Perceived Job Performance Research Articles

Quality improvement in hospital: How knowledge and attitude affect job performance across different professional groups

Objective: Improving the performance of healthcare organizations is a major concern within health systems. This study aims to explore the relationship between hospital staff’s knowledge and attitudes about continuous quality improvement (CQI) and their perceived job performance while determining if professional groups moderate this relationship.Methods: A total of 250 questionnaires were distributed among three main job groups at a public hospital in Iran. Statistical analysis included variance-based structural equation modeling and Pearson correlation coefficients.Results: Of the 250 distributed questionnaires, 196 were returned (response rate: 78%). The path coefficient between staff knowledge and performance was 0.390 higher in the physician group than in the non-physician group, and 0.207 higher in the administrative-financial group. The path coefficient for the non-physician group was 0.120 higher than that of the administrativefinancial group. For staff attitudes and performance, the path coefficient was 0.160 higher in the physician group than in the non-physician group, and 0.090 higher than in the administrative-financial group. The administrative-financial group had a 0.070 higher path coefficient than the non-physician group.Conclusions: The study indicates positive relationships between hospital employees’ knowledge and attitudes about quality improvement and their job performance. These relationships were not significantly moderated by professional groups.

Linking New Ways of Working to Employee Performance in Emerging Countries: The Interplay of Technostress, and Meaningful Work

The COVID-19 pandemic has significantly reshaped the landscape of work, prompting an urgent inquiry into the new ways of working among scholars and industry practitioners. Amidst this global transformation, Vietnam stands out as a developing nation embracing remote and hybrid working models, yet there is a notable gap in empirical research. This study aims to provide valuable insights into the intricate interplay between new ways of working (NWOW), meaningful work (MW), technostress (TNS), and perceived job performance (JP) in the context of an emerging economy. The study adopted a cross-sectional quantitative approach, utilizing a questionnaire administered through online platforms to a diverse group of professional participants in Vietnam. Convenience sampling was used to gather data. Upon completion of data collection, a total of 309 valid observations were obtained, ensuring an extensive representation of the research phenomenon within its distinct sociocultural context. The analysis was conducted using partial least squares structural equation modeling (PLS-SEM), a method well-suited for robust testing of hypotheses. This study shows a positive correlation between NWOW and both TNS and JP. However, the negative relationship between TNS and JP was not statistically supported. On the other hand, the study confirmed a strong positive relationship between NWOW and perceived MW, which also significantly impacted JP. The study provides actionable insights for organizations planning to implement or enhance NWOW, stressing the importance of understanding its complex impacts on MW and TNS. This study significantly contributes to the literature by exploring the intricate relationships among NWOW, TNS, MW, and JP in an emerging economic context, providing a nuanced understanding of these dynamics.

Speaking Up to the Boss: The Effects of Top Management Team Members' Felt Trust and Perceived CEO Trustworthiness on Voice Behaviour in Family Firms

AbstractDespite the important role of top management team (TMT) voice, the innate risks and vulnerabilities involved often dissuade TMT members from openly expressing their views to the chief executive officer (CEO). This is especially the case in family firms, where the CEO is often a family member and familial ties regularly take priority over ties with individuals from outside the family (i.e., non‐family members). In this article, we focus on the role of trust as a potential enabler of TMT voice in family firms. Primary matched triadic data from CEOs (n = 79) and family and non‐family TMT members (n = 158) in 79 family firms demonstrate that trust perceptions (feeling trusted by the CEO and perceptions of CEO trustworthiness) have a positive effect on TMT voice behaviour and perceived job performance. Interestingly, this positive effect is significant only for non‐family members, suggesting trust perceptions are more imperative for non‐family TMT members when it comes to speaking up to the boss. A main implication for scholarship at the interface of trust and family business is that our nuanced, and in some instances counterintuitive, findings suggest traditional theories and approaches to studying trust may not apply to family firms. We also discuss practical implications of our findings.

