Job Performance Research Articles

Eye of the beholder: A meta-analysis of personality traits' relationships with psychological contract breach and job performance

Psychological contract breach (PCB) is a subjective perception that one's employer has failed to live up to promised obligations. Because PCB is subjective, personality traits should play an important role. However, existing research on the relationships between personality traits and PCB is scattered and explores a variety of subsets of personality traits, with little agreement on which traits are most important to PCB. Thus, we focus on personality traits selected based on insights from a reneging-incongruence framework suggesting that personality traits will be important to the degree that they influence the likelihood that employees are targeted for a “real” PCB (i.e., reneging) or bias their perspective of their PCB (i.e., incongruence). Further, drawing from social exchange theory, we examined PCB as a mechanism by which personality traits relate to job performance. Meta-analytic results indicated that the multiple correlation between personality traits and PCB was R = 0.34, and they continued to account for variance in PCB beyond social exchange quality. Emotional stability and equity sensitivity were the strongest predictors of PCB. Results also demonstrated that PCB mediates the relationships equity sensitivity and emotional stability have with task performance, organizational citizenship behavior, and counterproductive work behavior, even controlling for job satisfaction as an alternative mediator.

The interplay of organizational factors, incentive systems, and employee performance

This systematic review aims to explore the relationships between organizational factors, incentive systems, and employee performance in modern workplaces, addressing the need for a comprehensive understanding of these interconnected elements. A rigorous three-stage methodology was employed, including a comprehensive database search of international databases such as Google Scholar and Scopus, screening based on predefined inclusion/exclusion criteria, and quality assessment using the Mixed-methods Appraisal Tool. This was followed by qualitative synthesis and framework analysis to identify patterns and trends across the selected literature. The review reveals that well-designed incentive systems can significantly enhance the impact of positive organizational factors on employee performance, while emphasizing the importance of considering both intrinsic and extrinsic motivational factors. Several moderating variables, including organizational culture, leadership styles, and individual employee characteristics, were identified as influencing incentive system effectiveness. The study also highlights the need for organizations to adapt their incentive strategies to evolving work paradigms, such as remote work and the gig economy. These findings provide valuable insights for managers and policymakers seeking to optimize their organizations' performance management strategies, emphasizing the importance of aligning incentive structures with organizational goals and employee needs. The review suggests that a holistic approach, considering multiple interconnected factors, is crucial for sustaining organizational performance and employee productivity. Future research directions include cross-cultural studies and longitudinal approaches to further understand the dynamic interplay between incentives, organizational factors, and employee productivity in changing work environments.

How Certification Exams Reflect Current Practice.

Certification exams are often the least understood aspect of certification processes. This article delves into the development of certification exams, highlighting their crucial role in assessing the knowledge and skills required for effective job performance. It explores how exams are meticulously crafted to align with specific job tasks, knowledge areas, and skill sets within various nursing specialties. Through collaborative efforts between practicing nurses and exam developers, these exams are designed to uphold validity, reliability, and fairness standards. Ultimately, certification exams are pivotal in evaluating nurses' competencies in vital aspects of clinical practice, facilitated by ongoing partnerships between nurses and certifying bodies. [J Contin Educ Nurs. 2024;55(11):513-516.].

Analyzing the Impact of Employee Job Satisfaction on Their Job Behavior in the Industrial Setting: An Analysis from the Perspective of Job Performance

Analyzing the Impact of Employee Job Satisfaction on Their Job Behavior in the Industrial Setting: An Analysis from the Perspective of Job Performance

Analyzing the interplay between social media analytics and nudges in pandemic control

This study employs a data-driven approach to examine the government's use of data insights and nudges to promote social distancing during the pandemic. Drawing from well-established technology adoption theories, a nationwide online survey was conducted among professionals and postgraduate students adapting to remote work and learning. The study unveils that access to suitable information and communication technology (ICT) significantly influences people's willingness to adhere to social distancing and work from home (WFH). Moreover, respondents' expectations of WFH's impact on job performance emerged as a critical driver for sustained social distancing, with individuals' habits playing a pivotal role in enhancing WFH performance expectancy. Notably, the study pioneers in exploring the psychological effects of government nudges during a pandemic, shedding light on an uncharted aspect of pandemic control strategies.

Jekyll and Hyde leadership: Examining the direct and vicarious experiences of abusive and ethical leadership through a justice variability lens.

