Job Performance Research Articles

Observational study of close contact behaviors in a multinational graduate student office

Understanding human contact behavior plays a crucial role in improving the design of indoor environments, for example, by enhancing thermal comfort, workplace performance and productivity, and controlling infection transmission. Although baseline information for indoor environmental design is available, data on person-to-person contact behavior are limited, especially in populations of diverse nationalities, genders, and age ranges. In this study, we used high-resolution video cameras to collect close contact data for five consecutive school days in a multinational graduate school student office in Japan with a reserved cultural background. We characterized human close-contact behavior using stochastic interactions in terms of interpersonal distance, assortativity, posture, duration, and frequency of contact in a multinational population. Our results showed a remarkable difference compared to the study results from person-to-person contact behavior in an ethnically homogenous population. The interpersonal distance averaged 0.75 m, and the close contact frequency was notably lower, but the close contact duration was significantly longer. Nationality showed stronger homophily. We considered the degree centrality measures of the nodes in the observed networks. The observed contact network links were dense with high reciprocity. High contact heterogeneity was observed in twenty-five percent of the nodes. These data can be used to improve targeted epidemiological analyses for indoor occupant health decision-making, and infection spread prevention strategies.

The Influence of Resilience, Work Ethic, and Self-Awareness on the Performance of Employees of Private Universities in Bengkulu City

This study examines the impact of resilience, work ethic, and self-awareness on the performance of employees at private universities in Bengkulu City. The research addresses the need for higher education institutions to enhance job satisfaction and performance by focusing on various dimensions, including job conditions, professional commitment, and workplace dynamics. Despite the demands that often exceed capacity, employee resilience is crucial for fulfilling these responsibilities. The study fills a knowledge gap by exploring the relationships between these psychological factors and employee performance. A quantitative approach was employed, utilizing questionnaires distributed to 160 respondents. The sampling method was Non-Probability Sampling, with an 85% response rate. Data were analyzed using Multiple Linear Regression with SPSS for Windows. The results indicate a significant positive effect of resilience, work ethic, and self-awareness on employee performance, with an F-count of 74.551 and a p-value of 0.000 (p < 0.05). The findings suggest that private universities should invest in education and training to enhance employee skills and knowledge, thereby improving performance and loyalty. Future research should extend the study duration and improve researcher-respondent feedback to build on these insights.

Same as it ever was: A clarification on the sources of predictable variance in job performance ratings

Same as it ever was: A clarification on the sources of predictable variance in job performance ratings

Investigation of Joint Action in Go/No-Go Tasks: Development of a Human-Like Eye Robot and Verification of Action Space

AbstractHuman–robot collaboration (HRC) is a natural progression of technological development and can improve job performance, address labor shortages, and reduce labor costs. However, it is still uncertain whether joint action, similar to that occurring between humans, can be replicated between humans and robots. Many robotic researchers have focused on joint action, and it has been demonstrated that gaze cueing plays a significant role in this context. Currently, previous studies on joint action use humanoids; however, robots utilized in the research on human-robot collaboration lack human-like eyes needed for verification. Therefore, this study focuses on the development of an eye robot with gaze-cueing behaviors that can be easily integrated into existing robotic systems. As another theme of this study, we proposed the use of fixation duration as a new metric, which is distinct from the commonly used response time, for the quantitative evaluation of joint action research. These are verified through a Go/No-go task under six conditions—three behavioral (i.e., joint action, joint attention-only, and alone), each with two partner conditions (robot or human partner). While developing a human-like eye robot, this study demonstrates the potential of a robot to be a better joint action partner than an uncertain human, with participants exhibiting the best reaction times when partnered with a robot. The shared action space of the participants was investigated, where a transference of the action space indicates the expression of joint action. The fixation duration indicates that the proposed robot cause participants to move their action space to include that of the robot. These results suggest that the proposed collaborative robot can initiate a joint action between a robot and a human, and can perform as a more effective partner in joint actions compared to an unfamiliar human. This study showcased the capacity of fixation duration as a quantitative assessment metric for joint action.