Effects of COVID-19 on accounting professionals’ job behaviors, focusing on the moderating effect of organizational communication

BACKGROUND: The coronavirus disease (COVID-19) caused mandatory lockdowns across all organizations. Telework generated challenges in workflow due to limited organizational communication. OBJECTIVE: This study seeks to examine the impact of pre-, during, and post-COVID-19 on accounting professionals’ job behaviors and tests the moderating effect of organizational communication. Also, the study aims to provide implications for practitioners from the findings. METHODS: Survey data for accounting professionals working in North Carolina across COVID-19 time periods was collected to achieve a sample size of 333. Pairwise t-tests and hierarchical regression analyses were applied to test the hypotheses. RESULTS: The results suggest a statistically significant difference across certain time periods for job performance and turnover intentions but not job satisfaction. Furthermore, organizational communication moderates the relationship between post-COVID-19 and job performance and turnover intentions but not job satisfaction. CONCLUSIONS: Organizations should search for ways to enhance organizational communication to increase employee perceived job performance and decrease employee turnover intentions.

Vocational Personality Types and Perceived Job Performance in Bankers and Teachers in Pakistan: Role of Occupational Self-Efficacy as Mediator

Vocational Personality Types and Perceived Job Performance in Bankers and Teachers in Pakistan: Role of Occupational Self-Efficacy as Mediator

Pengaruh Technical Skills Dan Interpersonal Skills Terhadap Perceived Job Performance Dengan Organizational Commitment Sebagai Variabel Moderasi

This study aims to analyze and explain the effect of technical skills and interpersonal skills on perceived job performance with organizational commitment as a moderating variable (study of tax consultants in Central and DIY regions). The sample is 150 tax consultants in Central Java and DIY with the data analysis technique is PLS SEM. Based on the results of the discussion, the following conclusions can be drawn (1) There is an influence of technical skills on perceived job performance, (2) There is no effect of interpersonal skills on perceived job performance, (3) There is an influence of organizational commitment on perceived job performance, (4) Organizational commitment cannot moderate the influence of perceived job technical skills performance, (5) Organizational commitment can moderate the influence of interpersonal skills on perceived job performance.

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

Testing the model of judicial stress using a COVID-era survey of U.S. federal court personnel

Non-judicial court personnel, critical to a well-functioning justice system, experience overloaded dockets and the responsibility of making significant decisions, contributing to cognitive stress. Understanding and mitigating their stress is essential for maintaining judicial efficiency. We adapted Miller and Richardson’s Model of Judicial Stress to assess stress in a broad sample of non-judicial court personnel (n = 122), including judges, lawyers, and administrative staff. Participants responded to surveys about their stress levels, job performance, and health; they also completed cognitive performance tasks. The findings indicated that stress negatively affected employee outcomes including cognitive performance, job performance, job satisfaction, and health outcomes. Notably, perceived job performance had declined compared to the previous year, suggesting that the pandemic was an additional significant stressor. Based on the data, the Model of Judicial Stress is also applicable to other types of courtroom personnel, underlining its relevance across various judicial roles.

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<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.

Work engagement and perceived job performance: does information communication technology orientation matter?

Purpose The purpose of this paper is to develop and test an integrated model to examine the relationship between work engagement and three facets of perceived job performance (PJP). The authors argue that work engagement might not optimally improve PJP unless it is channelized through information and communication technology orientation. Design/methodology/approach Data for the present research were collected from higher educational institutes in the northern region of India by using a convenient sampling technique. Results of structural equation modeling (SEM) through AMOS 20 revealed that work engagement facilitates all three facets i.e. task performance, contextual performance and adaptive performance of teaching professionals. Furthermore, SEM results established the partial mediating effect of information and communication technology orientation between work engagement, task performance, contextual performance and adaptive performance. Findings Findings from present research contribute theoretically as well as practically to job performance and work engagement literature by giving insights to administrators and practitioners on how to improve the overall job performance of teaching professionals by enhancing their engagement and addressing their need for digital know-how. Originality/value To the best of the authors’ knowledge, this study is one of the first to study the impact of work engagement and information and communication technology on the three facets of PJP using a diverse sample of 1030 teachers from universities in North India.

Enacting people analytics: Exploring the direct and complementary effects of analytical and storytelling skills

AbstractAlthough research identifies analytical and storytelling skills as the two broad human capital inputs required to perform people analytics, further research is required to better understand how People Analysts that is, the enactors of people analytics, perceive the impact of these skills on their performance. Accordingly, this study draws on the human capital resource (HCR) and HCR complementarity frameworks to investigate the individual and collective impact of analytical and storytelling skills on People Analysts perceived job performance. A mixed‐method sequential explanatory research design is adopted, finding mixed results. Consistent with existing research, results from Phase 1 find People Analysts perceive storytelling skills to be positively associated with their job performance. However, contrary to existing claims, the findings reveal that analytical skills are only perceived to be significant in influencing People Analysts job performance when combined with storytelling skills, supporting a complementarity HCR relationship. To further explain the findings from Phase 1, Phase 2 involved collecting data from 50 people analytics professionals via semi‐structured interviews. Results from the thematic analysis reinforce the survey findings while also illustrating that People Analysts perceive the complementarity relationship between analytical and storytelling skills as important for improving job performance. Accordingly, we argue that debate in this area should be reframed to acknowledge the necessity of complementarities in building people analytics capabilities.