Drawing on uncertainty management theory and the nascent work on justice variability, we examine employees' direct and vicarious experiences of abusive supervision and ethical leadership. Conceptualizing the simultaneous display of abusive and ethical leadership styles as a form of justice variability, we suggest that a direct supervisor's ethical leadership exacerbates, rather than ameliorates, the detrimental effects of his/her abusive supervision on employees' emotional exhaustion and job performance. We further contend that a similar effect exists when employees vicariously experience leadership interactions involving their direct supervisor and higher level manager, whereby higher level managers' ethical leadership exacerbates the negative effects of their abusive supervision toward supervisors on those supervisors' employees' emotional exhaustion and job performance. We draw the contrast between the direct and vicarious experiences by theorizing justice uncertainty and linking-pin effectiveness uncertainty, respectively, as two distinct theoretical mechanisms that explain the two proposed destructive effects. Using a multisource and multiphase lagged field study and two vignette-based experiments, we find general support for our model. Our research advances the theories of justice variability, vicarious leadership and (in)justice, and supervisors' linking-pin role effectiveness. We also offer practical insights for managing "Jekyll and Hyde" leadership across organizational hierarchies. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Sales Performance Analysis in Adding New Indihome Customers (Case Study in Telkom Jember Area)

Sales Force is an important part of PT Telkom Indonesia's position which has a role in making the company successful. Sales Force finds it difficult to make offers to get customers. Sales Forces do not get a fixed salary, they only get a fee based on new customer orders whose been activated on the same day, so this makes Sales Force less motivated to work. It is suspected that there is miss preception between the Sales Force and the Organization which can influence their job satisfaction and performance. This research presents the results of descriptive statistical analysis, validity and reliability tests of measurement model parameters, as well as the results of testing the research structural model. The descriptive statistical analysis, validity test and reliability test in this research were analyzed using SMARTPLS software. Meanwhile, hypothesis testing and model suitability analysis in this research were carried out using the variance-based Structural Equation Modeling (SEM) method. Data collection was carried out directly by distributing questionnaires to 101 respondents, who were in the IndiHome Sales area for the period 2019 – July 2023. For the result analysis, Work Motivation and Self Efficacy have positive significant for Sales Force Job Satisfaction. Work motivation and Climate Organization have a positive significant effect on Sales Force Job Performance. Climate Organization does not have a significant effect on job satisfaction. Self-Efficacy does not have a significant effect on Performance. Job Satisfaction does not have a significant effect on Sales Performance.

Employee engagement, telecommuting propensity, and employee performance in the virtual workplace

Employee engagement, telecommuting propensity, and employee performance in the virtual workplace

Relationship Between Musculoskeletal Disorders on Job Performance

Background: The World Health Organization (WHO) and International Labour Organization (ILO) have identified musculoskeletal disorders (MSDs) as a rising epidemic within the workforce. These injuries account for 33% of all occupational injuries and 40% of medical costs. Objectives: This study aimed to determine the effect of MSDs on the job performance of operating room employees. Methods: This descriptive and analytical study was conducted on 100 participants. Job performance was assessed using the Patterson Job Performance Questionnaire (JPQ), and MSDs were evaluated using the NORDIC Questionnaire. Data were analyzed with SPSS version 16, employing Mann-Whitney, chi-square, and binary logistic regression tests. Results: Among the participants, 43% were women, and 67% were men, with an average age of 27.37 ± 6.45. Sixty-two percent of participants did not have acceptable job performance. Additionally, 83% reported at least one musculoskeletal injury, 64% had at least two injuries, and 62% had three or more injuries across different body parts. The results indicated a significant relationship between job performance and variables such as hip, knee, lower back, upper back injuries, age, gender, literacy level, physical activity, and work experience. However, no significant relationship was found between neck injuries and marital status with job performance (P < 0.05). Conclusions: This study demonstrates that MSDs can negatively impact employee job performance. Given the influence of various occupational factors on performance, it is recommended that future studies simultaneously examine the effects of other occupational hazards.

Knowledge hiding, emotional exhaustion and job performance: the role of psychological resilience

Purpose As an emerging novelty, knowledge hiding has received considerable attention in management literature. Drawing on conversation of resources theory, this study aims to investigate how knowledge hiding impacts job performance among employees through the mediating role of emotional exhaustion. This work further offers deeper insight into the moderating mechanism of psychological resilience in these relationships. Design/methodology/approach Three time-lagged sets of data (N = 362) were collected among employees in Vietnamese firms. The partial least squares structural equation modeling method was applied to test the research hypotheses. Findings Empirical findings indicate that knowledge hiding positively impacts emotional exhaustion. Furthermore, emotional exhaustion serves a mediating role in the link between knowledge hiding and job performance. The results also show how psychological resilience moderates the relations between knowledge hiding, emotional exhaustion and job performance. Practical implications The findings suggest that managers can reduce the harms of knowledge-hiding behaviors by enriching employees’ resources and bolstering their psychological resilience. Originality/value This inquiry explores the mechanism linking knowledge-hiding behaviors and job performance through the mediator of emotional exhaustion. In addition, this study extends the current knowledge by investigating the moderating role of psychological resilience in the relations between knowledge-hiding, emotional exhaustion and job performance.

