Job Performance Research Articles

Social media usage and job performance: a sequential mediation analysis with social capital, self-efficacy, job satisfaction and knowledge sharing

PurposeSocial media use is prevalent today, but there is a possibility that it might go out of control and cause negative consequences. Furthermore, by using social media at work, businesses may develop their networks, communicate in a productive manner and ultimately expand the efficiency. The purpose of this study is to investigate the effect of social media use (SMU) on job performance (JP) through sequential mediators such as social capital dimensions (SC), self-efficacy (SE), job satisfaction (JS) and knowledge sharing (KS) in Indian Public Universities.Design/methodology/approachSerial mediation model has been used in the study to analyse the relationship. Data is collected from teaching faculty (n = 702) who use social media in Indian public universities. The study has assessed the association between variables using structural equation modelling.FindingsThe findings suggest that the dimensions of SC, SE, JS and KS sequentially mediated the effect of SMU on JP. In light of the results, the SMU specifies prerequisites for the development of various dimensions of SC. Similarly, the rest of the mediating constructs further affect the other constructs, which ultimately positively affect JP. The final result shows that the indirect effect between social media use and job performance is positive and significant.Practical implicationsThe study provides practical suggestions for university administration regarding the use of social media for teaching faculty.Originality/valueNo research has been done regarding social media use affecting the job performance of teaching faculty through serial mediation in public universities. In this respect, this study represents an original attempt to conduct such research.

Work Engagement and Performance of Romanian School Teachers During the COVID-19 Pandemic: The Impact of Sociodemographic and Contextual Factors

The pandemic has led to significant changes in teaching environments, which may have affected teacher engagement and performance. The aim of the paper is to investigate the levels of work engagement (WE) and work performance (WP) during the pandemic among teachers in primary and lower secondary schools in Romania and to identify if the dimensions of these two concepts differ according to gender, age, residence, status, teaching degree, and course profile, filling a gap in the specialized literature regarding these variables in Romanian education. We conducted a survey between February and March 2022 on a sample of 1051 teachers using the Utrecht Work Engagement Scale (UWES) and the Individual Work Performance Questionnaire (IWPQ 0.3). Teachers reported a high level of engagement and work performance, higher levels of WE being identified among female teachers and those teaching in rural areas. Younger teachers showed the lowest work engagement, despite their familiarity with the digital tools used during the COVID-19 pandemic. Interestingly, while gender and employment status did not have a significant impact on job performance, contextual performance was higher among tenured teaching staff and women. In addition, the profile of subjects taught significantly affected engagement and performance. The results of this research can contribute to a more dynamic and supportive educational system, ultimately leading to improved outcomes for teachers and students.

What is the Impact of Leaders with Emotional Intelligence on Proxy Performance Metrics in 21st Century Healthcare?—A Systematic Literature Review

Emotional intelligence (EQ) in healthcare leadership has been a subject of debate regarding its significance in enhancing job performance and patient-centred care. This systematic review investigates the impact of EQ on organisational performance metrics in healthcare leaders. Eleven studies meeting the inclusion criteria were identified through a comprehensive database search. The findings suggest that EQ positively influences job satisfaction, with emotionally intelligent leaders fostering a positive work environment and commitment among employees. Moreover, EQ correlates negatively with emotional exhaustion, indicating its potential in mitigating burnout rates among healthcare professionals. EQ fosters teamwork, organisational culture and enhances job performance, with higher EQ levels in leaders associated with increased team empowerment and proactivity. Despite the compelling evidence, limitations in the study methodologies and heterogeneity in the reported outcomes challenge the establishment of definitive conclusions. Nevertheless, the findings underscore the importance of EQ in healthcare leadership and its potential to improve organisational dynamics and employee wellbeing. This review highlights the need for further research on EQ’s impact on patient satisfaction and calls for the development of EQ training programmes tailored for healthcare leaders.

