Predicting Job Performance Research Articles

Explore the Relationship between Personality (e.g. Big Five Personality Traits) and Job Performance, Leadership or Career Success

This study deals with how personality traits, including conscientiousness, extraversion, and emotional stability, play a role in job performance, leadership effectiveness, and career success. The methodology has been the carefully designed survey of employees from various sectors in Punjab, Pakistan, including professionals at different stages of their careers and leaders. All types of professionals were well represented through drawing the population from education, healthcare business, and government sectors. The stratified random sampling method was employed to generate a sample size that would ensure enough representation from each of the subgroups, which are divided by the job role, industry, and experience. The gathered data were subjected to an analysis using various statistical tools, such as regression analysis, t-tests, and ANOVA. Conscientiousness in relation to job performance was examined via regression analysis. Leadership efficacy between extraverts and non-extraverts was measured using the t-tests. ANOVA was employed to examine the differences in career success among individuals exhibiting varying levels of emotional stability. Ethical considerations were meticulously adhered to, guaranteeing participant consent, privacy, and the right to withdraw at any stage of the study. The findings indicated that conscientiousness served as a positive predictor of job performance, while extraversion was correlated with enhanced leadership effectiveness, and emotional stability was significantly related to career success. These findings stress the relevance of personality traits in shaping professional results. The results indicate that personality assessments should be integrated into recruitment, leadership development, and career counseling practices.

Self-Determination Components as Predictors of Job Performance Among Secondary School Teachers in Ebonyi State

The study examined self-determination components as predictors of job performance among secondary school teachers in Ebonyi State. The study used the correlation research design. Three research questions and three corresponding hypotheses guided the study. The population of the study comprised all 6, 121 teachers in the 226 public secondary schools in Ebonyi State. The simple random sampling technique was used to draw 399 teachers as sample for the study. Two self-designed instrument (questionnaire) titled Self-Determination Scale (SDS), and Teachers’ Tasks Performance Scale (TTPS) were used to collect data for the study. The Cronbach Alpha was used to determine the reliability of the instruments; the reliability coefficients obtained were .92 and .88 respectively. The research question was answered using simple regression while hypotheses were tested with regression analysis. The finding of the study revealed that self-determination components (competence, autonomy and relatedness,) significantly predict job performance of teachers in public secondary schools in Ebonyi State. Based on the findings of the study, it was recommended among others that teachers should take their career direction very seriously by being committed and dedicated in other to achieve high aspiration. Keywords: Self-determination, Competence, Autonomy, Relatedness and Teachers’ Job Performance.

A head‐to‐head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions

AbstractTo date, a limited set of studies have compared the criterion‐related validity of low‐fidelity (SJT) versus high‐fidelity (AC) simulations for predicting job performance. Unfortunately, these studies validated these simulations through the overall assessment rating (OAR) instead of on the basis of specific dimensions. Given SJTs and ACs were compared that measured different dimensions, our understanding of the relative and comparative validity of these assessment approaches in measuring the same set of dimensions is still limited. Therefore, this study aims to conduct a head‐to‐head comparison of the criterion‐related validity of the AC and the SJT (and their incremental validity) while keeping the performance dimensions under investigation constant. Data were collected from 406 applicants for supervisory and management positions in a large Iranian steel industry company. In this process, a general mental ability test, a personality inventory, an SJT, and an AC were used as predictors, and supervisory ratings of job performance dimensions (Thinking, Feeling, and Power) served as criteria. The AC had relatively high validity for all three dimensions, whereas the SJT had a similar validity only for the Thinking dimension. So, the SJT was significantly weaker in assessing the Feeling and Power dimensions. These results were confirmed by incremental validity analyses. Overall, this study shows that understanding the relationships between predictor and criterion dimensions plays a critical role in developing valid selection systems.

Selection tests work better than we think they do, and have for years

AbstractWe can make better decisions when we have a better understanding of the different sources of variance that impact job performance ratings. A failure to do so cannot only lead to inaccurate conclusions when interpreting job performance ratings, but often misguided efforts aimed at improving our ability to explain and predict them. In this paper, we outline six recommendations relating to the interpretation of predictive validity coefficients and efforts aimed at predicting job performance ratings. The first three focus on the need to evaluate the effectiveness of selection instruments and systems based only on the variance they can possibly account for. When doing so, we find that it is not only possible to account for the majority of the variance in job performance ratings that most select systems can possibly predict, but that we’ve been able to account for this variance for years. Our last three recommendations focus on the need to incorporate components related to additional sources of variance in our predictive models. We conclude with a discussion of their implications for both research and practice.

Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning.

Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear, curvilinear, interactive) and strength (feature/relative importance) of the personality-job performance relations. Overall, the results based on a sample of 1,190 employees suggest that nonlinear ML methods perform slightly yet consistently better than linear regression methods in modeling the relation of job performance with FFM facets, but not with factors. On the factor level, conscientiousness exhibits a noticeable curvilinear relation with job performance, and it also interacts with other FFM factors to predict job performance. Conscientiousness displays the strongest feature importance across job types, followed by agreeableness. On the facet level, most FFM facets show limited evidence for curvilinear and interactive (with other facets) relations with job performance. While several conscientiousness facets (order, deliberation, self-discipline) display the strongest feature importance in predicting job performance, some agreeableness (straightforwardness, altruism) and extraversion (positive emotionality) facets also emerge as important features for different sales job types (corporate vs. individual sales). We discuss the implications of these findings for research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The interplay among EFL teachers' emotional intelligence and self-efficacy and burnout

Considering the essential role of teachers and their characteristics in language education, their emotions are the main focus of recent studies. Emotions such as burnout which usually happens due to stress, can hinder their career progress so it needs to be addressed as it affects both learners and teachers respectively. Another construct is self-efficacy which contemplates the teachers' confidence in their aptitudes and it may reduce the probability of burnout and prevent job stress. Also, Emotional intelligence (EI) is an eminent variable in this field that is a significant predictor of job performance. Therefore, this study attempted to address English as a foreign language (EFL) teachers' burnout by associating the effects of these factors such as EI and self-efficacy. Accordingly, 400 EFL teachers agreed to participate and were given three relevant questionnaires. Structural equation modeling (SEM) was utilized and the findings indicated that both teacher self-efficacy (β = −0.123, p < .05) and emotional intelligence (β = −0.14, p < .05) are significant predictors of burnout. The two variables jointly could explain 4.3 % of variances in teacher burnout. Teacher self-efficacy has a significant direct effect on burnout with standard estimate of −0.123 (p = .03). It also has a positive effect on emotional intelligence with standardized estimate of 0.245 (p = .000). Emotional intelligence, in turn, has a negative effect on burnout with standardized estimate of 0.14 (p = .16). The mediation analysis showed that the indirect effect of teacher self-efficacy is 0.034 (p = .017). Finally, some implications and recommendations for EFL stakeholders are presented.

The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance

AbstractA recent attempt to generate an updated ranking for the operational validity of 25 selection procedures, using a process labeled “conservative estimation” (Sackett et al., 2022), is flawed and misleading. When conservative estimation's treatment of range restriction (RR) is used, it is unclear if reported validity differences among predictors reflect (i) true differences, (ii) differential degrees of RR (different u values), (iii) differential correction for RR (no RR correction vs. RR correction), or (iv) some combination of these factors. We demonstrate that this creates bias and introduces confounds when ranking (or comparing) selection procedures. Second, the list of selection procedures being directly compared includes both predictor methods and predictor constructs, in spite of the substantial effect construct saturation has on validity estimates (e.g., Arthur &amp; Villado, 2008). This causes additional confounds that cloud comparative interpretations. Based on these, and other, concerns we outline an alternative, “considered estimation” strategy when comparing predictors of job performance. Basic tenets include using RR corrections in the same manner for all predictors, parsing validities of selection methods by constructs, applying the logic beyond validities (e.g., ds), thoughtful reconsideration of prior meta‐analyses, considering sensitivity analyses, and accounting for nonindependence across studies.

Digital Competencies and Transformational Leadership as Predictors of Job Performance in University Teachers

Digital Competencies and Transformational Leadership as Predictors of Job Performance in University Teachers

A Meta-analysis of Attachment at Work

This meta-analysis aimed to confirm and clarify the relationships between attachment style and various workplace correlates, including job performance, burnout, personality, and job satisfaction (K = 109 independent samples, N = 32,278 participants). Results provided the strongest support for the relationships between attachment style and the Big Five personality traits, burnout, and job performance. Anxious attachment was also related to a host of other correlates, including job stress, turnover intentions, job satisfaction, and work engagement. Additionally, dominance analysis was used and found that attachment style had incremental validity beyond the Big Five in the prediction of job performance, job satisfaction, organizational commitment, and leader-member exchange. Finally, we examined meta-analytic path models in which attachment style impacted job performance, job satisfaction, organizational commitment, turnover intentions, and leader-member exchange through trust in supervisor. This indirect effect was supported for all correlates and for both anxious and avoidant attachment. Overall, the results supported the use of attachment styles as an important correlate with organizational variables. Limitations, implications, and areas for future research are discussed.

