Poor Job Performance Research Articles

The Assessment of Organizational Silence of Both Types (Defensiveness- Compliance) among Administrative Workers at Kuwait University , and its Relationship to the Spread of Job Burnout, Weak Organizational Commitment and Poor Job Performance among them.

The Assessment of Organizational Silence of Both Types (Defensiveness- Compliance) among Administrative Workers at Kuwait University , and its Relationship to the Spread of Job Burnout, Weak Organizational Commitment and Poor Job Performance among them.

Exploring the influence of Thai private universities human resource management practices on employee retention and performance

The article examines employees' perceptions regarding human resource management practices in Thai private universities. It also analyses the effects of these practices on employee job satisfaction, quality service performance and retention within the context of Thai private universities. The study employed a cross-sectional survey research approach to ensure the inclusion of a representative sample from small and medium sized private universities within the population under investigation. The study includes 12,318 employees of the 38 Thai private universities: 6,458 from small sized private universities and 5,860 from medium size private universities. 20 private universities comprised of 14 (70%) small sized and 6 (30%) will form the sample of the study. From this sample distribution, 91 (72.8) academic staff from 14 small sized private universities and 34 (27.2%) from medium sized private universities making 125 academic staff and 20 HR managers as the sample size of the investigation. The study utilized a maximum variation deliberate (MVD) sampling method for the selection of 125 academic staff and 20 HR managers. Closed-ended questionnaires and semi-structured questionnaires were employed for the purpose of data collection. The validity of the instrument was assessed by a panel of experts to establish content validity, utilizing Lawshe's template with a ratio of 0.99. Furthermore, the homogeneity of the instrument was determined using Cronbach Alpha resulting in a reliability index of .81. The data was collected primarily via an online survey. The data underwent analysis utilizing frequency counts and percentages, chi-square at a significance level of p.05. This was done to ascertain the statistical significance of HRMP on employee retention and performance. The findings demonstrate a conspicuous and uniform association between employee responses across the institutions under scrutiny, underscoring a statistically significant connection between human resource management practices and job satisfaction, quality service performance and retention of employees. Therefore, it is essential to acknowledge that the implementation of HRM practices holds significant importance for small and medium private universities. This is primarily due to its ability to effectively address the expenses incurred from employee turnover, which can arise because of insufficient job satisfaction leading to poor job performance and retention.

The impacts of workplace bullying, emotional exhaustion, and psychological distress on poor job performance of healthcare workers in Thailand during the COVID-19 pandemic

PurposeThe objective of this paper is to examine the profound repercussions of workplace bullying (WB), emotional exhaustion (EE), and psychological distress (PD) on poor job performance (PJP) within the intricacies of Thailand’s healthcare sector. It also seeks to elucidate the moderating influence of COVID-19 burnout (CBO) on these variables.Design/methodology/approachThis paper utilized a quantitative research approach. A total of 230 responses were collected from healthcare workers using convenience sampling during a significant surge of the coronavirus in March 2022. To assess the reliability and correlations between constructs, a dual-stage structural equation modeling (SEM) technique was applied.FindingsDuring the global health crisis caused by COVID-19, WB and PD were found to positively predict PJP, except for EE. The presence of WB elevated EE and PD among Thai hospital staff. PD and EE partially mediated the relationship between WB and PJP. The positive moderating role of CBO among hospital employees significantly buffered the relationship between WB and EE.Originality/valueThe originality of this study lies in the examination of the poor mental health of Thai healthcare workers during the COVID-19 pandemic. Healthcare reforms are required to protect the mental health of Thai healthcare staff to prevent poor job performance following unprecedented circumstances.