The Mediating Effect of Coaching and Mentoring Competencies in the Relationship between Instructional Skills and Job Performance of Teachers

This study determined the mediating effect of coaching and mentoring competencies on the relationship between instructional skills and job performance of teachers. The quantitative research design of descriptive-correlational type of study was employed in this study and a sample of 300 teachers was taken randomly from the current teachers in the public junior high schools of Island Garden City of Samal division. Modified questionnaires were used to gather participant data, which underwent content validity and reliability analysis. The data were analyzed using the Mean, Pearson-r, and Multiple Regression Analysis. The results reveal that the levels of coaching and mentoring competencies are high, and the respondents' instructional skills and job performance are very high. Moreover, a significant relationship existed between these variables. A significant relationship between instructional skills and coaching and mentoring competencies was significant. A significant relationship between coaching and mentoring competencies and job performance was statistically significant. A significant relationship between instructional skills and job performance was also significant. The extent of the influence of predictor variables on job performance of teachers was proven in the study. This implies that coaching and mentoring significantly enhance teachers' instructional skills, leading to improved job performance, emphasizing the importance of structured support and collaboration in professional development.

The Relationship Between Organizational Commitment, Professional Development, and Job Performance of Educators in Public Universities

This study investigates the relationship between organizational commitment, professional development, and job performance among educators in public universities. Using a sample of 250 educators from public universities in West Java, Indonesia, the study employed a quantitative approach, incorporating Pearson correlation and multiple regression analyses to examine the influence of organizational commitment and professional development on job performance. The findings revealed that both organizational commitment and professional development have significant positive effects on job performance. Furthermore, an interaction effect was observed, suggesting that educators who exhibit high levels of organizational commitment and actively participate in professional development activities perform better than those with only one of these factors. These results emphasize the importance of fostering both commitment and professional growth in improving educator performance. The study contributes to the literature on educator effectiveness and offers practical recommendations for enhancing job performance in higher education institutions.

Impact of Emotional Well-being on Job Performance: A Study Based on Service Sector Professionals

Emotional well-being is an important part of holistic wellness. Emotional well-being involves an individual's overall positive feelings and their general outlook on life. By investing in the emotional well-being of their employees, firms can get significant business benefits such as improved performance, productivity, and commitment from employees, which in turn lowers attrition rates. The study aims to empirically investigate the factors influencing emotional well-being and their impact on the job performance of service sector professionals. A survey method was employed to gather responses from professionals in the service sector across various industries. The collected data, comprising 318 responses, underwent analysis using the partial least squares structural equation modelling approach. The findings from the study establish personality traits, Mindfulness and Resilience as factors affecting emotional well-being and a positive impact on job performance is observed. This study helps organisations understand that increasing the emotional well-being of professionals is one of the important parameters for their job performance. Future researchers may try to explore the other factors affecting emotional well-being and their impact on job performance.

Organizational Commitment as a Mediator: Exploring the Relationship between Job Satisfaction and Job Performance in the Ghanaian Public Sector

Public sector organizations in developing countries face significant challenges related to workforce retention, job satisfaction, and performance, particularly in Ghana, where limited resources and economic constraints exacerbate these issues. Addressing these challenges is vital for improving organizational outcomes and ensuring effective delivery of public services. This study explores the relationship between job satisfaction and job performance in Ghana’s public sector, focusing on the mediating role of organizational commitment. Understanding these dynamics is becoming increasingly important as public sector organizations grapple with the complexities of workforce management in resource-constrained environments. A sample of 300 employees was selected through purposive and convenience sampling, with 200 valid responses (66.6% response rate). Data were analyzed using SMART PLS 3.0 and SPSS 22, applying partial least squares structural equation modeling (PLS-SEM) to assess the research model and hypotheses. The findings reveal that job satisfaction significantly impacts affective, continuance, and normative commitment. Additionally, continuance and normative commitment positively influence job performance, whereas affective commitment does not. This study underscores the importance of job satisfaction in enhancing job performance through its effect on organizational commitment. To improve workforce outcomes, the study recommends targeted training programs that address skill gaps and increase job satisfaction. Public sector organizations, particularly local governments, should prioritize the implementation of effective job satisfaction strategies to boost employee performance and commitment. This research provides valuable insights into how public sector entities in developing countries like Ghana can foster employee performance through improved organizational commitment.

