Quality Of Job Performance Research Articles

HUMAN RESOURCE MANAGEMENT STRATEGIES: ANALYSIS AND EVALUATION

In this article, based on the latest literature sources, such an important issue of management theory and practice as the analysis and evaluation of human resource management strategies is investigated. The main stages of the human resource management strategy analysis process that a company should go through to determine the compliance of the strategy with the expected results are considered: analysis, diagnosis, generalisation and recommendations, drawing up an action plan.,resource planning, costs and benefits. Two main human resource management strategies are presented: a general strategy, such as improving the quality of job performance, and a specific strategy dealing with various aspects of managing employees' skills and abilities: training, rewards, increasing motivation. Human resource management strategies such as: commitment-based, collaborative, paternalistic and traditional are analysed and evaluated.

The Role of Human Resource Management Practices in Enhancing Job Performance Quality in Jordanian Public Universities: Exploring the Mediating Influence of Business Intelligence and Employee Engagement

The Role of Human Resource Management Practices in Enhancing Job Performance Quality in Jordanian Public Universities: Exploring the Mediating Influence of Business Intelligence and Employee Engagement

The Role of Human Resource Management Practices in Enhancing Job Performance Quality in Jordanian Public Universities: Exploring the Mediating Influence of Business Intelligence and Employee Engagement

The Role of Human Resource Management Practices in Enhancing Job Performance Quality in Jordanian Public Universities: Exploring the Mediating Influence of Business Intelligence and Employee Engagement

Studying the theoretical framework of organisational citizenship behaviour of teachers

Organisational citizenship behaviours are discretionary behaviours that go beyond one's official role and are intended to help others in the organisation or demonstrate devotion and support for the organisation. Organisational citizenship behaviours in the educational context in the study of Z. Donglong, et al. (2020) [1], there are other characteristics of lecturers. The 3 main tasks of university lecturers include research, teaching, and serving students. The quality of lecturer’s teaching and student service may depend on their enthusiasm, or willingness to participate, but these cannot be found in official job descriptions. Other tasks such as participating in department activities or spending private time with students are typical examples of off-duty behavior of lecturers. Therefore, university lecturers' organisational citizenship behaviours can be an important indicator for evaluating the quality of job performance. It is critical to understand the factors that motivate faculty to engage in activities beyond the requirements of their job role. Based on those studies, the author of the article has built a research model on factors affecting lecturers' OCB in the current context of educational innovation.

Satisfaction with Human Resource Management Practices and Job Performance of Academic Staff in Public Universities in Uganda: A Case of Kyambogo University

The quality of job performance of employees, regardless of context, cannot be any better than the quality of Human Resource Management Practices (HRMPs) at the place of work. This cross-sectional survey study provides insights regarding the relationship between satisfaction with HRMPs and the job performance of academic staff in public universities in Uganda. The study comprised a sample of 198 from a population of 406 full-time academic staff of Kyambogo University. Data was collected using a questionnaire and analysed using SPSS for descriptive analysis and SmartPLS for Structural Equation Modelling (SEM). Descriptive results showed that teaching performance was high while research and publication and community service performance were moderate. The results revealed that satisfaction with placement, development, engagement and talent retention HRMPs was moderate while satisfaction with human resource (HR) recruitment was slightly high. Overall, job performance was high while satisfaction with HRMPs was moderate. SEM revealed that while HR recruitment practices and placement had a positive significant influence on job performance, the influence of HR development, retention and engagement practices was insignificant. It was concluded that high and moderate satisfaction of academic staff with HR recruitment and placement, respectively, is imperative for their job performance. However, moderate satisfaction with HR development, engagement and talent retention practices impedes job performance of academic staff. This study recommended that university managers should ensure that HR recruitment and placement practices implemented provide satisfaction to academic staff. University managers should also ensure that satisfying HR development, engagement and talent retention are designed and implemented.

A Proposed of the Job Description Card for Educational Supervisors (Technical Supervisors) in Public Education Areas in Kuwait

In order to achieve the educational reform process and invest in human cadres as a base for improving educational quality in planning, implementation and evaluation, the present study aimed to identify the reasons that require the development and preparation of a job description card for the occupants of supervisory positions and the requirements to achieve it in Kuwait. Then, to reach a proposal for a mechanism for implementing the job descriptions card with the relevant institutions and authorities. To achieve the object of the study, the analytical approach was used by adopting the method of content analysis based on collecting and analyzing information contained in documents, literatures, researches, dissertations and theses related to the subject. The proposal that has been reached will lead to raising in the quality of job performance and increasing the spirit of competition and distinction among the candidates for supervisory positions through the job description card form in order to avoid duplication and overlap between concepts and roles assigned to them and to preserve their functional rights. The study resulted in a number of suggestions that will help researchers in the field of job description and its role in raising the efficiency of performance in particular to continue the educational reform process and raise the efficiency of the educational system.