Relationship between Emotional Intelligence and Performance of Employees in Tertiary Institutions: The Mediating Role of Work Motivation

Emotional intelligence is an important concept in organisational psychology that plays a significant role in the performance of employees. Despite this, empirical investigation on the mediating role of work motivation in the relationship between emotional intelligence and job performance is under-researched. Hence, this study examined the relationship between emotional intelligence and job performance with the introduction of work motivation as a mediating variable. The descriptive survey involved a heterogeneous sample of 370 non-academic staff from selected tertiary institutions in Ekiti State, Nigeria. The relationship between EI and performance was tested using multiple linear regression, while the mediation model was analysed through the Hayes bootstrapping method in SPSS version 25. Findings from the study suggested self-emotion appraisal and regulation of emotion as statistically significant predictors of job performance. Work motivation was found to partially mediate the relationship between EI and job performance among the sample.

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.

Examining the Relationship Between Teachers' Organizational Spirituality and Their Perceptions of Job Performance

This study aims to examine the relationship between teachers' perceptions of organizational spirituality and their job performance. The sample of the study consisted of 728 teachers working in high schools in the central districts of Erzurum province, who were selected by stratified proportional sampling method. The data of the research were collected by the "Workplace Spirituality Scale" and the "Teacher Job Performance Scale”. Descriptive statistics, correlation and multiple regression analysis were used in the analysis of the research data. In the study, it was determined that there was a moderate positive and significant relationship between teachers' perceptions of organizational spirituality and their job performance. It was determined that organizational spirituality sub-dimensions (job passion, mysterious experience, sense of community) significantly predicted job performance. In the study, it was determined that female teachers performed more task performance than males. It was found that married teachers have a higher perception of organizational spirituality compared to single teachers. It has been found that experienced teachers show more adaptive performance compared to teachers with lower seniority. Finally, it was determined that teachers in Anatolian and science-social sciences high schools showed more 'adaptive performance' than teachers in religious vocational and vocational technical high schools.

Analysis of influence of personality traits on career satisfaction and job performance of electrical/electronic technology education lecturers in Nigeria

ABSTRACT The study investigated the influence of personality traits on career satisfaction and job performance of electrical/electronic technology education lecturers in tertiary institutions in Nigeria. The study covered 10 tertiary institutions (Colleges of education and Universities) in South – West, Nigeria offering electrical/electronic technology education. The data were collected using structured questionnaire. One hundred and sixty-nine electrical/electronic technology education lecturers in 10 tertiary institutions in six states of Nigeria participated in the study. The data collected were analysed using Pearson product-moment correlation coefficient, standard multiple regression and one-way ANOVA. The study revealed that extraversion, openness to experience, neuroticism, conscientiousness and agreeableness were significant predictor of career satisfaction. Study established that extraversion, openness to experience, neuroticism, conscientiousness and agreeableness were significant predictor of job performance. Furthermore, this study found that demographic profiles (gender, years of teaching experience, ranking and qualification) influence personality traits, career satisfaction and job performance of electrical/electronic technology education lecturers in tertiary institutions.

Personality traits and job performance among academic staff in a private academic institution

&lt;span lang="EN-US"&gt;This study investigates the association between the personality traits of academic staff members and their job performance in a Malaysian private educational institution. The personality traits were based on the Big Five model, which has five dimensions: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. About 110 participants from this institution were surveyed using a quantitative questionnaire, and their data were gathered. Throughout the study, the data were examined utilizing multiple regression analysis and factor analysis. According to the study’s findings, conscientiousness, and openness to experience significantly positively affect job performance. However, it was determined that extraversion, agreeableness, and neuroticism were not statistically significant and had no connection to job performance. As a result, in this institution, openness to experience is the most essential predictor of job performance. The findings of this study showed the management that openness to experience and conscientiousness are crucial for improving job performance inside the institution. Therefore, the management should pay more attention to these areas and recruit new employees with openness to experience and conscientious personality traits.&lt;/span&gt;

Assessing the individual effects of different job satisfaction facets on the job performance of qualified employees in the unique conditions of the construction industry

Job performance is crucial to success in the labor-intensive and competitive construction industry. Unlike previous studies, this research focused not only on the overall job satisfaction and job performance relationship but also provided enhanced insights into the relationship between employee satisfaction levels with different aspects of their jobs and the individual impacts of each of these on the employee’s overall job performance in a comprehensive manner by presenting the survey findings of 394 skilled laborers, engineers/architects, and managerial staff in the Turkish and North Cyprus construction markets. A further contribution of the current study is differentiating among various categories of construction professionals for potential approach variations in the analysis of the defined relationship. Both job satisfaction and job performance vary considerably based on different employee categories. The lowest job satisfaction and job performance were recorded by skilled laborers, while the greatest ones were recorded by engineers/architects, and there was a strong positive correlation between job satisfaction and performance across all respondent categories. Regression analysis findings revealed “workload conditions” as the only strong predictor of job performance existing in all three categories, indicating a need to reconsider the heavy workload tradition available in the construction industry. The distinct difference between the job satisfaction facets that predicted job performance in various employee categories was a noteworthy finding. This suggests that organizations may benefit from categorizing their employee groups, concentrating on each group’s distinct approach, and developing tailored strategies in response. Strikingly, numerous strong predictors of job performance identified in this research may be improved without significant investment, giving the organizations a competitive edge. This study provides a guide for construction organizations in identifying the key job satisfaction facets to prioritize while implementing tailored strategies to improve the job performance of three types of crucial construction professionals.