Spillover–Crossover Effect of Work–Family Interface: A Systematic Review

Work and family are essential aspects of adulthood, exerting a substantial impact on well-being and satisfaction. Work–family conflict refers to conflicts that originate at work and then affect family life and vice versa. Higher levels of stress, the emergence of physical and mental health issues, detrimental effects on family relationships, and poorer life satisfaction are a few outcomes that may have an influence on both individuals and other family members. Work–family conflict can have a socioeconomic impact on broader public health, as it may result in poor job performance and high absenteeism rates at work. This current study aims to identify the mechanisms of spillover–crossover within the work–family interferences. Using a systematic literature review from 57 articles collected from three prestigious databases: Scopus, Web of Science, and PsycINFO, the study found that direct crossover is the predominant form of transmission. However, the crossover phenomenon is not only found in marital relationships but includes interactions between parents-children, superiors-subordinates, and employees-customers. This systematic literature review advances a novel framework by synthesizing these findings, thereby promoting a comprehensive understanding of the spillover–crossover effects of work–family conflict. In turn, this understanding can serve as the basis for the formulation of workplace policies, offering a promising path forward for both individuals and society.

Determining the Right Levels of Health Coaching and Heart Rate Variability Biofeedback in a Workplace Behavior Change Intervention: Multiphase Optimization Strategy Preparation Study.

Work-related stress is associated with poor job performance and negative health outcomes. Changing health behaviors through corporate wellness programs can improve physical and mental health and help employees manage stress. This project sought to pilot the potential addition of brief coaching and biofeedback to an 8-week web-based self-help program to improve employee stress using the multiphase optimization strategy. This study aims to determine which candidate components will be tested in a later optimization phase and at what dose they will be tested, examine the feasibility and acceptability of delivering the different components, investigate whether the outcomes can be feasibly measured, and review evidence to build a conceptual model before the optimization phase. The study was positioned within the preparation phase of the multiphase optimization strategy. It is a 2×2×2×2 design with 4 components: 2 types of health coaching and 2 types of biofeedback. All components were tested by turning them on or off. A total of 16 adult office workers (mean age 40, SD 14.3 years; n=15 women) completed an 8-week self-paced web-based stress management and health behavior change program and were randomly assigned to 1 of the 16 conditions, created from a combination of the 4 candidate components. Assessments included web analytics, surveys, and interviews regarding program recommendations, likes, and dislikes. Findings from the interviews provided suggestions to improve the intervention (eg, separating wellness from stress content) and trial conduct (eg, streamlining the onboarding process). On average, participants logged into the wellness program 83 times (range 36-291), with 75% (12/16) participant retention and 67% (8/12) survey completion. There were no reported problems with coaching or obtaining data from interviews or apps. The interview findings suggested potential mediators to include and assess in a future conceptual model. The results provided areas to improve the intervention content and trial methods. Instead of progressing to the next scheduled large-scale optimization phase, our plan to iterate through a second preparation phase after making changes to the protocol, apps, and corporate coaching partner.

Prevalence and factors associated with burnout among junior medical doctors at a South African tertiary public sector hospital.

burnout is a syndrome characterized by emotional exhaustion, depersonalization and emotional exhaustion that occurs due to exposure to stressful conditions over a long period. It can lead to poor job performance, apathy, and lack of productivity. This study looks at the prevalence of burnout in medical interns in a tertiary hospital in South Africa and the factors that may contribute to burnout. an analytical cross-sectional study was conducted. Medical interns working in Chris Hani Baragwanath Hospital in 2019 were invited to participate. The participants filled questionnaire that had demographic information, the Maslach Burnout Inventory Scale, a scale to rate the rotations that they believed contributed towards their burnout and factors they think contributed towards their burnout. Our data was analyzed using Stata. out of a possible 165 potential participants, 101 medical interns enrolled. 95% of the participants reported burnout. Statistically significant factors contributing towards burnout were lack of resources and poor relations with support staff and senior staff. The medical rotation that was reported by the participants to contribute most towards their burnout was internal medicine. burnout in this population of medical interns is alarmingly high. Higher than reported in similar studies in South Africa and internationally.