The relationship between digital literacy and job performance of university teachers: the chain mediating effect of psychological empowerment and job satisfaction

The relationship between digital literacy and job performance of university teachers: the chain mediating effect of psychological empowerment and job satisfaction

Correction: Individual learning ambidexterity behavior and individual job performance in services: the role of organizational structure

Correction: Individual learning ambidexterity behavior and individual job performance in services: the role of organizational structure

Generalized anxiety disorder and job performance can predict job stress among nurses: A latent profile analysis.

Nursing is a stressful profession that can impact the physical and mental health of nurses as well as the safety of patients. Furthermore, various factors may affect the job stress of nurses. However, recent studies mainly focused on the overall level of job stress and its related factors, ignoring the population heterogeneity of nurses' job stress. A total of 440 nurses participated in the questionnaire survey between March 2023 and April 2023. Data were collected using the Demographic Characteristics Questionnaire, the Nursing Job Stressor Inventory, the Generalized Anxiety Disorder 7-item Scale, and the Nurse Job Performance Scale. A latent profile analysis was used to identify the latent profiles of job stress. Kruskal-Wallis H test and ordinal logistic regression were used to explore the predictors of different profiles. The job stress of nurses could be classified into four profiles: relatively low job stress, relatively high job stress, high job stress, and the highest job stress. Generalized anxiety disorder, job performance, health status, and dislike of nursing as a career were predictors of different profiles. The majority of nurses were classified into profile 2, and their job stress was relatively high. Lowering anxiety levels, enhancing job performance, improving nurses' health status, and changing professional attitudes toward nursing may be effective ways to reduce nurses' job stress.

Effects of Leadership Styles on Employees Job Performance: A Case Study of a Public Sector Organization in Ghana

Institutions are supervised by managers who are expected to direct their subordinates towards the achievements of organizational goals. Achievement of goals in an organization largely depends on the relationship between the supervisors and subordinates. Leadership styles play a crucial role in every organization in terms of industrial harmony and achievement of goals. Managers depending on the situation could employ democratic, autocratic or laissez-faire leadership styles to get organizational goals and objectives achieved. Primary data from public sector employees was used for this study based on the objectives of the study. Data was gathered from 50 employees using closed-ended questionnaires. The number of respondents was selected randomly from a population of 135 and determined using Yamane, 1974 formula and Browly proportional formula as indicated by Kumar 1976. The questionnaire were divided into three sections thus background characteristics of the respondents, respondents’ perception of their superiors’ leadership styles, employees’ assessment of their job performance respectively. The leadership styles were categorized autocratic, democratic and laissez-faire. The leadership and performance scales were measured using a 5-point Likert scale thus, 5=strongly agree; 4=agree; 3=undecided; 2=disagree; 1=strongly disagree. The outcome of the research was to the effect leadership exist in organizations have positive or negative impact on the job performance of workers. The results showed that a democratic leadership style has a significant positive impact on job performance within an organization, while autocratic and laissez-faire leadership styles contribute to apathy and lower work performance. Moreover, it was suggested among other things that the use of laissez-faire and autocratic styles should be discouraged since they are could be a recipe of creating lawless working environment which could result in low productivity.

The Impact of Human-Animal Interaction on Animal Welfare and Owners’ Job Performance: A Study on Cats, Dogs and Birds

ABSTRACT Human-Animal Interaction (HAI) has been significant since ancient times, initially with animals, especially dogs, assisting in hunting and food gathering. Over time, this relationship evolved into domestication, companionship, and therapeutic roles in society. In urban areas, pet ownership is widespread, driven by companionship, therapeutic benefits, and social status. This study focuses on urban pet owners due to structured work environments, allowing a clear examination of the relationship between HAI, animal welfare, and work performance. The study explores HAI's dual impact on animal welfare and the work performance of dog, cat, and bird owners. Key factors include psychological, social, and physical closeness in HAI; animal hygiene, physical activity, and loneliness for welfare; and work performance for owners. Data were collected from 404 pet-owning employees in Istanbul, with statistical analyses confirming tool validity. Results reveal a significant positive correlation (r = 0.568) between HAI and animal welfare, and a positive but smaller correlation (r = 0.215) between HAI and work performance. Findings support HAI's role in enhancing well-being, suggesting pet-friendly policies in workplaces to maximize benefits.