The Perceived Job Performance of Child Welfare Workers During the COVID-19 Pandemic

While the evidence on the adverse impact of the COVID-19 pandemic on the well-being of frontline social workers is emerging, the research on the impact of the pandemic on their performance is scarce. The presented study explores how the relationship between work environment predictors and perceived stress explains the job performance of child welfare social workers during the pandemic using survey responses of 878 child welfare social workers. The findings revealed the mechanism through which environment predictors and perceived stress interacted in explaining job performance during a time of large-scale crisis. We found that C.W. social workers who experienced greater COVID-19-related service restrictions reported poorer job performance, that perceived stress disrupted workers’ supervision and autonomy, and that supervision and job autonomy protected C.W. social workers from the adverse effects of perceived stress and workload on their job performance. Conclusions included the importance of autonomy and supervision in mitigating job-related stressors and the need to adapt and enhance child welfare supervision during times of national crisis.

Perceived Job Performance of Social Workers in the Direct Practice: The Experiences of the 4ps Staff in Southern Philippines

Perceived Job Performance of Social Workers in the Direct Practice: The Experiences of the 4ps Staff in Southern Philippines

The role of self-service technology and graduates’ perceived job performance in assessing university service quality

PurposeThis paper aims to investigate how graduates’ perceptions of self-service technology and perceived job performance can be used to assess university service quality. Also, this study examines the mediating role of perceived job performance on the effect of university service quality on graduates’ satisfaction and loyalty.Design/methodology/approachA quantitative methodology was adopted where university graduates’ perceptions of self-service technology and job performance were used to assess the level of the university’s service quality. Through a cross-sectional survey, data were collected from 280 university graduates employed in Chinhoyi town, Zimbabwe, during the period between August and December 2021.FindingsThis study’s findings indicate that self-service technology influences university service quality which in turn impacts on graduates’ perceived job performance, satisfaction and loyalty. Graduates' perceived job performance was also found to partially mediate the effect of university service quality on satisfaction and loyalty among graduates.Research limitations/implicationsThis study’s results are instrumental to enable university’s management in developing economies to adopt and improve self-service technologies as this enhances university service quality and graduates’ perceived job performance, satisfaction and loyalty.Originality/valueThis paper provides new insights, that is, the incorporation of graduates’ perceptions of self-service technology and job performance in assessing the university’s service quality. This research further clarifies the function of graduates’ perceived job performance in mediating the effect of university service quality on graduate satisfaction and loyalty. This study further adds to our understanding of tools, criteria and methods for assuring university service quality.

A Tale of Two Offices: The Socioeconomic Environment’s Effect on Job Performance While Working From Home

In response to the global COVID-19 pandemic, many businesses closed their offices and asked their employees to work from home. The transition to remote work has yielded performance gains for many companies; so much so that many firms are planning to continue to use remote work after the pandemic subsides. Nevertheless, such benefits may not be distributed equally throughout the workforce. Drawing on the sociocognitive theory of socioeconomic status (SES), we predict that one’s home working environment features salient signals of their social status that affect their performance. Based on a sample of 304 remote workers from within the United States collected during the COVID-19 shutdown, we find that individuals whose home offices connote higher levels of SES report a greater sense of control over their environment, which ultimately is associated with higher levels of perceived job performance. Furthermore, we find that the more time an individual spends in their home office, the stronger the relationship between their environment-based SES and their personal sense of control. Taken as a whole, our findings suggest that because home working environments are arrayed along an SES gradient, they present another mechanism by which pre-existing inequalities may be made salient as a result of the COVID-19 pandemic.