The Impact of Perceived Gender Stereotypes on Job Adaptation in a Workplace Context

As a focal topic in the realm of social cognition, the impact of gender stereotypes on various aspects of an individuals academics, career, and life has been validated by an increasing amount of research. The present study reviews related literature from 2000 to 2023 on the impacts of perceived gender stereotypes in the workplace on individual work performance, stress adaptation, workplace social interaction and cooperation, and career identity. This paper analyzes the effects of perceived gender stereotypes on individual work adaptation and summarizes the limitations and potential future directions of existing research. The study concluded that gender stereotypes perceived impacts are more profound and predominantly harmful on female workers compared to male workers. Such effect can lead to poor job performance and high stress in women, causing them to be more focused on interpersonal relationships. The impacts on male workers are concentrated in some female-dominated and highly male-dominated occupations.

Turnover intention pada karyawan telework: Tinjauan literatur sistematis

The currently developing telework phenomenon has many impacts on employees, one of the impacts of implementing telework is turnover intention. This research was conducted with the aim of knowing the dynamics of telework employees who tend to turnover intention. The method used in this research is a systematic literature review referring to 15 journal articles obtained from the Google Scholar, Scopus, and PubMed databases. The results of the literature review that has been carried out show that telework related to turnover intention. Several things were found that showed a link between telework and turnover intentions, including: 1) Specific job characteristics of the telework gap felt by employees are additional drivers of turnover intentions and can be mediated by jealousy and job dissatisfaction. 2) Differences in perceptions of remote work from each employee's perspective may increase feelings of envy toward remote workers and job dissatisfaction, which in turn is associated with higher turnover intentions and poorer job performance. 3) The implications of remote work as a flexible work arrangement on work outcomes, highlighting the negative impact on employee well-being and behavior such as turnover intentions. Keywords: Employees, systematic literature review, telework, turnover intention

Stressors and job burnout of Chinese expatriate construction professionals

PurposeBesides ensuring traditional project objectives, expatriate construction professionals (EXCPs) working on international projects face challenges adapting to unfamiliar environments with varying construction standards, work practices and cultural values. This puts them at a high risk of job burnout. Thus, this study aims to investigate the antecedents and outcomes of EXCPs' job burnout in the international construction industry.Design/methodology/approachBased on the Job demands-resource model (JD-R), a theoretical framework was developed. Industry-specific stressors and expatriate management practices were identified using a literature review and interviews. The authors then used a questionnaire survey to collect data from Chinese EXCPs. Exploratory factor analysis, confirmatory factor analysis and structural equation modeling were then utilized to test hypotheses.FindingsThe findings indicate that early-career EXCPs experience the most severe levels of job burnout. The paths analysis proved the direct and indirect mitigating effects of expatriate management practices on job burnout, and EXCP's job burnout was associated with poor job performance and decreased intention to stay in the international assignment.Originality/valueWhile prior research has explored job burnout among construction professionals working on domestic projects, little attention has been given to EXCPs and their unique challenges. This study aims to fill this critical gap in the literature by offering a unique perspective on the antecedents and outcomes of job burnout among EXCPs in international contexts and presents a significant contribution to understanding and addressing occupational health issues faced by EXCPs.

The Impact of Emotional Intelligence on Job Performance with a Mediating Role of Job Satisfaction

Despite their contribution toward the economy and employment generation, SMEs in Pakistan suffer due to low productivity and poor job performance. Thus, we examined factors affecting job performance and the “mediating impact of job satisfaction on emotional intelligence and job performance.” We collected a sample of 382 local SME employees and used Smart PLS for data analysis. The study found “self-awareness, self-regulation, emotional intelligence, and job satisfaction positively affect job performance.” Emotional intelligence “affects job satisfaction,” and job satisfaction mediates “emotional intelligence and job performance.” However, “social skills, motivation, and empathy” insignificantly affect job performance. Emotional intelligence helps understand and manage others’ emotions and solve problematic issues. Therefore, firms must arrange seminars and workshops on emotional intelligence for their employees regularly. Although we did not find a significant effect of social skills and empathy on job performance, they still are important precursors to job-related outcomes, and firms must focus on these aspects as well.