أثر الأنماط القيادية على تحسين الأداء الوظيفي: دراسة حالة المؤسسة العامة للتأمينات الاجتماعية في منطقة الرياض

The study aims to know the extent of the impact of leadership styles in improving job performance within the General Organization for Social Insurance in Riyadh, Kingdom of Saudi Arabia, by using the descriptive analytical approach and designing and distributing an electronic questionnaire to a number of leaders and employees in the organization. The sample was selected randomly. The study concluded with a number of results, the most important of which are: different leadership styles are practiced in the General Organization for Social Insurance in Riyadh, but the autocratic style came in first place, followed by the democratic style and the free style, and all of these styles are practiced to an average degree. Also, elements of improving job performance are practiced in the General Organization for Social Insurance in the Kingdom of Saudi Arabia to an average degree. Based on the previous results, the study recommended the following: the need for the General Organization for Social Insurance in the Kingdom of Saudi Arabia to get rid of leadership styles that would limit performance improvement and achieve job creativity. Also, the need to train leaders in the General Organization for Social Insurance in the Kingdom of Saudi Arabia on positive leadership styles

Stability and plasticity in personality: A meta‐analytic investigation of their influence on cultural intelligence and five forms of job performance

AbstractThis meta‐analysis clarifies and tests the structural relationships among the Big Five personality traits, cultural intelligence (CQ), and an expanded criterion domain of job performance. Positioning CQ in the nomological network of personality traits is timely because research has demonstrated that CQ predicts a range of work‐related outcomes in today's multicultural workplace. Drawing on the Cybernetic Big Five Theory (CB5T), we conduct a meta‐analytic investigation (n = 24,552; k = 109) of the metatraits of stability (shared variance of conscientiousness, agreeableness, and emotional stability) and plasticity (shared variance of extraversion and openness) on CQ and five job performance outcomes (task performance, affiliative citizenship performance, change‐oriented citizenship performance, adaptive performance, and creative performance). Our findings show that CQ is a stronger mediator of the plasticity metatrait (than stability) on job performance, supporting our hypotheses. We also discover intriguing suppressor effects, suggesting that the importance of the plasticity metatrait on job performance could be underestimated in existing Big Five meta‐analyses.

Intervention Role of Psychological Capital and Benefit Satisfaction on the Relationship between Organizational Fairness and Employee’ Job Performance

Intervention Role of Psychological Capital and Benefit Satisfaction on the Relationship between Organizational Fairness and Employee’ Job Performance

Advancing anomaly detection in cloud environments with cutting‐edge generative AI for expert systems

AbstractAs artificial intelligence (AI) continues to advance, Generative AI emerges as a transformative force, capable of generating novel content and revolutionizing anomaly detection methodologies. This paper presents CloudGEN, a pioneering approach to anomaly detection in cloud environments by leveraging the potential of Generative Adversarial Networks (GANs) and Convolutional Neural Network (CNN). Our research focuses on developing a state‐of‐the‐art Generative AI‐based anomaly detection system, integrating GANs, deep learning techniques, and adversarial training. We explore unsupervised generative modelling, multi‐modal architectures, and transfer learning to enhance expert systems' anomaly detection systems. We illustrate our approach by dissecting anomalies regarding job performance, network behaviour, and resource utilization in cloud computing environments. The experimental results underscore a notable surge in anomaly detection accuracy with significant development of approximately 11%.

Making the grade? A meta-analysis of academic performance as a predictor of work performance and turnover.

Many organizations assess job applicants' academic performance (AP) when making selection decisions. However, researchers and practitioners recently have suggested that AP is not as relevant to work behavior as it used to be due to factors such as grade inflation and increased differences between academic and work contexts. The present meta-analysis examines whether, and under what conditions, AP is a useful predictor of work behavior. Mean correlations (corrected for error in the criterion) between AP and outcomes were .21 for job performance (k = 114), .34 for training performance (k = 8), and -.02 for turnover (k = 20). There was considerable heterogeneity in validity estimates for job performance (80% credibility interval [.04, .37]). Moderator analyses revealed that AP is a better predictor of performance (a) for AP measures that are more relevant to students' future jobs, (b) for professor ratings of AP than for grades and class rank, (c) for samples that include applicants from the same university or from the same major, and (d) for official records of AP than for applicant self-reports. Job relevance was the strongest and most consistent moderator with operational validities in the .30s and .40s for measures that assessed AP in major-specific courses or courses in which students are evaluated on behaviors relevant to their future jobs (e.g., practicum classes). Overall, researchers and organizations should carefully consider whether and how AP is relevant to particular jobs and outcomes, as well as use designs and measures that optimize the predictive value of AP. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The Relationship of Job Satisfaction to Job Performance towards Human Resource Policy Enhancement Proposal

