Job Performance Relationship Research Articles

Effect of Perceived Workplace Support on Employee Job Performance with the Moderating Role of Self-Efficacy in Nepalese Commercial Banks

Employee job performance is the important and studied variable in management because of poor performance. This study tries to identify the reason for employees' poor performance from self-efficacy and workplace environment perspectives. In this connection, the present research investigates the interactive role of self-efficacy on perceived workplace support and employee job performance relationships. The ontological assumption of this study was single. A descriptive, causal, and cross-sectional research design was used in this study. Two hundred twenty samples were used for data analysis. SPSS and PROCESS macro software were used to test the hypotheses. The findings indicate that the effect of organizational and technology support on employee job performance is moderated by self-efficacy. On the other hand, the result suggests that the effect of supervisor and peer support on employee job performance is not interacted by self-efficacy. This study has provided the important factors for employee job performance that might help commercial bank to develop the policies and strategies concerning supervisor support, peer support, organizational support for achieving better outcome from the employees and supporting the employees to enhance their self-efficacy.

Relationship of Smartphone Use and Job Performance: Insights from Electronic Media Industry in Pakistan

This research article explores the relationship between smartphone usage and jobperformance among professionals working in the leading electronic media channels inPakistan. Furthermore, it also examines how gender, education, and age act as moderators in the relationship between smartphone usage and job performance. For this purpose, asurvey was carried out involving professionals belonging to the electronic media industryin Pakistan. The findings revealed a positive and significant relationship between their smartphone usage and job performance. The results also showed that the gender of employees did not moderate this relationship, while the education and the age were foundto be significant moderators. The study will help the media owners in devising thepolicies and strategies to facilitate their workers in easy utilization of smartphones for work related tasks.

Mediation of transactive memory capability in relationship of social media usage and job performance.

This study explores the role of transactive memory capability as a mediator in the relationship between social media usage and job performance. Drawing on transactive memory theory, we hypothesized that individuals who use social media more intensively for task-oriented purposes and relationship building are more likely to develop transactive memory capability, which in turn enhances their job performance. A survey was conducted among 816 employees in China from various industries to collect data on their social media usage patterns, transactive memory capability, and job performance. Results from structural equation modeling indicate that social media usage has a positive impact on job performance. Additionally, transactive memory capability mediates the relationship between social media usage and job performance. This study has contribution in literature by demonstrating the beneficial effects of social media usage on the development of transactive memory capability and job performance. It is suggested that social media usage can be used a valuable tool for enhancing performance of employees. Employees should gain an understanding of how social media fosters the development of transactive memory capability to utilize it more effectively. These findings also suggest that the way individuals use social media can influence their ability to access and share knowledge within their social networks, ultimately impacting their job performance.

Experience Matters: Turning Psychopathy into Self-Efficacy and Job Performance

Using the tenets of social cognitive theory, this study diverges significantly from the conventional research paradigm by shedding light on the pivotal role of job experience and self-efficacy in predicting psychopath's job performance. In the scholarly discourse where positive associations between psychopathy and performance metrics have received minimal attention, this study introduces a validated model proposing a constructive influence of psychopathy on job performance. While acknowledging job experience as a moderator, this study accentuates the pivotal role of self-efficacy as a mediator, challenging the traditionally hostile psychopathy- job performance relationship. We employ an experimental research design on the MBA executive class of 68 students of GC University Faisalabad. The results reveal the causal solid effect of psychopathic personality on self-efficacy in manipulated job experience conditions and a slight impact on no job experience control conditions. Meanwhile, at low values of psychopathy, the effect is diminished in both job experience conditions. Notably, job experience emerges as an indispensable agent, significantly shaping the impact of psychopathy on self-efficacy and subsequent employee performance.

Effects of Community Involvement and Human Resource Training on the Performance of Tourism Industry: A Case Study of Iringa, Tanzania

This study examines how various training techniques, community involvement initiatives, and training needs assessments impact the tourism business in Iringa, Tanzania. The study revealed a wide range of training delivery techniques, with on-the-job training, e-learning courses, workshops and seminars, and traditional classroom training being the most common. While the majority of respondents saw favorable effects on industry performance from various training approaches, mixed feedback highlights the need for additional research and optimization. Initiatives promoting community involvement are widely seen as having a significant impact on economic and social outcomes. The study also found a strong positive relationship between thorough training needs assessments and job-related performance, underscoring their significance. The combination of community involvement, effective training needs assessments, and a variety of training modalities is seen to have a good impact on the tourism industry's competitiveness and sustainability. These findings highlight the importance of adaptability and community engagement in fostering industry growth and success.