Discussion Guide for the Rushton Article

Discussion Guide for the Rushton Article

The Impact of Workload, Management Factors, and Job Insecurity on Employee Well-Being: A Review of Recent Research

This article addresses the complex issue of workplace stress, a major concern for employers and employees alike. The article identifies the various factors contributing to workplace stress, including heavy workloads, inadequate support from management, job insecurity, and the detrimental effects they can have on an employee's physical and mental well-being. Additionally, the article explores the potential behavioural changes that may occur due to workplace stress, such as poor job performance, violent outbursts, and increased hospitalisation. These findings are based on a thorough review of recent research articles, offering valuable insights into the multifaceted nature of workplace stress and its consequences.

The Impact of Mental Health on the Job Performance of Medical and Non-Medical Workers

In terms of their impact on the workforce, mental disorders in the workplace are a major concern. Poor mental health and stress can have a negative impact on worker performance and productivity, job attachment, collegial communication, physical performance, and daily functioning. The objective of this study is to investigate the relationship between mental health and job performance in medical and non-medical workers at general region hospital X. A quantitative cross-sectional study was conducted on 222 respondents, two of whom were medical and two of whom were non-medical workers, using a DASS-21 questionnaire and a job performance questionnaire. The findings show a relationship between age and job performance among medical and non-medical employees at General Region Hospital X. There is no significant relationship between mental health and job performance among medical workers. Gender, age, employment status, and work period all had a significant relationship with non-medical workers' job performance. Anxiety, gender, and age all have a significant relationship in non-medical workers. The conclusions is 44.1% reported poor job performance, 14.5% reported depression, 30.7% reported anxiety, and 11.3% reported stress. In both medical and non-medical workers, there was a significant interaction between anxiety and gender on job performance. Anxiety, gender, and age all had an impact on non-medical workers' job performance. It is critical to develop new health policies to prevent and treat mental health issues while also improving job performance. intervene and assist workers suffering from mental illnesses. Training and management on mental health, a conducive workplace, and social support can enhance productivity and decrease mental problems.

A review on Angelman syndrome

"Angelman syndrome" AS seems to be a neurodevelopmental illness for whom significant aspects were learning impairment, total absence like presentation, convulsions, and a character trait behavior resume. Its behavior includes the delighted public persona, easily angered amusement, hard time concentrating, and hyper motoric actions, swearing like things, disruptive behavior, and an attachment such as liquid. Developmental problems and delicate dysphoric includes, along with incoordination and other mobility disruptions, have been extra functionality in essential people with the condition. And so is resulting from short invocation of something like the tubulin nutrient ubiquitin E3A (ube3a) mutation, which shows parental bonding. There are four single-molecule classrooms upon as, and somegenotype–phenotype collinearity has popped up. More than stays to be acknowledged about why issues like E6-AP and its nutrient merchandise like UBE3A end up in its noticed neurobehavioral deficit spending. Research like animal studies has allegedly involved UBE3A along with experience-dependent synapses redeveloping. Its pharmacogenetic facets include Angelman disorder, its basic biomolecular tenets, and access to basic service methods. And so is one neurobehavioral disorder that is characterized while also a severely impaired handicap, engine failure to thrive, communication difficulties, impulsiveness, but also ordinary epileptic fits. And so is attributable to interruption of prenatally conveyed but also generationally ingrained UBE3A, which also lossless encoding the ubiquitin secondments. Four methods in the production of its gene encoding UBE3A non - functional were also acknowledged, the most typical of which would be the deactivation of such motherly love human chromosome 15q11-q13. Amazingly, redundancy with the same human chromosome is amongst the few best-described continual chromosomal mutations linked to asperger's syndrome disease, cropping up along >1–2 Percentage among all situations like autism diagnosis. While outcome morphological characteristics of something like the central nervous system and communication like neurons projected numbers are mainly standard in animal studies, primary operating deficiencies were also discovered just at a standard like discussion training. Also, they impeded developmental processes like learning, memory, and neurogenesis circuit design. Offers similar promote confidence a significant involvement such as proteolysis protein ligase E3A along synapses advancement, its operations to dysfunction like tubulin transcription factor E3A results samples pathogenic mechanisms along living beings poor job performance did understand. but even so, current attempts have also shown keep promising through trying to restore continues to function interrupted into it as mouse model, reactivating keep hoping how the effectiveness of treatment's management strategic plan could be discovered.