The role of feedback in the development of managers

The landscape in which modern organisations operate is rapidly changing and requires managerial agility. This necessitates a frequent review of how managers are developed. The aim of this article is to examine the role of workplace feedback in employee development. This will be achieved by developing a contemporary and comprehensive definition of feedback and specifying the elements of feedback that are associated with managerial development. Employing a qualitative, non-systematic literature review approach, journal articles and textbooks published after 2015, with feedback as their primary theme, were systematically selected and analysed for their content as well as the seminal works they referred to. The analysed literature suggests that feedback forms part of a dynamic communication and learning process. Development-driven feedback is information presented to recipients regarding their behaviour and/or performance in executing work tasks, as assessed by supervisors, subordinates, peers, coworkers, or the recipients themselves, with the intent to enhance work relationships and job performance. The elements central to structuring feedback were identified as purpose, content, source, frequency, timing, and delivery. These elements are customised to meet workplace performance requirements, also taking individual skill sets and personalised needs into account. A broad base of academic literature was captured and integrated to reach a comprehensive understanding of feedback as a development intervention. It was concluded that, although complex, literature on feedback can be consolidated to present both an inclusive definition of the concept and the elements associated with it.

Prevalence and effect of workplace harassment among female library professionals

Workplace harassment is a significant concern across various industries, including academic libraries, where female professionals often encounter unique challenges. This study assesses the prevalence and effect of workplace harassment among female library professionals in Indian academic libraries. 100 female professionals working in college and university libraries across India participated in the survey conducted in May 2024. The study explores the types, contexts, and perpetrators of harassment and its effects on well-being and job performance. Findings reveal a high prevalence of harassment, predominantly perpetrated by colleagues, with significant effects on individuals’ psychological well-being and job satisfaction. While some security measures are in place, perceptions of their effectiveness vary. Recommendations include integrating security measures into policies, enhancing reporting procedures, and providing better support systems for victims. Addressing workplace harassment requires collaborative efforts to foster inclusive and respectful environments, ensuring the safety and dignity of all library professionals.

Psychological Entitlement and Behavioral Outcomes: An Integrated Model in Beijing's Service Sector

This paper explores the relationship between psychological entitlement and various behavioral outcomes, including job performance, turnover intentions, and interpersonal conflict, within Beijing’s service sector. The study proposes an integrated model that examines entitlement as a key factor influencing these outcomes, with potential mediating variables such as job satisfaction and moderating factors like organizational culture. The framework highlights how entitlement-driven attitudes can negatively impact employee behavior and organizational performance, particularly in high-stress service environments. The paper also suggests future empirical research to test the model across different service industries in urban centers and emphasizes the need for longitudinal studies to understand the long-term effects of psychological entitlement on employee behavior. This interdisciplinary approach offers valuable insights for managing entitlement perceptions and improving workplace dynamics.

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

AbstractThis study analyzed the impact of individual learning ambidexterity on individual job performance and tested the moderating effects of the organizational structure, represented in this research by formalization, decentralization, and structural differentiation. Despite the importance of individual learning ambidexterity, there is a limited understanding of how employees’ explorative and exploitative learning behaviors affect their individual job performance. The study expands the research by confirming the relevance of individual learning ambidexterity for individual performance for non-managerial employees; an understudied research setting for individual ambidexterity. We demonstrate that individual learning ambidexterity is positively correlated with individual job performance. We also provide evidence that formalization, decentralization, and structural differentiation moderate the effects of individual learning ambidexterity on individual job performance. The empirical context for the research was non-managerial employees from the Romanian IT services industry. Prior research has shown that ambidexterity is important in the IT industry, making it an adequate setting to analyze the effects of individual learning ambidexterity on individual job performance. By using polynomial regressions on a sample consisting of 342 employees, we were able to analyze four research hypotheses. This study demonstrates the moderating mechanism of organizational setting in the improvement of individual job performance in relation to individual learning ambidexterity. Taken as a whole, our findings provide new insights into how and under which organizational conditions the individual-level explorative and exploitative learning behaviors affect individual job performance.

Investigating the Effects of Motivation and Job Satisfaction on Performance among Telecommunications Employees

This paper explores the relationship between employee motivation, job satisfaction, and performance in Beijing's telecommunications sector. The study proposes a theoretical model that links motivation and job satisfaction as key drivers of job performance, emphasizing how these factors interact to influence employee productivity and organizational outcomes. By reviewing relevant motivation theories and examining job satisfaction in organizational contexts, the paper highlights the critical role of motivation and satisfaction in enhancing employee performance. The framework also suggests that understanding these relationships is crucial for improving human resource management practices in the telecommunications industry. Future research directions include empirical studies across various telecommunications companies and urban centers in China, as well as longitudinal research to track changes in motivation, satisfaction, and performance over time.

Green IT and BYOD: driving sustainability, job performance, and well-being in remote work

Purpose This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions. Design/methodology/approach The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country. Findings SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions. Practical implications Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being. Originality/value The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.