Analysing the impact of gamification training on reinforcing the relationship of ISA employee engagement and employee task performance – empirical study

Purpose This paper aims to examine the effect of gamification training on employee task performance within the context of intellectual, social and affective (ISA) employee engagement in India. The use of gamification in training as a possible precursor to increased employee engagement is a fascinating research topic, especially as employee engagement is becoming an increasingly important factor in workplace success. Design/methodology/approach To achieve the aim of this study, 300 responses were obtained from employees in an Indian company using online surveys to quantitatively assess levels of employee engagement and task performance. Statistical tests like SPSS 20.0 and Smart PLS 3.0 were run on the collected data to see if gamification training led to significantly higher levels of employee engagement and if this engagement had an effect on task performance. Findings Result tells that social and affective engagement mediates the relationship between gamification training and employee task performance in gamification-using organisations, relative to intellectual engagement. As social and affective engagement has considerable positive effects on employee job performance and gamification training, gamification training is a critical approach for organisations to implement to increase employee engagement and, consequently, performance. Originality/value Using an innovative variable of employee engagement – specifically, ISA employee engagement – the authors have sought to establish a mediating link between gamification and employee task performance. Therefore, the study’s designs have practical value for organisations because they incorporate the ISA engagement scale into a game-based learning environment.

Addressing Gaps: Impact of Work Engagement on Job Performance

The purpose of this study was to systematically review the existing literature on the impact of work engagement on job performance. One objective was to examine work engagement and job performance definitions to develop working definitions for both concepts. The primary objective was to investigate gaps using a research gap classification model. Accordingly, key studies regarding the impact of work engagement on job performance were meticulously examined through a systematic literature review with a meta-analysis, which involved investigating research gaps. The study referred to databases such as Google Scholar and ResearchGate to examine the impact of work engagement on job performance, focusing on publications from 2013 to 2023. Initially, 33 documents were referred and only 16 were left after screening as the sample. Tables and graphs were utilized to synthesize research gaps across various domains. According to the gap’s classification model, four types were investigated; empirical gap, knowledge gap, methodological gap, and population gap. This study systematically identified and classified research gaps, providing a platform for future investigations that enhance existing knowledge. Considering the limitations of the study, several directions for future research are suggested

Spirituality and workplace performance: a theoretical insight

Purpose The primary objective of the study is to explore and elucidate the relationship between spirituality and workplace performance. This study aims to fill a gap in the existing literature by presenting a theoretical–methodological framework that incorporates various aspects and research propositions, differentiating them based on specific mediating variables. Design/methodology/approach This research uses a systematic literature review methodology, analyzing 95 articles published over 20 years (2002–2022). This approach is designed to collate and synthesize evidence supporting the proposed relationship between spirituality and workplace performance and to understand the nuances of spirituality’s influence on performance. Findings The systematic review reveals recurring mediating constructs and various established theoretical–empirical relationships between spirituality and workplace performance throughout the study period. It highlights the significant role of spirituality in enhancing worker well-being, engagement and productivity. Social implications This study addresses the impacts on societal views of work, employee well-being and organizational culture, especially considering the growing discussions around holistic and spiritually inclusive workplaces. Originality/value This paper introduces originality by presenting a theoretical–methodological framework that emphasizes five distinct research propositions. These propositions, rooted in a comprehensive literature review, provide insights into how spirituality might influence workplace performance through various mediating variables.