A Proposed of the Job Description Card for Educational Supervisors (Technical Supervisors) in Public Education Areas in Kuwait

In order to achieve the educational reform process and invest in human cadres as a base for improving educational quality in planning, implementation and evaluation, the present study aimed to identify the reasons that require the development and preparation of a job description card for the occupants of supervisory positions and the requirements to achieve it in Kuwait. Then, to reach a proposal for a mechanism for implementing the job descriptions card with the relevant institutions and authorities. To achieve the object of the study, the analytical approach was used by adopting the method of content analysis based on collecting and analyzing information contained in documents, literatures, researches, dissertations and theses related to the subject. The proposal that has been reached will lead to raising in the quality of job performance and increasing the spirit of competition and distinction among the candidates for supervisory positions through the job description card form in order to avoid duplication and overlap between concepts and roles assigned to them and to preserve their functional rights. The study resulted in a number of suggestions that will help researchers in the field of job description and its role in raising the efficiency of performance in particular to continue the educational reform process and raise the efficiency of the educational system.

Relationship between Self-Management and Work Performance among Information Professionals

The significance of emotional intelligence to the work performance of the Information Professionals in the government sector in Malaysia has been extensively studied in the literature. The focus of this analysis is on self-management clusters, and it shows that the chosen cluster turns out to be the essential relationship between self-management and work performance among information professionals. This research is done by implementing a survey on 148 information professionals in a government agency in Malaysia. The result suggests that self-management of emotional intelligence has a significant role in enhancing the quality of job performance, resulting in increased work productivity for information professionals. Keywords: Self-management, Work performance, Emotional intelligence, Information professionals eISSN: 2398-4287 © 2022. The Authors. Published for AMER ABRA cE-Bs by E-International Publishing House, Ltd., UK. This is an open-access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer-review under responsibility of AMER (Association of Malaysian Environment-Behavior Researchers), ABRA (Association of Behavioral Researchers on Asians), and cE-Bs (Centre for Environment-Behavior Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v7iSI10%20(Special%20Issue).4125

Pengaruh Kecerdasan Emosional dan Sikap Disiplin Terhadap Kinerja Guru di Madrasah Aliyah Negeri (MAN) Se-Kabupaten Pangandaran

So far, many people think that a high quality of a good job is influenced by a high quality of intellectual quotien (IQ). But in fact, the quality of Intelectual Quotien is not the main factor that influence on a Job of someone. There are other kind of intellectual called Emotional Quotien (EQ) and also a quality of good behaviour in working. The aim of this research is to know how high is the quality ofEmotional quotient, good behaviour and performance of the State Islamic Senior High School teachers’ in Pangandaran regency and also to know partially how high is the quality of the influence of Emotional Quotient and good behavior ofteacher simustaneously on their job performance. This research used qualitative and descriptive method. The sample of this research are 56 teacher of the State Islamic Senior High School in Pangandaran regency. To collect the dataThe researcher used a questioner that contain32 questions (9 questions for Emotional quotient variable, 8 question for Discipline performance variable, and 15 question for teacher performance and the interview to the vice school head of curriculum. To analyze the data, the researcher used analytical descriptive and the test of double linier regression method. This research shows that emotional quotient is in good quality (3,8 point);a good behavior of teachers is in very good quality (4.6 point); and teachers’ job performance is in Very Good Quality (4.4 point). Those mean that there are a significant influence between emotional quotient and good behaviour of the teacher on their job performance quality. In conclusion, emotional quotient and a good behaviorhas a great impact on the quality of teachers’ job performance. So, the teacher is obliged to increase their emotional quotient and quality of the job to develop their teaching performance without forgetting other factor that also influence to their performance quality.