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.

Examining the Relationship of Occupational Self-Efficacy, Job Stress, and Job Performance among University Teachers of Quetta

Examining the Relationship of Occupational Self-Efficacy, Job Stress, and Job Performance among University Teachers of Quetta

The role of mindfulness skill and inclusive leadership in job performance among secondary teachers in Hong Kong

PurposeResearcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.Design/methodology/approachThe sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.FindingsThe results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.Originality/valueThis research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

Mitigating the Negative Effect of Air Traffic Controller Mental Workload on Job Performance: The Role of Mindfulness and Social Work Support

Air traffic controllers (ATCOs) play a substantial part in securing the safety of flights, such that a compromise of the ATCOs’ performance may lead to tragedies. Given the mental workload that comes with the nature of ATCOs’ work, this study intends to investigate the impact of mental workload on ATCOs’ job performance and identify conditional factors that could mitigate the mental workload–ATCOs’ job performance relationship. Underpinned by the job demands–resources theory, a framework was developed to investigate the impact of job demands (mental workload) on job performance and whether personal resources (mindfulness and social work support) weaken the relationship. A total of 324 ATCOs across Saudi Arabia responded to the questionnaire. There were three notable findings. First, mental workload was indeed found to bring detrimental effects to ATCOs’ job performance. Second, mindfulness played a mitigating role, where more mindful ATCOs demonstrated less workload effect on performance. Thirdly, social work support also played a mitigating role, where ATCOs who perceived receiving greater job support experienced less detrimental impact from the workload on performance. This study verified the negative linkages between mental workload and job performance and identified the boundary conditions (mindfulness and social work support) that weaken the relationship. The limitations and future research directions are then discussed.

Organizational environment and the impact of cultural, social and personal factors on employee job satisfaction and performance

Job satisfaction remains an important aspect of investigating performance, and its effect on productivity, organisational objectives, and societies as a whole and has been widely studied. This study aimed at investigating organisational environment and the impact of cultural, social, and personal factors of employee job satisfaction and studying the relationship between job satisfaction and performance in organisation while exploring the interrelationships of the antecedent’s groups. The study confirms the dual direction of connection that consists of a cycle of cause-and-effect relationship between job satisfaction and performance and investigates the mediating factors. The study encourages supervisors and managers to reflect on their tacit method of handling workers and exploring ways to employ explicit methods and support work environment that is more conducive and unbiased. The study emphasizes the importance of considering job satisfaction and performance relationship holistically by addressing the cultural, social, and personal problems to improve employee performance.

The moderating role of intrinsic religiosity in the relationship of stressors and job performance: Evidence from Indonesia

Job performance is the ability to complete work according to predetermined standards. Stressful conditions at work can make job performance worse. An individual’s intrinsic religiosity can weaken these stressful conditions. This study aims to empirically prove the influence of challenge and hindrance stressors on job performance and examine whether intrinsic religiosity can moderate this influence. This paper uses the method of administering online questionnaire surveys by distributing Google Form links to the eligible respondents without conducting the interview. It employs a non-probability sampling design with a purposive sampling method, in this case, judgment sampling. The criteria for selecting respondents are individuals who have the status of full-time employees and work in state-owned and private-owned organizations in the cities of Indonesia. This study proved all hypotheses. Higher challenge stressors result in higher job performance. At the same time, higher hindrance stressors result in lower job performance. Further, intrinsic religiosity weakens the positive influence of challenge stressors on job performance. Individuals who are always attached to God will use work as a means to please God. The characteristics of these individuals are having a positive mental attitude so that they are always ready and calm in facing various work situations and view work as a calling. Also, this study proves that the negative influence of hindrance stressors on job performance is weaker in people with intrinsic religiosity. Ambiguous job descriptions, conflicts, or excessive work are no longer burdensome. AcknowledgmentThis study is funded by the Faculty of Economics and Business, Pelita Harapan University, award number 023/P-ORP-FEB/I/2024.