Anxiety and Associated Factors Among Chinese Preschool Teachers

In China, preschool teachers significantly influence the development of young children aged 3–6 years. Understanding their mental health and its associated factors is imperative to informing policies, optimizing their mental well-being, and supporting their job performance. This study aimed to investigate the factors contributing to anxiety symptoms among preschool teachers. A sample of 393 Chinese preschool teachers (279 women, 114 men), aged 21–56, completed online questionnaires collecting their sociodemographic and work-related information and assessing anxiety symptoms, interpersonal difficulties, personality traits, perceived stress, resilience, and inner strength. Pearson correlation and multiple linear regression analyses identified significant predictors of anxiety symptoms. The prevalence of anxiety symptoms among the studied cohort was found to be 12.2%. Statistically significant factors that positively correlated with anxiety symptoms included objective work-related stress (B = 0.149, p < 0.001), interpersonal difficulties (B = 0.921, p < 0.001), perceived stress (B = 0.108, p = 0.001), and neuroticism (B = 0.071, p = 0.002). These findings highlight the urgent need for measures to reduce work-related stress and anxiety. However, when negative mental health factors were included, the effect of positive psychological factors became nullified. Positive mental health might have a moderating role in a negative mental health outcome such as anxiety. Therefore, further research is required to understand the impact of positive mental health factors more clearly.

CONCEPTUALISING FACTORS AFFECTING PERFORMANCE IN ORGANISATIONAL ECOSYSTEM

Performance, as a significant construct, reflects the desire to fulfill specific needs and serves as a fundamental component in the workplace, and is regarded as a multifaceted concept that encompasses various aspects, including processes, behavioral engagements, and outcomes, specifically related to job behavior. Task performance requires specific behaviors and advanced cognitive abilities, categorised into technical-administrative and leadership responsibilities. Job performance prompts behavior associated with achievement that includes evaluative aspects. Research highlights the significance of autonomous and intrinsic motivation, indicating that individuals guided by inherent values and behaviors achieve optimal performance. The present conceptual study aims to identify and understand the principal factors affecting employee performance and to illustrate the connections among these components through a literature review on performance. Evaluating employee performance is the most complex and hardest soft skill, requiring the incorporation of additional factors. The predicted finding and discussion of this study allows us to draw inferences about the elements affecting projected performance within an inclusive organisational environment, such as the Police Department, and to provide suggestions for future research. This conceptual piece concludes a conceptual framework regarding staff development, measurement methodologies, and the factors influencing staff performance assessment. Understanding these characteristics will facilitate the assessment of staff performance and clarify the factors that enable an employee to succeed in meeting an organization's objectives.

Relationships among employee-friendly organization, performance, and turnover intention in the maritime industry: the mediating role of organizational happiness & collective efficacy

ABSTRACT The concept of an employee-friendly workplace has emerged as a novel area of discussion within the human resources departments of organizations, coinciding with the adoption of employee-centric management strategies. Due to its recent inception, literature on this subject remains relatively sparse. However, existing studies suggest that workplace happiness significantly influences various aspects of work dynamics, including job performance, turnover intention, and collective efficacy. This study seeks to elucidate the interrelation between employee-friendly workplace amenities, employee happiness, collective efficacy, turnover intention, and individual performance within a maritime organization context. Data collected from six hundred onshore office employees of a Turkish ship-owner and port operator organization via an online questionnaire were subjected to structural equation modelling using the LISREL version 8.8 statistical package programme. The findings reveal that organizational happiness serves as a mediating factor in the relationship between employees’ perceptions of work type and workplace amenities and individual performance. Through this investigation, the study aims to offer valuable insights into the mediating roles of organizational happiness and collective efficacy in the workplace.