Burnout Symptoms Among Child and Adolescent Psychiatric/Psychotherapy Professionals During the 2020/2021 Winter Lockdown of the Covid-19 Pandemic

Burnout Symptoms Among Child and Adolescent Psychiatric/Psychotherapy Professionals During the 2020/2021 Winter Lockdown of the Covid-19 Pandemic Abstract. Question: Professionals in clinics and Departments of Child and Adolescent Psychiatry/Psychotherapy are often confronted with stress during their daily work. Such psychological pressure can cause stress symptoms such as burnout. This article examines the consequences of burnout symptoms at the institutional level, such as staff turnover. Method: We examined the connection between burnout symptoms and the institutional consequences of presenteeism, absenteeism, turnover tendency, and reduced quality of job performance during the winter lockdown (2020/2021) of the Covid-19-pandemic at psychiatric hospitals or departments for children and adolescents in Germany using a sample of N = 172 professionals. Results: The results show that signs of burnout symptoms impact the turnover tendency, presenteeism, and job performance of professionals. In addition, evidence emerged that professionals were more stressed during the winter lockdown (2020/2021) of the Covid-19 pandemic, and that this influenced turnover tendency, presenteeism, and absenteeism as well as the quality of job performance. Conclusion: Work-related stress of professionals should be addressed early to protect clinics and departments for child and adolescent psychiatry/psychotherapy from potential consequences, and to ensure care connectivity and quality of care.

Interactive Analysis of Demographic Variables and Occupational Stress on University Lecturers’ Job Performance

This research studied the interaction influence of demographic characteristics (marital status, job rank, gender and age) and occupational stress level, on the work performance of faculty members in Calabar Metropolis. The descriptive survey design was utilized for this investigation. A sample of 150 respondents was identified using the systematic random sampling procedure from a population of 400 Faculty of Education lecturers from two public universities in Calabar Metropolis. A four-point scale validity and reliability certified questionnaire was used for data collection. Data generated was analyzed using the two-way analysis of variance. Hypotheses were all tested at the 0.05 alpha level. Findings revealed a significant interactive effect of demographic variables (age, gender, job rank and marital status) and stress levels on lecturers' jobs. Results also indicated that the stress level of lecturers affects the degree or quality of job performance, with those having average stress levels reporting better job performance in the universities studied. Recommendations were made that all lecturers, irrespective of age, gender, marital status or rank, should develop or adopt good stress management skills and disengage/reduce extra jobs and other unnecessary stress-inducing activities.

UNEMPLOYMENT IN UKRAINE: ECONOMIC AND STATISTICAL OVERVIEW

This study is devoted to the problems of unemployment in Ukraine. The article provides an economic and statistical study of unemployment in different regions of Ukraine. Unemployment in the economic sector is also considered. The article also notes that unemployment can be quantified using absolute measures, such as the number of unemployed, and relative measures, including the unemployment rate.Also, the place of the unemployment level in Ukraine among other European countries is determined. The authors visualize information about unemployment in Ukraine in terms of the causes of unemployment in 2020, focus on the number of unemployed after graduation, as well as assess the impact of unemployment on the level of crime in the regions of Ukraine. The article also describes the negative consequences of rising unemployment for the country's economy. Particular attention is paid to the impact of the COVID-19 pandemic on the level of unemployment in Ukraine. Listed a number of measures that need to be implemented to reduce unemployment, such as: promoting the competitiveness of the workforce, reforming labor laws, promoting the development of businesses, particularly small businesses, if necessary, promoting professional retraining and allocation of budget seats in higher education institutions in areas of training that are lacking in the labor market. It is noted that there are factors affecting unemployment that are difficult to influence, particularly COVID-19 and Russia's full-scale invasion in Ukraine. It was also emphasized that unemployment has positive aspects, such as increased competition among workers, which will lead to an increase in the quality of job performance, increase the social value of labor, and stimulate an increase in the intensity and productivity of work. The analysis was conducted in the period before Russia's full-scale invasion, but the possible negative consequences of the war were repeatedly emphasized.