Psychological Empowerment Link Using Employee Performance and Organizational Commitment on the Generation Gap: PLS-MGA Analysis

The generation gap is critical, especially when employees do not agree about some terms that affect their completion of tasks. This issue is debated in organizations, causing incompatibilities between human resource management and development structures. Hence, these constraints led this study to measure the differences shown by generations X and Y, and how they impact the relationship between psychological empowerment, employee performance, and organizational commitment. This research used questionnaires and in-depth interviews as the main procedures for collecting and obtaining data—196 items of data were received from the Malaysian Islamic Finance Agency. SmartPLS software was used to test the research hypotheses and the differences between the two groups are Gen X and Y (PLS-MGA). The results of the PLS-MGA test confirmed that, in the relationship of psychological empowerment and job performance alone, it was found there was a generational difference between X and Y (p-value < 0.05). However, while running the hypothesis test (using the bootstrapping test), it was found that both hypotheses are acceptable, which shows the relationship between psychological empowerment and job performance based on two different groups, namely Gen Y = t-statistic (10.961) and Gen X = t-statistic (11.993). Thus, H1 is supported. Meanwhile, the relationship between psychological empowerment and organizational commitment is based on two different groups, namely Gen Y = t-statistic (8.675) and Gen X = t-statistic (8.349), which means H2 is also supported. Consequently, it is hoped that the findings of this study will serve as essential guidance for employers in both the public and private sectors. Human resource management teams can use the findings to understand the natural complexity of psychological empowerment constructs in realizing the challenges and difficulties in predicting organizational goals, in terms of job performance and organizational commitment.

Work performance and interpersonal relationships of nursing professionals. Review of the topic

Interaction between individuals is fundamental for social development and the achievement of common goals, especially in the workplace. In the context of nursing, it is crucial for professionals to develop interpersonal skills and knowledge that improve their performance, as this directly impacts the quality of the health service. In high-pressure situations, such as emergencies, the ability to work as a team and maintain effective interpersonal relationships becomes even more relevant, as stress can affect both staff performance and patient care. Therefore, it is essential to assess these dynamics to ensure a healthy and efficient work environment. A literature review was developed with the aim of updating knowledge about job performance and interpersonal relationships of nursing professionals. Several studies conducted in different hospitals in Lima and other Latin American countries have explored the relationship between interpersonal relationships and job performance of nursing staff. In general, it was found that nurses with better interpersonal relationships tend to have higher job performance, while those with poor relationships usually experience average or low performance. Furthermore, it is noted that a work environment characterized by poor interpersonal relationships can generate stress, depression and negatively affect the professional quality of life of the staff. The perception of workers indicates that improving these relationships could increase their productivity and well-being at work

Understanding the Skills and Roles of Social Media Manager in Improving Job-Related Performance among SMEs in Australia

One of the biggest challenges that Small and Medium Enterprises (SMEs) confront is coming up with the best business plan, which is made possible by a strong social media adoption of modern soft and hard skills. Due to the high rate of failures among SMEs, there has been a substantial investment in research to pinpoint the crucial elements that will ultimately lead to a more successful journey. Several models have also been developed to evaluate the profound impact of the social media manager. However, there is a gap in determining how prepared an SME is to successfully boost performance, and the gap is considerably larger when considering it from the perspective of the absence of intervention from social media managers skills (SMM). The current research suggests a model for evaluating such readiness by interrogating SMM skills. In order to help SMEs to better grasp the foundations that must be laid in order to successfully enhance performance, organisational readiness is introduced as a mediator. From the viewpoint of an employee, this paper suggests a model to position the role of SMEs for upcoming challenges. The organisational readiness evaluation seeks to give SMEs in regional Australia a better understanding of the foundations that must be laid in order to successfully achieve the required increase in performance for SMEs.