The Relationship of Job Satisfaction to Job Performance towards Human Resource Policy Enhancement Proposal

Managing Virtual Presenteeism during the COVID-19 Pandemic: A Multilevel Study on Managers' Stress Management Competencies to Foster Functional Presenteeism.

Teleworking remains an attractive option for many workers since the COVID-19 pandemic, but it presents significant management challenges, particularly when employees face health issues. The management of virtual presenteeism, where employees continue teleworking despite being ill, has received limited attention. This study explores the relationship between managers' stress management competencies (SMCs), mental health, and job performance of virtual presentees, aiming to fostering more functional presenteeism. We examine whether managers' SMCs promote functional presenteeism by comparing managers' self-assessments with employee assessments, and analyzing how agreement levels between the two affect mental health and job performance. Data were collected from 365 teleworkers supervised by 157 managers in a large public organization in Québec. The results indicate that virtual presentees' mental health and job performance are closely linked to employees' assessment of their managers' SMCs. Employees who agreed with their manager or overestimated their managers' SMCs exhibited better mental health and job performance than those who agreed with their manager on low SMCs or underestimated their managers. This study expands on the health-performance framework of presenteeism and self-other agreements, highlighting management practices that should be enhanced in the context of virtual presenteeism.

South African speech-language therapists' and audiologists' professional quality of life.

Limited research is available regarding the professional quality of life experiences of South African speech-language therapists and audiologists, despite the implications this has for wellbeing, quality of patient care, productivity and attrition from the professions. This study explored levels of compassion satisfaction, burnout, and secondary traumatic stress, the relationships between these, differences on the basis of registration and years of experience and participants' perceptions of their professional quality of life. A sample of 92 South African speech-language therapists and audiologists completed an online survey that included the Professional Quality of Life (ProQOL) scale. The data were analysed using descriptive statistics, analysis of variation (ANOVA), correlations and thematic analysis. The findings indicated that participants experienced slightly higher levels of secondary traumatic stress and burnout and slightly lower levels of compassion satisfaction than international samples. There were significant inter-relationships between the three elements of professional quality of life, and no significant differences for these on the basis of registration or years of experience. Participants identified a range of factors that contributed to their experiences of compassion satisfaction and fatigue, as well as suggestions for improvement. Professional quality of life plays an important role in South African speech-language therapists and audiologists' professionalism, job performance and satisfaction and retention.Contribution:The data collected provide valuable insights into the professional quality of life experiences of South African speech-language therapists and audiologists, as well as those working in similar contexts. It also offers suggestions that may contribute to future research and interventions.

Identifying factors influencing faculty attitude towards digital technology in higher education and its impact on faculty engagement and work performance: a mediating analysis

Background This study investigated the influence of various factors on Faculty Attitude, Faculty Engagement, and Work Performance in higher education. The study specifically examined the impact of faculty attitudes towards digital technology on their level of involvement and effectiveness in the classroom. Furthermore, it investigated how the utilization of digital technology by faculty members influences the connection between their attitudes and job performance. Methods The study utilized a mixed-methods approach, combining quantitative and qualitative methodologies to collect thorough data to explore the factors influencing faculty attitude. A survey was performed among 438 faculty members from higher educational institutions in the Delhi and NCR region. Results The results indicated a strong positive relationship of perceived usefulness, mutual learning, institutional support, collaborativeness, creativity, critical thinking, and faculty attitude towards digital technology adoption in academic setting. Nevertheless, External Pressure did not exhibit a significant relationship. The study revealed that the attitude of faculty members has a significant impact on both their work performance and engagement. Additionally, faculty engagement was found to have a positive impact on work performance. The mediation Analysis revealed that Faculty Engagement served as a partial mediator in the association between Faculty Attitude and Work Performance. Conclusions The study’s implications underscore the urgent need of fostering positive attitudes and engagement among faculty members for enhancing their performance in academic settings. Some of the limitations and implication of the study and future direction of the research directions are suggested.