Job Characteristics' Causal Effects on Individual Job Performance Perceptions and Mediating Role of Job Satisfaction

This study aims to reveal the dimensions of job characteristics' causal effects on the dimensions of job performance perception and the mediating role of extrinsic and intrinsic job satisfaction in this relationship. All the variables are examined for individual-organization interaction at the individual level. Primary research data were gathered by using a structured questionnaire that included valid and reliable scales, namely Job Characteristics Inventory, Minnesota Job Satisfaction Questionnaire, and The Job performance quality scale. The sample of the study consists of 472 employees randomly chosen from five private and public hospitals in Turkey. Exploratory and confirmatory factor analyses are used for factor validation. Path analysis and bootstrap analyses are used to detect direct and mediating effects on a path model using the structural equation modeling technique. Findings revealed that skill variety and friendship have a positive causal effect on compliance and task performance. Friendship, skill variety, and autonomy have a positive causal effect on job satisfaction. Internal job satisfaction has a positive causal influence on compliance, contextual, and task performance. Friendship, skill variety, and autonomy's causal effects on compliance, contextual, and task performance are mediated by intrinsic and extrinsic job satisfaction.

The Need for Competencies Required by Vocational and Technical Educators for Quality of Job Performance in Technical Vocational Education

The study investigated vocational educators’ competencies required for job performance. Four questions gave credence to the study, and one reasonable guess. A descriptive survey design was adopted. A population of 127 vocational and technical educators’ participated in the study. Cronbach alpha technique was used for reliability coefficients of 0.84. The questionnaire was validated by three experts. Mean and standard deviation answered the research questions, while a t-test was used for the hypothesis at an alpha level of 5 percent. The finding revealed that vocational and technical educators require pedagogical, problem solving, and internet networking competencies to a very high extent for their job performance, and vocational and technical educators’ competencies were not influenced by gender. As such, the null hypothesis was rejected. It was therefore recommended that pedagogical, problem-solving and internet networking competencies contained in this study be embedded in vocational and technical education curriculum, as they are very critical for job performance in today’s digitalized and competitive economy.

Examining the Influence of Organizational Culture on Employee Ethical Behaviour: A Case Study of a Security Agency in Ghana

The aim of this study is to look into the impact of organisational culture on employee ethical behavior, focusing on three police departments in Ghana’s Greater Accra Region. The goals were to figure out what kind of organisational culture prevailed in these police departments and how that culture affected employee ethical behavior. It also sought to find out if culture and ethical behaviour have any effect on the quality of job performance. The study utilized a qualitative research approach with a simple case study descriptive research design. Semi-structured interview questionnaire was used to collect data for this study. The study found out that this public security agency values individual contributions and has a culture that sees change as a challenge and an opportunity for personal development. The study also indicated that partnership with the community was a primary focus to ensure security. It was revealed that this public security agency whose core responsibilities were to attend to the security and protection of citizens guided their ethical behaviour in good and bad political times. The findings of this research concluded that a positive and significant relationship exists between organisational culture and employee’s behaviour.

Structural empowerment, formal and informal power, and job performance quality: A moderated mediation analysis.

To explore complex relationships among structural empowerment, formal power and informal power in predicting job performance quality. Job performance is a major determinant of organisations' progress towards their goals and providing quality care. Job performance quality is an aspect of job performance and complex phenomenon that requires a more in-depth understanding of complex relationships predicting its quality in nurses. This was a cross-sectional quantitative study. Participants were 195 nursing staff providing direct patient care in four hospitals in Jordan. Hayes process was used to examine moderated mediation relationship predicting job performance quality. The proposed model in this study explained 86% of the variance in job performance quality. The results showed that structural empowerment effect on job performance quality was significant for direct and indirect paths. However, those effects varied at different levels of informal power. This study suggested that the relationship between structural empowerment and job performance quality was none linear. This study stresses the importance of considering complex relationships in promoting job performance quality. Understanding the nonlinear relationship between structural empowerment and job performance quality is expected to help nursing researchers, administrators and policymakers promote job performance quality.