Factors Influencing Job Performance among Academic Staff in Malaysian Public University

Extensive research has been conducted on the factors that determine job performance. The current study was required by a lack of research relating to the factors of job performance among academic staff in Malaysian public universities. The purpose of this study is to investigate the effects of personality traits, motivation, leadership style, and learner autonomy on job performance. Data was collected from the academic staff of a public university in Malaysia. The probability technique, which is simple random sampling was used in this study. The study is guided by an adapted ten-point Likert Interval Scale structured questionnaire as the main instrument used in collecting the data. Furthermore, the analysis of data was undertaken by using Confirmatory Factor Analysis (CFA) procedures. Structural equation modeling (SEM), a multivariate approach, was used to empirically evaluate and estimate the hypothesized link between constructs using Analysis of Moment Structure (AMOS) software version 20.0. The findings indicate that job performance is significantly and positively related to personality traits, motivation, leadership style, and learner autonomy. Motivation is a significant predictor of job performance when compared to other variables. The study proves that the combination of personality traits, motivation, learner autonomy, and leadership style on job performance may contribute to the optimal service delivery to stakeholders within Malaysia's educational system. Therefore, the implications of the findings, potential limitations, and directions for future research are also discussed

Modelo factorial exploratorio de gestión estratégica y compromiso del trabajo en la era COVID-19

Introduction: Labor commitment and management is an observable process in crisis or laborinstability. Objective: Since the structure of work commitment obeys a series of observabledimensions in the pandemic, the objective was to demonstrate its structure of mediatingrelationships. Methodology: For this purpose, an exploratory, cross-sectional and psychometricwork was carried out with a sample of 100 students. Once the factorial structure had beenexplored, a second study was carried out to confirm the structure with another sample of students.The selection criteria were related to inclusion in professional practices and social service incommunity centers. Results: The results show that the adjustment and residual parameterssuggest the non-rejection of the null hypothesis regarding the significant differences between thetheoretical structure and the empirical observations. In relation to the paradigms, the relevance ofextending the model in order to predict job performance is assumed.

The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.

Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term "engagement variability." Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emotional stability moderates this relationship: Although engagement variability hinders performance when an employee is higher in emotional stability, this effect weakens when an employee is lower in emotional stability. Finally, we hypothesize that flow mediates the interactive effect of engagement variability and emotional stability on performance. We test our hypotheses across three studies: a multisource, ten-wave field study of 160 cadets across three Army and Air Force divisions of the Reserve Officer Training Corps, an experiment with 600 full-time employees, and a multisource, two-week experience sampling study with 152 full-time employees and their supervisors. We find consistent support for engagement variability's negative relationship with performance and the moderating role of emotional stability, but mixed support for the mediating role of flow. We conclude by discussing the implications of our work. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

A Conceptual Examining of the Interplay Between Technical and Conceptual Skills of Social Media Managers as Predictors of Job Performance: The Moderating Influence on Brand Equity

This study explores the impact of social media managers'(SMM) technical and conceptual skills on job performance, with brand equity as a moderating factor. As social media usage grows, firms integrate it into marketing plans, necessitating research on its influence on job performance. Expected positive outcomes include marketing performance, cost effectiveness, operational excellence, and customer satisfaction. The research aims to enhance theoretical understanding of social media managers' roles and guide organizations in leveraging their contributions to boost employee job performance. Empirical testing will further illuminate the link between technical and conceptual skills, job performance, brand equity, and social exchange theory.

Resilience and Emotional Intelligence as a Predictor of Job Performance among Security Personnel

This study examined resilience and emotional intelligence as a predictor of job performance among security personal with the aim to find the relationship between resilience and job performance among security personal, the relationship emotional intelligence and job performance among security personal, the joint influence of resilience and emotional intelligence on job performance among security personal. A total of 163(M=124 &amp; F=39) participants were selected using google survey from participants. A battery of psychological test consisting of job performance scale, resilience scale and emotional intelligent scale were used to collect data. The data collected were analysed using Pearson Product Moment correlation and regression analysis to test the stated hypotheses. The findings revealed that employee assistance resilience have a significant correlation with the measurement of employee performance. Also, emotional intelligence has a significant correlation with the measurement of employee performance. Similarly, resilience and emotional intelligence accounted for 27.7% of the observed variance in job performance. It was concluded that resilience and emotional intelligence jointly predicted job performance among security personal. The result was discussed based on the result and literature review.