영⋅유아 교사의 변화된 업무 교육참여 경험과 직무환경 불만족, 코로나19 이후 근무환경, 회복탄력성 간의 구조적 관계

Objectives The purpose of this study is to identify the structural relationships among early childhood teather's
 changed participation in job training, job environment dissatisfaction, the working environment caused by
 COVID-19, and resilience.
 Methods To achieve this objective, SPSS 25.0 was utilized to analyze data from 192 early childhood teachers.
 Pearson's correlation was used to identify the relationship between the research variables, and the measurement
 model analysis examined the fitness index through confirmatory factor analysis. Structural equations were utilized
 to investigate the structural relationship between the research variables. Direct and total effects were analyzed
 as the mediating effect from the 95% confidence interval to two-tailed significance and bootstrap.
 Results The main research findings are as follows: First, resilience, self-regulation ability, positivity, and interpersonal
 skills in the sub-domains did not show statistically significant results with the experience of participating
 in work education for early childhood teachers. However, statistically significant results were obtained for job environment
 dissatisfaction, working environment caused by COVID-19 and subfields, relationship with superiors,
 job performance, and personal and organizational relationships. Second, the fit between the measurement model
 and the structural model was found to be satisfactory. According to the structural relationship between the research
 variables, the early childhood teacher's experience of participating in changed job training did not directly
 affect resilience, but ‘the experience of participating in changed job training + job environment dissatisfaction of
 early childhood teachers → resilience of early childhood teachers’ and ‘changed work education participation experience
 → job environment dissatisfaction → working environment caused by COVID-19 → resilience’, ‘changed
 work education participation experience + working environment caused by COVID-19 + resilience’ were found to
 be completely mediated by the path. In this process, the working environment caused by COVID-19 can be interpreted
 as a double mediation.
 Conclusions The results of this study once again confirm that resilience is an essential factor affecting early childhood
 teachers, and the mediating effect of the working environment caused by COVID-19 that affects resilience
 is necessary. The study results have implications for developing effective interventions to improve the working
 conditions of early childhood educators and enhance their resilience in the working environment caused by
 COVID-19.

Self-help application for obsessive-compulsive disorder based on exposure and response prevention technique with prototype design and usability evaluation: Across-sectional study.

Obsessive-compulsive disorder (OCD) is a relatively common disorder that, due to its debilitating nature, significantly affects personal abilities, job performance, social adjustment, and interpersonal relationships. There are significant barriers to accessing evidence-based cognitive-behavioral therapy as a first-line treatment for obsessive-compulsive disorder. Mobile health applications (Apps) offer a promising way to improve access to evidence-based therapies while overcoming these barriers. The present study was to design and evaluate a prototype of a self-help application for people with OCD (the most common pattern of OCD) based on the exposure and response prevention (ERP) technique. This work was developed in four different phases. (1) Needs assessment: a thorough literature review, reviewing existing related programs and apps, and interviewing patients and psychiatrists; (2) Creating a paper prototype: considering the functional features identified in the previous phase using wireframe sketcher software. (3) Creating a digital prototype: developing an actual prototype using Axure RP software based on the information obtained from an expert panel's evaluation of the paper prototype. (4) Prototype usability evaluation: through a heuristic evaluation with experts and usability testing with patients using the SUS questionnaire. After requirement analysis, requirements were defined in the areas of information and educational elements, and functional capabilities. Prototypes designed based on identified requirements include capabilities such as in-app online self-help groups, assessing the severity of the symptoms of the disorder, psychological training, supportive treatment strategies, setting personalized treatment plans, tracking treatment progress through weekly reports provided, anxiety assessment, and setting reminders. The results of the heuristic evaluation with experts made it possible to identify how to provide information and implement the capabilities in a way that is more appropriate and easier for the user.

A meta-analytic investigation of the organizational identification – Job performance relationship in the frontlines

Organizational identification (OI) – which is defined as a sense of oneness with the organization – has consistently been found to increase frontline employee (FLE) job performance. However, whether these performance gains are uniform across different types of frontline jobs (e.g., retail clerks vs. financial advisors) and performance outcomes (e.g., behavioral vs. financial) has yet to be determined. Consequently, frontline managers lack the guidance necessary to decide whether or when they should prioritize investments in OI as a mechanism for achieving organizational performance goals. We begin to redress this knowledge gap through a meta-analytic investigation of the OI-FLE performance relationship, which reveals: (a) an overall positive effect of OI on FLE job performance, (b) job meaningfulness (i.e., job autonomy, skill variety and task significance) weakens the OI-FLE job performance relationship, and (c) this weakening is more pronounced in the case of behavioral and customer (but not financial) performance outcomes. Our study findings thus suggest retail managers should prioritize investments in OI when their goal is to promote desirable FLE behaviors and in situations where the work cannot be made meaningful due to job design constraints (e.g., when providing FLEs autonomy is not possible because the work must be performed in a prespecified manner at a predetermined time).

