of job performance than those who invest a relatively low effort. Parents who exhibit relatively high work achievements were evaluated as having higher levels of job performance and parental functioning than those who exhibit relatively low work achievements. Parents who increased their weekly workhours following the mother's return from maternity leave were evaluated as having a lower level of parental functioning than those who decreased their weekly workhours.Originality/valueThis is a rare study implementing a factorial design with five independent variables (parent's time investment in work following the mother's return from maternity leave, his/her relative work effort, his/her relative work achievements, parent's gender and the evaluator’s gender) never manipulated simultaneously before.