Prevalence and Effects of Sleep Disorders Among Shift Work Nurses

Background: Sleep is one of the most basic and physiologic needs, which has impressive effects on the humans’ physical and mental health. According to the need for permanent presence of the nurses in the hospitals, they often suffer from shift work effects such as sleep disorders. Objectives: Considering the high sensitivity of nursing jobs, the aim of this study was to evaluate the prevalence and consequence of sleep disorders in shift work nurses. Methods: This cross-sectional study was conducted on all of the nurses employed in hospitals of Larestan city in south of Iran in 2017. After screening based on inclusion criteria, 100 nurses were selected. to evaluate the prevalence and consequence of sleep disorders in the nurses, the Pittsburgh Sleep Quality Index (PSQI), Epworth Sleep Quality Index (ESQI) and Insomnia Severity Index (ISI) were used. Data were analyzed using SPSS software version16. Descriptive and analytical statistical tests, including One-way ANOVA, paired t-test, independent t-test, Kruskal-Wallis, chi-square, and Pearson correlation coefficient were used to analyze the data. A P ≤ 0.05 was considered statistically significant. Results: The results showed the mean score of sleep quality index was 6.52 ± 4.23 and according to this index, 56% of the studied nurses are in hazardous situations. In all of the nurses, sings of insomnia were observed during routine works; consequently, 78.5% were sleepy, 16.5% were very sleepy, and 5% were severe sleepy. By the increased rate of night shift work per week, the severity of insomnia was also increased in the nurses (R2 = 0.78). Sleep disorders in the nurses working in the surgical section were higher than the nurses in other sections of the hospitals (P < 0.05). Conclusions: A high percentage of the nurses employed in different sections of the hospitals have poor sleep quality and increased rate of night shift work per week plays a major role in decreasing their sleep quality. Regarding the adverse effects of poor sleep quality on the health status of the nurses and their quality of job performance, it is necessary to carry out proper planning to improve the sleep quality of night shift work nurses employed in different sections of the hospitals.

The Role of Business Ethics in Improving the Quality of Job Performance

Purpose: The study aims to identify the role of business ethics in improving the quality of job performance. Methods: A survey was carried out by recruiting 540 individuals, who were working with the Ministry of Youth and Sports of Republic of Sudan.Results: The outcomes have been developed on the basis of three hypotheses. The reliability value of the questionnaire was 0.817 for the 18 variables. Majority of the respondents have shown positive or neutral responses towards the statements. The squared values of differential statements have shown idealistic outcomes in accordance with the work ethics.Conclusion: It is concluded that it is necessary to develop the practice of work ethics, which will definitely result in increased quality of employees’ performance.

ACCENTUATING THE POSITIVE ORGANIZATIONAL BEHAVIOUR AND WORK ENGAGEMENT CONCEPTS TOWARDS JOB PERFORMANCE QUALITY OF PUBLIC SECTOR STAFF IN WILAYAH PERSEKUTUAN PUTRAJAYA

This study is directed to answer the utilization of positive organization behaviour (POB) theory to encourage the actual state-like psychological resource capacities such as self-efficacy, hope, optimism, and resilience to ascertain workforce capabilities and issues of job performance quality aspects of in-role behaviour and extra-role behaviour, which the researcher believes it can contribute to the development of the workforce. The questions and relationship of many factors towards job performance quality has been widely debated in human resources field, with scholars discusses various facets such as psychological well-being, performance appraisal, and workplace environment, however the application and implementation of POB are still less discussed in the Asia country as a whole and Malaysia context as compared to the Western region. This study will also examine the moderating effects of work engagement on the relationship of POB and job performance capabilities among public sector staff in Wilayah Persekutuan Putrajaya, which focuses to the “Pegawai Tadbir dan Diplomatik” (PTD) officer with the current service year maximum of 5 years. Data will be collected via questionnaires and the study will be using SPSS and AMOS to analyse the data. A quantitative study will be conducted towards the process of gaining data and a result regarding POB, work engagement and job performance quality to uncover the philosophy of organizational behaviour with the psychology adding concept and directly it hopes to reveal its antecedents and consequences. Therefore, the findings will be expected to show the effects of POB and work engagement in job performance capabilities which substantial for the public sector staff in order to improve their service quality and higher performance.

Vocational Students’ Ability in Invention Process

In developing creative minds for preparing the workforce needs, innovative and inventive capability are the factors to produce high quality of job performance. Technical Vocational Education and Training (TVET) required the competence graduate to fulfill the skilled workers projection in developing countries. Knowledge and competency are needed to make sure students are fit for rapid changes of job challenges. The invention skill is an extra factor for those workers capable to create innovative idea and problem solving in their job practice. As a basis, exploring students’ invention skills may help their readiness of workforce challenges. Therefore, this study aimed to determine the level of student’s knowledge and preferences in invention process, student’s skills in selecting the process knowledge, and to identify the relationship between the student’s knowledge and the preferences process that they chose. Research conducted into 528 vocational students from Vocational Colleges. The results showed the level of student’s knowledge in invention process was high and the students also preferred the idea of development when they chose the invention process. Hence, the designing process that students decided is align with the model proposed in this research and although vocational students are more to hands on preferences they also used their creative mind.