The good shepherd: linking artificial intelligence (AI)-driven servant leadership (SEL) and job demands-resources (JD-R) theory in tourism and hospitality

PurposeThis study illustrates the conceptual framework that expands the knowledge of the fundamental components that describe how AI-driven servant leadership (SEL) influences the job resources (JR), work engagement (WE) and job performance (JP) of tourism and hospitality employees.Design/methodology/approachThe empirical study was conducted on a sample of 953 international tourism and hospitality employees who were selected via a purposive and snowball sampling approach in a cross-sectional survey. The analysis was performed using a partial least square-structural equation modeling.FindingsThe results of this study confirmed the positive impact of AI-driven SEL on employee JR with the boundary conditions of AI-driven SEL.Practical implicationsThis study finding assists tourism and hospitality practitioners in understanding that in the near future, AI will have a major effect on the nature of work, including the impact on leadership styles. Hence, AI-driven SEL holds both positive (through direct impact on JR) and negative (via boundary conditions) impacts on employees’ JP and ultimately organizational success. Accordingly, managers should employ AI-driven SEL to increase employees’ JR, and once employees achieve high WE, they should constrict AI-driven SEL boundary conditions and their influence between JR and WE and WE and JP.Originality/valueThis study offers a novel and original conceptual model that advances AI-driven social theory, SEL theory and job demands-resources (JD-R) theory by synthesizing, applying and generalizing gained knowledge in a methodical way.

Influence of Promotion on the Job Performance of Police

The study investigated the impact of promotion on job performance at the Tanzania Police School in Moshi. Utilizing a convergent research design, it combined qualitative and quantitative methods, focusing on a population of 450 police officers. A sample size of 183 was determined using Slovin’s formula. Data collection involved simple random and purposive sampling, with questionnaires for officers and interviews for inspectors. To ensure validity, research instruments were reviewed by university experts, while reliability was established through pilot testing, yielding a Cronbach Alpha value of 0.75, indicating good internal consistency. Data were analyzed using SPSS, employing descriptive statistics such as percentages and frequency, presented in tables. The findings revealed that promotions positively influence police officers' performance. The study concluded that ongoing promotions within Tanzania police schools are essential for enhancing performance. Recommendations included identifying and recognizing rewards for officers to foster motivation and improve job performance.

“Who am I?” Exploring Temporary workers' Integration in Multi‐Employment‐Type Organizations From the Identity Threat Perspective

ABSTRACTThis study aims to advance current understanding concerning situational cues that trigger identity threat at the workplace among temporary workers and associated effects on their integration outcomes in the flexible employment scenario. We used the social identity threat theory to empirically investigate the impact of the extent to which regular employees' job conditions are superior to those of temporary workers on these workers' outcomes, through the identity threat. In addition, we examined the moderating role of organizations' social integration practices. We conducted two empirical studies involving technical temporary workers in Chinese companies, in which we used polynomial regression analyses and response surface modeling. In Study 1, using a two‐wave time‐lagged design, we analyzed data from 480 temporary workers, and in Study 2, using a three‐wave time‐lagged multi‐source dyadic design, we analyzed matching data from 371 temporary workers and 64 supervisors. Our findings indicate that the extent to which regular employees' job conditions surpass those of temporary workers is positively associated with identity threat among the latter, increasing their turnover intention and undermining their job performance. Moreover, temporary workers' perceptions of their organizations' social integration practices weaken the effects of the extent to which regular employees' job conditions surpass those of temporary workers. Thus, this study contributes to related literature on social identity threat and temporary workers, and to practice, by offering offers insightful implications for managers to effectively manage this threat.

Exploring the Impact of After-Hours Work Connectivity on Employee Performance: Insights from a Job Crafting Perspective