Longitudinal effects of high-performance work practices on job performance via person–job fit

PurposeThis present three-wave longitudinal study aims to elucidate underlying mechanism in high-performance work practices (HPWPs) and job performance relationship by examining the role of person–job as a potential mediator.Design/methodology/approachData were collected from 357 faculty members of universities in Punjab (India) using a well-structured questionnaire for four consecutive months. Hypotheses were tested using PLS-SEM software.FindingsThis study results substantiated HPWPs have a direct favorable impact on the person–job fit because their extensive engagement policies, such as employee empowerment and rewards, help employees to perceive their jobs as being a good fit. Furthermore, these practices fulfil employment expectations for employees, resulting in job fit and boosting the employee’s performance; highlighting person–job fit as potential mediator.Research limitations/implicationsGrounding on the person–environment congruence theory, this study shed light on the relationship between HPWPs and job performance via person–job fit in the Indian higher education sector. This develops a unique management philosophy and strategies for long-term sustainable growth of organizations to give proper concrete evidence for the significance of human resource management (HRM).Practical implicationsThis study findings persuade HR professionals in higher education institutions to actively engage in reconsidering and implementing their current HPWPs efficaciously to ensure that the employees are well-suited to their roles, i.e. increased person–job fit and perform at a higher level. Furthermore, considering the favorable impact of HPWPs on job fit and performance, it is pertinent to extensively use these practices in organizations all over the world especially across developing nations as a successful HRM solution.Originality/valueThis longitudinal study provides first-hand information on person–job fit intervening as a mediator in HPWPs and job performance relationship thereby contributing to the current corpus of HPWPs work. This fills the gap in HPWPs and job performance literature by identifying a novel concept of person–job fit that is mostly unexplored in developing countries like India.

Analysis of Leader-Member Exchange toward Organizational Commitment, Job Satisfaction, Job Performance: Is Virtual Work Moderating?

The aim of this research is to examine relationship between leader member exchange (LMX), organizational commitment, job satisfaction, and job performance with moderating mechanism of virtual work. This research was an explanatory-quantitative approach to explain the effects of LMX toward organizational commitment, job satisfaction, and job performance during pandemic specific in the context of Islamic college. This research had a total of 108 respondents that consisted of both educational staffs and lecturers from various faculties including Faculty of Business and Economics, Law, Medicine, Industrial Engineering, Psychology and Socio-Culture, Islamic Religious Science, Civil Engineering and Planning, Mathematics and Nature. This study was conducted in one of well-known private Islamic higher education in Yogyakarta. The result of this study explained that LMX had a positive significant effect on organizational commitment, job satisfaction, and job performance. However, the authors found that virtual work was only able to moderate the effect of LMX on organizational commitment and was unable to moderate the relationship of LMX, job satisfaction, and job performance. A more detailed sentences are stated in discussion and implication section of this article.

How financial and non–financial rewards moderate the relationships between transformational leadership, job satisfaction, and job performance

While extensive literature is available on the relationships between transformational leadership, job satisfaction, rewards, and job performance, few studies examine the moderating roles of financial and non–financial rewards on these relationships. This study examines the moderating effects of financial and non–financial rewards on transformational leadership–job performance and job satisfaction–job performance relationships. It also examines the mediating effect of job satisfaction on transformational leadership and job performance. The data were obtained through questionnaires that were distributed to employees (N = 331) of private enterprises in Vietnam. The study uses the SPSS 23.0 software and the PROCESS V3.4 to test the hypotheses. The results demonstrate that transformational leadership significantly affects job satisfaction, which, in turn, is strongly associated with job performance. Job satisfaction also has a mediating effect on the relationship between transformational leadership and job performance. Interestingly, neither financial nor non–financial rewards have any moderating effect on the relationship between job satisfaction and job performance, but financial rewards have a negative moderating effect on the relationship between transformational leadership and job performance. These findings suggest that managers may benefit from combining transformational leadership with financial rewards to motivate employees and improve job performance.