Using Analytical Hierarchy Process (AHP) for Developing a Performance Evaluation Model for A Human Resources Department in Private Sector in Saudi Arabia

Evaluating human resource departments discovers weak areas and supports performance measurements and continuous quality improvement. However, most research concentrates on the development of models that primarily assess the performance of individual human resources rather than focusing on the evaluation of the entire department. This study aims to formulate a model for evaluating the performance of human resource departments in Saudi Arabia's private sector. The proposed model studies HR standards using five well-known quality awards excellence models. Exploratory Factor Analysis (EFA) was then used to discover the factor structure of this model and examine its internal reliability to identify the underlying relationships between the assessment model criteria (factors). A questionnaire was designed and distributed to middle and high management levels, such as section head positions and above, in different organizations in the private sector in Jeddah. The analytic hierarchy process (AHP) was used to quantify the weights of the assessment factors and subfactors. Human resource experts estimated the relative magnitudes of the factors and sub-factors through pairwise comparisons. The results identified six main factors and seventy-eight subfactors for evaluating human resources department performance in any private sector. The findings indicated that the most substantial weight, constituting nearly 50 of the entire modules, was assigned to Factor 2, denoting "Justice and Human Development" (44.746%). This was followed by Factor 5, related to "Job Performance Management" (18.945%), and Factor 6, about "Occupational Safety" (12.554%). The factor with the lowest weight was Factor 1, representing "Career Guidance and Counseling" (7.601%).

A daily exercise prescription when work gets tough: The moderating effect of work demands on the relationship between daily physical exercise and next-day well-being and job performance.

Physical exercise is widely recognized for its benefits to individuals' general health, yet its implications for in-role and extrarole job performance, especially on demanding workdays, have rarely been explored. This oversight is concerning as high work demands can deter employees from exercising when they are unaware that exercise can improve their job performance on demanding workdays. In this research, we draw on the effort-recovery model to propose that daily physical exercise not only promotes next-day well-being but also enhances next-day in-role job performance and extrarole organizational citizenship behavior (OCB) by fostering positive affect and work engagement the following day. Moreover, these benefits of daily physical exercise are more pronounced on days with high rather than low work demands. Results from two experience sampling studies generally support our hypotheses, revealing that daily physical exercise contributes to next-day well-being, both self- and leader-rated in-role job performance and self-rated, but not leader-rated, extrarole OCB, through the sequential mediation of next-morning positive affect and next-day work engagement. Furthermore, these benefits of physical exercise are more evident on days when employees face high overall work demands (Study 1) and in particular on days with high-hindrance demands but on days with low-challenge demands (Study 2). (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Baby Bumps in the Road: The Impact of Parenthood on Job Performance, Human Capital, and Career Advancement

Abstract This paper explores whether and why a maternal “child penalty” to earnings would emerge even without changes in employment and hours worked. Using a matched event study de-sign, we trace monthly changes in determinants of wages (job performance, human capital accumulation, and promotions). Data come from a usefully unusual setting with required multiyear employment and detailed personnel data: the United States Marine Corps. Mothers' job performance initially declines, and gaps in promotion grow through 24 months postbirth. Fathers' physical fitness performance drops somewhat but recovers. These patterns lead mothers to earn relatively lower wages, even absent changes in employment postbirth.

Employers feedback on the job performances of the Bachelor of Arts in English Language graduates

The study examined the employers feedback on the job performances of the Bachelor of Arts in English Language (BAEL) graduates of Kalinga State University. Employer's feedback is vital in honing future nation-builders as it provides input in evaluating a curricular program to determine whether it is congruent with the demands of the industries. It used an explanatory sequential research design, explicitly employing a quantitative-quality approach. Significantly, it revealed that the employers of the graduates are very satisfied with their job performances in the areas of competence, commitment, collaboration, and credibility. The employers identified the graduates’ strengths in terms of job traits such as flexibility, initiative, creativity, dependability, leadership potential, and intellect. However, the employers also identified their weaknesses as a lack of self-confidence and a lack of time management. The study further revealed that most employers require new recruits to have job skills such as communications skills, Information and Communication Technology (ICT) skills, cooperative skills, leadership skills, and research skills. Therefore, the study concludes that the BAEL graduates perform in their jobs with very much satisfaction from their employers. It significantly implies an effective curricular program, producing BAEL graduates with the required competence, commitment, collaborative skills, and credibility to perform in their chosen jobs.