Discriminatory practices and poor job performance: A study of person-related hostility among nursing staff

This study highlights the organisational-level factors that become the reason for propagating hostile behaviours among female nurses. Freire’s theory of oppression has been used as an underpinning theory for developing the conceptual framework. This study empirically verifies the conceptual framework of the study that gender discrimination and lack of administrative support are the antecedents of person-related hostility, which is the reason for poor job performance in the healthcare sector. We applied a quantitative research approach, using questionnaires to collect data. Total of 707 survey forms were collected from female nurses working in public sector hospitals in four main cities of Pakistan. The software SPSS 20 and SmartPLS 3 were used for the final data analysis. All hypotheses regarding the direct and indirect relationship of variables were accepted. Gender discrimination and lack of administrative support were positively associated with person-related hostility. Moreover, person-related hostility also mediated the relationship between independent variables (gender discrimination, lack of administrative support) and dependent variable (poor job performance). Future research is directed to study person-related hostility among nursing staff of semi-urban areas and small towns with low literacy rates, considering other dependent variables like burnout, mental well-being, and mental health. HR strategies and policies for fair performance evaluation and timely promotions of nursing professionals are proposed in the study for building an overall healthy environment.

Diversity climate affords unequal protection against incivility among Asian workers: The COVID‐19 pandemic as a racial mega‐threat

AbstractDespite longstanding recognition that organisations are open systems that are affected by the broader environments in which they are situated, scholars have rarely examined how such macrosocietal conditions may influence processes and experiences within the workplace. Integrating research on selective incivility and mega‐threats, we conceptualise the COVID‐19 pandemic as a racial mega‐threat and examine how this context may challenge organisations' efforts to promote diversity and inclusion. Specifically, we predict that the protective benefits of diversity climate against incivility, an insidious form of modern discrimination incited by the COVID‐19 pandemic, will be weaker for workers of Chinese descent compared to workers from other Asian subgroups, leading to more downstream negative outcomes for this group of workers (i.e., higher turnover intentions, poorer job performance and greater emotional exhaustion). This reflects the fact that workplaces are not impervious to the rising xenophobia toward China and Chinese people, who were particularly blamed and stigmatised for the emergence of this virus, as evident in North American society in early 2020. We found support for our predictions in a three‐wave, time‐separated study of Asian workers (N = 248) in the US and Canada during the first wave of the pandemic.

The link between emotional labor and employee performance in the services sector

The lack of clarity related to the concept of emotional labor has impeded its development regardless of the conspicuous importance of emotional labor for the external and internal environments which include the employees, organizations, structure, operations, and clients. Thus, this research aims to highlight the connection between emotional labor and its impact on employee performance. This study is concerned with the employees in the services sector in the period between January 2011 and June 2022 and included a total of 21 articles. In general, this review found that emotional labor can result in positive results for the business, as enhancing workers’ satisfaction as well as performance, on the other hand, burnout and poor job performance when people are compelled to express emotions differently than their own, the findings were highlighting the consistent connection between surface acting (SA) and employee performance. Nonetheless, the findings of deep acting (DA) and the employee’s performance were blended (Çağlıyan et al., 2013; Alsakarneh et al., 2019). Searches were conducted using ProQuest, EBSCO, Emerald Insight, PsycINFO, Science Direct, and Google Scholar. The research team systematically reviewed each article and relative reports, eliminating those not relevant to the review.

Horizontal Hostility: A Concept Analysis

The purpose of present paper is to discuss the concept of horizontal hostility, a special type of workplace violence among working women. Horizontal hostility has been identified as aggressive behavior inflicted by women towards other women due to gender issues or towards minority group members due to minority issues. Different psychological and organizational level drivers have been analyzed through literature. Horizontal hostility among working women is significant and results in psychological and physical outcomes including stress, low motivation, poor job performance and intension to leave. The need is to provide healthy and peaceful work environment that will enable competent women to achieve objectives of career success. In this regard, Government aims to protect women against violence at social and organizational level through different legislative frameworks. Organizations must eradicate drivers of horizontal hostility and provide women peaceful work environment. In order to develop coping skills, training and mentoring must be provided to them.