Task and Relationship Conflicts, Employee Agility, and Perceived Job Performance

The investigation into the impact of conflict on the modern approach of employee agility as well as employees’ perceived job performance seems to be a critical topic that has not relatively been touched on yet. The present study aims to look at the influence of conflict on employees’ agility and employee’s perceived job performance. This research divides conflict into two separate dimensions as task and relationship conflict to investigate the impact of each on agility and job performance. The data is collected by employing a self-structured questionnaire using 23 items and a 5-point Likert scale from the employees of a hygiene and sanitation company in Cameroon. The proposed model is examined via PLS-SEM. Overall, the study reveals that there is a negative coefficient in the relationship between relationship conflict and employee’s agility; a significant positive relationship between task conflict and employee agility; and a positive significant relationship between employee’s agility and employee perceived job performance. The generated results validate that task conflict is vital and welcome to workers; thus, managers are expected not to blindly avoid conflicts. The consequence of a constructive conflict can be employee agility which in itself will lead to a high level of job performance.

Corporate social responsibility (environment, product, diversity, employee, and community) and the hotel employees' job performance: Exploring the role of the employment types

AbstractThis study attempted to verify the influence of hotel corporations' social responsibility activities on perceived job performance. To achieve the purpose of this study, five new sub‐factors (environment, product, diversity, employee, and community) were suggested for the social responsibility activities of hotel corporations. A quantitative analysis was performed to obtain research objectives using SPSS 22 and AMOS 22. Our results evidenced that corporations' social responsibility activities enhanced perceived job performances of the hotel employees. Additionally, employment type of the employees in the relationship between CSR and the job performance showed significant moderating influence. This study provides a very meaningful and important insight that the social responsibility activities of hotel corporations have a significant influence on the improved performance of the hotel employees.

The mobile technological era: insights into the consequences of constant connectivity of personal devices by knowledge workers

PurposeAs employees’ adoption of Bring Your Own Device (BYOD) has increased, so has research interest into the impact of BYOD on human resources outcomes. The present study aims at understanding the relationship between BYOD and human resources outcomes.Design/methodology/approachThe study employs the inductive data-driven content analysis approach to analyze the data collected through qualitative semi-structured interviews with a sample of 28 knowledge workers from different occupational sectors in Mauritius.FindingsThe results show the double-edged sword brought about by BYOD implementation. This trend is associated with perceived job performance, job satisfaction, organizational commitment and work motivation while also having an effect on work-life conflict and stress.Practical implicationsThis study has implications for organizations that are concerned about formulating guidelines and policies in relation to workers' adoption of BYOD in the workplace. This trend permits employees to continue to communicate and work irrespective of new working conditions and social distancing since the Covid-19 pandemic has changed the way organizations operate around the globe.Originality/valueDriven by the JD-R theory, themes and sub-themes were linked by the emerging relationships to present a conceptual framework to understanding employees' well-being since this is a pertinent research area for scholars and practitioners, as well as a topic of growing prominence for modern organizations.

Facebook Use and Job Performance: The Mediating Effects of Social Capital, Knowledge Sharing, and Job Satisfaction

ABSTRACT Social networking sites (SNSs) are extensively used worldwide, and the number of workers who use them in their workplaces is increasing. This study empirically examined whether social capital, knowledge sharing, and job satisfaction can mediate the effects of Facebook use on job performance. The results demonstrated that Facebook use positively affected both bonding and bridging social capital. In addition, both types of social capital have positive effects on online and offline knowledge sharing. While offline knowledge sharing and job satisfaction positively affected perceived job performance, online knowledge sharing negatively affected perceived job performance. On the other hand, offline and online knowledge sharing did not have a statistically significant effect on supervisor-rated job performance. Only job satisfaction had a positive effect. This study’s findings provide practical implications for financial companies that are considering policies related to the use of SNSs and want to enhance their employees’ job performance.

Teleworking and technostress: early consequences of a COVID-19 lockdown.

This paper analyzes teleworkers’ technostress evolution over time, as well as its effects on these individuals’ work-related well-being over time. The proposed research model was tested using a survey-based longitudinal study with individuals that forcibly moved to teleworking in the context of a COVID-19 lockdown at two points in time (T0 and T1). Results indicate that two techno-stressors (work–home conflict and work overload) generated strain in teleworkers, which in turn decreased their satisfaction with telework and perceived job performance. In addition, teleworkers experienced two types of enduring technostress: synchronous effect (i.e., stressors generating strain at T1), and a cumulative reverse causation effect (i.e., strain at T0 has an effect on stressors at T1). These findings contribute to cognition, work, and technology literature by providing a more complete understanding of teleworkers’ technostress and its possible cumulative effects over time. Practical insights for managing technostress when moving to and remaining in teleworking are provided.