The Influence of Leadership, Competence and Compensation on Job Satisfaction and Performance of Barru Resort Police Personnel

The Influence of Leadership, Competence and Compensation on Job Satisfaction and Performance of Barru Resort Police Personnel

Does B2B salespeople’s love of money attitude mediate the relationships between a growth mindset, a fixed mindset, grit, and job performance?

Purpose To most people, money is a motivator, which is robustly true for salespeople. A high love of money attitude predicts university students’ poor academic performance in a business course and cheating in laboratory experiments and multiple panel studies, but money (income) itself does not predict dishonesty. Extrinsic reward undermines intrinsic motivation. Very little research has incorporated the grit construct in the sales literature and explored the relationship between grit and the love of money. Further, a growth mindset and a fixed mindset may also impact salespeople’s job performance. This study aims to explore a brand-new theoretical structural equation model (SEM) and investigate the relationships between individual characteristics (growth and fixed mindsets and grit orientation) and job performance directly and indirectly through a mediator – salespeople’s love of money attitude. Design/methodology/approach This study uses Qualtrics and collects data from 330 business-to-business (B2B) salespeople across several industries in the USA. This study uses a formative SEM model to test this study’s hypotheses. Findings First, there are significant correlations among grit, a growth mindset and a fixed mindset, revealing no construct duplication or redundancy. Second, both a growth mindset and grit indirectly enhance job performance through the love of money attitude – a mediator, offering a brand-new discovery. Third, counter-intuitively, a growth mindset and grit do not directly improve job performance. Fourth, grit is significantly and negatively related to the love of money attitude, adding a new twist to this study’s theoretical model. Fifth, a fixed mindset undermines job performance directly but is unrelated to the love of money. Overall, B2B salespeople’s love of money attitude (employee demand) undermines sales personnel’s self-reported job performance (organization demand) in the organization and employee’s supply and demand exchange relationship. Originality/value The findings reveal that a growth mindset, a fixed mindset and grit contribute differently to sales personnel’s love of money attitude and job performance in this study’s theoretical model. The love of money serves as a mediator. A commonly accepted belief is that money is a motivator. Money (income) itself and the love of money attitude are two separate constructs. This study’s novel discoveries provide the essential missing monetary-aspirations-to-job-performance link in the literature – ardent monetary aspiration undermines self-reported job performance. This study offers inspiration to help decision-makers make happy, healthy and wealthy decisions and improve performance.

A Study on Job Performance of Secondary School Teachers

This study investigates the job performance of secondary school teachers in relation to certain demographic variables in Ananthapuram district, Andhra Pradesh. A sample of 355 secondary school teachers from 53 schools was selected using the descriptive survey method. The Teachers’ Job Performance Scale (TJPS), developed and standardized by Amin et al. (2013), was utilized. Descriptive analysis was conducted to determine the Mean, Standard Deviation, and Percentage, and CR was used to assess differences based on locality, academic qualifications, and professional qualifications in various job performance skills. The findings revealed that locality significantly influences job performance in teaching, interpersonal relations, and overall performance, but not in management or discipline and regularity. Academic qualifications significantly impact teaching, management, interpersonal relations, and overall performance, with no effect on discipline and regularity. Professional qualifications affect job performance in teaching, discipline, regularity, and overall performance, but not in management or interpersonal relations. The study concludes that demographic variables such as locality, academic qualifications, and professional qualifications have a significant impact on various aspects of job performance among secondary school teachers. Locality influences teaching, interpersonal skills, and overall performance, while academic qualifications affect teaching, management, and interpersonal relations. Professional qualifications significantly enhance teaching, discipline, regularity, and overall performance. However, none of these variables significantly impact job performance skills in management or interpersonal relations consistently across all groups. These findings emphasize the need for targeted interventions to improve teacher performance in specific areas.