The Organizational Factors that Impact Employment: Agreed-Upon Barrier and Facilitators

<h3>Research Objectives</h3> To describe and compare the perspectives of employees with disabilities (EWD) and employers on the organizational factors that affect employment. <h3>Design</h3> Cross-sectional surveys of EWD and employers. <h3>Setting</h3> EWD and employers in the Midwestern United States. <h3>Participants</h3> Convenience sample of 270 EWD and 53 employers involved in hiring and managing EWD. <h3>Interventions</h3> None. <h3>Main Outcome Measures</h3> Organizational factors that affect employment from the perspective of EWD and employers. Respondents categorized factors as related to social interactions, the work environment, or job demands. <h3>Results</h3> A similar proportion of employers (33%) and EWD (32%) agreed that negative attitudes of others in the workplace were barriers to job retention. In contrast, EWD reported support from their supervisor (80%) and acceptance of disability from co-workers (77%) were key facilitators of employment retention. Employers recognized the need for disability awareness and acceptance: 82% reported the benefit of training for job accommodations and 66% reported disability awareness training as a useful facilitator. Overall, safety of the work environment was not a major concern; fewer EWD reported concerns about safety in the workplace (23%) compared to employers (37%). While 41% of EWD reported challenges related to job demands and workload, 34% of employers worried that EWD could not perform essential job functions and 37% fear disciplining an EWD for poor job performance. <h3>Conclusions</h3> Achieving disability inclusion in the workplace is a goal of people with disabilities and employers alike. Employment for people with disabilities is complex and influenced by various personal and contextual factors. Our findings demonstrate that employers and EWD have similar perceptions of the barriers and facilitators to employment. Employers may benefit from participating in disability training and developing employee/business resource groups to encourage diversity, equity and inclusion goals broadly, and disability awareness and support specifically in the workplace. <h3>Author(s) Disclosures</h3> The authors report no conflicts of interest.

Demographic characteristics as correlates to the choice of librarianship as a profession in Bayelsa State, Nigeria

The purpose of this study was to determine the relationship between demographic characteristics and the choice of librarianship as a profession in Bayelsa state, Nigeria. The study was prompted by poor job performance, loss of interest and abandoning of the job as a result of demographic characteristics. The study was carried out using a correlation research design. Four research questions, four objectives guided the study and four research hypotheses were formulated and tested at the 0.05 level of significance. The population of the study was 47 Librarians permanently employed in the University libraries. The Census sampling technique was used for the study. This enables the use of all the 47 Librarians employed in the academic libraries in Bayelsa state. Questionnaire entitled “Demographic Characteristics and Choice of Profession Questionnaire” (DCCPQ). The instrument with the purpose of the study and the research questions were given to three experts in the Departments of Library and Information Science, Ignatius Ajuru University of Education, Rivers State, to validate the instrument. The experts validated items for clarity, relevance to the purpose of the study and the appropriateness of the language and the accuracy of the instructions to the respondents. The reliability of the instrument was established using the test-re-test method. Copies of the questionnaires were administered to 20 librarians at Rivers State University Library, Nkpolu, Rivers State, Nigeria who were not part of the main study. The data obtained from the administration were analyzed using the Pearson products moment formula. The result yielded a reliability coefficient of 0.65. The r-value was subjected to the Spearman-Brown Prophetic formula which yielded a coefficient of 0.82 signifying that the instrument was reliable for the study. Copies of the questionnaire were administered to the respondents by the researcher, with the research assistant each from the university under study. Linear Regression analysis was used to answer and test the null hypotheses at the 0.05 level of significance with the help of Statistics Package for Social Science (SPSS) version 23. The findings of the study showed the relationship between demographic characteristics and the choice of librarianship as a profession in Bayelsa state, Nigeria. It is recommended among others that Demographic characteristics should be considered by school counselors where students are guided to choose librarianship as a profession.