With the leapfrog development of information and communication technology and the intensification of external competition among enterprises, after-hours work connectivity through communication devices has become a new norm in the workplace. While it offers certain conveniences, the constant connectivity it entails also imposes significant pressure on employees. How to comprehensively understand and rationally treat after-hours work connectivity has become an issue that organizations need to pay great attention to. Based on conservation of resources theory, this study analyzed 407 questionnaires to explore the “double-edged sword” effect of after-hours work connectivity on employee performance and analyzed the moderating effect of the psychological contract. The results indicate the following: (1) Proactive pathway: after-hours work connectivity promotes employees’ job crafting behaviors toward approach-oriented adjustments, thereby enhancing job performance. (2) Passive pathway: after-hours work connectivity encourages employees’ job crafting behaviors toward avoidance-oriented adjustments, leading to decreased job performance. (3) The psychological contract positively moderates the relationship between after-hours work connectivity and approach-oriented job crafting and negatively moderates the relationship between after-hours work connectivity and avoidance-oriented job crafting, regulating both the positive and negative coping pathways. The research findings contribute to assisting organizations in adopting a dialectical perspective towards and effectively utilizing after-hours work connectivity. This aids in achieving a balance between organizational effectiveness and employee well-being, seeking a mutually beneficial work paradigm, and providing managerial recommendations to promote sustainable organizational development.

NCOG-01. VOCATIONAL STATUS OF PATIENTS WITH GLIOMA AT 5 YEARS AFTER DIAGNOSIS

Abstract BACKGROUND Glioma (WHO grade 2-3) commonly affects adults, with a mean age at diagnosis of 41 years old. Given the demographic age of these brain tumor (BT) survivors, employment is the primary source of income, medical benefits, and financial stability. Unfortunately, job performance problems can occur at any time after diagnosis. This study aims to describe the vocational status and symptoms of these patients approximately five years following diagnosis. METHODS The study employed a cross-sectional cohort design among persons with glioma treated with radiation approximately 5 years from the original diagnosis. Vocational-Independence Scale was used to ascertain employment status. Patients were asked about their experience returning to work after treatment. Symptoms were measured using the MDASI-BT Module. RESULTS Thirty-nine participants completed the study. The median age was 44 years old (range 26-78). Nineteen were diagnosed with oligodendroglioma, 18 with astrocytoma. Thirty-seven (95%) were working full-time at the time of diagnosis. Approximately five years following diagnosis, only 49% of participants are employed, working at least 15 hours per week (n=19). The remainder are unemployed (n=15, 39%), in a volunteer position (n=2, 5.1%), or working <15 hours per week (n=3, 7.7%). Interview data suggest those who are unemployed (n=9, 23%), retired early (n=2, 5%), or had reduced roles (n=11, 28%), were unable to return to prior roles due to symptoms they were experiencing 1-2 years after treatment. The frequently reported symptoms were fatigue (n=29, 74%), sleep disturbance (n = 24, 62%), distress (n = 25, 64%), drowsiness (n = 26, 67%), sadness (n = 25, 64%), issues with speaking (n = 25, 64%), short-term memory issues (n=35, 90%), and difficulty with concentration (n=20, 74%). CONCLUSION In addition to financial stability, employment is a valuable contributor to the quality of life, maintenance of identity, and physical and emotional health. Future research should examine and evaluate interventions that promote the return to work or engagement in the community.

Financial Anxiety and Job Performance in Educational Settings: Analyzing the Effects of Financial Stress on Teachers and Staff

This study examines the impact of financial anxiety on job performance among teachers and staff in educational settings, where challenges like low wages, high debt, and limited financial growth are prevalent. Financial anxiety, defined as persistent worry over income stability and financial obligations, can decrease focus, well-being, and productivity. Using a quantitative approach, data were collected from 500 educators across various institutions, and statistical analysis, including correlation and regression, revealed significant findings. Results showed a negative correlation (r=?0.45) between financial anxiety and job performance. Regression analysis further indicated that job satisfaction (?=0.35) and a supportive work environment (?=0.22) help reduce financial anxiety’s negative impact on performance. Debt burden and income level were strong predictors of financial anxiety, with job satisfaction partially mediating its effects. These findings underscore the importance of institutional support measures, such as financial counseling and mental health resources, to alleviate financial anxiety and enhance job performance. Future research is encouraged to explore additional moderating factors, such as family responsibilities and health conditions, to deepen insights.